By Cathie Ericson
Victoria Park believes there’s a real benefit in spending your younger years working with a larger organization where you have ample opportunity to identify your passion, and which allows you to stretch and broaden yourself early on.
She recommends that women surround themselves with a small and diverse group of genuinely supportive mentors and sponsors, formal and informal, male and female. “Rarely is there one role model with whom you identify completely, so ensure you are getting different perspectives to help you find your way.”
An Internal Program Bolsters Her Career
Park relocated to Australia in the late 1990s. “My initial step into financial and professional services recruitment provided the funds for travel en route to Australia and set me onto a different career path completely,” she says. Due to her evident passion for people, she joined PwC in Sydney in an HR role. Over the past 14 years she has built a career in HR at PwC, earned a post-grad diploma in strategic HR and started a family.
She says that in 2006 she found herself at a fork in her career and self-nominated for a development program called the Young Leadership Team, which consisted of five, three-day residential programs.
Park found it to be an incredible experience from the minute she put herself forward; having been with the firm only 18 months and not having the benefit of joining a professional services firm straight out of school, as many do.
When she was selected to participate, she took full advantage of making sure the entire process was beneficial to her learning and career advancement, not the least was just making the decision to put herself out there in a vulnerable way.
Then, she found that the robust feedback she received on her application and the process of interview prep helped her position herself and recognize some of the development points that would be useful for her, including how a breadth of thinking can impact the team. Park says this was one of the most profound experiences in her career.
Along the way she also learned sideways opportunities can be as beneficial, if not more so, in the long term, as you progress into senior leadership roles because diversity of experience is important for long-term success.
Expanding Programs to Support Diversity and Inclusion
Currently she oversees the firm’s Diversity & Inclusion strategy after stepping into the diversity and inclusion program director role 18 months ago, where she found her professional skills, purpose and passion have collided. She had a steep learning curve on some groups she wasn’t as well versed on including LGBT and Australian native groups.
This renewed focus gave the firm the opportunity to reset and look out to 2020 where some recent leadership changes have reinvigorated diversity issues. She notes that there is appetite from the new CEO to see that his legacy around diversity and inclusion is truly embedded in the organization and how they operate with clients and within the firm
“We have done awesome work updating some policies and will have even more success as we overhaul some of the other legacy systems we have in place,” she says, adding that they will be making dramatically different and sustainable changes.
Among the advances they are instituting are a culture change that emphasizes flexibility. The program was introduced two years ago and will be fundamental to their success going forward in attracting diverse workers.
“Organizations that don’t adopt a flexible outlook will miss out on talent,” she says. While there are large opportunities to be flexible in terms of where people work and how they choose to work, she acknowledges it can cause challenges in the short term in changing the standard five-day work week and traditional acceptance of longer hours.
But, by genuinely looking at how teams work, they can offer flexibility for everyone, including supporting males in the role of caregivers. “Flexibility and support for men will allow greater female participation in the work force.”
She finds that work/life balance challenges for women in professional services are impacted by the strong client service ethic, where they assume they need 24/7 accessibility. This has spurred another unintended consequence of limiting the number of senior role models available to show the pathway to younger women coming up.
She herself has been involved in or designed a number of different female leadership programs over the past 10 years.
“The main benefit I and the cohort got from all of them was the opportunity to broaden and deepen the female network,” she notes. She says that they also spent time considering the concept of “swimming against the tide” and acknowledging the feeling most women have encountered where they are in a minority.
Finding Her Own Balance
As technology has evolved over her career, Park has realized the need to consciously consider categories such as hobbies/philanthropy/family/travel as part of how she plans her life. “The distinction between work and home gets increasingly blurred when we consider the traditional working week model we still broadly operate in. By being conscious I strive to ensure that these critical elements of life get the right time and focus to ensure I feel fulfilled.”
As a wife and mother of two boys, ages 9 and 7, she wants to raise them with a positive mental attitude and health, which means being actively involved in their lives and finding time to build a strong connection.
One way to blend the two is to link hobbies to health and family, so they all enjoy running, ocean swimming and sports. She and her husband met working in the wine industry and wine, food and cooking continue to be interests they share.
Over the past few years they have started to share their love of travel, taking the boys on a last-minute trip to Beijing when she was travelling with work, and using the opportunity of trips to the UK to see family and to travel around Europe.
Her philanthropic activity also centers around shared family passions. In 2015 she participated in a fundraising trip to Everest Base Camp to raise money for OzHarvest as her husband is passionate about food wastage at home. “Unfortunately we got caught up in the earthquakes and missed the goal by one day, but luckily we returned safe and unharmed,” she says. More recently she has completed her Bronze Surf Lifesaving qualification and enjoys supporting the local community when on beach patrol.
Through work and outside activities, she wholeheartedly lives this charge: “Have fun, enjoy what you do at least 80% of the time, or change what you are doing.”
The Power of Slowing Down: Three ways to “Slow Down” and “Speed Up” Your Success
Career Advice, Guest Contribution, Office PoliticsToo much to do, too little time: this seems to be the mantra of our age. We all have too many emails, too many phone calls, and constantly feel pulled in a million directions.
And the stress of success can take an incredible toll on our health. A study released by researchers at Harvard Business School and Stanford University found that stress at work is just as damaging to a person’s health as secondhand smoke.
And if we want to advance in the workspace, do we all need to sacrifice our family life to do it? In her book “All Joy and No Fun, Jennifer Senior polled working parents with college degrees and discovered that 65 percent of them found it difficult to balance job and family.
So what is the answer to achieving your career goals without sacrificing your health and family life to get there?
Define What Success Means For You
Are you loving the life that you love? What really matters to you? Do you dream of having a family, a house on the beach, helping others?
Oftentimes we lose touch with our real dreams in the manic shuffle of life. Perhaps your heart-felt goals were deemed “unrealistic” or buried beneath the criticism of friends and family. So dig up those dreams and take the time every day to “slow down” and connect with what uniquely inspires you.
Connecting with what matters is the best time management tool you could ever have. When you prioritise your time based on what you love, you may find that your workload naturally dwindles. You can easily eliminate the counterproductive items in your task list when you are stay connected to your top priorities in life.
Keep it Simple
Warren Buffet’s best business advice to Bill Gates was: “Keep Things Simple.” Simplicity has many implications and it’s an incredible secret to managing time, saving money, and eliminating drama.
One aspect of simplicity is the art of being fully present in the moment. It’s amazing how we can sit together in a meeting and yet be thinking of that ever expanding task list or browsing out bottomless inbox. And yet this simple act of full presence is not only refreshing, it can save an incredible amount of time and energy. When you are distracted, it’s nearly impossible to fully understand someone, fully comprehend a situation, or even sense if someone is telling a lie. Being fully aware, thoroughly hearing others, and assimilating the nuances of a situation leads to win/win negotiations, healthy decisions and a balanced bottom line.
Simplicity also applies to policies, procedures, and products. Challenges are an opportunity to evaluate the complexity of what lies beneath the challenge: has the overall structure become too complex or is the product too hard to use?
Take Care of Yourself
What does self-care have to success? Everything! You are not a disembodied mind floating in a tank; your true power lies within every cell of your body. Although much of our work these days involves intellectual prowess, optimal function of the mind requires optimal care of the body!
When your body is healthy, you are able to perform at your peak, connect deeply with what matters, and be fully present. When you take care of yourself, you can maximize your productivity, and avoid burnout, illness and fatigue.
So if you take the time to “slow down”, eat right and take care of yourself, you will save time and energy in the long run.
What is Time, Really?
Time is a strange thing; it has the ability to expand and contract seemingly at our will. We wish time would slow down when we are doing what we love. And we curse how slow the clock is moving when we’re bored at a meeting.
And although it has the ability to expand and contract, the irony is: our time here on earth is so very limited. And so in the end, if we take the time to “slow down,” we maximize the time we do have, so we have the time to do what matters.
Jennifer Noel Taylor, is the author of Love Incorporated: The Business of Doing What You Love.
In her book, she helps you connect with your innate wisdom and pursue your true calling in life. As the CEO of Quantum-Touch Inc. she helps people achieve optimal wellness through energy medicine. She has grown Quantum-Touch from a small company into a multinational corporation based on a foundation of integrity and compassion.
Disclaimer: The opinions and views of our Guest contributors are not necessarily those of theglasshammer.com
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Leave For The Right Reasons
Career Advice, Career Tip of the Week!By Nicki Gilmour, Executive Coach and Organizational Psychologist
Many times, people come to me and they have suffered at work.
Be it a perceived slight, being undermined or even harassed in a very real way. It is normal to want to leave the team, firm or in some cases the industry itself. When coaching, we look hard at whether you just need to leave a manager or whether yes in reality you are ready for a complete change of scene. Knowing what you like doing is crucial and we work on getting to the heart of the matter. But, equally it is important to understand that feelings are real. However, the brain can trick us significantly. There is a cognitive theory by Kant that suggests that we see danger so we think we are in danger (thought) and feel fear (emotion) so we run. Brain science is telling us that if we saw a tiger once, chances are we are hyper-vigilant for the next one. We run sometimes because we are feeling fear due to thinking we see a tiger, before we actually see one.
How do we ensure we do not leave the firm or the industry for the wrong reasons? Women and other minority group members are susceptible to this because often yes we saw a tiger once and that is no lie.
Work with a good coach to know if you are anticipating scenarios before they happen and reason out what impact this is having in how you engage, operate and even consider new roles
If you are interested in hiring an executive coach contact nicki@glasshammer2.wpengine.com directly for a no obligation discussion
Voice of Experience: Kathleen Kelley, CEO, Queen Anne’s Gate Capital Management
Voices of ExperienceIt’s vitally important for women to find a mentor early on who can help them navigate their path, says Kathleen Kelley. “I was lucky enough to find Paul Jones, who became my mentor, but that was a fortunate accident since I hadn’t set out with that as my mission. It’s important to think about who would be the right mentor and establish that relationship early on.”
After studying math and economics in college — which, incidentally, she believes that all women should take math courses whatever their career aspirations – Kelley became a portfolio manager at Tudor Investment Management. She spent 10 years there, initially doing research and then moving to portfolio management, where she ran a macro portfolio focusing on commodities.
She moved to Kingdon to run a macro portfolio for seven years and then took a year off and moved to London with her kids. When she returned, she started her own fund, Queen Anne’s Gate Capital Management, named after the street they lived on in England. While the firm was focused on the fund when she first started it, it has evolved to offer research as well.
Going out on her own is the professional achievement she’s most proud of, primarily because of the example it sets for other young women. “They need to see the opportunity set available to them, but they can’t if they don’t see other women taking those steps,” she says. “That’s one of the reasons it was important to me to take that risk and start my own firm.”
Currently she specializes in consulting to complement her past 20 years where she has focused on investing and portfolio management. Commodity markets have always been her specialty, and she notes that the recent renewed interest in the space is promising. She also believes there is a trend for hedge funds and asset managers to meet in the middle: As the fee structure and performance of hedge funds have been maligned over the past couple of years, asset managers have been accumulating more of the assets as they broaden their reach. “I believe there are increasing opportunities for companies like mine that serve both hedge funds and asset managers,” she says.
Bolstering Women’s Career Prospects at All Levels
Her focus on the financial world extends to her philanthropic pursuits. Ten years ago she co-founded the High Water Women Foundation, which offers an annual impact investing seminar in the fall and trains volunteers to teach financial literacy. “We were early to the space, which has been growing like crazy, so the program keeps expanding to meet overwhelming demand.”
Kelley admits she is frustrated by the slow progress women have been afforded, especially when you consider the make-up of corporate boards and realize many companies have no women represented. She sees how the problem perpetuates itself: If a man joins a board and they mention they need another member, he’ll call his colleague. “We need to put the same buddy network in place to facilitate this process for women,” she notes.
To that end, she says that most of her friends in the industry are actively promoting other women but can always do more.
Closer to home, she continues to foster her kids’ interest in culture and travel. They are half-Spanish so they visit Spain regularly, and she and her daughter are training together to run the London Marathon.
Kelley serves on seven non-profit boards, including her alma mater Smith College and London School of Economics, as well as High Water Women Foundation.
Voice of Experience: Victoria Park, Diversity & Inclusion Director at PwC Australia
Voices of ExperienceVictoria Park believes there’s a real benefit in spending your younger years working with a larger organization where you have ample opportunity to identify your passion, and which allows you to stretch and broaden yourself early on.
She recommends that women surround themselves with a small and diverse group of genuinely supportive mentors and sponsors, formal and informal, male and female. “Rarely is there one role model with whom you identify completely, so ensure you are getting different perspectives to help you find your way.”
An Internal Program Bolsters Her Career
Park relocated to Australia in the late 1990s. “My initial step into financial and professional services recruitment provided the funds for travel en route to Australia and set me onto a different career path completely,” she says. Due to her evident passion for people, she joined PwC in Sydney in an HR role. Over the past 14 years she has built a career in HR at PwC, earned a post-grad diploma in strategic HR and started a family.
She says that in 2006 she found herself at a fork in her career and self-nominated for a development program called the Young Leadership Team, which consisted of five, three-day residential programs.
Park found it to be an incredible experience from the minute she put herself forward; having been with the firm only 18 months and not having the benefit of joining a professional services firm straight out of school, as many do.
When she was selected to participate, she took full advantage of making sure the entire process was beneficial to her learning and career advancement, not the least was just making the decision to put herself out there in a vulnerable way.
Then, she found that the robust feedback she received on her application and the process of interview prep helped her position herself and recognize some of the development points that would be useful for her, including how a breadth of thinking can impact the team. Park says this was one of the most profound experiences in her career.
Along the way she also learned sideways opportunities can be as beneficial, if not more so, in the long term, as you progress into senior leadership roles because diversity of experience is important for long-term success.
Expanding Programs to Support Diversity and Inclusion
Currently she oversees the firm’s Diversity & Inclusion strategy after stepping into the diversity and inclusion program director role 18 months ago, where she found her professional skills, purpose and passion have collided. She had a steep learning curve on some groups she wasn’t as well versed on including LGBT and Australian native groups.
This renewed focus gave the firm the opportunity to reset and look out to 2020 where some recent leadership changes have reinvigorated diversity issues. She notes that there is appetite from the new CEO to see that his legacy around diversity and inclusion is truly embedded in the organization and how they operate with clients and within the firm
“We have done awesome work updating some policies and will have even more success as we overhaul some of the other legacy systems we have in place,” she says, adding that they will be making dramatically different and sustainable changes.
Among the advances they are instituting are a culture change that emphasizes flexibility. The program was introduced two years ago and will be fundamental to their success going forward in attracting diverse workers.
“Organizations that don’t adopt a flexible outlook will miss out on talent,” she says. While there are large opportunities to be flexible in terms of where people work and how they choose to work, she acknowledges it can cause challenges in the short term in changing the standard five-day work week and traditional acceptance of longer hours.
But, by genuinely looking at how teams work, they can offer flexibility for everyone, including supporting males in the role of caregivers. “Flexibility and support for men will allow greater female participation in the work force.”
She finds that work/life balance challenges for women in professional services are impacted by the strong client service ethic, where they assume they need 24/7 accessibility. This has spurred another unintended consequence of limiting the number of senior role models available to show the pathway to younger women coming up.
She herself has been involved in or designed a number of different female leadership programs over the past 10 years.
“The main benefit I and the cohort got from all of them was the opportunity to broaden and deepen the female network,” she notes. She says that they also spent time considering the concept of “swimming against the tide” and acknowledging the feeling most women have encountered where they are in a minority.
Finding Her Own Balance
As technology has evolved over her career, Park has realized the need to consciously consider categories such as hobbies/philanthropy/family/travel as part of how she plans her life. “The distinction between work and home gets increasingly blurred when we consider the traditional working week model we still broadly operate in. By being conscious I strive to ensure that these critical elements of life get the right time and focus to ensure I feel fulfilled.”
As a wife and mother of two boys, ages 9 and 7, she wants to raise them with a positive mental attitude and health, which means being actively involved in their lives and finding time to build a strong connection.
One way to blend the two is to link hobbies to health and family, so they all enjoy running, ocean swimming and sports. She and her husband met working in the wine industry and wine, food and cooking continue to be interests they share.
Over the past few years they have started to share their love of travel, taking the boys on a last-minute trip to Beijing when she was travelling with work, and using the opportunity of trips to the UK to see family and to travel around Europe.
Her philanthropic activity also centers around shared family passions. In 2015 she participated in a fundraising trip to Everest Base Camp to raise money for OzHarvest as her husband is passionate about food wastage at home. “Unfortunately we got caught up in the earthquakes and missed the goal by one day, but luckily we returned safe and unharmed,” she says. More recently she has completed her Bronze Surf Lifesaving qualification and enjoys supporting the local community when on beach patrol.
Through work and outside activities, she wholeheartedly lives this charge: “Have fun, enjoy what you do at least 80% of the time, or change what you are doing.”
How to Mentor Millennials
Career Advice, Career Tip of the Week!, Guest ContributionHaving a successful protégé reflects well on you and adds to the progress of professional women everywhere. So mentally brace yourself for the mentor/mentee relationship.
Remember what it was like to be an inexperienced person? Once you are mentally prepared to start molding a successful protégé, you must then prepare yourself for the patience it will take to get started.
Whether or not you had a mentor when you were younger, you can still relate to the feeling of being the new person in the office. As someone who has now been in the grind for years, you may have a tough time knowing where to start with your mentee. Well, think back.
When you were the new person, what qualities did you appreciate in your colleagues? Most likely, you wanted to work with those who:
Now that you’re on the other side of the mentor/mentee relationship, you can make good use of these memories.
With your mentee, discuss expectations — both yours and theirs. Set goals. Pay attention to their progress. Give feedback. Be supportive. Offer advice, but also listen. And, most importantly, take a genuine interest in their work and well-being.
Appreciate Generational Differences
More than likely, your near-future mentees are going to be millennials. Like every generation, millennials have their own set of concerns, indignations, interests, goals and talents.
Millennials are generally tech-savvy, environmentally conscious, insistent upon equal rights, adventurous, innovative and generally more interested in finding meaningful work than the largest paycheck or the best job security they can get.
However, despite the differences between millennials and non-millennials, all of the millennial-specific qualities can be channeled toward the greater good of a business. It’s up to you, as a mentor, to find the benefits these qualities have to offer, and to guide your mentees to apply them correctly.
Parting Thoughts
No matter who your mentee is — man or woman, intern or new hire, millennial or baby boomer — it’s up to you to help them succeed. The best way to do this is to understand what it means to be a mentor. It takes patience, dedication and a genuine investment in their progress.
If you decide to take on the role of the mentor, embrace the qualities that make you uniquely successful and help your mentee to do the same. And, as you learn and grow alongside your protégé, know that you’re doing your part for the advancement of professional women.
(The views and opinions of Guest Contributors are not necessarily those of theglasshammer.com)
The Gender Pay Gap
Career Advice, Money TalksThis month we celebrate Equal Pay Day. Take a look at these informative Pay Gap articles previously published on theglasshammer.
This week we hit “Equal Pay Day” on Tuesday, a day which symbolizes the extra days women must work to make the same salary as her male peers did last year. According to the Demystifying The Gender Pay Gap survey by Glassdoor, the biggest myth about the gender pay gap is that it doesn’t exist at all, as 7 in 10 employees across seven countries assumed men and women received the same pay for the same work. But even when narrowed down to an apples-to-apples comparison within companies, researchers found a significant gender gap exists.
Closing the investment gap for women as well as the better- documented pay gap needs to happen. What is the investment gap? And why are most women, even highly paid professional women still missing out? Sallie Krawcheck just wrote a post about the cost of not realizing what we are missing financially by not investing properly on LinkedIn.
In March 2015, the US Census Bureau released the latest pay statistics from 2013, including median earnings by detailed occupation, showing that full-time working women earn 78.8% of what full-time working men do. The census data revealed that across 342 occupations, women (barely) out-earn men in only nine.
Narrow the Hidden Executive Pay Gap Starting Now
As women move to senior ranks, the gender pay gap widens. Your best career management play? Begin closing it now.
Voice of Experience: Carey Halio, Partner, Finance Division, Goldman Sachs
Voices of Experience“Your career is a marathon, not a sprint,” notes Goldman Sachs’ Carey Halio, though she admits that while she received this advice early in her career, she didn’t always take it to heart.
“Many of us are hard-driving individuals who want to make an immediate and constant impact, but it’s vital to remember that your experiences, skills and network build upon each other throughout your career.”
Even though she was recently named partner, Halio finds that she still needs to remind herself of this advice, and likens her career to training for a real marathon. “When I first started running, I could only handle one mile, then two, five, and so on, and your career builds in the same incremental way. But, it’s hard to keep that in mind because you don’t have the benefit of hindsight when you’re in the moment,” she says.
Helping the Firm Embrace New Challenges and Growth Opportunities
Before beginning her career in finance, Halio served as a member of the Peace Corps, where she learned the importance of resilience as she worked in Guatemala without access to basics, such as running water and telephones. That experience instilled within Halio the belief that she would be capable of “figuring it out” in any situation, and she was able to overcome her initial intimidation upon joining Goldman Sachs following business school.
“I now see how hugely beneficial my time in the Peace Corps was in teaching me to be resilient and confident to know that things will work out even if you don’t have all the ideal tools readily available. This has been very important in my career and life,” she says.
Halio spent the majority of her tenure in the Credit Risk Management & Advisory Group within the Securities Division before joining Goldman Sachs Bank USA as Chief Financial Officer in 2014.
She notes that her role in Goldman Sachs Bank USA is an exciting position, as the bank was formed relatively recently and now offers consumer lending and deposit products, an area of the financial sector that Goldman Sachs had not traditionally been involved in. “It is very exciting to be part of completely new activities within an institution that has been in business for 148 years.”
Having been in the financial services industry through its ups and downs, she looks back on the tumult as a time of growth. “While the financial crisis was scary, I know that it helped me become a better risk manager, as I was running a team covering companies that failed,” she says. “I grew professionally in multiple ways, learning how to maintain composure in the face of uncertain circumstances.”
A Supportive Environment
In addition to her fulfilling day-to-day work, Halio enjoys the firm’s culture, which encourages mentoring. New female partners are encouraged to pay it forward: She herself has reaped the benefits of a network of women who have been generous with career advice as well as thoughts on childcare and work/life balance. “We need to do the same to keep that spirit alive with our younger colleagues,” she says.
While working at Goldman Sachs, Halio has been active in her division’s Women’s Network, appreciating the opportunity to hear from noteworthy speakers and develop supportive relationships with peers with whom she has “grown up.”
Integrating Balance
While women continue to make major strides in the workforce, childcare and balance remain areas of challenge. As Halio says, with two young boys, no matter how much responsibility she has at work, when she’s home, she’s mom. “I love my work and am proud of what I’ve accomplished but I am still focused on creating a close, engaging family.”
On that note, Halio cites the book “Wonder Women: Sex, Power, and the Quest for Perfection,” by Debora Spar, the president of Barnard College and former Goldman Sachs board member.
Referencing the book, Halio cautions, “You can’t have it all; you have to pick and choose what’s important to you at certain times.” She notes that there are a million things she would like to do, from spending more time with colleagues, to cooking more meals from scratch, but it’s not practical to expect to be able to do everything. She adds that over time your priorities change and you have to make meaningful tradeoffs and have the confidence to make tough choices.
For Halio, that means carefully choosing her outside activities. One that she spends some of her time on is serving as an active board member of her alma mater, Whittier College in Southern California.
She, her husband and sons, ages 3 and 7, enjoy spending their weekends together and reinforcing the family dynamic that can be hard to achieve during the week. They deliberately chose to live outside the city and invest in their community. “I want to provide my sons with a stable, strong foundation and we enjoy hanging out and being part of our town.”
OP-Ed: What Happened After International Women’s Day 2017?
Career Advice, Featured, International Womens DayThere was a flurry of activity for international women’s day this year, observationally more than usual and that could be correlated with the determination of some to deny women equality in a fairly overt way or it could just be a coincidence. You decide. There were hashtags such as #Beboldforchange, there were marches and a strike concept (A day without women), there was a designated color to wear (red). What does it all mean? And where are we really at?
Well, let’s have a quick recap of a small slice of life regarding NY based IWD activities as a microcosm for awareness of first world issues on this day which is mostly about third world women issues. However, in many ways IWD represents why we are going in circles with diversity and gender work.
Statestreet erected a statue of a little bronze girl staring in a defiant manner at the bull of wall street. That famous icon that can be construed in all sorts of ways, but mostly it is a bull representing good markets (bull markets). Next, some young white idiotic man accosted the statue in a suggestive sexual manner totally reinforcing in part why it was there in the first place. Backlash to this surprised me as not so long ago this would have been considered a drunken rite of passage so maybe we are making progress or maybe we are just more citizen journalist than ever. Then, in the spirit of no good deed goes unpunished and what was a good social statement from Statestreet (and marketing for the gender index SHE) quickly turned into curiosity of just how many women they have in high places. Also, the statue has now been removed as it was always a temporary erection, if you will pardon the pun when perhaps we should be asking why it couldn’t stay there more permanently if we are to remain mindful of the lack of parity?
Are we getting anywhere?
It seems progress is definitely not linear to anyone really looking at the macro side of it. In the myth of the ideal worker research by Catalyst, we see what we know to be true, the tactics that work for men to advance doesn’t not apply to women necessarily in equal measure and the piece in HBR back in 2010 interestingly points out the importance of one’s early managers.
So how can we have conversations that matter? Conversations that progress things and that engage people and then create actual actions? Beyond the politeness and avoidance of things that matter in an increasingly weird and fragmented world where everything is accused rightly or wrongly to be politicized, how do we talk to each other?
The first step that we need to take, I believe, is to recognize there isn’t equality everywhere at work currently. I am not talking about society at large, instead this is a focused narrower conversation as it pertains to executives and professionals but certainly some of this applies more widely without doubt.
To recognize a lack of level playing field, sometimes you have to have awkward, painful conversations with people who may have differing viewpoints than you. It does take bravery to have bold conversations at work as there is an element of risk and that is usually on the less powerful individual in that bold conversation. On International Women’s Day 2017, Catalyst held their annual conference and awards dinner while revealing their new initiative called the Catalyst CEO Champions For Change stating it to be transformational for diversity and inclusion because more than 40 high-profile CEOs and top leaders, many from the Catalyst Board of Directors, have pledged to do even more to accelerate diversity, inclusion and gender equality within their organizations. Curious to the mechanics of how this will actually work and impact real change for the women in the trenches, Catalyst assures me that this is different due to the fact that the companies that have signed on will share data on the representation of women in their workplaces with Catalyst, so that collective progress can be tracked, analyzed and reported. They state that,
This (initiative) is a good example of companies understanding that there is a reason to think we might have an issue that can actually be solved.”
Krista Brookman, Vice President, Inclusive Leadership Initiative, Catalyst weighs in on the importance of leadership when it comes to diversity,
“Leaders can ensure that women are accelerating in their workplaces by committing to visibility, access, and equity. That means that women have access to high quality mentors and sponsors for women, that women are considered for “hot jobs” – high profile, high visibility, and international assignments, that women have access to the unwritten rules (generally unspoken workplace norms and behaviors), that leaders are intentional and about making women’s achievements visible, that leaders interrupt bias and stereotypes in their choices and decision-making, and that leaders understand, develop and practice inclusive leadership skills and behaviors with men and women on their teams.
Thirdly, there has to be action, execution and accountability in the middle ranks and this is often a tricky factor in the success of diversity work and getting managers involved rather than handing them HR policy is the way to go.
Does the solution start with you and I?
A panel at the conference discussing how to engage in conversations about Gender, Race and Ethnicity in the workplace stuck me as interesting as intersectionality is often where the wheels come off and division of people happens based on social identities, wealth, and life experiences amongst other stuff. I caught up with Jennifer Allyn, Diversity Strategy Leader for PwC in the US, after the panel that she just had sat on and she recounted how bold leadership is needed to create a culture where dialogue can happen. Jennifer comments how PwC recognized that you cannot just ignore tragic current events as people carry that around emotionally and have feelings about issues either way. She states,
“After the spate of police shootings last year, our CEO, Tim Ryan sent a message asking everyone in the firm to have conversations with their teams about what happened. It was an explicit invitation to talk about race and the trust gap in society.
Tim Ryan’s stance on tackling tough issues is not run of the mill but neither is his appointment of the most diverse leadership team in the firm’s history consisting of four white women, three women of color, four men of color, and an openly gay partner on the team.
Jennifer continued that it is best to assume your colleagues have good intentions because “being self righteous isn’t helpful in a difficult conversation”. She states,
“If your goal is to learn from someone else’s perspective, the conversation has to be reciprocal. You have to do more listening than talking. The panel moderator Dnika J. Travis, PhD, Vice President and Center Leader, Catalyst Research Center for Corporate Practice said it best – ‘you take fear with you’ and the biggest humility is understanding that other people don’t have the same experiences that you do.”
There is nothing to fear but fear itself and if there is an action to take away from International’s women’s month perhaps it is to spark up a conversation with someone who has opposing views and just hear them.
Behaviors That Build Confidence
Career Advice, Guest ContributionI’ve spent decades watching both men and women climb the corporate ladder to build highly successful careers. I have watched and listened carefully to understand the actions that enabled these people to be called out from the crowd. They weren’t all good-looking or even charming. If there was one single common thread it was confidence. Successful leaders behave in ways that caused them to be noticed, heard, and remembered. Admittedly, slightly generalizing an entire gender, I’ve observed that men, more frequently than women, seem to garner the confidence of a crowd more quickly. I believe that is because they more frequently demonstrate confidence-building behaviors. And I believe women can get the same result by more frequently demonstrating some of those behaviors as well.
This is not to say that as a women, you should act like a man or that you should not be your authentic self. In fact, you’ve got to be your authentic self. You are unique. Your thoughts are unique. The trick is delivering your uniqueness effectively. If you practice a few basic rules, you will deliver.
Speak First.
Yes, first, not last. It doesn’t matter if your idea is not fully baked, with all of the possible pitfalls identified. If you wait until everyone else’s ideas are heard, while you refine yours or, worse, come up with a reason why yours is not a good idea, one of two things will happen: You will never be heard, because you’ll never get the chance to speak, and the conversation will move on. You will never be heard because someone else said it first.
If you have trouble getting the attention of the room when you need it, there are a few techniques you can try. It starts with body language. Be confident. Don’t slump in your seat. Sometimes you need to interrupt. Some of you may think of it as rude. Call it what you will. If people talk over you and around you while you’re trying to get a word in, you have to be a little bold. Lean forward on the table, stand up, move to the front of the room. Speak concisely and with energy. Use humor. It helps people remember what you said. Don’t pause. If you pause too often or for too long, someone else will take the opening and run you off track.
Let’s talk about strategic use of profanity. I believe that there are moments—and they should be rare—when the occasional use of profanity can get the attention of your audience in a good way. Use at your discretion and only when the culture allows it. I am talking “hell” as in “what the hell” and words of that nature.
Stop Apologizing.
Stop qualifying your statements. Every time you preface your thought with an apology or a qualifier, you take power away from yourself and give it to the men in the room (because there are likely more men in the room). Stop it! You don’t really believe it when you say you’re not sure if it’s a good idea, right? You’re just being polite, because somehow you think the message will be better received if you apologize for it first. Let’s think about that for a minute. When was the last time that anyone trying to persuade you to buy anything apologized for their product? “I’m sorry, this car is a piece of shit, but I think you should buy it. Our consulting services might not be the best in class, but we will get the job done good enough.” Really?
Make Time for Face-to-Face Communication.
In this ever-connected, 24-7 world, it is easy to do all of your communicating electronically. And why not? Women (again totally generalizing) are such pros at multitasking, so why shouldn’t we carry on a couple of conversations at once?
For women who love to multitask—and many of us do—we often miss opportunities to demonstrate our thought leadership and therefore miss opportunities to be seen as a leader, by trying to do too much at once. Face-to-face communication is not always convenient, but it’s nearly always well worth it. Successful people understand this. They know it’s important to build relationships with those who are important to them, because relationships are the most critical element in influencing others. Women have to be effective at influencing both genders. Our communication style and method has everything to do with that.
About the author
MELISSA GREENWELL is the author of MONEY ON THE TABLE: How to Increase Profits Through Gender-Balanced Leadership (Greenleaf Book Group, January 2017). She is Executive Vice President and Chief Operating Officer of national retailer The Finish Line, Inc. You can learn more at www.melissa-greenwell.com
Disclaimer: The views and opinions of Guest Contributors are not necessarily those of theglasshammer.com
The Juggle: 3 Tips to Get Stuff Off Your Plate
Career Advice, Career Tip of the Week!By Nicki Gilmour, Executive Coach and Organizational Pyschologist
Image via Shutterstock
Unless you are a fully fledged workaholic ( I used to be one and I know many), you may want to work a little less and do a little more of just about everything else. With the exception of chores which are few people’s idea of fun.
So, how it is possible to live and love in an urban place, give it your all and maybe just maybe have time for other areas of your life, be it having children or not having children. I say that with caution as people get derailed quickly and fall into 2 camps when it isn’t about that division it is about the unification of the truth that we all do work more than ever.
Here are my three tips to get you closer to nirvana.
TIP 1: What tasks at work are non crucial and can be delegated, dumped or reframed to matter more strategically and therefore become worth doing?
TIP 2: How can you break cultural norms in a ‘face time” environment to show that results orientated work and productivity are winners?
TIP 3: At home, what life hacks can you apply to boring admin and chores to outsource or reduce them? Get a system or actual people involved to help you free up your time to live the dream. If you feel your other half needs to do more, tell me what they need to do and when as maybe they just do not know?
Most importantly, it is worth your while to step out of the weeds and look at the big picture – what do you want personally and professionally to happen in the next 24 -36 months?
Best of Luck