By Cathie Ericson
Dr. Marilyn Fraser has always had a passion for patient education and talking to people about health, considering it one of her favorite aspects of medicine. That’s why when she was facing a crossroads regarding career direction after completing medical school, she was delighted to hear of the opportunity at the Arthur Ashe Institute for Urban Health (AAIUH), located at SUNY Downstate Medical Center in Brooklyn. The more she went into the community to talk about health, the more she realized it was a career path where she would stay.
The Institute was founded by Arthur Ashe, an activist, tennis champion and humanitarian interested in addressing health inequities, including the underrepresentation of people of color in the health profession, and implementing innovative community outreach programs. The Institute has a stated long-term goal of reducing morbidity and mortality by improving health knowledge, facilitating behavior change and expanding access to care among the most vulnerable populations in urban areas.
A central component of the mission is to create partnerships and research the needs of communities, then develop best practices or make policy recommendations to address the issues, she adds. The Brooklyn Health Disparities Center, a key collaboration of the Institute with SUNY Downstate and the Office of the Brooklyn Borough President, is a great example of such a partnership.
Tackling Challenges to Advance the Mission
From growing up in the West Indies to her time living in Brooklyn, Fraser knows firsthand that there are communities that are underserved, with limited access to care. In addition, education is sorely needed as some people are not aware of resources that are available. “We try to link them to those resources because sometimes they can’t afford the care they need or lack access to care,” she points out.
In addition, groups like AAIUH play a key role in dispelling myths about health and disease. “We want people to be aware of what’s going on in their bodies and not be afraid,” she says, adding that they are realizing that even simple conversations can provide clues to social issues that might be coming into play and hampering the ability of the community to access healthcare.
“One of our biggest challenges is funding and how to conduct effective programs, including research as budgets are often cut with no warning,” she says.
Recently, the AAIUH, under Dr. Fraser’s leadership, was awarded a grant to lead a consortium to develop a strategic plan for community-based organizations (CBOs) to share their knowledge. The program, part of Delivery Systems Reform Incentive Payment (DSRIP) program received a $2.5 million dollar grant to work with community-based organizations to lead a consortium to build the capacity of CBOs to address the DSRIP deliverables focused on improving health outcomes .
They are currently a little more than halfway through the one-year grant, which they hope will promote sustainability and also create systems to address healthcare inequalities. “The award recognized the Institute’s leadership, and I personally found that being acknowledged by peers and selected to carry out this important mission is one of the greatest honors anyone could have,” Fraser says.
Relationships Are the Key
Fraser has helped keep her passion alive by building relationships within communities. But she adds, “It’s important to realize that we must stay mindful of the fact that the people who live these experiences are the experts, and you can’t come in with preconceived notions. In medical school they taught us to listen to our patients because it can be all too easy to rely on our own ideas and discount what is actually being said.”
She acknowledges that nothing is done overnight and that it takes time to foster relationships, especially while also handling administrative needs. “You have to find a balance between the many relationships and create and maintain a culture that speaks to people with varying needs, priorities and agendas,” she says. While she knew that politics would play a big role, she has come to realize just how important it is – and how much time is needed to devote to political issues, compared to her former deputy role.
As the years go by, Fraser says she finds that the general public isn’t as aware of Ashe and his mission, which is why they work to keep his legacy in the forefront. “If we are cognizant of making sure that we maintain the essence of who he was and why he created the Institute, I am confident we will do the work in the same vein that it was intended and sustain it, which is the important factor,” she says. She particularly appreciates how her role is made easier because of the support she is offered from her entire team, including the board.
Dr. Fraser carries her love of cultures over into a passion for travel, always wanting to experience new places and people. One of the Institute’s programs has been replicated in Trinidad & Tobago, in collaboration with the University of the West Indies. In addition, she notes that a big part of everything she does is spurred on by her faith, and she finds that her family, including her nieces and nephews, keep her grounded. Friends play a key role too. “In addition to prayer, cooking is my stress reliever and I love to invite groups over to join me,” she says.
Hispanic Heritage Month
NewsThis month we have celebrated Hispanic Heritage Month in the US. We have profiled senior Latina women and discussed how corporate America needs to shake up how boardrooms are filled.
Take a look at the following articles published during previous Hispanic Heritage celebrations.
Latina Leadership: Will Companies Ever Catch On?
If you scan Fortune’s 50 Most Powerful Women in 2016, you will be hard-pressed to find a Latina executive, amidst an overall drop in female CEOs to 4% in the Fortune 500 in 2016.
According to a 2016 report from the American Association of University Women (AAUW), Hispanic women make up 6% of the workforce but only 1.3% of senior-level executive roles in the private sector.
Hispanic Heritage: Latina Women are Ready to Lead. Are Companies Ready?
As we celebrate Hispanic Heritage Month 2015, Latina executives remain scarce in the corporate landscape. But ambition to lead, and ability to bring leadership advantages, are not scarce.
Walmart’s EVP and COO Debra Ruiz ranks 28 in Fortune’s current 50 Most Powerful Women in Business 2014 list. Latina Style celebrated ten executives in February, with Calline Sanchez, VP of IBM Enterprise, taking Corporate Executive of the Year 2014. Ana Dutra made history when she was appointed the first Latina president and CEO of the Executives’ Club of Chicago.
Hispanic Heritage Update: Where are the Latina Leaders in Corporate America?
Where are the Latina Leaders in financial services, in technology and in the Fortune 500 at large in the United States?
At first glance, it is easy to think they are almost entirely absent from the top echelons of business since only 35 women sit in the most senior executive management positions in the whole of the Fortune 1000. The 2012 Fortune 50 Most Powerful Women list includes only Gisele Ruiz, COO of Wal-Mart US.
Intrepid Woman: Dr. Marilyn Fraser, CEO, Arthur Ashe Institute for Urban Health (AAIUH)
Intrepid Women Series, PeopleBy Cathie Ericson
Dr. Marilyn Fraser has always had a passion for patient education and talking to people about health, considering it one of her favorite aspects of medicine. That’s why when she was facing a crossroads regarding career direction after completing medical school, she was delighted to hear of the opportunity at the Arthur Ashe Institute for Urban Health (AAIUH), located at SUNY Downstate Medical Center in Brooklyn. The more she went into the community to talk about health, the more she realized it was a career path where she would stay.
The Institute was founded by Arthur Ashe, an activist, tennis champion and humanitarian interested in addressing health inequities, including the underrepresentation of people of color in the health profession, and implementing innovative community outreach programs. The Institute has a stated long-term goal of reducing morbidity and mortality by improving health knowledge, facilitating behavior change and expanding access to care among the most vulnerable populations in urban areas.
A central component of the mission is to create partnerships and research the needs of communities, then develop best practices or make policy recommendations to address the issues, she adds. The Brooklyn Health Disparities Center, a key collaboration of the Institute with SUNY Downstate and the Office of the Brooklyn Borough President, is a great example of such a partnership.
Tackling Challenges to Advance the Mission
From growing up in the West Indies to her time living in Brooklyn, Fraser knows firsthand that there are communities that are underserved, with limited access to care. In addition, education is sorely needed as some people are not aware of resources that are available. “We try to link them to those resources because sometimes they can’t afford the care they need or lack access to care,” she points out.
In addition, groups like AAIUH play a key role in dispelling myths about health and disease. “We want people to be aware of what’s going on in their bodies and not be afraid,” she says, adding that they are realizing that even simple conversations can provide clues to social issues that might be coming into play and hampering the ability of the community to access healthcare.
“One of our biggest challenges is funding and how to conduct effective programs, including research as budgets are often cut with no warning,” she says.
Recently, the AAIUH, under Dr. Fraser’s leadership, was awarded a grant to lead a consortium to develop a strategic plan for community-based organizations (CBOs) to share their knowledge. The program, part of Delivery Systems Reform Incentive Payment (DSRIP) program received a $2.5 million dollar grant to work with community-based organizations to lead a consortium to build the capacity of CBOs to address the DSRIP deliverables focused on improving health outcomes .
They are currently a little more than halfway through the one-year grant, which they hope will promote sustainability and also create systems to address healthcare inequalities. “The award recognized the Institute’s leadership, and I personally found that being acknowledged by peers and selected to carry out this important mission is one of the greatest honors anyone could have,” Fraser says.
Relationships Are the Key
Fraser has helped keep her passion alive by building relationships within communities. But she adds, “It’s important to realize that we must stay mindful of the fact that the people who live these experiences are the experts, and you can’t come in with preconceived notions. In medical school they taught us to listen to our patients because it can be all too easy to rely on our own ideas and discount what is actually being said.”
She acknowledges that nothing is done overnight and that it takes time to foster relationships, especially while also handling administrative needs. “You have to find a balance between the many relationships and create and maintain a culture that speaks to people with varying needs, priorities and agendas,” she says. While she knew that politics would play a big role, she has come to realize just how important it is – and how much time is needed to devote to political issues, compared to her former deputy role.
As the years go by, Fraser says she finds that the general public isn’t as aware of Ashe and his mission, which is why they work to keep his legacy in the forefront. “If we are cognizant of making sure that we maintain the essence of who he was and why he created the Institute, I am confident we will do the work in the same vein that it was intended and sustain it, which is the important factor,” she says. She particularly appreciates how her role is made easier because of the support she is offered from her entire team, including the board.
Dr. Fraser carries her love of cultures over into a passion for travel, always wanting to experience new places and people. One of the Institute’s programs has been replicated in Trinidad & Tobago, in collaboration with the University of the West Indies. In addition, she notes that a big part of everything she does is spurred on by her faith, and she finds that her family, including her nieces and nephews, keep her grounded. Friends play a key role too. “In addition to prayer, cooking is my stress reliever and I love to invite groups over to join me,” she says.
What Microsoft’s New Ad Should Be Teaching Leaders and HR Professionals
Career Advice, Guest ContributionImage via Shutterstock
Disclaimer: The opinions and views of our Guest contributors are not necessarily those of theglasshammer.com
“I Want to Be a Really Good Listener”
Career Advice, Guest ContributionGuest contributed by Linda O’Neill, VP of Strategic Services at Vigilant
Image via Shutterstock
Over the past several weeks, I’ve noticed a pattern in what I’m hearing from my professional colleagues. Many of them are having what they describe as difficult conversations with employees, whether it’s about redundancies, new roles, new expectations or even coverage for the holidays. When I ask my clients how they want to “be” for these conversations, most are saying, “I want to be a really good listener.”
Throughout our lives we are taught a lot about speaking effectively. Unfortunately, most of us have received little training on being a “really good listener.” There are, however, resources and information available to enhance listening skills. Read on for information about the different levels of listening as well as some tips for being more effective.
Levels of Listening
Most listening experts agree there are different “levels” of listening. As the level of listening goes up so does the sophistication. Otto Scharmer, a senior lecturer at MIT and co-founder of the Presencing Institute, developed a set of principles on listening and they are among my favorites. He describes four levels: 1) Downloading; 2) Factual; 3) Empathic; and 4) Generative.
When a listener moves to Levels 3 and 4, he/she brings forth more of the heart and will.
The first step in increasing your own listening skills is to notice your tendencies when you’re listening. What’s going on your head, heart and body when you are working to be a “really good listener”? From this place of noticing, you can begin to gain sophistication and effectiveness in your skills. Read on for some tips.
Tips for Effective Listening
An unknown source said, “We were given two ears but only one mouth, because listening is twice as hard as talking.” Developing listening skills is hard work; putting the skills into action is even harder. You’ll know you’ve been listening effectively when at the end of a conversation you’re tired! You’ll feel like you’ve extended some effort. Listening is active, especially when you engage at Levels 3 and 4. I promise the rewards will be worth the effort!
Voice of Experience: Ximena Herrera-Bernal, Counsel in the International Arbitration Group; Shearman & Sterling, London
Hispanic Heritage, People, Voices of ExperienceBy Cathie Ericson
For counsel Ximena Herrera-Bernal, a multi-cultural background offers plenty of advantages including better emotional intelligence about how to adapt to different cultures and changing environments. Versatility and resilience also come as the result of operating in different legal cultures. “Starting my career in Latin America, where barriers for women are perhaps more evident than in more developed countries, forced me to developed a thicker skin for the challenges of being a woman lawyer,” she says.
“Early on I found the professional world wasn’t as gender-neutral as might be hoped. You have to learn to deal with those barriers and not let it get to you. However, one can find one’s own strength actually developed because of such obstacles”, she says, adding that it is highly gratifying to see positive change over the years, particularly in Colombia where the number of women working in prominent positions is increasing.
Her multicultural background also ensures she can successfully relate to a diverse clientele, which has been beneficial throughout her journey.
Pivoting to The Ideal Law Specialty
While earning her JD in Colombia, Herrera-Bernal began working at a local law firm, finding it valuable to gain practical experience while completing her studies. She then clerked for two Justices of the Constitutional Court of Colombia. She found this to be an exciting experience, given the country’s historical moment, which involved constitutional reform and the transition of a guerrilla group to civil society. She felt that she was involved in making a difference.
After completing her LL.M. degree at Harvard, Herrera-Bernal practiced corporate law in New York. But she soon realized that she preferred the more “contentious side of law”. So when she was offered the opportunity to work on an arbitration, she discovered an appealing new career direction. “When you’re fresh out of law school and your choices are all open, it can be challenging to decide on your career path. Many people don’t take the time to decide what they really like. When you’re planning on a long career, it’s worth taking the time to explore the different areas that are available.”
And Herrera-Bernal has never looked back from her career trajectory. From there she interned in the Latin American team at the ICC International Court of Arbitration in Paris and then joined Shearman & Sterling’s Paris office. She practiced there for over eight years, until four years ago when she and some colleagues went to England to expand the firm’s London arbitration team.
While being named “of Counsel” last year was a significant achievement for Herrera-Bernal, she stresses that it’s also important to recognize the smaller achievements throughout your life and career that are less evident. “Every time you overcome a new challenge, realize that you can do it and do it right, even if you were initially unsure. That makes you become a better professional. Those moments are ultimately just as important and rewarding as the major milestones we tend to focus on.”
Herrera-Bernal’s current cases are wide-ranging, including two arbitrations that she describes as “David vs. Goliath” cases. She finds all her cases fascinating, including the many investment treaty arbitrations that she does. She enjoys them particularly because they combine international dispute resolution with public international law. She is also involved in a case with historical and legal implications.
Recognize Your Strengths as a Woman
Herrera-Bernal believes that women have many advantages in the world of dispute resolution, including their ability to appreciate different angles of a situation. However, she has noticed that women lawyers often hesitate to speak up in front of their colleagues. “It is imperative to believe in your abilities and to make your views appropriately known,” Herrera-Bernal says.
This does not, in her view, mean becoming unnecessarily aggressive. She believes that women can be equally successful by staying true to themselves, without adopting an artificially aggressive shell. “When you’re doubting yourself, imagine that you are giving advice to a female friend who is experiencing the same issues. Then listen to your own advice,” she suggests.
Herrera-Bernal also notes the benefits she has received from being part of firm initiatives such as WISER (Women’s Initiative for Success, Excellence and Retention). “I have been fortunate to have wonderful woman partners at Shearman who are role models, and a head of practice who is supportive of women in the workplace.”
Even in her “off” time, she is devoted to the practice of law, conducting pro bono work in public international law. One highlight of that work was her secondment in 2012 to the UNCTR in Arusha. But despite the hectic pace of her professional life, most evenings Herrera-Bernal indulges herself in the luxury of pleasure reading, to disconnect from work and relax, along with her two dogs. She also ensures that she takes holidays in a new and exciting place every year.
Voice of Experience: Lina Woods, Director, Global Digital Go-To-Market Leader, PwC
Hispanic Heritage, Voices of ExperienceWhen you’re just starting out, you’re not an expert in anything and that’s ok, says PwC’s Lina Woods. “There were times of stress when I should have realized it was ok to learn along with everyone else, and I see now that I could have harnessed that perceived vulnerability and realized you should just dive in and do your best.”
Using Her Expertise To Educate Up
Woods’ career began in the agency world, where she worked for respected public relations firms, including Fleishman Hillard and Brunswick Group. When the opportunity arose to join PwC, she knew that the in-house experience would be the perfect complement to help her understand the full construct of communications programs pubic relations. Her agency skill set has been a major benefit in her role in public relations and social media for PwC’s advisory consulting arm, as she has learned that client management is similar whether the clients are internal or external.
Given how large and diverse PwC is, Woods has found that her department is invaluable to creating a cohesive narrative within a multi-channel strategy. “My passion right now is digital tech and using the firm’s current digital transformation to tell our story,” she says. No longer is there one “silver bullet” or single approach to strategic communications, as the disciplines and available tools intersect. Whereas earned media used to be the main way that companies could tell their stories, now blogging and social media are powerful ways to cut through the clutter with strong visuals and messages, she notes, adding that it is an exciting time for communications professionals to truly add value.
As the communications function, marketing and PR continue to evolve, part of her role is educating leadership on what she does and why she does it. They might cling to tried-and-true PR tactics like press releases, but she is able to work with them to show how to reach audiences in a way that engages them, even though sometimes that means moving away from techniques and tactics that people are used to. “We are driving the line of service in a different way as we modernize it to better reach today’s consumers,” she says.
Part of Woods’ role has been to help to rebuild the PR team as they work to stay ahead of trends and push people outside of their comfort zones by developing an integrated approach to telling the PwC story. Her leadership has helped create a team that is confident in sharing their expertise and counseling the senior leaders of PwC’s largest line of service.
A Multicultural Background Helps Create Success
A native of Colombia, Woods says that growing up in a multicultural environment has helped boost her career because she has learned that people may understand the same message differently. “Effective communication has never been something I’ve taken for granted, and that is one of the reasons why I love working in this industry,” she says.
In fact, she learned the importance of communication early on when her family fled Colombia when she was 12, leaving everything and coming to the United States for their safety. Woods says she “became her mother’s voice, making use of the English I had picked up in my bilingual grade school to help navigate our new community,” including enrolling herself in school, and negotiating with landlords. That early experience helped shape her ability to speak up in situations where others might feel uncomfortable, a skill that has proved useful throughout her career.
Working in agencies, for example, you are surrounded by diverse viewpoints but you have to show that you deserve to be at the table, even in situations where you might doubt yourself. “Sometimes that’s easier for men but it’s really important for women to be confident and find their voice,” she says. “Trust your gut; you’re there for a reason and you should add value and not be afraid to be loud and proud.”
She also urges women to support one another and advocate for each other, becoming a community where as a leader you allow your team to be themselves and help them to thrive and grow in their roles. Woods says that within her PR advisory team she looks up to her leader, Caroline Nolan, who always makes sure everyone has the information they need and empowers her team members to improve every day.
An avid traveler, Woods particularly loves seeing new places and having unexpected experiences. Last October she visited India and hopes to go to Australia and Vietnam for her next adventures. She loves challenges and learning something new; whether it’s a new culture or just putting together a puzzle.
A strong supporter of Save the Children, Woods notes that growing up with a mom who dedicated her life to help children as a psychologist has helped inspire her to do her part to educate women in the world.
Answering the Rallying Cry for Women in Investment Management
Career Advice, Guest ContributionGuest Contributed by Rebecca Fender
“We’re stuck.” That was the consensus view from the group of women CFA Institute gathered nearly two years ago consisting of past and present members of our governing board. “Stuck” because women comprise a mere 18% of CFA Institute members—a number that has not changed for years and lags other professions.
These prominent industry leaders were disappointed in the lack of progress for women in the investment industry over their careers, and the assumption that it would fix itself has proven to be flawed.
But now things are beginning to change. Our research on gender diversity shows that 76% of investment professionals and 55% of institutional investors desire more gender diversity in the industry. People recognize that cognitive diversity—having different perspectives—is important for team construction and leads to more successful outcomes when tackling complex tasks. Teams need to seek collective intelligence (C factor), which research by Anita Woolley suggests is correlated with the average social sensitivity of group members, conversational turn-taking, and the proportion of women in the group. As a global organization, we see the many dimensions of diversity, but women are the universal diversifier: in every market, women are under-represented in finance compared to their participation rate in the workforce.
Consequently, senior leaders in the industry are looking for guidance on how to recruit and retain more women. While this is a long-term effort, we are starting to see progress that suggests change is afoot. Here’s how you can take advantage of these changes to advance your finance career.
As a subscriber to The Glass Hammer, you already know that the power of your professional network is key to long-term success. Think of it as “visibility is validity.” For instance, showcasing successful women at all our events and bringing more women into leadership roles in our organization lets younger women see finance as a fulfilling career. Furthermore, women will make up 30% of our board by September, and our new initiative – Women in Investment Management – has inspired our female members to connect with their local societies, join activities and broaden their networks.
Many of the challenges women have faced in the industry over the years relate to cultural issues that involve unconscious biases. Consider this: an article in the Journal of Applied Psychology found that when mixed-gender groups reported success on a project, men were more likely to get credit than women if attribution was not specifically given. People fill in gaps when they don’t have full information.
Similarly, it is easier to hire people who are like you (affinity bias), and deviating from this seems riskier, though we would rarely think of it that way. This makes it more difficult for women to break into male-dominated fields.
We often use these biases as shortcuts, without even realizing it, but these can be misleading. For example, we may expect men to be more competitive and risk-seeking than women, but this is in part because those in the majority feel more in control and so perceive fewer actions to be risky. A study by Gneezy, Leonard, and List showed that in matriarchal societies women are more likely than men to be risk takers. Recent research by Adams, Barber, and Odean showed that women in investing are more achievement oriented than men, though the reverse is true in the general population. Bottom line: question your assumptions and realize we all have biases.
Simple changes to meeting dynamics and addressing other day-to-day biases can add up to an unlevel playing field over time, but with an openness to recognize these we can work toward progress together. In a Financial Times article earlier this year, Anne-Marie Slaughter offered five specific ways to improve meetings, including making sure people aren’t interrupted, and asking a man to “do the office housework” like taking notes.
Credentials show an employer you have the competency to succeed in the industry, and it can counter unconscious biases in the hiring process. In fact, Morningstar has cited the CFA charter as a qualification that women may find especially helpful in their career advancement in finance. Yet, while our research confirmed that most women and men in the industry made career decisions during their university years, a study by Mercer showed that many female students are unaware of career options in investment management.
Be sure to seek all available resources throughout your education. This may be programs affiliated with your university or scholarship and research opportunities like those offered through our University Affiliation Program. It’s important that both professors and students try to bridge this awareness gap.
In summary, the trend is positive, but success is not guaranteed. This is an exciting time for women in the investment management industry—employers are eager to hire women and help them excel. Take advantage of the changes happening now to make an impact. We are the future of finance.
Rebecca Fender, CFA, is head of the Future of Finance initiative at CFA Institute, a long-term global effort to shape a trustworthy, forward-thinking investment profession that better serves society. Prior to joining CFA Institute, Ms. Fender was a vice president at BlackRock working with pension funds and endowments, and she also worked at Cambridge Associates, where she published research about manager selection. She earned her undergraduate degree in economics from Princeton University and holds an MBA from the Darden School at the University of Virginia. Future of Finance publications include From Trust to Loyalty: A Global Survey of What Investors Want, and Gender Diversity in Investment Management: New Research for Practitioners to Close the Gender Gap. Previously, Ms. Fender also served as the director of the flagship CFA Institute Annual Conference.
4 Tips to Overcome Stress for Job Hunters
Career Advice, Career Tip of the Week!, Guest ContributionLooking for work can feel extremely stressful, but we may not realize that the negative thoughts we have around finding a job can actually be the very thing that’s preventing us from getting one.
Too often, it’s our negative thoughts around finding a job that can make us doubt our capabilities or worthiness, and some of those undermining or diminishing thoughts can, in fact, harm our chances of getting hired. Without realizing it, the negative energy around our thoughts can give off a negative vibration that people pick up, and we may not even know that the critical self-talk that’s going on in our head, is the very thing that could sabotage us getting the very thing we need; a job.
That’s why it’s important to be aware of those negative thoughts right when they begin to percolate and wreak havoc with our emotions, and recognize that it’s time to separate from them. The Says Who? method is a straightforward, powerful way of questioning and challenging those thoughts that stops them right in their tracks. And by facing a negative thought with a question, we find out if it’s true — or if we can just let it go. This is an approach anyone can use to overcome negative thoughts so you can be better prepared and confident while seeking employment.
Here’s how to get rid of those negative thoughts in 4 simple steps:
1. Acknowledge the stress. Recognize its existence, even if it’s upsetting. Don’t deny it or try to push it away. Admit you’re feeling stress about looking for a job, and accept that you’re having those negative thoughts. Doing so allows you to focus on what is happening in the “now,” which is actual and real, instead of focusing on the emotions surrounding the thoughts.
2. Shift into observer mode. Shift gears out of reactive mode into observer mode. In reactive mode, you have no distance from your own negative thoughts. But in observer mode, you turn into a witness that is separated and independent from them. Then you’re in a position to ask yourself questions to help get calm and grounded.
3. Ask that negative thought, “Says Who?” You are demanding that thought reveal who is responsible for it. In other words, how did it get in your mind? Once you find out, you can decide what to do about it. Is it your original thought, or was it someone else’s that you took as your own? You may even discover it is an old thought that has become part of your core beliefs, and now it’s time to challenge it and let it go.
Say you’re always thinking, “I’m never going to find the right job.” Asking, “Says Who?” really means: “Why am I saying that I’m never going to find the right job?” Then go one step further. Ask yourself, “Is it me? If so, why would I think a thought that makes me feel insecure or doubt myself?”
4. Now you’re ready to continue the questioning process. The next questions after “Says Who?” further challenge those negative thoughts. Asking, “Have I heard someone say this thought before?” helps you find out if the negative thought is your opinion, or someone else’s. Asking, “Do I like this thought?” gives you license to consider whether it’s a thought worth keeping. And questions such as “Does this thought work for me?” can help you transform that negative thought into something positive and life-affirming. That’s the kind of thought that will help you feel good about yourself so you can venture forth to find a job that is right for you, and that you deserve.
The Says Who? Method is a powerful tool for stopping the stressful, negative thoughts we can have about finding a job. That’s because we tend to judge ourselves, especially when we feel vulnerable. This method stops that anxious “self-doubt on repeat” in its tracks, so you can stop judging yourself so harshly, and be proactive in finding a good job. You can become more effective, successful, and productive. Instead of feeling overwhelmed, it helps you feel empowered — to do and be your best.
About the author
Ora Nadrich is a Certified Life Coach, Certified Mindfulness Meditation teacher, and the author of Says Who? How One Simple Question Can Change The Way You Think Forever. Her popular album, Ora Meditations, is available on iTunes, Spotify, Pandora, Google Play, Amazon mp3 and everywhere music is sold. Learn more at http://www.oranadrich.com
Disclaimer: Views and opinions of Guest Contributors are not necessarily those of theglasshammer.com
Voice of Experience: Patricia McCarthy, Managing Director, Goldman Sachs
Hispanic Heritage, People, Voices of ExperienceBy Cathie Ericson
It’s your responsibility to proactively guide and shape your career, recommends Goldman Sachs’ Patty McCarthy. “Being an active networker ensures that people think of you when opportunities arise, but it also allows you to be better at your current job,” she says. “Networking allows you to form relationships with people in your respective field, and provides avenues to solicit feedback and guidance from others.”
She also noted that finding strong mentors and nurturing such relationships is crucial to your career development, as you can solicit frank advice in order to constantly improve.
A Career Built on Seizing Opportunities
McCarthy credits her personal network with her career path, which she describes as “Mr. Toad’s Wild Ride,” the loopy ride at Disney theme parks.
After earning a degree from Harvard Law School, she worked at a large corporate law firm for several years, supporting clients pursuing mergers and acquisitions, before joining the Spanish-language media company Univision, where she worked in business development. However, she soon discovered she missed working in the financial services sector, and began to explore other opportunities.
After connecting with a recruiter, to whom she expressed her interest in both private wealth management and real estate, she was excited when she was recommended to apply for a role on Goldman Sachs’ Private Wealth Management (PWM) legal team. She got the job, and following six years on the PWM legal team, she transitioned to the global management team. Commenting on her movement between different teams, McCarthy said: “Goldman Sachs prides itself on offering opportunities for internal mobility and I’m glad to have been able to take advantage of that.”
Throughout her time in PWM, she has built a reputation as a “go-to” person when key projects – big or small – need to be completed. “More than achieving a title or promotion, my biggest source of pride is establishing a personal brand as an individual who can improve a process,” she says. That’s why her current position is such a perfect fit, as she analyzes new technologies and procedures to constantly improve client service.
Lending Her Career Expertise To Others Across the Firm
McCarthy cautions women to combat their tendency to just put their head down and work hard. “In general, women usually are concerned about being perceived as too aggressive, but it can impact your career if you are afraid to speak up.” She frequently tells young women not to come to her after a meeting to share their great idea, but encourages them to speak up during a meeting.
“When you have good ideas, you need to voice them and add value. Remember that your job is to contribute to your team, and that entails being confident and pushing yourself beyond what your perceived role is,” she notes.
McCarthy acknowledges that confidence will come from building and relying on a strong network of peers with whom to discuss career transitions and work/life balance, and she cautions that the need for this type of support continues as your career progresses. “Sometimes, when you become more senior, you forget that you still need mentors and a sounding board, and often your peers step in to fill that role.”
As co-head of Goldman Sachs’ Hispanic Latino Network, McCarthy is proud to draw on her Cuban heritage to educate others about Hispanic culture, as well as further the development and retention of Hispanic and Latino professionals. She felt honored when she was recently asked to participate in a panel discussion on intersectionality, which focused on the potentially hidden aspects of diversity and the importance of bringing your whole self to work. The panel was co-sponsored by several Goldman Sachs affinity networks.
In addition, she is a member of the firm’s Women’s Network, which provides mentorship opportunities and hosts events to help guide women throughout their careers. McCarthy noted that she has benefitted from network sessions that provided information to aid in work/life balance, such as women’s health and education planning for children.
Outside of the office, McCarthy enjoys spending time with her husband and two daughters, ages 11 and 9, engaging in active outdoor water sports. In fact, she laughingly says that since she loves water in any form, she’s even embraced “frozen water” and taken up skiing, where she can enjoy the challenge of learning something new.
As a board member of the Thyroid Cancer Care Collaborative (TCCC), she also works to educate and support those affected by thyroid cancer. “Thyroid cancer often affects younger women, and it can be really scary when you initially receive a diagnosis. I appreciate the chance to help arm others with knowledge as they begin their journey towards a cancer-free life.”
How to be confident (even if you are not)
Career Advice