Post Bonus Job Change: Should I Stay or Should I Go?

Nicki GilmourShould I stay or should I go to a new firm now that my bonus is paid as a banker, fund manager or lawyer? Am I on the right promotional track to make it to Managing Director, SVP or Partner or even executive committee?

This is a common question that all executives working in financial and professional services have at this time of year after bonuses are paid. It is very tempting to start to think about how things might be better at a different firm. And, they might b!  But, it is worthwhile to do a full audit with yourself to see where you are, what you want and then consider options around how to get an optimal situation. There are always options, you just need a clear mind to weigh the payoffs and consequences and it helps to triangulate that with data and feedback about you.

You, in context.

As an disciple of I/O psychology (I/O stands for individual/organizational), looking at you as an executive and then you in context of your team and firm, is a crucial way to understand what is totally within your control to change.  And to understand and define what are not things you can easily change as cultural norms are woven in the fabric. A way to do this quickly this bonus season is to ask yourself what has been your peak experience of being in this job over the past year? What was it? (usually a project or a time) and what about it made it great for you? Dissect it. How did it make you feel? How did you show up? What would you do again and what would you not do again, behaviorally (action taking)?

Then ask what was the lowest point in the year? Same questions.

Notice if there are mostly things that pertain to you, or mostly to who did what other than you, and how work got done? Culture is everything. Workplace norms are mostly invisible but form the culture.

You. Just You.

What are your triggers? We all have them. Think about your most stressful moment, what behaviors tend to surface time and time again? If you can identify them, you have a chance at not reacting in the same old ways. This will give you control over tough moments at work and help you to “show up” the way that you want to!

Reflect upon your successes and your failures and what can you learn from both.

It is easy to get caught up in the daily stress of getting tasks done, but always take some time to formally reflect on the bigger picture. Whether it is journaling what is working for you and how certain tasks and dynamics are making you feel or unpacking your annual review with a trusted advisor or coach and always ensure that you are learning from the good and the bad experiences.

Next week we will discuss goal setting and motivation.

If you want to avail of the Winter 2020 coaching offer, we have spaces for new clients wishing to work on the topic of should i stay or should i go. We will be doing a deep dive into what you really want and what you do not want from an i/o perspective. Is it better to stay? if so and that is the answer that you get to using our coaching methodology, then the work becomes about making a plan to stay and succeed. if the conclusion is to leave for a new firm , then we have career change coaches that specialize in supporting you in the job search and secure processes also.

We can offer 5 sessions for $1800. Each session is up to 90 mins. Contact nicki@theglasshammer.com for a complimentary exploratory mini session to see if coaching is for you and to match you to the right coach.

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Happy Martin Luther King Jr. Day 2020

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To celebrate and honor the Martin Luther King Jr. Martin Luther King Jr.Holiday, we wanted to put out a call out for amazing female executives in financial and professional services who identify as African American or Black women (British or American or from another nation) to be profiled as part of Black History Month coming up as a celebration of heritage here in the USA in February.

If you are a black female professional or are a woman of color in financial services, tech, law or Fortune 1000 we want to hear from you. As a continuation of our thirteen year campaign to ensure that we create a platform and a place to honor everybody’s unique story and career journey, we invite you to tell yours to inspire others.

We profile all types of people all year long so it is really Black History Month is a heritage celebration and we are totally cognizant around how a person chooses to identify as opposed to identities that we put upon people.

Our aim is to dispel stereotypes and “You, according to you, versus you according to them” and the perceptual gap of who you are in actuality as opposed to who others believe you to be, is everything.

Happy MLK day- celebrate history, his legacy and beyond that, think about how your actions can contribute to progress, equality and equity among people.

Email Nicki@theglasshammer.com if you are interested in having your career profiled

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2020: A Look Ahead for Executive Women and Real Change

2020Happy New Year 2020! Theglasshammer.com is in its third decade as I founded this leading career advice site for professional women in 2007.

Insanity is doing the same thing over and over again and expecting a different result. In December, we rounded up the year and the decade and stated that to see real change, we really need to do things differently as a society, as well as in companies. And, as leaders and managers and even as individual executives, we need to understand our personal role in change, collusion and status quo.

In 2020, we are going to continue our “tell your story around the campfire to the rest of the village” strategy. We want women to inspire other women and men for that matter, by sharing their personal and professional insights and experiences. In a world where we know women get written out of history or are statistically less likely to be credited for their achievement and contributions, we continue to dedicate the site to making sure there is a platform from which to talk your truth. Your truth is yours alone, but there are some universal truths that form a pattern that suggests there is much more systemic work to do on gender equity than most people want to admit.

We are still here and more committed than ever to telling your story. We are still committed to providing you with evidence-based solutions as it pertains to navigating and managing your career and life.

However, diversity is a misnomer of a word as it implies that the acceptable baseline is straight white men and the rest of us are somehow different. We are the norm just as much as they are and we are not in need fixing or blending or assimilating. Also, the thought of over half the population being different and somehow therefore needing a solution alienates men from participating fully and many of them do not actually gain from the outdated structures that keep us from being all valued as unique humans.

Let’s commit to getting past these remedial change conversations around unhelpful blame of men and ineffective burden solely on women to supposedly fix 100,000 years of societal dynamics in a coffee chat network format, which, if you stop and think about it, couldn’t be more ridiculous.

In 2020, let’s commit to stop pretending that awareness is enough, that research and facts alone can change deep structures that involve power of groups and individuals who frankly don’t want to give it up arbitrarily to an unknown faceless concept (who would?). Let’s do the work, one person at a time, regardless of who we are biologically, tone of skin, who we love, how we are, where we are from. Being a woman doesn’t make you unbiased against women. Being a person of color or LGBT doesn’t make you automatically a bias-free individual either. We all hold stereotypes ubiquitously; no one is exempt.

It is a disservice to not encourage individuals from differentiating themselves as there is no such thing as “all men or all women”. However, we do know there are real group-affiliated benefits from lingering historical power structures.

Let’s work harder to not project our ideals unto people and let them tell us who they are. Value positive behavior (even if that behavior is dissent) and not ideas about who we are due to the body we are born into. This is the future of work and society and we will all gain from it. The Howard/Heidi Rozen case study was twenty years ago whereby Heidi Rozen switched gender on her same paper which was presented under Howard with vastly differing reactions to when she presented it under Heidi. Can we for the love of progress, say that the next twenty years might have men and women evolving past their implicit cognitive biases to not be so laughable about how we judge women on likeability despite the same facts or results being there.

Write less and do more in 2020

We have over 4,000 “how to” articles in our archives for you to read for free. We have discussed and dissected research for 13 years but know that research alone has not moved the needle much. The research has been ignored and often conducted by firms that are, ironically, totally male dominated in their culture and managerial roles and numbers. We have to say no to the false prophets and dead poets trotting out the same old advice without deep structural or behavioral change on the company side. We are in a period of history where people myopically choose their facts and reject other versions, with an extreme disassociation in some cases. But we are still in the same place psychologically with the same neurobiology we have had for a while now, meaning we work within cognitive biases that accumulate from familiar and cultural messages. So, why are we are surprised at the slow-as-molasses progress?

The answer is complex

We have been coaching leaders, managers and executives (women and men) for the past eight years to empower them to design and achieve what they want from their career and life. We have been training inside firms on how to be a change leader, and we have been coaching and consulting with firms on how to create a better workplace. It requires change and those firms and individuals willing to do the work are to be commended.

Coaching humans is what changes the world for the better. Coaching leaders to be fair and at the same time coaching organizations to create the right culture and structures for people to go to work and feel the wind behind the backs for high performance and happy successes is the future.

We embrace working with individuals and organizations to understand where you are at. Then we work on what you want and where you want to be using a method designed primarily at Columbia University and evolved to encompass deeper disciplines, drawn from development and organizational psychology with contextual business models and frameworks, to create the change cognitively, emotionally, psychologically and behaviorally. Because we are individual/organizational psychologists, we know that your situation is very specific to you since your beliefs and behaviors are based on your life experiences and actual personality. We know that development work starts with you, whoever you are and whatever has shaped you. Wherever you work (team, firm, even location) will tone up or tone down certain behaviors because as Kurt Lewin, the forefather of organizational psychology, determined, behavior is a function of both your personality and the environment that you are operating in.

Join us, as evolved people. Be the change you want to see in the world.

By Nicki Gilmour, Founder of theglasshammer.com, Organizational Psychologist and Coach

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Coaching is the Best Investment for Your Career and Self in 2020

Coaching is the Best InvestmentPeople want different things. Sometimes at different times or chapters of their life. Coaching is the best investment to help you figure out what you want (goals) and what is standing in your way to achieve them.

Externally,  there are often barriers and we analyze that using organizational psychology models to understand what levers to pull within our control to overcome obstacles or to understand our own tolerance around staying or leaving a situation, manager, work team or spouse.  But, internally there are usually behaviors and self- sabotaging hidden competing agendas in your subconscious that can stop the best of us from doing what we want or say we are going to do. New Year’s Resolutions being a great example of saying we want change and then finding ourselves doing the same old actions despite our best intentions.

Advancing in your career can be a linear vision of one (increasingly more senior) role at a time in the same firm or it could be a less linear picture with different roles, departments, firms and even industries. We work with ambitious women and men in financial and professional services, technology and Fortune 500 and who have three things in common:

  • They want to excel
  • They want to lead people or an innovative product or project design.
  • They know they can change it up a bit (*behaviorally) to get more of what they want and just need a good coach to get them there starting with cognitive and emotional integration of goals.

We use coaching to meet everyone where they are because each human is a person with a personality which has collected and constructed over time a specific set of beliefs. Simply put,  thoughts, with feelings attached to them. We take good, bad and neutral actions all day long, since whatever environment we are in contextually, brings out our behaviors which are amplified by our deep values and our motives to be there in any given situation and of course behaviors, usually the bad ones depend on our stress levels.

The surrounding team or firm (or location) culture matters as there are implicit as well as explicit norms of “how work gets done around here” and we understand how to give you frameworks so that together, we can understand how to get the most from wherever you are and support you in decisions around navigating the next steps in your career.

Individually (or if your company is investing in you), if you want to be coached as an executive manager or leader around being where you want to be behaviorally as a person and in your career (perhaps more sustainably and healthily in 2020), please get in contact with Nicki Gilmour, Head Coach, Founder of theglasshammer and organizational psychologist or book an exploratory call here to see if coaching can help you. We have a network of coaches and can find the right fit for you.

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Happy Labor Day and UK Bank Holiday!

Nicki GilmourHappy end of summer! We are taking a publishing break to recharge our editorial calendar for the rest of the year.

We have over 8000 career advice articles in our archives to read within that, over 3500 profiles of amazing women to inspire you.

We have been in existence for 13 years and have written about advancement strategies, gender equity at work, advice on how to navigate the system and how to think about planning your career path in many ways.

In 2020, we will be unveiling a new look and will be focusing on coaching and leadership development because we truly believe that women (and all people- we coach men, and gender non binary clients too) can walk the talk when individuals can understand themselves and how they operate in the specific cultural environment (country, firm, team, boss dynamics are all norms we live with and influence what we do and how we do it).

Enjoy some time off if you can and enjoy our hard work in all the amazing writing from theglasshammer writers and guest contributors here.

Sincerely,

Nicki Gilmour
CEO

P.S Book an exploratory session (free) with me to see if coaching is for you as we have space for 10 new coaching clients this September.

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Launch With GS: Lead Investors on Their Investing Philosophy and Keys to Success

Launch with GS
Last month, Launch With GS, Goldman Sachs’ commitment to invest $500 million in women-led companies and investment managers, celebrated its one-year anniversary.

The initiative aims to narrow the gender investing gap and build a global network of business leaders to facilitate connections, share ideas, and uncover opportunities.

Launch With GS was founded based on the view that diversity of gender, thought and background leads to outperformance, driving growth for Goldman Sachs’ clients, shareholders and communities. In this edition of The Glass Hammer, we spoke with three Goldman Sachs partners who are lead investors for Launch With GS on their approach to investing and their advice for entrepreneurs, as well as individuals interested in pursuing a career in investing. Meet the Goldman Sachs investors:

Nicole Agnew is a partner in the Merchant Banking Division and a lead investor for Launch With GS.

Stephanie Hui is head of the Merchant Banking Division in Asia Pacific. She is also on the Board of Advisors of Launch With GS.

Jo Natauri is a partner in the Merchant Banking Division and a lead investor for Launch With GS.

How do you think Launch With GS is helping to change the investing landscape?

Stephanie Hui: It’s not just about supporting diversity, it’s fundamentally good for business to have the whole investing ecosystem become more diverse. As an investor in Asia, I’ve seen that women have a more difficult time accessing capital than male entrepreneurs, and Launch With GS is particularly impactful because it helps transform the whole supply chain – we’re seeking out women entrepreneurs who are high potential and who require funding, but might not have received it through traditional means.

Nicole Agnew: I think it’s a great initiative that the firm has started to support and invest in female-founded and female-led businesses. The inbound interest has been very high, and we’ve seen that a network and community of female entrepreneurs is being developed around Launch – and we hope this ecosystem continues to grow to generate even more investing opportunities for female founders.

Jo Natauri: Launch With GS has helped to raise a level of awareness around the importance of diversity when evaluating potential transactions. Diversity is now a key factor we think about when moving forward with deals.

What factors help you decide to make an investment?

Jo: First and foremost, we evaluate if a potential investment is a good business – we look at industry trends, competitive dynamics, how the business is run, what if any, upsides there are to the business, and support the management team might need from investors.

Nicole: We are generally interested in businesses with a strong financial record, high return on capital, a growing top-line and strong margin performance. As a general philosophy, we love to back excellent management teams, and the talent that a business has is a very important factor as well.

Stephanie: We evaluate potential investments from both a top-down and bottoms-up perspective. Top-down refers to the size of the market, the growth potential of the sector, and the number of competitors and economics of the company. Bottoms-up means that we evaluate the quality of the management team, market positioning of the business, and “moat” around the business (e.g., distinguishing technology).

What advice do you have for people who want to go into investing?

Nicole: People who are happy and fulfilled in an investing role generally have a natural curiosity about businesses and want to go deep to learn how things work. Investing is also a relatively analytical business, so people with an ability to dissect information are more likely to be successful.

Stephanie: You should have a very long-term view if you’re interested in a career in investing, because typically investments take at least five years from gestation to fruition. You have to think about a career in decades – and the good thing about this business is, the longer you’re at it, the better you become as your judgement is refined over time.

Jo: It’s important to have a mix of skills sets. You need both analytical qualities in order to assess businesses, but you also need to be able to work well with others, such as the management teams of businesses you invest in.

What advice do you have for entrepreneurs / individuals interested in starting their own business?

Stephanie: Particularly for female entrepreneurs, it’s important to think big and evaluate how they can scale their business. I would also recommend that entrepreneurs develop a network around them that helps ensure they have support across all different specialties – it goes back to the old saying, ‘hire people who are more capable than yourself.’

Jo: The key is to remain open-minded, pay attention to how your industry is changing, and be able to adapt, particularly as technology continues to alter businesses.

Nicole: Number one, you have to be very passionate and ensure you’re well prepared to start your own business. In addition, people who are able to adapt and be flexible in their thinking and approach seem to be more likely to succeed.

What do you look for in a founding team?

Jo: Leadership teams that have a long-term vision and are able to execute on that vision are typically teams that we’re most interested in. It’s also important for management teams to be flexible and adapt, because every industry is constantly evolving and changing.

Stephanie: Being humble, down to earth and hard-working are characteristics we look for in founding teams. Complementary teams that are able to share feedback and have honest conversations with one another tend to be the teams that succeed.

What interesting market trends are you seeing / what opportunities do you expect?

Nicole: The traditional aspects of consumer and retail are being disrupted by technology and changing consumer preferences – businesses successful in these industries in the past are not necessarily growing today. As a result, we’re interested in companies that are focused on the experiences they’re providing to their customers, as opposed to solely the product.

Stephanie: The digitization of traditional businesses via e-commerce platforms and the availability of data is substantially changing the way we approach, understand and speak with customers. A second big trend is that the younger generation is very formidable in terms of spending. And third, social media is changing purchasing behavior – people now rely more on friends’ recommendations.

What are you passionate about outside of the office?

Stephanie: I have three teenage boys, and they’re my passion and focus outside of the office. I was previously on the board of the Women’s Foundation, which is an organization based in Hong Kong that advocates for the female population and diversity in the workforce in Hong Kong. In addition, I’m on the board of the Save the Children Hong Kong chapter – as a mother of three it’s really important to me that all children have access to opportunities and life changes.

Nicole: I try to live a very balanced life, because working in investing and private equity can take up 100 percent of your time if you allow it. I place an emphasis on spending time with my family and friends and supporting them in all that they do.

Jo: I have three young kids, so my family is top of mind and my top priority. I also spend a lot of time in the nonprofit world around domestic violence – I sit on the board of Safe Horizons and I’ve also started my own foundation that is developing a device to help reduce violence against women, which is in the late development stage.

 

Learn more about Launch With GS.

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Happy 4th of July!

Happy Independence Day in the USA and happy start of summer everywhere else in the Northern Hemisphere.

4th of JulyEvery year at this time, we take a publishing break here at theglasshammer to spend time with our friends and family.

We will return with great content on Monday July 8th and in the meantime enjoy all our great pieces (over 8000 to read in our archives) that we have written diligently for 12 years to help you navigate and advance in your career.

Last week, I announced that after 12 years, we are ready to sell the site. This work is so important and we hope to find the right buyer to continue it in 2020.

Change happens in many ways, and empowering individuals via career advice is one piece of a very big puzzle. Coaching is something that I personally feel is a “supercharged” way to get what each individual wants and needs quickly and specifically.

We are all different (thankfully!) and yet all of us share one common feature which is we form thoughts and feelings about things that we experience. We have an operating system in our head that is based on what we have been told and have absorbed culturally as the framework to put all of our experiences against to create thoughts about what we can and cannot do and what we deserve and do not deserve. The self talk is real, but not necessarily true. I have trained as a coach and an organizational psychologist (both at Columbia University) to help my clients figure out what are systemic challenges or issues in their teams or organizations and what is individual and addressable. This has been my greatest gift on this wonderfully interesting twelve year journey. Let me help you.

So if you have the time and money this summer, invest in yourself to be a better, happier executive and person. We are running a summer offer of $999 for 3 sessions (90 mins long) to help you decide what you want out of life and work.

Book a 15 minutes exploratory chat here with Nicki Gilmour to see if we can help you.

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The GlassHammer Is For Sale

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Dear Readers,

After 12 years of providing career advice and a platform for amazing women to tell their career stories, glasshammer2.wpengine.com is for sale.

This online career advice site and events business continues to stay loyal to the original mission stated as “inform, inspire and empower professional women.”

Editorially, we have tried to help women to navigate the terrain optimally by dissecting research, calling on experts and creating a platform for people to tell their story. Our past events have been truly interesting, educational and have served to connect women with each other and with allies and champions.

We would like to see someone else take the baton and run with it for 2020 and beyond as this is important work. It continues to be an important time for gender equity and inclusion in the workplace.

Nicki Gilmour, the founder and CEO, is continuing her work as an executive and organizational coach and consultant and comments:

“I am really grateful that this journey of founding and publishing glasshammer2.wpengine.com has taken me to a place where I can do deep work and affect individual and organizational change via coaching and consulting. The time has come to dedicate myself to one, not two, businesses. It will be a pleasure to see the next generation of advocates for equality publish this well-read and much-loved resource for professional women. Fresh energy and commitment from a new person/firm will no doubt take this website to new heights.”

If you interested in acquiring the site and you are a qualified prospect to buy the site, contact Nicki Gilmour, CEO and Founder of the site, at nicki@glasshammer2.wpengine.com or call 646-688-2318.

Learn more about our coaching business www.evolvedpeople.com

 

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Calling Great Writers- Guest Articles Welcome!

We are planning content for the Late Summer and Fall already here at glasshammer2.wpengine.com

Nicki GilmourWe get sent many requests from guests to contribute articles, but we turn many away because we are only accepting the best articles from guest writers who are experts or practitioners and can truly honor our mission to inform, inspire and empower professional women.

If you would like to be considered as a guest contributor, please send your pitch to jennifer@glasshammer2.wpengine.com and she can send you guidelines, deadlines and style tips.

We always appreciate academia dissected into useable advice when it comes to career advice for women in financial and professional services/big law/ Fortune 500.

We look forward to hearing from you.

We built the campfire so we can tell the stories that matter, together.

With Gratitude,

Nicki Gilmour – Founder and Publisher of glasshammer2.wpengine.com – smart women in numbers.

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LGBTQ Update: Building A Rainbow Pipeline

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LGBT flag featured

By Aimee Hansen

In this month of a historic milestone towards LGBTQ rights in Congress, supported by an unprecedented number of business allies, theglasshammer explores the increasing business case for – and arguable inevitability of – greater LGBTQ executive leadership in the C-Suite.

Status: real progress amidst real discrimination.

According to Catalyst’s 2018 Quick Take, “72 countries prohibit discrimination in employment because of sexual orientation.” The U.S. has no federal protection for LGBT, no state-level protection for sexual orientation in 28 states and no gender identity protection in 30 states. 50% of the LGBTQ community lives in the 30 states that do not offer clear protection.

Policy wise at a corporate level, 91% of Fortune 500 companies have non-discrimination policies that include sexual orientation. 83% include gender identity, 60% include domestic partner benefits and 58% include transgender-inclusive benefits. Interestingly as a comparable, only 21% of Fortune 500 firms offer paid family leave which is a very crucial topic that needs to be addressed regardless of who the primary caregiver is.

About a fifth of LGTBQ employees still experience discrimination when applying for jobs and have not been paid or promoted equally.

A recent study revealed that people who sounded ‘gay or lesbian’ (or gender a-typical) were less likely to be considered suitable for leadership positions, and were related to differently by heterosexual listeners.

Another study sent two virtually identical resumes to Fortune 100 companies that had both non-discrimination policies and LGBT ERGs, the only real difference in resumes being that one of the candidates indicated being president of a gay student alliance and the other president of a non-LGBT social club. The first resume was 40% less likely to get an interview.

According to Forbes and Todd Sears of Out Leadership, in 2019, “609 companies got a 100 on the Human Rights Campaign Corporate Equality Index, yet ‘46% of LGBT employees in the US are still in the closet.’”

Outlook: a rainbow pipeline for LGBTQ leadership.

“Less than 0.5% of Fortune 500 CEOs are LGBT,” says Sears in Forbes. Yet he argues that while current C-Suite representation is underwhelming, it’s also on the cusp of a greater LGTBQ influx.

“If you look at the average age and tenure of CEOs in the Fortune 500, it’s in the mid to late-50s and their tenure is significant with a turnover of less than 2%,”says Sears. “So, if you’re looking for where the LGBT leaders are, there are a significant number of LGBT leaders one-level below the C-Suite.”

Sears emphasizes focusing on this level, at regional CEOs in Fortune 500 companies and at the higher number of “out” CEOs in mid-cap companies. These leaders are in the pipeline to take executive leadership, such as Beth Ford, the new CEO of Land O’Lakes, and the first openly gay woman CEO to run a Fortune 500 company.

In other words, it would appear there’s a rainbow pipeline on its way to displace the current ‘rainbow ceiling’.

Stanford’s LGBTQ Executive Leadership Program, now in its fourth year, has a a high profile for preparing executive bound LGBTQ senior professionals, with training including leading as your “genuine self” in “authentic leadership”. According to FT, the program has “spawned one of the school’s most active alumni networking groups.”

OutNEXT is also the first global talent development program for emerging LGBT in the US, Europe, Asia and Australia. 1,100 young leaders have gone through this program in the last five years.

As part of the curriculum, Sears talks about helping emerging LGBT executives to comprehend their “gay vantage.” According to an Out study, 70% of tomorrow’s LGBT leaders see being gay as a positive influence on their careers (vs. less than 20% five years ago). Research has shown that LGBT people have a higher level of empathy, for example, an important quality in emotional intelligence and leadership.

Fact: businesses with LGBTQ representation in leadership perform better.

The business benefits of LGTBQ leadership are becoming increasingly clear, and Sear speaks to elevating the salience of “Return on Equality”, an economic benefit which “drives sustainable, bottom line growth.”

In a recent study by Marquette University, researchers looked at 88 companies that were members of the Wisconsin LGBTQ Chamber of Commerce, of which 61% had one or more LGBT people in a top position.

The study found that businesses with LGBT senior leadership had higher overall “firm performance”, as well as noticeably higher scores in corporate social and environmental responsibility, high performance HR practices and workforce quality.

“This study supports what we have been saying for years: Having LGBT people in leadership positions, whether it’s as a CEO, a business owner, a part of senior management or on the board of directors, is good for a business’ bottom line,” said Jason Rae of the Wisconsin LGBT Chamber of Commerce. “Simply put, diversity is good for business.”

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