Summer is here and the warmer weather is an invitation to go outside. Children are out of school for the summer looking for things to do and parents are eager to get kids outside for some fresh air. When out of the house for a trip to the park or to the mall, temptation to spend money grows. It's more convenient to eat out and buy expensive drinks, ice cream and other treats, and the price of admission for many activities can add up to a budget busting amount.

While enjoying the summer months is a key to maintaining a happy family, it is equally important to keep planning expenses and managing the family budget through the summer. This is especially important if a vacation is also on the horizon. There is a short time-frame to compress lots of possible summer spending so budget conscious families need to be very choosy about how they spend money this summer. Again, as always, planning in advance will give you the best chance to save money and get the most for your dollars spent.

Summer can be an expensive time of year for families on a fixed budget but, with some planning and discipline, it can be a wonderful break and an opportunity to refresh, bond and enjoy new adventures without causing more stress from overspending.

Enjoy the summer and don't forget the sun block!

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Enjoy your summer break but don't take a break from managing your family budget! 

Bickering about money is a top source of friction among couples, and often peak when couples hit their 50s and 60s. According to a new survey for the American Institute of Certified Public Accountants, those between 45 to 54 report an average of four financial disputes per month, and over 35 percent of couples aged 55 to 64 argue about money! 

Here are some pointers from AARP finance expert, Lynnette Khalfani-Cox, for resolving the 5 most common cash clashes before they become real problems:

Spending habits - He thinks you're spending too much on clothes, jewelry or handbags, while he's throwing cash on travel, entertainment and leisure. The way to end such arguments is not to compromise, but by coming to an agreement over major purchases. 

Financing Your Family -- For many pre-retirees, some of the most intense disputes occur when their kids graduate from college or when adult children going through unemployment or divorce wind up coming back to live at home. The solution is that parents must "become a united front" and jointly establish limits to their financial generosity.

When To Retire - The best way to overcome this challenge is to start a conversation about retirement expectations as early as possible.

Risk vs. Security -- Couples wrestle over business and entrepreneurial opportunities, second-career options, or even just going back to school, all of which have huge financial implications. The best answer for this dilemma is to have a plan B and think through best- and worst-case scenarios and then decide whether both parties could live with the outcomes.

Upsize or downsize? -- Making a decision about the home once the kids have moved out is complex for people in their 50s, 60s and beyond because they must grapple with numerous, sometimes competing, goals. For those contemplating selling the family home and relocating to another city, it's smart to try out that new town for size first - perhaps by renting for a year.

For more on these tips, visit here.

Lynnette Khalfani-Cox is an American personal finance expert, radio and television personality, and New York Times best-selling author.

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Ten Power Questions YOU Should Ask to Distinguish Yourself During a Job Interview

Got a job interview coming up? Don't waste your energy thinking up talking points to impress the interviewer, advises author Andrew Sobel. Nothing you can tell him or her will ever equal the impact of what you can ask.

After months of searching, you've finally landed an interview for the job of your dreams. You've chosen your wardrobe, Googled the company so you can intelligently discuss the issues, and thought through questions you may be asked. That's all fine, says Andrew Sobel. But if you haven't brushed up on the questions you want to ask the interviewer, you're missing a key part of your preparation-the part that may win you the job.

"If you talk to recruiters and executives who are actively hiring, they will tell you that there are three types of questions they get: no questions, bad questions, and-very rarely-memorable questions," says Sobel, author (along with coauthor Jerold Panas) of Power Questions: Build Relationships, Win New Business, and Influence Others. "And the candidates who ask the memorable ones are often the ones they make offers to.

"A recruiter for a well-known, fast-growing technology company told me, 'You'd be surprised how many job candidates have absolutely no questions for me at all, or they ask dumb or boring questions like 'So what do you do?'" he adds. "By asking questions-not just any questions but memorable, thought-provoking ones-you come across as a cut above the average candidate."

It makes sense. After all, anyone can anticipate common interview questions and craft what they think are impressive answers ahead of time. But candidates who ask insightful, incisive questions prove they're thinkers and connectors.

"You can tell people all day long how qualified you are, how talented you are, and what a tremendous asset to the company you would be," says Sobel. "But no statement is ever as impactful as a well-timed, well-executed question. In all situations, power questions help us connect and engage with others in meaningful ways."

You want a recruiter or executive who interviews you to tell a colleague afterwards, "I had a great conversation with that candidate. He had really thought a lot about our business." That's what gets you the callback, explains Sobel. And good questions are the way you create a thought-provoking, value-added conversation.

First, avoid these types of questions in a job interview:

• Informational questions: Don't take up a manager's time asking, "How much vacation will I get?" Get the basic information you need before you go in for an interview.
• Closed-ended questions: If someone can give a "yes" or "no" answer, it diminishes your prospects for having a good conversation.
• "Me" questions: An executive is interested in how you will add value to her organization and whether or not you're a good fit. Skip questions like "I skydive every Saturday-so will I ever be asked to work weekends?"

That said here are the kinds of questions you should be asking in a job interview:

1. Credibility-building questions: "As I think back to my experience in managing large sales forces, I've found there are typically three barriers to breakthrough sales performance: coordination of the sales function with marketing and manufacturing, customer selection, and product quality. In your case, do you think any of these factors are holding back your sales growth? What do you believe are your own greatest opportunities for increasing sales effectiveness?"

2. "Why?" questions: "Why did you close down your parts business rather than try to find a buyer for it?" or "Why did you decide to move from a functional to a product-based organization structure?"

3. Personal understanding questions: "I understand you joined the organization five years ago. With all the growth you've had, how do you find the experience of working here now compared to when you started?"

4. Passion questions: "What do you love most about working here?"

5. Value-added advice questions: "Have you considered creating an online platform for your top account executives, so that they can share success stories and collaborate better around key client opportunities? We implemented such a concept a year ago, and it's been very successful."

6. Future-oriented questions: "You've achieved large increases in productivity over the last three years. Where do you believe future operational improvements will come from?"

7. Aspiration questions: "As you look ahead to the next couple of years, what are the potential growth areas that people are most excited about in the company?"

8. Organizational culture questions: "What are the most common reasons why new hires don't work out here?" or "What kinds of people really thrive in your organization?"

9. Decision-making questions: "If you were to arrive at two final candidates with equal experience and skills, how would you choose one over the other?"

10. Company strengths-and-weaknesses questions: "Why do people come to work for you rather than a competitor? And why do you think they stay?"

In general, says Sobel, good questions prove you've done your homework. They show you're not just concerned about yourself but that you've given some thought to the future of the company. They allow you to demonstrate your knowledge without sounding arrogant. And they greatly improve your chances that the interviewer will like you-and we tend to hire those we like!

"If you want to be noticed by recruiters, don't talk more," he summarizes. "Instead, ask better questions. You'll soon find yourself answering the best question of all: How soon can you start?"
 

Andrew Sobel is the most widely published author in the world on client loyalty and the capabilities required to build trusted business relationships.

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• Managing Money in Tough Times
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• Managing Debt
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