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Amplify your career (Asli Bilgin, Career & Leadership Talk)
The document outlines strategies for career advancement, emphasizing the importance of networking, mentorship, and community involvement. It highlights that success involves sharing knowledge, setting clear goals, and maintaining a positive environment, while also promoting a balance between work and life. Additionally, it encourages leveraging resources and organizations dedicated to empowering women in technology and leadership roles.
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Amplify your career (Asli Bilgin, Career & Leadership Talk)
- 1. * Asli Bilgin Practice Area Lead Cloud & Custom Technologies Slalom Consulting www.slingalibi.com – asli@slingalibi.com – aslib@slalom.com
- 2. * Strategize yourapproach to your career * Build a powerful „favor bank‟ * Mobilize your network * Review winning strategies for managing down, up and around effectively * Have a fun time living your work *
- 3.
- 4. *share through social networks *write, write, write *publish *information is no longer power *ego-less *
- 5. * your mentor new job * Two above, two below * who do you admire? read biographies * 6 degrees of separation * social networking & organizations *
- 6. * work lifeharmony not balance * blurred lines * athletic reset * Create distinct Windows7/8 profiles *
- 7. * ask forhelp * create virtual teams * help others * give your best ideas to others for execution *
- 8. * create measurable activities per goal * set checkpoints * assign an accountability partner *
- 9. * join communities *build communities * virtual teams * social networking *
- 10. * not everything urgent is important * schedule meetings with yourself * be proactive * triage your mail *
- 11. * let youractions speak as your words * broadcast your idea * let others broadcast you * humor * don‟t be over modest *
- 12. * do whatyou love * if you do don‟t love what you are doing leave * one bad apple can spoil a batch *
- 13. * life iseither pleasant memories or learning experiences * stay away from negative energy * you are average of your 5 closest friends * consider the value of complaining before you do it *
- 14. * (1) share *(2) mentor * (3) balance * (4) delegate * (5) goals * (6) connect * (7) prioritize * (8) humility * (9) passion * (10) optimism *
- 15. * www.slingalibi.com aslib@slalom.com *
- 16.
- 17. * Angela F.Braly, WellPoint, Inc. (#33) * Patricia A. Woertz, Archer Daniels Midland Company (ADM) (#52) * Lynn Laverty Elsenhans, Sunoco (#56) * Indra K. Nooyi, PepsiCo, Inc. (#59) * Irene B. Rosenfeld, Kraft Foods Inc. (#63) * Ellen J. Kullman, DuPont (#81) * Carol M. Meyrowitz, The TJX Companies, Inc. (#132) * Mary F. Sammons, Rite Aid Corporation (#142) * Anne M. Mulcahy, Xerox Corporation (#144) * Brenda C. Barnes, Sara Lee Corporation (#203) * Andrea Jung, Avon Products, Inc. (#265) * Susan M. Ivey, Reynolds American, Inc. (#290) * Laura Sen, BJ's Wholesale Club (#291) * Carol Bartz, Yahoo! Inc. (#353) * Christina A. Gold, Western Union Holdings, Inc. (#473) *
- 18. * * Catalyst -http://www.catalyst.org/ * NCWIT - National Center for Women & Information Technology http://www.ncwit.org/ * GIFTE - Global Institute for Technology and Engineering Dedicated to Technical Women http://www.gifte.org * NGCP – National Girls Collaborative Project http://www.pugetsoundcenter.org/ngcp * DigiGirlz http://www.microsoft.com/about/diversity/programs/camps.mspx * NAF – National Academy Foundation http://www.naf.org * Npower http://www.npower.org * Year Up http://www.yearup.org/ * OPLITE - Outreach Program for Long Island Technology Education www.cewit.org/oplite * Women‟s Bond Club - http://www.wbcny.com/
- 19.
- 20. * Write ItDown, Make It Happen: Knowing What You Want And Getting It (Paperback) * ~ Henriette Anne Klauser (Author)
- 21. Winner of the1998 Pulitzer Prize for Biography An extraordinarily frank, honest, and generous book by one of America's most famous and admired women http://www.amazon.com/Personal- History-Katharine- Graham/dp/0375701044
- 22. Reading this tookme to the next level in any major life exercise or experiment http://www.amazon.com/Atlas- Shrugged-Ayn- Rand/dp/0451191145
- 23.
- 24. * Anita BorgInstitute Through our work every day, the Anita Borg Institute seeks to: increase the impact of women on all aspects of technology, and increase the positive impact of technology on the world‟s women. *
- 25. * Systers - Systers is the world‟s largest email community of technical women in computing. It was founded by Anita Borg in 1987 as a small electronic mailing list for women in “systems”. Today, Systers broadly promotes the interests of women in the computing and technology fields. Join Systers * Mentorship Network for Women, the premier source for mentoring guidance designed exclusively for women. Find your dream mentor or become a trusted advisor, use the Mentorship System to track and achieve career success. Learn more or Sign Up for FREE. * MentorNet is the award-winning nonprofit e-mentoring network that positively affects the retention and success of those in engineering, science and mathematics, particularly but not exclusively women and others underrepresented in these fields. Founded in 1997, MentorNet provides highly motivated protégés from many of the world's top colleges and universities with positive, one-on-one, email-based mentoring relationships with mentors from industry, government, and higher education. In addition, the MentorNet Community provides opportunities to connect with others from around the world who are interested in diversifying engineering and science. Read more About MentorNet. *
- 26. “Nice girls don‟task, but smart women do. Ask for It provides the tangible tools and tips you need to get your fair share of the raises, promotions, and perks you‟ve earned–and * deserve.” http://www.askforit.org/
Editor's Notes
- #3 Many of us, at one point or the other, face challenges and frustration with driving our career to the next level, let alone to a place that maps to our life goals. In this session, Asli will share her lessons learned and best practices, and will spend a good portion of this session answering questions from the audience. This session is not meant to be a motivational or inspirational session (although that is a nice value add).
- #6 Your mentor should be an influencer in your next new job. Identify your next job and determine who is the hiring manager.Who do you admire? This is another way to select a mentor. What are competencies and characteristics you are looking to develop. Melinda Gates at a small luncheon I had attended 2 years ago for senior women at MSFT – she stated that she most admired Katharine Graham and before she had passed away had the privilege of having dinner with her, and a small elite group of individuals including Warren Buffet and Oprah Winfrey. All at the table agreed that there was no one stronger to triumph over adversity. Read her biography: Personal History http://www.amazon.com/Personal-History-Katharine-Graham/dp/0375701044You should have at least 2 mentors and 2 mentees6 degrees of separation is even smaller when you have a mentorSocial networking & organizations can provide mentoring virutally. See the appendix for a list of mentorship organizations
- #10 \\
- #13 The Students to Business (S2B) program is a Microsoft® Community Initiative designed to connect Microsoft partners and customers with qualified students for entry-level and internship positions. http://www.microsoft.com/studentstobusiness/home/default.aspx
- #18 Women Still Largely Shut Out From Senior Ranks of FP500 Companies 2008 Catalyst Census of Women Corporate Officers and Top Earners of the FP500 reveals “a glass half-empty” TORONTO (March 6, 2009) — Despite correlations between strong corporate performance and women in leadership roles, Canadian women continue to be disproportionately underrepresented within Financial Post 500 companies, according to the 2008 Catalyst Census of Women Corporate Officers and Top Earners of the FP500, released today. These findings come at a time when the global economy is facing its greatest challenges in decades, and suggest that corporations should be tapping into a wider range of talent at the most senior levels.The 2008 Catalyst Census found that while the number of female corporate officers grew by almost two percentage points over the last two years (a larger increase than that seen in the four years between 2002 and 2006), women hold less than 17 percent (16.9 percent) of corporate officer positions; only a little over 11 percent (11.4 percent) of senior leadership line roles; and led only 6 percent of FP500 companies. These numbers are in stark contrast to those that show women representing close to half of the labour force; almost 40 percent of managerial positions; and earning the majority of university degrees.On balance, we’re seeing more women in corporate officer roles, which is encouraging. “But it’s still a glass half-empty for companies and for the women and men they employ,” said Deborah Gillis, Vice President, North America, Catalyst. “This economic crisis offers an opportunity to focus—both short and long-term—on challenges around sustainability and future business success. So now more than ever, it’s critical that Canadian-based companies tap into the full potential of their workforce, which includes a real commitment to advancing talented women to leadership.”According to Catalyst, the pace of change could have been far greater had public companies followed the example set by private companies and crown corporations. Over the last six years, there has been virtually no increase in the number of women holding influential leadership positions at public companies (13.1 percent in 2002; 13.9 percent in 2008). Comparatively, the study found an increase in women’s representation by almost four percentage points at private companies and over seven percentage points at crown corporations since 2002. These latest numbers show women holding almost 27 percent of senior officer roles at crown corporations and almost 19 percent at private companies.The report cited industry sectors with the highest representation of women corporate officers: accommodation and food services; finance and insurance; and retail trade.To help corporations tap into the widest range of talent and break down gender barriers that may exist at the most senior levels, the report recommends:Ensure an equitable distribution of development opportunities, such as job enrichments, formal mentoring, networking and high-potential programs, and high-visibility assignments.Facilitate women’s movements into line positions.Develop a pipeline of qualified women.Require diverse slates of qualified candidates for corporate officer/executive positions.Recruit externally (when no qualified internal candidates are available) to ensure qualified women are represented.
- #27 In their groundbreaking book, Women Don’t Ask, Linda Babcock and Sara Laschever uncovered a startling fact: even women who negotiate brilliantly on behalf of others often falter when it comes to asking for themselves. Now they’ve developed the action plan that women all over the country requested–a guide to negotiation that starts before you get to the bargaining table.Ask for It explains why it’s essential to ask (men do it all the time) and teaches you how to ask effectively, in what that feel comfortable to you as a woman. Whether you currently avoid negotiating like the plague or consider yourself hard-charging and fearless, Babcock and Laschever’s compelling stories of real women will help you recognize how much more you deserve–whether it’s a raise, that overdue promotion, an exciting new assignment, or even extra help around the house.Their four-phase program, backed by years of research, will show you how to identify what you’re really worth, maximize your bargaining power, develop the best strategy for your situation, and manage the reactions and emotions that may arise–on both sides. Guided step-by-step, you’ll learn how to draw on your special strengths to open doors you though were closed, reach agreements that benefit everyone involved–and propel yourself to new places both professionally and personally.