And so it continues. Miley Cyrus, who has become everyone’s favorite person to trash on the internet over the last several months, popped up this past weekend on Saturday Night Live where she did her schtick (it has become a schtick, btw) of rolling her tongue around on the side of her mouth while flashing some sort of pop star gang sign with her long lacquered fingernails.
I still don’t get it although, to be fair, I think she does. It appears she’s moved into self-deprecating territory and, thankfully I guess, has quickly become a parody of herself.
One bit of good has arisen from all the Miley chatter though in that it has served as yet another catalyst for cultural discussions on feminism, women and the patriarchal culture in which we still live.
- Gloria Steinem has chimed in. A few weeks ago at the Women’s Media Awards, Le Steinem, when asked if she thought some of Miley’s recent activities were setting the feminist movement back, answered “I don’t think so. I wish we didn’t have to be nude to be noticed, but given the game as it exists, women make decisions.” (Blame to society)
- Sinead O’Connor, who learned that Miley claimed her “Wrecking Ball” video was based on O’Connor’s “Nothing Compares to U” video, wrote an open letter to Miley in which she said “Nothing but harm will come in the long run, from allowing yourself to be exploited, and it is absolutely NOT in ANY way an empowerment of yourself or any other young women, for you to send across the message that you are to be valued (even by you) more for your sexual appeal than your obvious talent.” (note – as of this writing, the open letter has been removed from O’Connor’s website but you can read the full letter here). (Blame to Miley. And sort of to society).
Now I don’t think many of us can argue that the global society in which we live is patriarchal; centuries and eons have laid that foundation. And while I’m all for making money and being a capitalist there is, at the core of capitalism, a whiff (just a whiff) of male privilege as evidenced by the fact that it’s usually a bunch of rich white men who are calling the shots. And those are the same dudes who dictate, to a fairly large extent, what women can and/or should do. Miley is just going along and playing the game the best she can in the world in which we live.
But should she? Or, perhaps the better question to ask becomes “is it even a game that’s being played?”
Feminism is about providing equal opportunities for women yet it empowers men as well as women by allowing all of us to cast aside pre-conceived notions of “the way things should be.” It allows us as women (not the men who are in power) to determine what is best for us and ensures that we all have the freedom to make our own choices. Sometimes it takes the collective group to get those options on the table in the first place (i.e., the right to vote, have equal funding for sports) and sometimes it’s individuals making a decision for themselves about how they want to live their lives. Shall I wear pants or dresses? Have short or long hair? Enter the workforce or be a stay at home parent? Use an IUD or the Birth Control pill?
While I wasn’t overly enthusiastic about Miley’s spank-fest on the VMA awards I fully supported her right to do it. She sparked some discussion. And while crappy teddy-bear costumes may not be cause for revolution one spark can start a fire – or at least keep it burning.
So yeah – if Gloria, Sinead and Miley walked into a bar I would certainly buy all of them a drink; and that’s not just a punch line.
Disclaimer: I am no fan of Ms. Cyrus although I do admit to finding “Party in the USA” strangely intoxicating and have, on occasion, found myself singing along.
You don’t have to be a woman to be a good human resources manager—but, according to research, you are more likely to be. Women are the ones most likely to bring emotional intelligence to the table, according to a survey of executives, and emotional intelligence is vital to HR. In fact, at least one study has shown that almost 90 percent of leadership success comes from emotional intelligence.
Wondering what exactly emotional intelligence is? Not sure why it matters so much in human resources? Let’s take a look.
What Is Emotional Intelligence?
Think of it this way: In a room full of people, those with emotional intelligence continually pick up social and behavioral cues that others miss. Did that girl really mean what she said about her job, or was she exaggerating? Did that guy want to leave early, or was a conflict brewing with another person? Noticing and then understanding these kinds of situations typically come more naturally to women, although men certainly are perceptive too in varying degrees. Such insights are particularly helpful in HR, where person-to-person dynamics, perceptions, and emotions play such a pivotal role.
How Does Emotional Intelligence Benefit an HR Manager?
In recruiting, hiring, managing, and working with personnel, emotional intelligence is so important that it may actually be the determining factor between a fine HR manager and a great one. As proof of that idea, consider the following benefits that come from emotional intelligence in HR.
An HR manager who understands the ways emotions operate is an HR manager better equipped to respond to an employee’s frustrations and concerns. Nobody wants to talk to an HR manager who belittles or ignores his or her complaints. When upset staff members come to an HR manager, they respond better to the person who shows empathy for what’s bothering them.
Because emotional intelligence means being able to discern the difference between real and fake behaviors, emotionally aware HR managers have a leg up in terms of perceptions. A manager who can tell when an employee is giving lip service is better able to avoid being manipulated or deceived.
Many, if not most, personnel conflicts happen because of misunderstandings. Being able to articulate emotions—both your own and your employees’—is incredibly helpful in working towards better understanding.
The truth is, managers’ and supervisors’ interactions with employees go a long way towards determining whether or not those employees are satisfied with their jobs and willing to stick around. HR professionals who can be both firm and caring build trust with their staff members. A happy staff means reduced turnover, which is good for everyone.
In your experience in human resources, have you seen ways in which emotional intelligence is an asset? What other benefits come to your mind besides the ones outlined above?
About the author: Shanna Mallon is a writer for Straight North, a Chicago Web design firm providing specialized SEO, Web development, and other online marketing services. Follow Straight North on Twitter and Facebook.
Photo credit iStockphoto
I was recently flipping through the stations on TV and stumbled across the 1997 “chick flick” Picture Perfect. For those not familiar, this particular movie stars Jennifer Aniston as an aspiring ad agency professional who finds her career, despite her obvious talent, slightly hampered by the fact that she’s single. Her lack of attachment (no husband, kids, or mortgage) is the basis of her boss and the agency’s fear that she’ll develop relationships with key clients and then leave, taking those clients with her elsewhere, without a second thought. She feels so hampered that it prompts her to concoct a story with a fake fiancé and wedding plans to prove her “commitment to the firm;” her plans to settle down reaffirm that she is in no hurry to make a move anywhere else.
Now this movie is slightly dated and the world of work has certainly seen changes since its release, but I wonder if in some cases these types of fears still exist? One might argue not. If fact, Time Magazine’s recent cover story “The Childfree Life” discussed couples who choose to not have children, and the career opportunities that are often available to childless women that they may otherwise have to forgo. And one of our Women of HR contributors, Kimberly Patterson, recently explored the subject, and possible fallacy, of loyalty here.
However, despite these arguments, you have to wonder if the sort of mentality presented in Picture Perfect doesn’t actually still exist in some places and some companies. There are still many organziations where longevity and loyalty is rewarded, where service recognition programs are a key part of employee recognition strategies. I’m not claiming that all companies that recognize and reward loyalty think like this; I’m just wondering if in some corners of Corporate America, there are still executives and leadership teams who maintain these biases.
Having been single in the professional world for many years, I’ve felt both sides of this: the Time Magazine cited opportunities to travel, and the freedom to be a part of projects that may have been more difficult with commitments at home. But there have also been occasions where I’ve experienced Jennifer Aniston’s character’s feeling that I’m not quite the same as everyone else who is settled down with a family. I’ve never felt it hamper my career, but there are times (especially when company and charity events are centered on couples and/or families) that there has been a slight feeling of not quite belonging.
So I ask you…what do you think? Do these biases still exist? Are there places where women may be held back as a result of not being “settled down?” And if so, do these biases affect men the same way?
Futhermore, as HR professionals, should it not be partially our responsibility to ensure our companies are not excluding single and/or childless women (and men for that matter) from development and advancement opportunities?
I’d love to hear your comments below.
About the Author: Jennifer Payne, SPHR has 15 years of HR experience in employee relations, talent acquisition, and learning & development, and currently works in talent management in the retail grocery industry. She is one of the co-founders of Women of HR, and is currently the Editor of the site. You can connect with her on Twitter as @JennyJensHR and on LinkedIn.
Photo credit iStockphoto
In a competitive business climate, retaining key employees is vital for the health of the company. But when these key employees are women, many corporations and industries continue to be befuddled as to how to retain this valuable cohort.
Indeed, it’s surprising how many supposedly modern institutions are caught in a time-warp. Unfair compensation, gender imbalance in senior management positions, inflexible schedules and even active discouragement of female employees continue to plague companies large and small.
The good news is, a few simple steps can vastly improve conditions for female employees. And the benefits of maintaining a women-friendly environment far outweigh the costs. Retaining employees – male or female – is just good business sense when you consider both the obvious and hidden costs of a high rate of employee turnover.
One of the more obvious steps is fair compensation. It should go without saying that, after years of being treated as second-class employees, women first and foremost want to feel as equally valued as their male counterparts. Fair wages are just a start.
Fair compensation should also include bonuses and benefits. And women don’t want to feel like they will be punished for wanting a work/life balance. The lack of a flexible schedule is cited as the number one reason employees leave for other jobs, so companies should ensure they are able to accommodate their workers’ need to spend time with family or on other projects. Telecommuting, a compressed work week, collaborative scheduling and self-scheduling can all factor into employee happiness and job satisfaction. Maternity benefits, childcare, and maternity leave should be included in employment packages.
Greater gender balance in the workplace, especially in leadership positions, can pave the way for women to feel that they too can succeed. When women see other women rising within a company, they realize that it is possible for them to rise to senior positions as well.
To this end, the smart employer will consider introducing mentorship programs to encourage high-potential female employees to aspire to senior leadership roles. Women’s networks can be critical retention tools as well, particularly for employees at their mid-career level. Retraining and re-entry training for women who have temporarily left the workforce are also valuable tools in your retention box.
Professional development, career coaching, and grooming for bigger projects and promotions, as well as guidance regarding each woman’s career trajectory, are invaluable in retaining female employees.
Executive presence training is one option to consider. A 2012 Forbes article cited a study by the non-profit New York organization Center for Talent Innovation that said being perceived as leadership material is essential to being promoted into leadership positions. The article went on to say that “the 268 senior executives surveyed said ‘executive presence’ counts for 26% of what it takes to get promoted.”
Women who are trained to develop an executive-type persona in terms of gravitas – that is, confidence, poise under pressure and decisiveness – as well as communication and appearance become more confident and are better able to command a room, thereby clearing a path to high-stakes and high-visibility positions.
By utilizing some or all of these ideas, companies can benefit from a healthier and more balanced work environment. It just makes sense.
As VP of Marketing, Bimal Parmar manages the global marketing strategy and execution at Celayix. With over 20 years industry experience, Bimal is responsible for making sure the world learns about the benefits of Celayix’s solutions that include: advanced employee scheduling, time and attendance, employee communication as well as integration modules for payroll and billing. Before joining Celayix, Bimal was Vice President of Marketing at Faronics, a leading provider of IT solutions for the Education vertical where he helped grow revenue over 50% and launched exciting new solutions. Prior to that Bimal held senior marketing and product roles at technology companies such as Business Objects and McAfee Security where he gained significant international experience working with global companies such as Microsoft, Dell, Sony, HP, Orange, Telefonica and Ricoh.
Photo credit iStockphoto
I got a tad worked up recently when I received some information about a local event that is being advertised as a “Job Fair for Women.” The employers participating are primarily in the retail and hospitality industry although there are other industries represented. The communication included the line “If you know any women seeking employment please refer them to our Job Fair. Bring copies of your resume and bring a friend.”
I pondered what would happen were I to show up, as a female job seeker, and bring a male friend? Would he be turned away at the door or would he be allowed to enter? Is the organizer (who shall remain nameless) implying, by lack of invite, that men neither want nor need jobs? Or is this an indication of a belief that men, for some reason, are neither equipped to perform these particular jobs nor will they deign them worthy of their efforts? And why, I wondered, are these high profile employers participating in an event that is excluding an entire gender?
Now I’m in a region of the country that has a very heavy petrochemical, gas and oil industry presence where, obviously, many jobs have traditionally been held by men. I worked in that industry for several years and had numerous conversations with Joe the Foreman and Bob the Unit Supervisor about providing the same opportunity for everyone – male or female – to apply for jobs and receive equal consideration. They went along…albeit grudgingly. So what, I wondered, would happen if Joe and Bob were to attend a “Job Fair for Men?” I’m convinced they would like that option…even as we sit here in 2013.
And then, as my mind went off on a tangent, I got to ruminating how we (the collective ‘we of society’ that is) determine that it’s okay to continue putting working women in one silo and working men in a separate silo.
Have you, as I have, ever received notices from certain training providers that offer courses designed exclusively for women? There are session topics like “Communication Skills for Women” and “Assertiveness Skills for Women” and “Conflict Management Skills for Women.” So this tells us what exactly? That men have the market cornered on these skill sets and won’t be interested? That women will be able to attend these sessions and not be ashamed when they get emotional or share their weaknesses or admit to, as one provider puts it, “… deal<ing> with trembling hands, “butterflies,” and other nervous symptoms?” What the hell is that? A 1931 pamphlet explaining menstruation?
I despise exclusion – based on gender, race, age, religion, etc. – in any form. Some will say that the gals want to hang with the gals and the guys want to hang with the guys. Fine – get your groove on and segregate yourself at the corner pub with the dudes or at the nail salon with the ladies after a long week of toil and labor. But please don’t bring that mindset to the workplace or professional environs.
Every time you do it makes me die just a little.
With 25 years of HR Management experience, Robin Schooling, SPHR, has worked in a variety of industries. In 2013, after serving as VPHR with a Louisiana based organization, she left corporate HR to open up Silver Zebras, LLC, an HR Consulting firm. She blogs at HRSchoolhouse and you can follow her on twitter at @RobinSchooling where, on football weekends, you can read all her #whodat tweets.
Photo credit iStockphoto
In a the male dominated world in which we live, it becomes increasingly important that strong women leaders take charge and make themselves known. They should use their strong personality traits to be a role model to other women and young girls. What, you ask, are the personality traits that tend to make a woman a good leader? Take a look at these personality traits and see if you, or someone you know possesses these traits. If you or someone else does possess these traits, encourage that person or challenge yourself to become an outward role model for other females.
A strong woman leader is confident in the person that she is and the decisions that she makes. So many women and girls today are insecure and unsure of themselves. They need a female leader who can show them how to be comfortable in their own skin. They need to find themselves and be confident that the person they are is good enough. As a woman leader, you should outwardly display your confidence to other women, and encourage them to learn how to “own it”, rather than be intimidated by confidence in other women.
Female leaders are people who make a difference in the world, and to do this, they need to be intelligent. This is important because women leaders need to be taken seriously, and this will be a struggle if their intelligence is questioned. To develop intelligence, the first step is schooling. Encourage young women to stay in school and learn all that they can. The second part of intelligence is awareness. Be aware, and well-versed in the world that is going on around you. This will allow you to more adequately assess a situation and intelligently decide what you should do about it. Being intelligent and prepared in every situation will inspire women, young and old, and will draw positive attention to women as a gender.
An attribute of any leader, not just a woman, is the ability to talk to others and convey a message. This does not necessarily mean, however, that a leader has to be outgoing. Outgoing leaders can lead by preaching their cause and talking to people about the important things that they have to say. This can often be very effective because you are spelling things out for people. A woman can also, however, be a quiet leader. Quiet leaders lead by example, and this leadership tactic can be equally as effective. Leading by example is simple: practice what you preach and if people believe in what you are doing, they will model their actions after yours.
Pam Johnson is an HR professional in the furniture industry, as well as an adjunct professor for her local community college . She is constantly seeking out people with leadership qualities to fulfill management positions. She obtained her MBA in Human Resources Degree.
Can you believe that it has been 3 years since the Women of HR site started? Wohoo!! What a crazy fun ride it has been. Over the past 3 years we have seen a lot of change: new contributors, awesome content and series, and now, we even have a new Editor in Chief in Jenny Payne!
As this site continues to grow and develop, I think back on why we started it in the first place. We wanted to build a site that was a community. A site where women in HR or not could help build each other up and make valuable connections. We wanted it to be a forum where we could voice our concerns, disagree, and find solutions.
We hope that for you as members of this community, that it has been that and more. I want to thank YOU for your continued support, encouragement, and readership. This site wouldn’t exist except for you.
But besides gratitude, I want to also issue a call to action. Whether this is the first time visiting us or you have been a longtime member of our community, we want to hear from you. Tell us what you like, don’t like, and want to see more of. We want you to jump on in and participate, not just through readership and comments but by suggesting new ideas and even getting fingers to your keyboards and become a contributor. If this site is for you, then we need you to help us make it everything you need it to be.
Thank you so much to the amazing Lisa Rosendahl for running the site and making it everything it is today. Thank you to the wonderful Jenny Payne for stepping in to take the site to the next level. Thank you to Trish McFarlane, Sarah White, and Charee Klimek who are the best women and co-founders who helped start this crazy ride. Thank you to Lance Haun for doing so much work for us and who is so generous with his time and knowledge. Thank you to Lyn Hoyt for all her wonderful design work and help. And of course, thank you to all our amazing contributors, both past a present, who have given the Women of HR site a voice. Your amazing insights and content have literally made us the site we are today and for that we are all grateful for.
So cheers everybody, and let’s work hard together to make the next year of Women of HR another awe inspiring one!
I was putting my 7 year old to bed when she turned around and said “you’re the best mum a daughter can ever have, I am so proud of you and want to grow up to become like you.” I hugged her and kissed her, told her how much I love her and how much I am proud of her too. That night I couldn’t sleep and kept thinking to myself that between being a career driven woman, and a mother (and a good one too, at least that’s what I think) whatever I am doing, it must be right.
Just how difficult is it to be a mom and have a full time job at the same time? Ask any working mom and she will say it isn’t easy. Balancing the two roles takes great talent, not to mention effort, to be able to switch between hats. Women are famous for their ability to multi task, and multiply this several times for women applying this skill to both a job and motherhood. We tend to go through guilt pangs every now and then, guilt that maybe we are not dedicating enough time to our children, that perhaps we will be seen as neglecting our jobs if we take those couple of hours to attend that sport event at school, etc…. We often do not stop for a moment, to take a deep breath and admire our resilience, stamina and our genuine efforts to keep both worlds seamlessly on track.
In an article published online in Time Health and Family in 2011, titled “Working Women Who Try to Be ‘Supermom’ May Be More Depressed”, the author makes reference to research that shows working mothers who think they are able to juggle between a career and motherhood effortlessly are in fact more depressed when compared to other women who really don’t overdo it.
Let’s stop here shall we?
Does trying to balance between our careers and our duties as moms mean we are overdoing it? I personally don’t think so. And by the way, which type of mom classifies as a ‘supermom’ anyway? The Merriam Webster dictionary defines the word ‘supermom’ as ‘a woman who performs the traditional duties of housekeeping and child-rearing while also having a full-time job’. According to this definition all working moms classify as one by default. The research goes on that apparently by embracing the fact that it is ok to ‘let things slide,’ working moms can happily combine both roles. On the face of it this makes sense, but there is a caveat, or at least that’s what I think: where do we working moms draw the line when ‘compromising’ on stuff at work before they are perceived as becoming slackers and their career growth suffers? And alternatively can working moms really let things slide when it comes to their children in any aspect related to their well-being, not just physically but equally important, emotionally?
Well I finished reading the article with one conclusion. The ‘supermom’ journey is filled with challenges, no doubt. I’ve been one for 7 years now, and I experience them first-hand every day. It is not easy to juggle between a demanding job, meetings, overseas assignments, projects, play days, doctor appointments, violin rehearsals, school concerts, sport days etc…. yet I still do it. How do I manage? I really don’t know. I’m not perfect, but who said that being a perfectionist is the road to happiness? Has it been a rewarding journey so far? It’s a straight ‘yes’. The personal gratification that comes from watching our children grow to be healthy happy individuals without compromising on career aspirations or vice versa is worth every moment of it. Maybe we are overcomplicating this ‘supermom’ case. Maybe all we have to do is realize we are doing our best and self-appreciate that. Apparently our children do.
Being a supermom is a matter of personal choice. Those of us who walk into it knowing we must spend a great portion of our lives balancing the heavy weight we carry on our shoulders become mentally prepared to face the challenges. There are plenty of days when we feel proud of what we are accomplishing, times when we feel the load is too much, and many more moments when guilt that maybe we are not giving it our best shot overtakes us, but you know what? The truth is that we are super and we have deservedly earned the title.
Being a stay at home mom has its perks – you don’t have to get dressed up, you can work out on your own schedule, and you don’t need to have the children’s lunch ready at 7 a.m. However, the most amazing and obvious benefit of being a stay at home mom is the opportunity to intimately know your children and to share all of the milestones of their young lives. No one can truly understand and love a child like their parent. Choosing to stay at home had its financial and career limiting consequences, but it’s a choice that I will never regret.
Being a stay at home mom however does not mean that you must put your brain or skills on hold. Especially in today’s modern world where there are countless ways for you to expand your horizons. And that’s exactly what I did. After driving many, many miles to practices, games, lessons and recitals, making sure that the homework was done and dinner was prepared, I spent countless late nights looking on the computer for ideas to sharpen my skills, and technology is what I came to love.
I am a problem solver. I love when I am given a challenge; know how to fix it, and how to fix it better. It started with setting up my own home wifi network. To most of my friends and co-workers, it’s probably no big deal, but in the stay at home mom arena – I was “big stuff”. Everyone wanted to know, “ how did I know how to do that?” Before I knew it, I was helping my neighbor, her friend, and then their elderly parents. And so began my journey, I became even more motivated to challenge myself. From school sports teams to the theatre department, the needs, as well as the expertise grew. I taught myself HTML, CSS, and how to create a Joomla site.
With each growing project a new skill such as Photoshop and Gimp emerged. I began to get noticed and was offered a position by my local principal in the Career Tech Department. The launching pad was perfect, it allowed me to further develop my skills and opened my eyes to the world of other opportunities out there. With my newly minted resume, an opportunity presented itself. The Global HR consulting firm, Exaserv, was looking for a Product Manager and the job description fit me perfectly. Some of the main requirements were organizational skills and the ability to prioritize, and all those years of being a stay at home mom had definitely helped to hone those skills. Not to mention my developed computer expertise!
It’s been over a year now since I’ve been back in the workforce and I have loved every day of employment. I am constantly learning and growing in my new role and enjoy all the “doors” that are opening for me. Staying at home to raise my children was the best decision I ever made, but taking that time to also sharpen my skills has given me the opportunity to go back to work and grow my career. It’s an experience for which I will forever be grateful.
About the author: Sophia Lidback is Product Manager at Exaserv, where her responsibilities include managing product development, writing and editing technical and functional user manuals and managing customer relations with respect to product implementation. Sophia is a wife and mother of 4.
If your boss has just passed on you for a promotion, or your manager or employer keeps you under a constant fear of being fired, it’s time to evaluate yourself, and bring significant change in your job attitude. You might be hitting some career obstacles that have been preventing you from climbing the ladder of success.
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.
Never avoid taking on new things
Usually, women prefer to remain in their comfort zone. But, this attitude might bring damage to their job. So, until and unless you’re doing a highly specialized job, you should not avoid or show lack of interest for new assignments. Working in a different domain brings you an opportunity to enhance your job skills. The learning of new skills makes you marketable while help increasing your job efficiency. Plus, your enthusiasm for new tasks will also increase your professional worth before your employer, which, in turn, result in an upgraded evaluation report for you.
Practice to communicate effectively
Professional success is directly proportional to the effective communication. If your job calls have declined, or your clients and co-workers now do not care of what you’re saying, your career is in serious trouble! You are going through a communication obstacle. Professionalism requires communication that must be concise and polite to be effective on people. To learn better communication skills for workplace, you can go through the book “Mastering Communication at Work: How to Lead, Manage, and Influence” written by Ethan F. Becker and Jon Wortmann. From leaders of countries to leaders of companies to people just starting out in their career, Becker and Wortmann teach techniques that start with the essential wisdom of Aristotle and include the best practices in today’s global organizations.
Don’t afraid to ask questions or hesitate to ask for help
It’s always comforting when you know what you have to do on the job. If you don’t have queries about your work or what’s current in your job, you’re definitely out of your career track. This is a sign of lacking erudition, indicating you’re no longer acquiring new job skills. Yes, you’re missing out on productive career opportunities.
No matter what your position in your company, there always come times when you need to seek help from other knowledgeable colleague/persons. There’s no individual on this earth who has all the answers. It’s always better to ask some well-informed professionals than to attempt to bluff or formulate answers with trifling base, which makes nothing but fool out of you. Sooner or later, asking for help will actually contribute greatly in your career growth as this will reflect your dedication to problem solving as well as your influential communication skills.
Remain updated with ‘what’s new’ in your profession
Having knowledge of what is going on in your field not only works for knowledgeable conversation, but also allows you to reap from the new development and opportunities in your industry for your personal career growth.
Invest in yourself
Although looking good is the part and parcel of professionalism, that isn’t all you need for your well-groomed professional appearance. For your impressive professional image, your appearance must be supported by your attitude and your skills. So, invest on your own knowledge base and be confident and articulate. Even if you’re looking for a new position, you’ll have to have enough career resources so that you and your skills would be welcomed by a new organization with open arms.
Last but not the least, be positive and take action. Women tend to be hyper sensitive to personality conflicts, as well as to gender-role stereotypes. To overcome this adverseness, they need to work with calming voice for conflict resolution. Stop asking yourself off-putting questions like ‘Why me?’ and ‘What if?’ Rather, focus on affirmative questions like, “What can I learn from this incident?” and “How can I exploit this event?’ Then, proceed to take action. Instead of self-pitying, get involved in the soul-searching that begins with a positive attitude, and that will help propel you forward.
Proceed to grow exponentially!
About the author: Gloria Tesch is a passionate blogger and Internet marketer who loves to impart her knowledge and ideas on various topics with others. She works as an SEO professional for Printsasia.com, an online bookstore. She is also an avid reader and, therefore, suggests some good and economical books through her blog or article.