Company executives often appear to be Jekyll and Hyde to regular employees. What do I mean by that? Take the current trend to include “entrepreneurial mindset” on job descriptions. Here is my take on the whole thing.
Even highly skilled and hardworking ladies face these kinds of career hitches time and again. Why? Because women suffer from some visceral averseness that hamper their career growth in many ways.
Here are my tips that may help you improve your work efficiency and let you experience exponential growth at your workplace.
Personal development is incredibly important for both employees and employers, yet few take it as seriously as they should. However, by making personal development a part of your office culture, you can create a company staffed with a well-trained, knowledgeable workforce eager to further their career with you.
As women in business, we’re accustomed to seizing opportunities when they present themselves. One opportunity that is consistently under-utilized and undervalued is competitive synergy, working with your competition instead of against them. In today’s economy, if you want to succeed, you may have to put to rest that old “them or me” spirit and view your competitors not as enemies but as potential allies.
The glass ceiling is a very real challenge that many professional women face at some point in their careers. Long described as an invisible cap on women’s earning potential in the workforce, it’s been a headline-making topic since the mid-50s – and for good reason. With the current shift in HR toward objective, automated assessments, the gender-based playing field may really start to level out.
As a woman in HR, gender pay equality is a topic that fascinates me. Pay equality should be a priority for women in HR, and one way to help aid the process, is including better paternity leave in HR’s discussion about employee benefits.
We all have random encounters and some impact us more than others. Inspired by Kristin Kaufman’s book, Is This Seat Taken?, Women of HR share encounters that impacted them
We all have random encounters and some impact us more than others. Inspired by Kristin Kaufman’s book, Is This Seat Taken?, Women of HR share encounters that impacted them.
We are all guilty of it at one point or another. We mislabel it as hand holding, coaching, giving directions, leading, etc. In reality there is a world of difference between what we are really doing and all these labels we mask it under. I’m talking about nothing but that hideous spoon-feeding we all do. Moral of my posting today is to say no to spoon-feeding if you want an engaged population and you left to add the value a leader should be bringing to the table.
Students and clients come in and out of my office with the common agenda: the intent to talk about career transition. These transition goals can take many shapes, such as moving from a generalist role to an analyst role, moving from a specialist to a manager, and often segueing out of one function and into another (think finance to marketing).
Regardless of the type of change they are looking to make, my advice is always the same: Get Your Story Straight.