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
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.
Businesspeople and leaders from all walks of life face a steep climb to the top, but for women the road is often filled with obstacles (both real and imagined) that simply do not exist for men. This has led many women who seek leadership roles to wonder what they can do differently to make room for themselves at the top when the odds seem stacked against them. Here is some practical advice about how to deal with some of the issues women face in leadership, and how you can help turn the statistics around.
I was chatting with a colleague over coffee discussing how stressful 2012 was. We chatted about the targets we missed, the challenges we faced, and we went on and on with an amazing crystal clear memory of everything we knew we could have done better. We suddenly stopped and gazed astonishingly at each other. Just the day before, both of us were awarded by the CEO for our achievements in 2012. And here we are, than 24 hours later, sounding like total quitters instead of behaving as winners. When did we learn to become so harsh on ourselves and why do we do we do that to ourselves?
Studies have shown that companies with diversity in their top teams produce improved financial results. Yet according to McKinsey, women hold less than 20% of the seats on corporate boards and executive committees in both the US and the UK and, from Forbes, only 4% of Fortune 500 company CEOs are female.So, how can we ‘sharpen our elbows’ and make it in a business world that for many still seems like an old boys’ network?
Breaking through glass ceilings in the workplace is dangerous business. There is now an easier (and safer) way for women to rise and succeed professionally. In her book, The Glass Elevator: A Guide to Leadership Presence for Women on the Rise, Ora Schtull shares the 9 critical skills that will enhance your ability to engage, connect, and influence in the workplace. All proceeds go to Dress for Success, a non-profit that helps disadvantaged women.
Women of HR was offered the opportunity to review, The Glass Elevator: A Guide to Leadership Presence for Women on the Rise. Through a series of questions and answers, Debbie Brown (DB) and Dorothy Douglass present their thoughtful review of this book.
You’ve seen the generational labels. Generalizations lump everybody into one, big, homogenous group. The narrative on the Gen Y generation is filled with words like spoiled, entitled and demanding. Is it unfair? You bet it is. But here’s the deal – Millennials who point out the bias only reinforce the stereotype of spoiled, self-entitled whiners. In this post, I offer my career advice for Millennials.
Motherhood was something I yearned for and very much wanted. I read books on parenting and felt very prepared and a bit overconfident for my new role – until I officially became a mother. Suddenly, I was questioning myself on everything: cloth or disposable, cry it out or co-sleep, organic baby blender homemade creations or the jarred store bought variety, helicopter parent or tiger mom, and the list goes on and on. Not only was I indecisive but I was so consumed with love for this little person that I thought in order to be the best mother possible I should give up everything that defined me pre-baby and focus on this new all important role of raising a human being.
Women of HR were asked, “If you were CEO for a day, what would (or did) you focus on to improve an organization’s productivity, employee engagement or ability to recruit?” This is the third post in the series of responses.
It’s a rare organization that doesn’t somewhere in its mission statement or values express a sentiment similar to “people are at the core of our business success.“ It’s an even rarer one that actually acts on it. If I were bestowed the mantle of CEO, I’d make it my #1 priority to be part of that very rare group…. and I’d have my work cut out for me.