Women can be powerful allies for each other at work. Find ways to advance your female coworkers and push back against gender bias. Together, we can go further faster.
4 Things All Mentors and Mentees Should KnowLean In
Men often gravitate toward mentoring other men, so women miss out. Commit to mentor at least one woman and give her the open, honest input she needs to succeed—and remember you can be a mentor at any stage in your career!
Help girls cultivate their problem-solving and conflict-management skills with G.I.R.L., a framework to help them organize their thoughts, weigh options, and strategize a solution. Knowing how to navigate life’s challenges will help girls build resilience—a crucial leadership skill.
Together we can raise a generation of female leaders. Whether you’re a mother, older sister, or mentor, use these tips to model leadership and teach girls to speak up and step outside their comfort zone.
Goal-setting matters. Breaking down dreams into achievable steps is an important skill. It empowers kids to create a clear path from where they are to where they want to go!
You have a big incentive to invest in gender equality in your workplace. Not only is it the right thing to do, but organizations that leverage diversity also produce better results. Use these #LeanInTogether “Tips for Managers” to identify and fight back against gender bias in your workplace.
How To Build Confidence and Lead Yourself to Career SuccessForbes
Don't leave your confidence to chance. Self-development begins with fostering the courage to lead. During this webinar presentation, Angie Morgan, co-author of 'SPARK: How to Lead Yourself and Others to Greater Success,' explains how to manage your internal thought process to develop the confidence you need to succeed.
4 Things All Mentors and Mentees Should KnowLean In
Men often gravitate toward mentoring other men, so women miss out. Commit to mentor at least one woman and give her the open, honest input she needs to succeed—and remember you can be a mentor at any stage in your career!
Help girls cultivate their problem-solving and conflict-management skills with G.I.R.L., a framework to help them organize their thoughts, weigh options, and strategize a solution. Knowing how to navigate life’s challenges will help girls build resilience—a crucial leadership skill.
Together we can raise a generation of female leaders. Whether you’re a mother, older sister, or mentor, use these tips to model leadership and teach girls to speak up and step outside their comfort zone.
Goal-setting matters. Breaking down dreams into achievable steps is an important skill. It empowers kids to create a clear path from where they are to where they want to go!
You have a big incentive to invest in gender equality in your workplace. Not only is it the right thing to do, but organizations that leverage diversity also produce better results. Use these #LeanInTogether “Tips for Managers” to identify and fight back against gender bias in your workplace.
How To Build Confidence and Lead Yourself to Career SuccessForbes
Don't leave your confidence to chance. Self-development begins with fostering the courage to lead. During this webinar presentation, Angie Morgan, co-author of 'SPARK: How to Lead Yourself and Others to Greater Success,' explains how to manage your internal thought process to develop the confidence you need to succeed.
How To Network Effectively And Create Genuine ConnectionsForbes
Does the word "networking" make you feel gross? That's because you're doing it all wrong.
We all know networking is essential, but how do you actually do it?
In this webinar presentation Eric Barker, author of Barking Up The Wrong Tree: The Surprising Science Behind Why Everything You Know About Success Is (Mostly) Wrong, explains how to build your network — without feeling fake.
11 Ways to be Seen as a Leader at Work (Even if it's not in Your Title)GetSmarter
getsmarter.co.za
Forget your job title for a moment: effective leadership is not about position - it's about perception.
Here are 11 ways to build your reputation as the kind of leader others want to follow.
How To Find A Side Hustle That Works For YouForbes
Do you dream of creating an additional stream of income? Do you want to make more money without quitting your job? Meet the side hustle. During this webinar Chris Guillebeau, founder and host of the Side Hustle School daily podcast, explains how to go from idea to income in less than a month.
Gender impacts leadership and communication, but how/
Leadership consultant Andrew Bryant, explores this with a women and leadership group in Singapore.
Emotions as Motivators and Motivational Styles (Deadline-Driven vs. Task-Driven)Connie (Wang) Steele
We explore how emotions – even “negative” ones – act as octane that motivates us. Then, we explore the different motivational styles of successful people – task-driven and deadline-driven – and why understanding your own natural style of getting things done, while embracing those of others, will help you build and maintain strategic momentum in your business environment.
Effective Leaders aim to focus on turning obstacles into opportunities. For the young leading lady, the opportunities are great. A phenomenal woman is one who can embrace and understand who she is and where she plans to go. She is clear on her values and knows what she needs to do to create her own definition of excellence. This seminar will explore life stories, techniques, and skills specific to the professional woman’s experience and her unique journey to success.
At the end of this seminar, participants will be able to:
a. Identify effective leadership strategies.
b. Examine specific strategies for creating a distinct image and brand.
c. Explore perceived stereotypes, obstacles, and ways to address them.
d. Explore winning life philosophies.
e. Identify strategies to build and maintain confidence.
Whether you’re preparing to start a career or looking to move in a new professional direction, beginning a job hunt can leave you confused and overwhelmed at times. Let us help you debunk seven myths often associated with job hunting and get you moving towards a new career.
Ideal team players are individuals who build and facilitate teamwork. They share a blend of three essential virtues—humility, hunger, and people smarts—that enable trust, commitment, and accountability. These colleagues are adept at overcoming the dysfunctions that often derail teams. In particular, smart colleagues understand team dynamics and know how to deal with others in the most effective and tactful way.
Learn more about how managers can help employees develop greater self-awareness and interpersonal skills.
Developing Potential (UK) are specialists in designing and delivering MBTI programmes for individual, team and leadership development. Programmes are delivered worldwide.
Here is an explanation of the MBTI personality instrument and information on the four pairings and 8 differences. Use the MBTI for personal, team, leadership and organisational development. If you have any questions, please do be in touch. We will be happy to help.
Want to be seen as a leader at the office? Learn how to identify and push back against gender bias by supporting your female colleagues at work. Read the full tips at leanin.org/tips/mvp
How To Network Effectively And Create Genuine ConnectionsForbes
Does the word "networking" make you feel gross? That's because you're doing it all wrong.
We all know networking is essential, but how do you actually do it?
In this webinar presentation Eric Barker, author of Barking Up The Wrong Tree: The Surprising Science Behind Why Everything You Know About Success Is (Mostly) Wrong, explains how to build your network — without feeling fake.
11 Ways to be Seen as a Leader at Work (Even if it's not in Your Title)GetSmarter
getsmarter.co.za
Forget your job title for a moment: effective leadership is not about position - it's about perception.
Here are 11 ways to build your reputation as the kind of leader others want to follow.
How To Find A Side Hustle That Works For YouForbes
Do you dream of creating an additional stream of income? Do you want to make more money without quitting your job? Meet the side hustle. During this webinar Chris Guillebeau, founder and host of the Side Hustle School daily podcast, explains how to go from idea to income in less than a month.
Gender impacts leadership and communication, but how/
Leadership consultant Andrew Bryant, explores this with a women and leadership group in Singapore.
Emotions as Motivators and Motivational Styles (Deadline-Driven vs. Task-Driven)Connie (Wang) Steele
We explore how emotions – even “negative” ones – act as octane that motivates us. Then, we explore the different motivational styles of successful people – task-driven and deadline-driven – and why understanding your own natural style of getting things done, while embracing those of others, will help you build and maintain strategic momentum in your business environment.
Effective Leaders aim to focus on turning obstacles into opportunities. For the young leading lady, the opportunities are great. A phenomenal woman is one who can embrace and understand who she is and where she plans to go. She is clear on her values and knows what she needs to do to create her own definition of excellence. This seminar will explore life stories, techniques, and skills specific to the professional woman’s experience and her unique journey to success.
At the end of this seminar, participants will be able to:
a. Identify effective leadership strategies.
b. Examine specific strategies for creating a distinct image and brand.
c. Explore perceived stereotypes, obstacles, and ways to address them.
d. Explore winning life philosophies.
e. Identify strategies to build and maintain confidence.
Whether you’re preparing to start a career or looking to move in a new professional direction, beginning a job hunt can leave you confused and overwhelmed at times. Let us help you debunk seven myths often associated with job hunting and get you moving towards a new career.
Ideal team players are individuals who build and facilitate teamwork. They share a blend of three essential virtues—humility, hunger, and people smarts—that enable trust, commitment, and accountability. These colleagues are adept at overcoming the dysfunctions that often derail teams. In particular, smart colleagues understand team dynamics and know how to deal with others in the most effective and tactful way.
Learn more about how managers can help employees develop greater self-awareness and interpersonal skills.
Developing Potential (UK) are specialists in designing and delivering MBTI programmes for individual, team and leadership development. Programmes are delivered worldwide.
Here is an explanation of the MBTI personality instrument and information on the four pairings and 8 differences. Use the MBTI for personal, team, leadership and organisational development. If you have any questions, please do be in touch. We will be happy to help.
Want to be seen as a leader at the office? Learn how to identify and push back against gender bias by supporting your female colleagues at work. Read the full tips at leanin.org/tips/mvp
Here are 7 out of 16 helpful tips on how to find your calling in life and career. For 9 more tips of this type, click the link: http://vkool.com/how-to-find-your-calling/.
1. Turn Down Distractions
Social networking sites, TV, and shopping are some typical distractions that may disturb your thinking flow and focus. You should limit them or turn them down. You may find it difficult to stop using Facebook, watching TV, or going shopping too frequently at first, but after a certain time, you will get over it. You will then be able to focus on what you should try to archive in life.
2. Find & Solve Your Problem
You should try to figure out your real problem, and find the best solution to it. By solving the problem you have, you will be able to determine the right direction to go on. Money can be a solution to some problems, but not all.
3. Meditate
Meditating is one among many helpful tips on how to find your calling in life and career. Meditation helps sharpen and empower your mind, encouraging you to find your purpose of life. Moreover, it also helps relieve stress and improve your mental health.
4. Be Patient
Patience is the key to success. Therefore, you should learn to be patient in every situation to avoid bad consequences. If you are a hot-tempered person, train yourself to be calm in all situations by reading more psychological books.
5. Overcome Fear Of Failure
The fear of failure may limit the process of calling. Therefore, you should learn to get rid of that fear by relaxing your mind, and improving your personality to become more confident. Confidence will help prevent you from anxiety, pessimism, and fear of failure.
6. Shake Up Your Routine
You can also change your routine and working environment to carve time for yourself. This will also help shift your outlook. The more shifts on realization, connections, and perspective you have, the more easily nurtured you nourish yourself emotionally and physically.
You should give yourself the permission to shift your mind first, then all your life will be improved as you have planned it.
7. Find A Way Back To Your Calling
You should always keep your faith to the way you think and act as you may have a lot of difficulties in the process of finding your calling. Obstacle is actually a part of growing process, so if you have any obstacle, you will need to do your best to overcome it rather than giving up your plan. If you refuse to get over the difficulty, you will not be able to discover your callings at the end of the road. Keep going on your path to find the light and sound ahead.
When you meet someone, what are some of your initial assumptions? Do these assumptions impact the way you interact with them? Our brains naturally place people into larger groups or categories. These assumptions are helpful to some, yet harmful to others. In business, subtle biases can become major roadblocks to fair and inclusive diversity practices. We gravitate toward certain types of people, or simply forget to acknowledge others. As women of color, these biases create challenges that may include racial and gender stereotypes that cause our contributions to be ignored or diminished. How do we become examples of fair and inclusive practices? How do we challenge our culture to move toward greater levels of awareness? Studies have shown that men become less bias toward women when they discuss needs and are forced to challenge assumptions. This seminar will challenge your personal biases and address ways to engage in conversations that test faulty thinking and increase cultural awareness.
At the end of this seminar, participants will be able to:
a. Define unconscious and subtle bias.
b. Identify personal biases and behaviors that support faulty cultural norms.
c. Explore specific ways that race and gender impact achievement.
d. Discuss communication strategies to encourage productive conversations.
e. Examine behaviors and cultural practices that create diversity challenges.
Leadership: How to Become a Trusted LeaderMike Armour
The twin goals of trust-centered leadership are to maximize the trust in you as a leader and to maximize trust throughout your organization.
It's no secret. Trust is at historic lows in American culture. And nowhere is the trust-deficit more pronounced than with government, corporate, and institutional leadership.
In a historic moment such as this, executives, managers, and leaders everywhere must become more purposeful in creating high-trust cultures within their organizations.
Dr. Mike Armour's book Leadership and the Power of Trust is a comprehensive guide to the practice of trust-centered leadership. This presentation summarizes nine of the guiding principles from his book.
Trust-centered leadership rests on the fundamental concept that, contrary to our common expression, we cannot truly earn trust. Trust is not something we earn, but something bestowed on us by others.
If those we lead withhold their trust, we are powerless to compel them to change their minds. The choice of whether to trust a leader or withhold that trust is the one place that employees and workers are 100% empowered.
Thus, astute leaders approach their role with an eye to removing any impediments to trust. They evaluate every decision, every action, and every decision in terms of its potential for enhancing or hindering trust.
Trust-centered leadership does not replace other styles of leadership. Rather, it works alongside them to enhance the leader's credibility, leverage, and impact.
Here are 5 out of 10 helpful tips on how to be more assertive at work and in life. To learn 5 more tips of this type, click the link: http://vkool.com/how-to-be-more-assertive/.
Being assertive is being able to protect your rights and thoughts while respecting the rights and thoughts of other people.
1. Start Small
The most important tip on how to be more assertive is to start small. Starting small means you practice one step at a time on the way to assertiveness. You had better learn to be decisive in mildly tense cases like trying to have your assignment done before going to bed no matter how difficult it is. This is just like a good preparation for the long-term decisiveness. After starting-small period, you can begin with more difficult cases like having your team complete a project earlier than its deadline no matter how hard you and other people in the team have to try.
2. Learn To Say No
Another tip on how to be more assertive at work and in life is to learn to say no at the right time. For example, when you do not agree with someone’s request, you should say no right away. Do not hesitate to refuse the request when you find it unreasonable.
Saying “No” properly is one of the strongest ways to express your decisiveness. With a limited source of time in life, you cannot meet everyone’s demand. You cannot work as a machine to accept and do all requests. Moreover, in many cases, you are asked to do unnecessary things. Therefore, you had better say “No” frankly then.
3. Speak Clearly And Slowly
Assertive people often speak very clearly so that everyone can hear what they say well. Speaking clearly is one way to tell the listeners that you strongly believe in what you are talking about, and that you are willing to answer any question regarding what you present.
Speaking slowly is one way to tell the listeners that you are trying to make them understand every single detail of the topic. This means that you are confident of what you tell, and do not need to go fast to distract the listeners.
4. Express Your Feelings Honestly
Another important tip on how to be more assertive at work and in life is to express your feelings and demand concretely and directly. Feel free to speak out how you feel and what you think about things around so that other people know your point of view.
5. Use Body Language Appropriately
You should smile comfortably when you are pleased, listen receptively when you are in a conversation, and make direct eye contact when communicating with others if you want to be more assertive at work and in life. Remember that non-verbal language also plays an important part in building your assertiveness.
Breaking the Code of Interview Implicit Bias to Value Different Gender Compet...Deanna Kosaraju
Breaking the Code of Interview Implicit Bias to Value Different Gender Competencies
Bonita Banducci, Banducci Consulting
Live at Santa Clara University - Room #330C located on the 3rd floor of the Learning Commons
Voices 2015 - www.globaltechwomen.com
Session Length: 1 hour
Implicit Bias Workshops and exercises are being shared widely on the internet. Some of the solutions are:
"Determine precisely what skills and attributes you are hiring for."
"Ask exactly the same questions to each candidate."
But what about the implicit bias in determining what skills you are valuing--beyond traditional management and leadership competencies?
How can interviewers recognize the often invisible, unarticulated, undervalued and often misinterpreted competencies of more "relational and collectivist" people--often women and men and women from different cultures?
Bonita Banducci teaches Gender and Engineering class in Santa Clara University's School of Engineering Graduate Program. In video and cartoon representation as well as in person, her students apply Gender Competence®--understanding and skills to work with gender (and cultural) differences as competencies--to job interviews both as the interviewer and the interviewee, as men and women. They show how to "mine the gold" of difference for the best candidate AND to get the job as the best candidate while establishing the value of relational competencies in the workplace and marketplace.
When you meet someone, what are some of your initial assumptions? Do these assumptions impact the way you interact with them? Our brains naturally place people into larger groups or categories. These assumptions are helpful to some, yet harmful to others. In business, subtle biases can become major roadblocks to fair and inclusive diversity practices. We gravitate toward certain types of people, or simply forget to acknowledge others. As women of color, these biases create challenges that may include racial and gender stereotypes that cause our contributions to be ignored or diminished. How do we become examples of fair and inclusive practices? How do we challenge our culture to move toward greater levels of awareness? Studies have shown that men become less bias toward women when they discuss needs and are forced to challenge assumptions. This seminar will challenge your personal biases and address ways to engage in conversations that test faulty thinking and increase cultural awareness.
At the end of this seminar, participants will be able to:
a. Define unconscious and subtle bias.
b. Identify personal biases and behaviors that support faulty cultural norms.
c. Explore specific ways that race and gender impact achievement.
d. Discuss communication strategies to encourage productive conversations.
e. Examine behaviors and cultural practices that create diversity challenges.
Gendered Design Thinking: Are Men More Successful UI Designers?Logo Design Guru
Gender issue is pre-dominant in every industry today. Pity that it’s messing the design industry as well. Often unequal representation of males and females spoils the creativity and purpose of design projects. User interface (UI) design specifically is guarded by this superficial set of misrepresentation, and hence motivated me to delve deeper.
For instance, I’ve found that statistically 82.6% UI designers are male. Chilling right? What is more surprising here is the balanced ratio in academics. A Michigan University study show that on average in the UI design classrooms, there is a 50/50 blend of male and female students respectively. If that were the case then in the real world too there should be this balanced division. Unfortunately, seems like something has gone wrong in the UI design field.
The slideshare below provides the subjective explanation based on logical reasoning of the conflicting statistics. It talks about gender as a social construct in the field of UI design.
My concern with this unequal representation is not because of feministic perception, but the real issue underlying this gender disparity in the design industry. I believe, we are capable of doing much better together, than judging the capabilities of one another based on gender bias. Social acceptance of anything is dangerous.
This slideshare will attempt to open dialogue in gendered social discourse and help you understand the reality behind the socially constructed gendered design thinking.
Here are 6 out of 10 helpful tips on how to build trust in a relationship. For 4 more tips of this type, click the link: http://vkool.com/how-to-build-trust/.
1. Do Exactly What You Say
Doing exactly what you say is the very first step to make others trust you because actions always speak louder than words. If possible, you should always do better than what you say. For example, if you already said that you could complete 90 percent of work, you should try to fulfill more rather than less of it.
2. Honor Your Promises
If you want to be trusted by others, you should be a dependable person. For example, after making a promise, you had better try to meet it well. If you cannot meet it for some reasons, try to explain it to the promisee decently. After that, create a new promise, and make sure to meet it this time.
Making a promise is always easier than fulfilling it. Therefore, before making any promise, you had better think thoroughly whether you can meet it or not. If the possibility of meeting a promise is not very high, do not make it.
3. Tell The Truth
Being honest or telling the truth is one among the best tips on how to build trust in a relationship. We all know that the truth may hurt for a while, but a lie hurts forever. Therefore, you should always tell the truth for long-term benefits. In case you cannot tell the truth, just keep silence rather than telling a lie.
4. Display Loyalty
You can display your loyalty by protecting other people, especially when they are not present to join your conversation. This is one among the most important techniques on how to build trust as trust is mainly built by honesty and loyalty.
5. Be Competent
Being competent means you can do many things well. If you have good professional ability and interpersonal communication skills, people will not only respect and admire you, but also trust you easily. Therefore, you should learn to build good manners, social skills, and even working skills as a preparation for building trust. When you are competent, you will become reliable, and be trusted by others.
6. Be Objective
Being objective is also a helpful tip on how to build trust in a relationship. When you decide to do something, consider objectively how other people will think about it. Put yourself in others’ shoes, and you will know how they feel, and what they think. The more objective you are, the easier you can build trust.
Trust is always one of the crucial keys to success. If you can get your friends to trust you, your life will certainly be pleasant. If you can make your boss trust you, you can get a promotion really fast. If you can get your spouse to trust you, you will certainly be happy in your family.
How to Be Happy at Work - 10 Simple Tips That WorkD B
Do you want to learn how to be happy at work? Here are 10 simple things that you can do that are proven to work.
By Officevibe, the Simplest Employee Engagement tool
Read the full article on Officevibe:
www.officevibe.com/blog/happy-at-work-infographic
Download our free resources about engagement and happiness:
https://www.officevibe.com/resources
Follow us on Facebook:
www.facebook.com/officevibe
Share your thoughts on Twitter !
https://twitter.com/Officevibe
Use our goal-setting activity to help girls break down their goals into achievable steps—and see a clear path from where they are to where they want to go.
10 Engagement Lessons Learned From 1 Million Survey AnswersD B
Officevibe released a research report called The State of Employee Engagement based on 1,200,000 survey answers from employees in 157 countries. After analyzing the data, we discovered some truly shocking statistics about the state of engagement across the world.
This actionable webinar will show you how you can keep your employees happy and productive.
See the recording of the webinar:
http://bit.ly/2gjJg3o
Get all the free bonuses and extra tips:
http://bit.ly/2g7Q3xM
Content by Officevibe, the simplest tool for a greater workplace.
Equality is not a women's issue – it's a business issue. The race is on for the gender equal boardroom, a gender equal government, gender equal media coverage, gender equal workplaces, gender equal sports coverage, more gender equality in health and wealth, and more...
Gender equality is essential for HM Health Solutionsy to thrive. Here's how we're championing equality in the workplace.
Gender bias is holding women back in the workplace. Whether deliberate or unconscious, bias makes it harder for women to get hired and promoted and negatively impacts their day-to-day work experiences. This hurts women and makes it difficult for companies to level the playing field.
This presentation gives people the tools to address gender bias head-on.
Women as Mentors Does She or Doesn’t She? A Global Study of Businesswomen and...Meghan Daily
In 2012, there were no more women in top leadership positions at Fortune 500 companies than in 2011.
There are a few who successfully make it to the top of their field, but it is a long, hard climb. Among them are familiar names like Meg Whitman, Oprah Winfrey, Indra Nooyi, and Hillary Rodham Clinton.
These are all very different women—from different backgrounds, with different education and careers spanning different industries. What they do have in common is the role that mentoring played in helping them along the way.
Women struggle with self-promotion for good reason: we're trained to be bad at it, and we can't do it "just like the guys" and be effective. These slides discuss strategies to effectively self-promote as a woman.
Passed over for a promotion? Lose a big client? Made a costly mistake? We all mess up. The important thing is what happens next. In this webinar, learn how to recover—and thrive—when the unthinkable happens.
Guest Speakers: Lorene Phillips, Senior Vice President, Reinsurance – International Casualty and Professional Lines, Sompo International and Mallun Yen, COO, Partner and Board Director, SaaStr.
What are the primary barriers to womens leadership? 7 Best Points | CIO Women...CIOWomenMagazine
Here Are 7 Best Points What are the primary barriers to womens leadership?; These are the primary barriers to womens leadership. SOLUTIONS TO LEADERSHIP BARRIERS, Overcoming Structural Obstacles,
This International Women's Day, INSEAD takes a look at persistent myths about women in business that need to be shattered and replaced with clear facts. Because when women have the same opportunities to rise up the ranks and take the lead, organisations do better.
#IWD2017 #BeBoldForChange
Learn more about the INSEAD's degree programmes:
MBA - http://inse.ad/NoJOuh
Global Executive MBA - http://inse.ad/sCUvQU
Executive Master in Finance - http://inse.ad/YIp7yF
Our Founder, Roy Larson spoke on the topic of "Bringing out the Best in People" and how this can increase production, and efficiency in your jobs. Our consultants apply this to their relationships with developers, stakeholders, clients, etc. to be a catalyst in projects and your organizations everyday performance.
The USA Embassy in Perú, the Lima Stock Exchange and Women Corporate Directors (WCD) partnered to launch a Leadership Development Program for CEO´s and CSuite to expand influence and scope and to lead change in Perú. This PPT is set out to invite attendees to reflect on women as agents of change by adopting their own leadership style and catalyzing chance with a sense of purpose.
In ways good and bad, 2018 was a big year for women. A record-breaking number of women ran for office—and won. Trailblazing women around the world became “the first.” Countries and companies took important steps to support women and families. At the same time, there’s no question that we’re still a long way from equality.
To get a better sense of what 2018 represented for women’s progress, we took a closer look at one realm in particular: work. What happens in the workplace tells us a lot about whether women are gaining power and opportunity—or whether we’re frozen in place or falling behind.
This presentation is a snapshot of the most recent research on women’s rights. Divided into three categories––the Bad, the Ugly, and the Good––it explores women’s global experiences, setbacks, and achievements.
Women in the Workplace is a comprehensive study of the state of women in corporate America published by LeanIn.Org and McKinsey & Company. Learn more at womeninthworkplace.com
This set of tips offers small, everyday things you can do to model equality in your home and encourage your kids to be anything they want. Produced by LeanIn.Org as an extension of the #LeanInTogether campaign for gender equality. Learn more at leanintogether.org.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
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2. #LeanInTogether | LeanInTogether.Org
You often hear that women don’t support each
other—but it’s not true.
Women do help other woman, and we can be powerful allies at
work. There are simple things we can do every day to celebrate
and advocate for our female coworkers. Together, we can level
the playing field and go further faster.
#LEANINTOGETHER
HOW TO BE A WORKPLACE ALLY
4. #LeanInTogether | LeanInTogether.Org
1SITUATION
Women get less airtime in group discussions.2.
We are interrupted
more—by both men and women3
—and given less credit for our
ideas.4
Look for ways to shape the conversation. When a woman is
interrupted, interject and say you’d like to hear her finish. If you
see a woman struggling to break into the conversation, say you’d
like to hear other points of view. When you advocate for your
female coworkers, they benefit—and you’re seen as a leader.
Moreover, meetings are most effective when everyone’s best
thinking is heard.
SOLUTION
1 MAKE SURE WOMEN’S IDEAS ARE HEARD
5. #LeanInTogether | LeanInTogether.Org#LeanInTogether | LeanInTogether.Org
In a recent study, 66
percent of women received
negative feedback on their
personal style such as “You
can sometimes be
abrasive,” compared to less
than 1 percent of men.5
6. #LeanInTogether | LeanInTogether.Org
2 CHALLENGE THE LIKEABILITY PENALTY
SITUATION
Men are expected to be assertive, so coworkers welcome their
leadership. In contrast, women are expected to be nurturing and
collaborative, so when we lead, we go against expectations—and
often face pushback from men and women.
6
This “likeability
penalty” often surfaces in the way women are described.
SOLUTION
Listen for the language of this likeability penalty. When you hear a
woman called “bossy” or “shrill,” ask, “Would you have the same
reaction if a man did the same thing?” In many cases, the answer
will be no.
8. #LeanInTogether | LeanInTogether.Org
SITUATION
SOLUTION
3 CELEBRATE WOMEN'S ACCOMPLISHMENTS
Women are often given less credit for successful outcomes and
blamed more for failure.
8
Conversely, when women celebrate our own
accomplishments, we are often penalized for self-promotion.
9
As a
result of these dynamics, women’s contributions can go unnoticed.
Look for opportunities to celebrate women’s accomplishments, and
point out when women are being blamed unfairly for mistakes.
Better yet, get together with a group of women and agree to
celebrate one another’s successes whenever possible. Although
women are often penalized for promoting ourselves, you can lift up
other women and they can do the same for you.
10. #LeanInTogether | LeanInTogether.Org
SOLUTION
4 ENCOURAGE WOMEN TO GO FOR IT
SITUATION
Because female performance is frequently underestimated, women
need to work harder to prove we’re just as capable.
11
Because the
workplace is harder on women—and we are harder on ourselves—our
confidence often erodes. As a result, many women are less likely to
put themselves forward for promotions or negotiate.
Look for opportunities to boost your female coworkers’ confidence
and encourage them to go for it. If a woman says she’s not ready for
a new project or position, remind her of what she’s already
accomplished. When it’s time to negotiate, encourage her to ask for
more and role-play with her to prepare for the discussion.
12. #LeanInTogether | LeanInTogether.Org
SOLUTION
5 GIVE WOMEN DIRECT FEEDBACK
While men get specific recommendations for improving their
performance, women hear more generic feedback that’s harder to
act on, such as “Good job” or “You need more presence in
meetings.”
12
Unfortunately, this lack of input slows women down;
it’s hard to build skills and advance if you don’t know what to do.
Find opportunities to give your female coworkers specific input for
improving their performance. Whenever possible, share your
feedback live and in the moment, when it’s most effective. Treat
feedback from others as a gift and solicit it often—not only will you
benefit from the input, you’ll set a great example to the women
around you.
SITUATION
14. #LeanInTogether | LeanInTogether.Org
SOLUTION
6 MENTOR AND SPONSOR OTHER WOMEN
Mentorship and sponsorship are key drivers of success, but
unfortunately women often miss out. Women are less likely to have
mentors who advocate for and promote them, and this type of
sponsorship is ultimately what opens doors and creates
opportunities.
14
Commit the time and energy to mentor another woman. If you’re
early in your career, don’t underestimate the value of your input—
you may have just been through what a woman starting out is
experiencing. If you’re more senior, go beyond offering advice and
use your influence to advocate for your mentee.
SITUATION
15. #LeanInTogether | LeanInTogether.Org
ENDNOTES
1 ChristopherKarpowitz, Tali Mendelberg, and LeeShaker, “GenderInequalityin DeliberativeParticipation,”American
Political ScienceReview 106, no. 3 (2012): 533–47,http://journals.cambridge.org/abstract_S0003055412000329
2 Karpowitz, Mendelberg, and Shaker, “GenderInequalityin DeliberativeParticipation,”Kieran Snyder, “Howto Get
Ahead as a Woman in Tech: Interrupt Men,” Slate, July23, 2014,
http://www.slate.com/blogs/lexicon_valley/2014/07/23/study_men_interrupt_women_more_in_tech_workplaces_
but_high_ranking_women.html;Joan C. Williamsand Rachel Dempsey, WhatWorksfor Women at Work: Four
Patterns Working Women Need to Know(NewYork: NYUPress, 2014).
3 Snyder, “Howto Get Ahead as a Woman in Tech: Interrupt Men.”
4 AdrienneB. Hancock and Benjamin J. Rubin,“Influenceof Communication Partner’sGenderon Language,” Journal
of Languageand Social Psychology 34, no.1 (2015):46–64, http://jls.sagepub.com/content/34/1/46.full.pdf+html.
5 Kieran Snyder, “TheAbrasivenessTrap: High-Achieving Menand Women AreDescribed Differentlyin Reviews,”
Fortune, August26, 2014, http://fortune.com/2014/08/26/performance-review-gender-bias/.
6 MadelineE. Heilman, “GenderStereotypesand WorkplaceBias,” Research in Organizational Behavior 32(2012): 113–
15.
7 MadelineE. Heilman and MichelleC. Hayes, “No CreditWhere Credit Is Due: Attributional Rationalization of
Women’sSuccess in Male-FemaleTeams,” Journal of Applied Psychology 90, no. 5 (2005): 905–26;MichelleC.
Hayes and Jason S. Lawrence, “Who’sto Blame? Attributionsof Blamein Unsuccessful Mixed-Sex Work Teams,”
Basic and Applied Social Psychology 34, no. 6 (2012): 558–64.
8 Ibid.
16. #LeanInTogether | LeanInTogether.Org
9. For a review of research see LaurieA. Rudman et al., “Reactionsto Vanguards: Advancesin Backlash Theory,” in
Advances in Experimental Social Psychology, ed. Patricia Devineand AshbyPlant(San Diego: Academic Press,
2012), 167; LaurieA. Rudman, “Self-Promotion asa Risk Factor for Women: TheCosts and Benefits of
Counterstereotypical Impression Management,” Journal of Personality and Social Psychology 74, no. 3 (1998): 629–
45.
10. Research cited by Katty Kay and Claire Shipman, “TheConfidenceGap,” Atlantic,May2014,
http://www.theatlantic.com/features/archive/2014/04/the-confidence-gap/359815/. Seealso Lydia Frank, “How
the GenderPay Gap Widensas Women Get Promoted,” Harvard BusinessReview, November5, 2015,
https://hbr.org/2015/11/how-the-gender-pay-gap-widens-as-women-get-promoted.
11. Joan C. Williamsand Rachel Dempsey, WhatWorksfor Women at Work: FourPatterns Working Women Need to
Know (NewYork: NYUPress, 2014).
12. ShelleyCorrell and CarolineSimard, “Research: VagueFeedback Is Holding Women Back,” Harvard Business
Review, April 29, 2016, https://hbr.org/2016/04/research-vague-feedback-is-holding-women-back.
13. For a review of research see Carol T. Kulik, Isabel Metz, and Jill A. Gould, “IntheCompanyof Women: TheWell-
Being Consequencesof Working with (and for) Women,” in Handbook on Well-Being of Working Women,ed. Mary
L. Connerleyand Jiyun Wu (NewYork: Springer, 2016), 189; Sarah Dinolfo, ChristineSilva, and NancyM. Carter,
High-Potentialsin thePipeline: LeadersPay It Forward, Catalyst (2012); K. E. O’Brien, A. Biga,S. R. Kessler, and T.
D. Allen, “A Meta-Analytic Investigation of GenderDifferencesin Mentoring,” Journal of Management36, no. 2
(2010): 537–54, http://jom.sagepub.com/content/36/2/537.short.
14. Herminia Ibarra, NancyM. Carter, and ChristineSilva, “WhyMen Still GetMorePromotionsThan Women,” Harvard
BusinessReview, September 2010, https://hbr.org/2010/09/why-men-still-get-more-promotions-than-women
ENDNOTES