Remaja putri pada umumnya juga sangat menyukai dan berkeinginan untuk dapat terjun ke dunia modeling dan fashion.  Kehidupan  glamour dan ketenaran nampaknya adalah hal utama yang telah menjadi daya tarik para remaja putri maupun gadis dewasa untuk tertarik pada dunia modeling dan fashion. Belum lagi dunia modeling merupakan salah satu jalan untuk dapat menjadi seoranga artis ternama. Banyak artis-artis terkenal sebelumnya berkarir menjadi seorang model terlebih dahulu. Namun untuk dapat menjadi seorang model profesional diperlukan langkah-langkah yang tepat dan efisien agar impian menjadi seorang model terkenal dapat terwujud.

Berikut adalah langkah-langkah yang dapat kita rencanakan untuk dapat merintis menjadi seorang model profesional, karena langkah yang terencana dan aksi nyata mustahil cita-cita menjadi seorang model dapat terlaksana secara baik. Langkah-langkah tersebut adalah :

1. Menyadari bahwa untuk menjadi seorang model menuntut persyaratan yang cukup berat

Dari segi fisik, untuk dapat menjadi seorang model pada umumnya Anda juga harus memiliki kelebihan secara fisik. Entah rambut yang indah, ukuran tubuh yang ideal, berat badan ideal, kulit yang lembut, kulit bebas jerawat, atau ciri fisik lainnya. Tentunya Anda tak boleh main-main saat menjadi model, Anda juga harus siap untuk dapat melakukan latihan ekstra keras, fitness dengan serius dan teratur, melakukan berbagai perawatan tubuh, hingga diet ketat.

Siapkan terlebih dahulu diri Anda. Jika memang Anda siap untuk menjalani semua persyaratan tersebut. Ikuti langkah berikutnya.
2. Tentukan bidang model yang profesional ingin Anda jalani
    Ada beberapa bidang modelling yang wajib Anda pilih dan tentukan terlebih dahulu:

    Model Plus Size, yaitu model dengan ukuran tubuh plus, untuk dapat melakoni beberapa peran yang memang telah memiliki ukuran tubuh plus
    Model Catwalk, model yang satu ini diwajibkan untuk dapat memiliki tubuh langsing ideal. Tinggi badan kurang lebih 170 cm, dan Anda juga diwajibkan untuk melakukan diet ketat, agar ukuran tubuh Anda tidak melar dan sesuai dengan ukuran baju desainer
    Model iklan, pada umumnya model iklan adalah seseorang yang camera face, dengan ukuran tubuh ideal dan juga penampilan yang sangat menarik

3. Lakukan beberapa photo take di studio (phortofolio)
Saat ini sudah banyak studio-studio photo yang ada di sekitar kita. Coba untuk buat janji dengan mereka, dan minta mereka untuk memfoto Anda dengan berbagai pose. Tentunya Anda juga harus pandai memilih gaya, dan lihat bagaimana hasil foto Anda. Berusahalah agar terlihat ekspresif dan menarik di dalam foto. Foto yang diambil secara baik akan menjadi modal awal saat kita mengajukan atau mengirimkan phortofolio kita ke agen-agen model atau majalah-majalah model.
4. Agen Model
Kirimkan hasil foto Anda beserta cerita singkat tentang diri Anda, serta keinginan Anda berlenggok di dunia model kepada agen model atau majalah-majalah model. Cermati juga dalam memilih agen model yang terpercaya. Tunggu sampai Anda dipanggil dan diminta untuk dapat menghadiri wawancara.
5. Siapkan Akting Anda
Jangan datang tanpa persiapan yang baik saat interview. Sebelumnya lakukan latihan di rumah di depan cermin, bagaimana saat ekspresi Anda harus bahagia, tertawa, menangis atau marah. What? ya, tentu saja. Seorang model juga harus dapat melakoni banyak peran dan menghayati perannya, sama seperti seorang artis. Dengan demikian, sebuah foto juga akan tampak seperti nyata, indah dan alami (natural).
6. Profesional
Jika ternyata agen model tak memanggil Anda, jangan kecewa dan marah. Mungkin masih ada beberapa hal yang harus Anda pelajari terlebih dahulu.
Namun jika ternyata Anda dipanggil dan diterima sebagai model. Pastikan bahwa Anda telah menyiapkan jadwal dan disiplin dalam menjalani jadwal kerja Anda. Pandai-pandailah dalam mengorganisasi dan mengatur waktu Anda.

Editor : Dian Sukmawati


Imagine an elite professional services firm with a high-performing, workaholic culture. Everyone is expected to turn on a dime to serve a client, travel at a moment’s notice, and be available pretty much every evening and weekend. It can make for a grueling work life, but at the highest levels of accounting, law, investment banking and consulting firms, it is just the way things are.

Except for one dirty little secret: Some of the people ostensibly turning in those 80- or 90-hour workweeks, particularly men, may just be faking it.

Many of them were, at least, at one elite consulting firm studied by Erin Reid, a professor at Boston University’s Questrom School of Business. It’s impossible to know if what she learned at that unidentified consulting firm applies across the world of work more broadly. But her research, published in the academic journal Organization Science, offers a way to understand how the professional world differs between men and women, and some of the ways a hard-charging culture that emphasizes long hours above all can make some companies worse off.

Credit Peter Arkle

Ms. Reid interviewed more than 100 people in the American offices of a global consulting firm and had access to performance reviews and internal human resources documents. At the firm there was a strong culture around long hours and responding to clients promptly.

“When the client needs me to be somewhere, I just have to be there,” said one of the consultants Ms. Reid interviewed. “And if you can’t be there, it’s probably because you’ve got another client meeting at the same time. You know it’s tough to say I can’t be there because my son had a Cub Scout meeting.”

Some people fully embraced this culture and put in the long hours, and they tended to be top performers. Others openly pushed back against it, insisting upon lighter and more flexible work hours, or less travel; they were punished in their performance reviews.

The third group is most interesting. Some 31 percent of the men and 11 percent of the women whose records Ms. Reid examined managed to achieve the benefits of a more moderate work schedule without explicitly asking for it.

They made an effort to line up clients who were local, reducing the need for travel. When they skipped work to spend time with their children or spouse, they didn’t call attention to it. One team on which several members had small children agreed among themselves to cover for one another so that everyone could have more flexible hours.

A male junior manager described working to have repeat consulting engagements with a company near enough to his home that he could take care of it with day trips. “I try to head out by 5, get home at 5:30, have dinner, play with my daughter,” he said, adding that he generally kept weekend work down to two hours of catching up on email.

Despite the limited hours, he said: “I know what clients are expecting. So I deliver above that.” He received a high performance review and a promotion.

What is fascinating about the firm Ms. Reid studied is that these people, who in her terminology were “passing” as workaholics, received performance reviews that were as strong as their hyper-ambitious colleagues. For people who were good at faking it, there was no real damage done by their lighter workloads.

It calls to mind the episode of “Seinfeld” in which George Costanza leaves his car in the parking lot at Yankee Stadium, where he works, and gets a promotion because his boss sees the car and thinks he is getting to work earlier and staying later than anyone else. (The strategy goes awry for him, and is not recommended for any aspiring partners in a consulting firm.)

A second finding is that women, particularly those with young children, were much more likely to request greater flexibility through more formal means, such as returning from maternity leave with an explicitly reduced schedule. Men who requested a paternity leave seemed to be punished come review time, and so may have felt more need to take time to spend with their families through those unofficial methods.

The result of this is easy to see: Those specifically requesting a lighter workload, who were disproportionately women, suffered in their performance reviews; those who took a lighter workload more discreetly didn’t suffer. The maxim of “ask forgiveness, not permission” seemed to apply.

It would be dangerous to extrapolate too much from a study at one firm, but Ms. Reid said in an interview that since publishing a summary of her research in Harvard Business Review she has heard from people in a variety of industries describing the same dynamic.

High-octane professional service firms are that way for a reason, and no one would doubt that insane hours and lots of travel can be necessary if you’re a lawyer on the verge of a big trial, an accountant right before tax day or an investment banker advising on a huge merger.

But the fact that the consultants who quietly lightened their workload did just as well in their performance reviews as those who were truly working 80 or more hours a week suggests that in normal times, heavy workloads may be more about signaling devotion to a firm than really being more productive. The person working 80 hours isn’t necessarily serving clients any better than the person working 50.

In other words, maybe the real problem isn’t men faking greater devotion to their jobs. Maybe it’s that too many companies reward the wrong things, favoring the illusion of extraordinary effort over actual productivity.

How Some Men Fake an 80-Hour Workweek, and Why It Matters

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