The X & Y of Associate Development and Retention

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law.JPGClear communication and clarification of expectations are the keys to the development and retention of Gen Y law firm associates according to the panel of partners and associates at the Women in Law Empowerment Forum event last Thursday morning.

During a lively discussion moderated by Phyllis Weiss Haserot, President and Founder of Practice Development Counsel, the panelists addressed significant differences in communication styles, desires and needs of each of the three generations currently in the workforce – the Baby Boomers, Gen X and Gen Y – and how such differences impact the development and retention of both Gen X and Gen Y associates.

While these sort of discussions often focus exclusively on Generation Y’s fallibilities, such as their helicopter parents over-involvement in their careers and the generation’s need for constant feedback, Helise Harrington of Sonnenschein Nath & Rosenthal emphasized the good things that have come out of the introduction of Gen Y to the workforce, including a greater movement towards flextime and parental leave for all. As a Baby Boomer, she said that she could really appreciate the change. “When I first entered firm life, there were only two women, and they both put off having babies until after they made partner. And, once they actually gave birth, they zoomed back [to the office].”

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On The Chopping Block: The Women of Wall Street

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by Anna Collins, Esq. (Portland, Maine)

While the current economic crisis has been undeniably devastating for Wall Street, some say the women of Wall Street are at the sharpest edge of the chopping block. As reported by Forbes Magazine, financial services and insurance firms have cut 260,000 jobs. The majority of layoffs, however, have impacted women. Seventy-two percent (72%) of the workers laid off have been women, even though they constituted sixty-four percent (64%) of employment before the crash began.

Louise Marie Roth, Professor of Sociology at the University of Arizona and author of “Selling Women Short: Gender Inequality on Wall Street”, notes that several factors may explain why the women of Wall Street are at risk during this financial crisis.

Being “One of a Kind” Makes Women Easy Scapegoats

First, the women are often isolated from other women in their company, especially at the highest executive levels. On the one hand, strong company performance or individual achievement brings attention of employees and colleagues towards the women. On the other hand, being “one of a kind” makes it easier to become a scapegoat when things are not as rosy. “A weak woman stands out more than a weak man,” Roth explains. While men’s weaknesses get ignored in a crowd, the rarity of women leaders on Wall Street makes it easier to amplify their weaknesses — whether real or not.

Contradictory Expectations Lead to Negative Impressions

Another factor that may explain why women are at risk is that they are especially vulnerable to a classic double standard when it comes to expectations of behavior. On the one hand, there is an expectation that because Wall Street is driven by “masculine” behaviors, women must be firm, tough, and aggressive. Yet, if they are too much so, they are seen as behaving inappropriately. As women, after all, they are expected to be nice and feminine. “For many women I talked to,” Roth explains “this is hard to do.”

Often, Roth notes, the expectations are contradictory and women simply do not know which expectation is being invoked. Even worse, if both expectations are invoked at the same time, women are left without a winning strategy. Regardless of which expectation they meet, their actions are not sufficient.

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How Corporate Social Responsibility (CSR) Can Serve a Company’s Reputation in a Downturn and Beyond

By all accounts, we are in the first economic crisis since CSR has become a core business strategy. To take a closer look at how it’s holding up and what value it brings, several distinguished speakers will take part in a panel to discuss and gauge how well CSR strategies are serving companies as they seek to uphold corporate reputation. Panelists will share how their respective companies are engaging in this important issue, as well as provide a candid debate on what’s paying off and what’s not.

Registration and payment by credit card or check is available from the FWA website. Visit https://www.fwa.org/and link to the Event Calendar to view upcoming events. Select the Online Registration button from the event description page to register.

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Don’t Wait for Recognition: Take Credit

Do you feel like you don’t always receive the recognition you deserve in your job? Join trainer and career coach Christina Ioannidis on Wednesday, March 25th to learn how to gain confidence and take credit for your achievements, to ensure you get the acknowledgement you deserve.

Working twice as hard as your male colleagues, yet not getting the credit you deserve? Join this true myth-busting and confidence-boosting session to enable you to take credit that is rightfully yours.

The session will provide you with practical tips to:

  • Become visible through strategies that will place you on your main stakeholders’ radar screen
  • Grow to be your own public relations agent, offering techniques to ensure you are remembered for the RIGHT reasons
  • Overcome modesty and claim ownership in a natural and authentic manner
  • Enable risk-taking and making sure learning is shared * Avoid sabotaging your hard work and professionalism in a male-dominated culture

If you are interested in attending this training session or would like more information please contact Sarah Lilley at slilley@womenin.co.uk or on 020 7422 9213 – many thanks!

Register Here.

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The Job Seeker’s “Ready or Not” Quiz

iStock_000008869981XSmall_1_.jpgContributed by Kathryn Sollmann of Women@Work Network

Your job search seems never-ending – is it the recession or is it you? Are you overlooking basic but critical job search strategies that are required in even the strongest economic cycles?

Take this simple quiz developed by the Women@Work Network to find out if you need to revisit your job search foundation. You may be very surprised…even many senior-level professionals are discovering that they are jeopardizing their own job search success.

True or False?

(Note: A “true” answer must be 100% true!)

  1. I know the kind of job commitment (part-time, full-time, consulting, etc.) that works best for me and my family and I have buy-in from all constituents.
  2. I know the general salary range that I am seeking and the minimum that I could accept to meet my personal financial obligations.
  3. I have a very clear and realistic understanding of the type and level of position I am qualified for at this time.
  4. Even though I have many skills and talents, I realize that telling employers that I am flexible and willing to do any type of job is more negative than positive.
  5. I understand that employers hire candidates who can jump in and add immediate value—and I can clearly state problems that I can solve, challenges that I can meet and initiatives I can lead in my area of expertise.
  6. I have a five-minute prepared “elevator speech” that quickly summarizes for friends, colleagues, networking contacts and potential employers the kind of work I have done in the past, my key strengths and the type of positions I am now seeking.
  7. I know the kind of company and culture that would be the best fit for me—in terms of industry, size, environment, etc.
  8. I have researched companies that I am targeting thoroughly: the web site, current media reports, discussions with current or past employees, etc.
  9. When I search for a job, I think about how I am going to package and sell myself.
  10. I have only one resume (not several different versions) with a summary statement at the top that is a quick snapshot of who I am and the skills and experience that I have to offer.
  11. My resume is not more than two pages long.
  12. At least three people who have proven writing and editing skills have proofread my resumé for errors that could cost me an interview.
  13. I recognize that my #1 job search strategy should be networking, but I don’t let any discomfort about “approaching strangers” stand in my way.
  14. I have exhausted every possible personal networking contact from past jobs, alumni groups, religious affiliations, parents in children’s’ schools, book groups, tennis groups, etc.—and I’ve considered everyone I know, my spouse knows, my sister knows, etc.
  15. I have researched and joined all local and online networking groups that make sense for my level and area of expertise.
  16. I do not spend the greatest percentage of my time searching for opportunities on company-sponsored or mass market job boards to find open positions.
  17. When I apply for a job, I always send my resume along with a cover letter. I specifically state why I am a fit for the job—covering all the job requirements and responsibilities point by point.
  18. When I go to an interview or think about going to an interview, I do not get ready to apologize for any aspect of my past experience or my time out of the workforce.
  19. I have zeroed in on two or three examples — or “stories” — from my past experience that illustrate why I am qualified for the type of job that I am seeking.
  20. I have thought about questions that I will likely be asked in an interview and I have answers that will exude competence and confidence.

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100 Women in Hedge Funds: The Search for Uncorrelated Returns — Alternatives to Alternatives

The recent financial market turmoil has left many investors eager to diversify their investment portfolios away from traditional asset classes into potentially more rewarding and non-correlated alternative investments. Our speakers will introduce us to “alternative alternative” investments in entertainment / film finance, timberland and photography among others, and will share insights on the risks and opportunities associated with them, their risk-reward profile as a stand alone investment and how they could be implemented within a portfolio.

Sona Blessing, Moderator, Editor and Director Research, A SQUARE Opalesque
Simon Fawcett, Chief Executive, Aramid Capital Partners LLP
Friedrich Kiradi, Managing Director, ART Photography Fund & Managing Partner of the Merit Group
Dr. Christian Roeckemann, Managing Director, First Forest GmbH
F. Graham Thouret, President, Diversified Global Asset Management – DGAM

Click here to RSVP

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Shattering the Glass Ceiling (Presented by CWC Calgary)

Canadian Women in Communications presents a lively panel discussion on the corporate world’s proverbial glass ceiling.

Our panelists include Barb Higgins from CTV, Paddy Meade from Alberta Health Care Services and Eva Friesen from The Calgary Foundation, who will speak about their experiences with the so-called glass ceiling, giving examples from their careers and offering recommendations regarding gender equality in the workplace. The event will be moderated by business consultant, Kevin Blanchette.

Continental breakfast included. Event wraps up promptly at 11 a.m.

This event has been made possible by our generous sponsors CNW Group and the Calgary TELUS Convention Centre.

Click here to register

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Ask-A-Recruiter: Focus on the Upside

istock_000005168521xsmall1.jpgContributed by Caroline Ceniza-Levine of SixFigureStart

Two strikeout leaders in baseball are Reggie Jackson and Babe Ruth. Neither player is remembered as a strikeout leader. Still, people hear stories of great success coming only after great struggle, and this is not enough to encourage them to go after their dreams. The potential downside of failure often greatly outweighs the potential upside from success. Here are some tips to focus on the upside, especially in an anxious market that may reinforce your habit of playing it safe:

Confront the downside. What are the specific consequences of failure to meet this goal? How much money will you lose? How much time will you have invested? How much notoriety will this bring? Really visualize for yourself the worst possible downside, and make specific plans on how to mitigate the consequences.

Confront the upside. What are the tangible effects of success at this goal? Express it in pictures that you hang on your wall. Write it down in a journal that you read regularly. Tell friends what it means to you. Keep your upside in your sight, your mind, and your words, and it will seem more reachable.

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Leading Women MASS: Financial Strategies for Women in Transition

Presented by Kerri Aleksiewicz Melley, MBA of Strategic Financial Partners

Join Kerri as she presents an interactive, educational workshop ideal for professional women who have recently become unemployed or considering career changes. This workshop will answer your questions and share strategies that you can implement TODAY to address financial concerns. The following key points will be the focus of the workshop:

  • How do I address short-term cash flow needs?
  • What can I do with my retirement plan?
  • What happens to my goup life insurance and disability benefits?
  • What financial strategies should I consider as I look into new job opportunities?
  • And much more!

2 convenient dates and locations:

Worcester Workstop: Tuesday, March 24, 2009, 10am – 11am Register

Waltham Workshop: Thursday, April 2, 2009, 10am – 11am Register

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Anatomy of a Deal

Lawyers and accountants are like neighbors that live in the same building called “The Deal” but have only a vague idea of what the other does or how the other contributes to community living. When does one come in and when does the other exit? How do they relate?

Come and learn about what exactly lawyers and accountants do on a given deal and how they relate to each other. Make all pieces of the puzzles come together and understand where you are best suited to add value.

The panel: Caren Austin, Senior Manager at Deloitte & Touche LLP; Barbara Collins, Partner at LangMichener LLP; Calle Johnson, Director at Pricewaterhouse Coopers LLP; Sandra Knowler,

Partner, Lang Michener LLP; Joanna Pearson, Audit Partner, Deloitte & Touche LLP.

RSVP to 604-662-4401 or fax this form to 604-681-4545 before noon on Thursday, March 19, 2009.

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