How to get the most out of your team (and keep the ones you really want for a...Leslie S. Pratch
You pay people – so it’s a good idea to get the most out of them. You invest in them, so it’s good to keep them in your firm for as long as you want them. Start by recruiting well and then support firm members' maximum development and contribution by understanding what makes them tick and helping them succeed. You also can help them (and you) by understanding what makes you as a firm leader tick, and sharing that with the others at your firm.
The process to get the most out of people is: (1) Learn about your own biases, blind spots, goals, and unconscious motivations. (2) Provide a way for others to learn their own biases, blind spots, goals, and unconscious motivations. (3) Tell others about yourself, including some of what you have recently learned. (4) Let others tell you what they’d like to tell you, of what they have learned and also share their perceptions of you. (5) Take action based on what is discussed.
Becoming Your Best: New Executive Director Training nado-web
Whether you have been on the job for 3 days or 3 years, you probably feel as if you have a long way to go in terms of feeling comfortable as an RDO executive director. This session was developed by a former RDO executive director who went through many of the same situations you are facing today. Not only will he share his experiences, but he will walk you through a series of group exercises aimed at helping you develop skills needed to navigate through tough situations, better communicate with your many audiences (staff, board, funders, stakeholders), overcome the angst of transitioning from peer to boss, engage your staff, maintain current programs while bringing on new ones, hone in on your “inner leader” skills and talents, and much more. New executive directors, and those in need of a re-charge, will find the content and conversation extremely valuable.
Steve Etcher, Manager, Location Strategies, MarksNelson, Kansas City, MO
How to engage men in inclusionary leadership programs within your Diversity and Inclusion initiatives. by Dale Thomas Vaughn, presented at the Women In Tech International Summit 2017, previous versions presented at SHMR Diversity and Inclusion 2016, and various corporations.
I cover the 9 influencing traits of women leaders in Asia which includes Jannie Chan (The Hour Glass), Aliza Knox (Google) and Randy Lai (McDonalds). My contribution starts from page 21 onwards.
How to get the most out of your team (and keep the ones you really want for a...Leslie S. Pratch
You pay people – so it’s a good idea to get the most out of them. You invest in them, so it’s good to keep them in your firm for as long as you want them. Start by recruiting well and then support firm members' maximum development and contribution by understanding what makes them tick and helping them succeed. You also can help them (and you) by understanding what makes you as a firm leader tick, and sharing that with the others at your firm.
The process to get the most out of people is: (1) Learn about your own biases, blind spots, goals, and unconscious motivations. (2) Provide a way for others to learn their own biases, blind spots, goals, and unconscious motivations. (3) Tell others about yourself, including some of what you have recently learned. (4) Let others tell you what they’d like to tell you, of what they have learned and also share their perceptions of you. (5) Take action based on what is discussed.
Becoming Your Best: New Executive Director Training nado-web
Whether you have been on the job for 3 days or 3 years, you probably feel as if you have a long way to go in terms of feeling comfortable as an RDO executive director. This session was developed by a former RDO executive director who went through many of the same situations you are facing today. Not only will he share his experiences, but he will walk you through a series of group exercises aimed at helping you develop skills needed to navigate through tough situations, better communicate with your many audiences (staff, board, funders, stakeholders), overcome the angst of transitioning from peer to boss, engage your staff, maintain current programs while bringing on new ones, hone in on your “inner leader” skills and talents, and much more. New executive directors, and those in need of a re-charge, will find the content and conversation extremely valuable.
Steve Etcher, Manager, Location Strategies, MarksNelson, Kansas City, MO
How to engage men in inclusionary leadership programs within your Diversity and Inclusion initiatives. by Dale Thomas Vaughn, presented at the Women In Tech International Summit 2017, previous versions presented at SHMR Diversity and Inclusion 2016, and various corporations.
I cover the 9 influencing traits of women leaders in Asia which includes Jannie Chan (The Hour Glass), Aliza Knox (Google) and Randy Lai (McDonalds). My contribution starts from page 21 onwards.
This presentation provides tips and tools to help nonprofit organizations develop relationships with funders. It focuses on building relationships with corporate funders, how to solidify relationships by providing added value, strategically communicating to capture a funder's attention and building a communication plan.
A unique perspective on what skills are needed for people wanting to work in or make a career of CSR
To keep updated on postings and events go to www.csrtraininginstitute.com and sign up for the newsletter. If interested the CSR Knowledge Centre http://bit.ly/CSRknowledge contains a series of short, pragmatic articles on CSR Strategy, Management and related areas.
The core concept behind Dirty Little Secrets of Family Business is not a “dirty little secret” at all. In fact, it’s an obvious realization: Families and businesses are not the same. The problem (and this is where the “dirty little secret” comes in) is that most under-performing family businesses don’t realize this. Serious problems can occur when you mix family problems with the family business and vice versa. When family members don’t communicate, are under-prepared or overpaid, the family business is destroyed.
The way out of this little conundrum for family businesses is proper planning, but author Henry Hutcheson is focusing on more than a succession plan or family meeting. His goal is to tackle five “traps” that family businesses often fall into. These are problems in:
• Communication,
• Delegation,
• Financial Responsibility,
• Fair Compensation and
• Education.
By addressing these “traps” with policies and procedures, family businesses can steer clear of the majority of relationship-destroying behaviors that plague other businesses.
Happy Reading
Building and Communicating Your Nonprofit BrandBloomerang
Your nonprofit organization's brand is a representation of your relationships: between employees, volunteers, stakeholders and those you serve.
How you present and communicate that brand can make all the difference in how successful you are at pursuing in your mission and gaining support.
Join Tammy and Todd Rimer of element212 and Steven Shattuck of Bloomerang for a discussion on the art and science of building and communicating your nonprofit brand.
LoriJacobwith ExpandYourReachEngageYourBoard Nonprofit Day Erie PA_oct2012Ignited Fundraising
Slides from October 10, 2012 Nonprofit Day 2012 hosted by Nonprofit Partnership in Erie, PA. Handouts reference in the session can be accessed via the Dropbox link posted in the slides.
Boosting Your Major Gifts Fundraising - Professional Advancement QuizRoewen Wishart CFRE
Just started a new major gifts job or wanting to switch roles? Wondering where to begin with major gifts? Needing a “circuit breaker”?
Are you a board member or CEO - wondering if there’s something simple but important which isn’t happening the right way?
Try this professional advancement quiz. Our suggested answers to these four questions might surprise you.
What’s the most effective first step where major gifts prospects are lacking?
What case material is most useful for staff to engage with donors to encourage major gifts?
What is useful for staff to prepare before a cultivation meeting with prospective donors?
What’s the one irreplaceable staff role in major gifts planning and execution?
Kadence LLC is a Coaching firm focusing on personal development. Our goal in 2014 is to "STIR" the passion within every individual that we come in contact with so that they can realize their goals. We do this via workshops, lectures, mastermind groups and one-on-one coaching.
This presentation provides tips and tools to help nonprofit organizations develop relationships with funders. It focuses on building relationships with corporate funders, how to solidify relationships by providing added value, strategically communicating to capture a funder's attention and building a communication plan.
A unique perspective on what skills are needed for people wanting to work in or make a career of CSR
To keep updated on postings and events go to www.csrtraininginstitute.com and sign up for the newsletter. If interested the CSR Knowledge Centre http://bit.ly/CSRknowledge contains a series of short, pragmatic articles on CSR Strategy, Management and related areas.
The core concept behind Dirty Little Secrets of Family Business is not a “dirty little secret” at all. In fact, it’s an obvious realization: Families and businesses are not the same. The problem (and this is where the “dirty little secret” comes in) is that most under-performing family businesses don’t realize this. Serious problems can occur when you mix family problems with the family business and vice versa. When family members don’t communicate, are under-prepared or overpaid, the family business is destroyed.
The way out of this little conundrum for family businesses is proper planning, but author Henry Hutcheson is focusing on more than a succession plan or family meeting. His goal is to tackle five “traps” that family businesses often fall into. These are problems in:
• Communication,
• Delegation,
• Financial Responsibility,
• Fair Compensation and
• Education.
By addressing these “traps” with policies and procedures, family businesses can steer clear of the majority of relationship-destroying behaviors that plague other businesses.
Happy Reading
Building and Communicating Your Nonprofit BrandBloomerang
Your nonprofit organization's brand is a representation of your relationships: between employees, volunteers, stakeholders and those you serve.
How you present and communicate that brand can make all the difference in how successful you are at pursuing in your mission and gaining support.
Join Tammy and Todd Rimer of element212 and Steven Shattuck of Bloomerang for a discussion on the art and science of building and communicating your nonprofit brand.
LoriJacobwith ExpandYourReachEngageYourBoard Nonprofit Day Erie PA_oct2012Ignited Fundraising
Slides from October 10, 2012 Nonprofit Day 2012 hosted by Nonprofit Partnership in Erie, PA. Handouts reference in the session can be accessed via the Dropbox link posted in the slides.
Boosting Your Major Gifts Fundraising - Professional Advancement QuizRoewen Wishart CFRE
Just started a new major gifts job or wanting to switch roles? Wondering where to begin with major gifts? Needing a “circuit breaker”?
Are you a board member or CEO - wondering if there’s something simple but important which isn’t happening the right way?
Try this professional advancement quiz. Our suggested answers to these four questions might surprise you.
What’s the most effective first step where major gifts prospects are lacking?
What case material is most useful for staff to engage with donors to encourage major gifts?
What is useful for staff to prepare before a cultivation meeting with prospective donors?
What’s the one irreplaceable staff role in major gifts planning and execution?
Kadence LLC is a Coaching firm focusing on personal development. Our goal in 2014 is to "STIR" the passion within every individual that we come in contact with so that they can realize their goals. We do this via workshops, lectures, mastermind groups and one-on-one coaching.
My buddy Matt Madeiro is foregoing birthday and Christmas gifts to buy a bus. I tell why in this SlideShare! If you can't click the link from inside the presentation, use this one: http://bit.ly/25BuysABus NOTE: Matt informed me that for the week Dec 3-7, all donations up to $5000 will be matched...so your $25 will actually be $50!!!
Wandering Earl Media kit by David CrandallDavid Crandall
This is a media kit I designed for Earl Baron at WanderingEarl.com. Make sure to check out his site as he has one of the most personable and interesting sites you've ever seen from a nomad!
The Sports Slant is an online sports blog founded by Stan Rosenberg in April 2010. This presentation chronicles the first two months of the Sports Slant
Plant A Tree lesson for Class VI English prescribed by APSCERT & TGSCERT. PPT prepared by M Padma Lalitha Sharada of GHS Malakpet under guidance of Smt. C B Nirmala Madam.
Tired of forcing yourself into a job that doesn't fit? In this presentation by Business & Career Coach Allan Fried, we see that there are other options and ways to go about the dreaded job hunt. - Designed by David Crandall
A collaboration between Srini Rao and David Crandall - Every year on his birthday Srini shares one lesson for each year he's been alive. This year he asked if I'd like to design and illustrate his 35 lessons. Being his business partner (and friend!), I said "HECK YA!!!" This is what we came up with. Hope you enjoy it!!
Focused on the limitless nature of the human spirit, this presentation encourages us all to go beyond our failures and regrets and do that thing which makes us come alive. Written by Justin Miller and designed by me David Crandall, this presentation is meant to encourage us all to come alive and make an impact on the world around us.
Mentoring is always a two-way street, whether it is reverse mentorship or the traditional kind. While you’re Mentoring a senior colleague, use the opportunity to learn more about how things get done on their team, gain new perspectives on how decisions are made, & build your credibility as a young professional. Place them in your shoes by asking how they might handle the various challenges you face. Know that this isn’t about showing off but a genuine intent on both ends to share what you have learned & benefit the other person.
This journal can be done as a stand-alone journal or in .docxglennf2
This journal can be done as a stand-alone journal or in conjunction with an article.
Read an article on aligning interests with a career. For example:
“When I Grow Up: Lessons scientists would share with their younger selves”
Journal #1: What career interests you the most and why? Explain in
detail your career interest and tell why you feel that you would be
successful in your chosen field.
6 soft skills everyone needs and employers look for
Technical skills may get you an interview, but these six soft skills will get you the job.
By Larry Buhl
In a 2008 survey of more than 2,000 businesses in the state of Washington, employers said entry-level
workers in a variety of professions were lacking in several areas, including problem solving, conflict resolution
and critical observation.
You'll likely see these "soft skills" popping up in job descriptions, next to demands for technical qualifications.
Employment experts agree that tech skills may get you an interview, but these soft skills will get you the job—
and help you keep it:
Communication skills
This doesn't mean you have to be a brilliant orator or writer. It does mean you have to express yourself well,
whether it's writing a coherent memo, persuading others with a presentation or just being able to calmly explain
to a team member what you need.
Teamwork and collaboration
Employers want employees who play well with others—who can effectively work as part of a team. "That
means sometimes being a leader, sometimes being a good follower, monitoring the progress, meeting
deadlines and working with others across the organization to achieve a common goal," says Lynne Sarikas,
the MBA Career Center Director at Northeastern University.
Adaptability
This is especially important for more-seasoned professionals to demonstrate, to counter the (often erroneous)
opinion that older workers are too set in their ways. "To succeed in most organizations, you need to have a
passion for learning and the ability to continue to grow and stretch your skills to adapt to the changing needs of
the organization," Sarikas says. "On your resume, on your cover letter and in your interview, explain the ways
you've continued to learn and grow throughout your career."
Problem solving
Be prepared for the "how did you solve a problem?" interview question with several examples, advises Ann
Spoor, managing director of Cave Creek Partners. "Think of specific examples where you solved a tough
Journal #2: What qualities and goals do you have and how do they fit
in with your career interest? Based on the soft skills discussed in this
article, discuss one that is a strength for you and one with which you
struggle. Share your hopes and plans for the next five years.
http://oas.monster.com/RealMedia/ads/click_lx.ads/us.monster.en/career-advice/six-soft-skills-everyone-needs-hot-jobs/913302949/Middle1/default/empty.gif/71416c562f6c616d5332344.
Respond to each peer initial post and question at the end with a res.docxcarlstromcurtis
Respond to each peer initial post and question at the end with a response about 3-4 sentences long.
Peer #1
Friend raising is when a nonprofit organization builds a relationship with their clients focusing on the development of a unique and special type of relationship with the hopes of creating passionate supporters that believe in the cause and can help bring in others by word of mouth that they trust that will have some type of loyalty to the organization rather than just someone who it becomes all about the money. Friend raising with a nonprofit organization’s clientele is important because there are is a bigger commitment there in the relationship and gives a little more ease to the organization to ask people they already know for money for a particular cause and wouldn’t make asking difficult. Of course some people do not like to ask others for money but when it’s for something important like for an organization with a good cause then it’s pretty simple to ask your friends whom you know very well to help you and contribute to your cause. “In friend-raising, the relationship is a sustainable practice of genuine care and concern—each party involves itself for the benefit of the others, thereby representing and reinforcing the community” (Allers, 2013).
Solicitation is definitely a part of the relationship between a nonprofit and their donors whether they have any affiliation to them or not because any means of asking someone for something or trying to obtain something from someone is considered soliciting in a positive manner. There is also the means of someone who would barge into or intrude in an organization to ask for either monetary donations or to purchase something from them and in most places this is not allowed. Solicitation can help raise the profile of the business when it reaches a broad market base to help them generate new sales (Martin, 2018). In the nonprofit friend-raising instance, solicitation is a good thing and sets up the friends to be potential customers and helping to advertise the business rather than it being advertised by the business owners (Martin, 2018). Having friend-raisers speak to others about the organization’s cause will help to bring others in the door because they trust them.
A nonprofit must have volunteers in their organization in order for them to be successful, as many of these organization types rely heavily on their volunteers as they are considered their backbone and spread the word about the mission of the organization (Tishman, 2013). These members do not give their support to the organization for a payout and most of the time is not looking to be compensated in any way or receiving a gift, they are only looking for the organization to be successful and see their cause making a difference. There should definitely be a volunteer program in an emerging nonprofit organization especially in our economic times where there are many people who are in need of the communities help. A manage ...
“There are three levels of giving that progressively get more difficult and demanding but at the same time more valuable and impactful; giving one’s money; giving one’s time; giving one’s home and heart.”
If you consider yourself a leader today then it is vitally important that you begin to understand just how "social" our world has become. This presentation explores why association leaders should engage in social media.
Research Paper Harbrace Handbook pgs. 273-328 Double Space .docxronak56
Research Paper: Harbrace Handbook pgs. 273-328
Double Space
Use A Header
Willis 1
Chase Willis
Instructor McCray
English 105
November 25, 2002
The Information Superhighway
The “information superhighway,” referring to the great communication potential of the Internet, has now become a familiar term, even among those who are not online..........However, to make Internet access universal, public libraries and schools face a double challenge: rethinking their purpose and obtaining necessary resources.
Heading
Title of paper
Intro paragraph
Thesis
Willis 2
Librarians’ jobs, too, will change. They will become “the guides and gatekeepers, or perhaps the travel agents, on the information superhighway”(Grimes 21).
While librarians welcome these changes and are willing to accommodate technology, they worry. Max Frankel suggests that fees be charged for “profitable private uses of the Internet...to subsidize the Net’s penetration of every community”(42).
Page number
First quote
Second quote, author named in sentence
Willis 6
Works Cited
Frankel, Max. “The Moon This Time Around.” New
York Times Magazine 5 May 1996:40+. New
YorkTimes Ondisc. CD-ROM. UMI-Proquest.
Nov. 1996.
Grimes, William. “Libraries Ponder Role in Digital Age.” New York
Times 29 Apr. 1996, late ed.: A21+. New York Times
Ondisc. CD-ROM. UMI-
Proquest. Nov. 1996.
alphabetical order by author
indent successive lines
double space throughout
note that the extra numbering I have you complete does not correspond to this page
For citing online service access, look at pages 307-309.
Hints for approaching your final project:
1. It might be helpful to approach your paper as if you are providing an organizational profile, conducting a case study, or as if you are an internal communication consultant who is diagnosing what works and what doesn’t work in terms of communication.
2. Start out by coming up with a definition of organizational communication. Spend a paragraph or two talking about organizational communication and your communication in general terms.
3. You should begin by constructing your mission statement and organizational goals; then use them to guide your description of organizational communication.
4. Use, as a starting point, your perspective on organizations: do you subscribe to scientific management, human relations, human resources, or a systems perspective? Do you draw from each?
For example:
At Bella we strongly look into the human relations approach to management. What is Human Relations Approach to Management? Elton Mayo observed that worker productivity depended less on lighting conditions in the work area than on the workers perception that management were interested in them. Mayo proposed that higher productivity could be gained by good communication and emotional connection between workers and management.
This was a change from Frede ...
Television Program Development - Charting New PathsChelse Benham
How to create greater diversity in public broadcasting involving the cooperation and partnership with a Hispanic Serving Institution and its regional PBS Station
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
1. Spark Change in the Workplace
By Chelse Benham
“Women face different challenges than men in the workplace. To meet these
challenges successfully women must network with other women.” – Advancing
Women Web site
There are many ways to spark change in the workplace. It manifests through
teamwork, alliances and cooperative work environments. Change is born from a
mutual agreement that what is in place is not adequate for meeting the needs of
the people involved, thus a new way of doing things is desired.
Change is always a challenge, but one should remember, there's strength in
numbers and in sheer determination. There are proven ways in which people,
especially women, can work together to improve their chances of success in an
organization, the most promising of which require no initiative from management.
“Women’s Athletic Fundraisers (WAF) formed five years ago to meet the needs
of The University of Texas-Pan American’s women athletes,” said Lynn
Jimerson, chair of WAF and the publication production manager in the Office of
University Relations at UTPA. “The group has raised money and promoted the
women’s athletic programs at the University. We have affected a positive change
in our women’s athletic facilities and equipment that otherwise would not have
occurred. This is a good example of women coming together and creating
powerful change.”
One of the most positive forms of change is one in which women come together
and put in place programs that benefit other women in the workplace, at all
career levels. Forming a support group that focus on such issues as:
mentoring,
negotiating techniques,
networking,
public speaking,
problem solving,
communication skills,
the "unwritten rules" of the workplace,
child care issues,
financial planning,
stress management,
areas of interest and hobbies,
sharing a person’s special talents and skills,
organizing responsibilities and
professional skill building.
2. These are just a few areas where creating a support group proves effective and
informative. So many more areas of interest can be discussed by members of a
group. It is up to the group to decide its focus. Sub groups may form as the focus
narrows allowing people with similar and specific interests to form associations
for support. The possibilities are limitless.
According to Deborah J. Swiss, author of “Women Breaking Through,
Overcoming the Final 10 Obstacles at Work ," the strength of traditional male
business networks is achieved through trust that's established through personal
friendships, after-hours socializing and a shared acceptance of how business has
always been conducted.
“Until cultural and societal norms evolve in a way that comfortably includes
women and men on equal terms, women need to build productive relationships
among themselves to accelerate the pace of change,” Swiss said in an article,
“Creating a Support System in the Workplace,” found at Advancing Women Web
site.
The first task is to foster a sense of community, because that is the catalyst
which drives communication and forms the foundation for both networking and a
support system.
That sense of community can be created by forming relationships through
grassroots organization. Bring people together with a common goal or goals to
help them maximize professional success. It is one of the best ways of creating
change in the workplace and accelerating professional acumen.
When beginning a new group there are some questions the group must ask itself
in order to create a cohesive focus and maintain momentum. Here are some
questions and suggestions the newly forming group should consider:
Decide exactly what the purpose of the group will be. It is especially
important for a new group with limited resources to clearly identify its
purpose.
Identify who will be in your group. You don't need to have a large number
of people; a group can start with one or two people.
Choose a name for your group. Your name should be simple and clearly
convey your focus.
Create a mission statement that reflects the values and issues of the
group.
Decide whether you will ask for an annual membership donation.
Decide who the group leader(s) will be. This may naturally form itself by
those who initiate the group. As time goes on, however, those initial
leaders may rotate out to allow for new leaders.
Determine when, where and how often the members of your group will
meet.
3. For privacy and security consider getting a post office box for your group's
mailing address.
Create a simple logo and letterhead to identify your group. For a logo, ask
a graphic design student for help. Letterhead can be easily and
inexpensively done on a personal computer, or by a quick-print business
like Kinko’s. Letterhead can identify your group as a professional
organization, establish legitimacy and provide uniformity for all of your
correspondence.
Decide where your base of operations will be. Then dedicate a filing
cabinet, or even a plastic filing crate, for your group's business records.
Create files for: membership, finances, contact information and
correspondence, documentation of conflicts, media contacts and all
related articles and the group’s history.
If there is money from dues, keep simple but accurate financial records:
save all receipts, record the dates, amounts and purpose for all money
spent or received.
Prepare form letters and other copies your group will need: membership
sign-up forms, welcome letters for new members, thank you letters for
donations and a position paper explaining the issues.
Build a network and identify the "power people!"
Research and collect contact information for organizations and individuals
your group will need to work with: congressional reps, community leaders
and business owners, etc.
Develop your media contacts. Make a list of all media outlets and
individuals who may be interested in your group's purpose and activities.
Include the name and title of the contact, their address, phone, fax, email,
deadlines, and how they prefer to receive your info.
Learn the formula for writing effective press releases. This is an effective
and inexpensive way of keeping your issue out front.
Create a web site to inform others about the issues and to collect names
and comments.
If the group decides it needs to raise funds, create fundraising activities
that also spread the word about your group and its purpose. Ideas include
raffles, benefit concerts and performances, yard sales, fun runs and races,
etc. Investigate sponsorships from local businesses.
Support groups can be very effective so it might lead one to question why there
aren’t more groups for women?
Dr. Sarah Banda Purvis, author and psychologist, wrote in her article, “Why
Women Don't Help Other Working Women” that many women don’t support each
other because “most women tend to be insecure about their role or status in the
male-dominated workplace and understandably so. Their initial observations
upon entering typical business settings cannot help but focus on the dearth of
women in influential positions. Given the few number of females in leadership
roles, a "survival of the fittest" mentality seems to emerge for a working woman
4. with any degree of career aspirations. A basic element of this survivalist
approach appears to involve abandonment of the nurturing qualities many
females inherently possess and conformity to the more calculated, competitive
behavioral model commonly endorsed by businessmen.”
Women need to be aware of this work world reality and individually determine
how to deal with it. Cutting through workplace myths and misconceptions may be
a good first step for better assessing and handling such situations.
According to Purvis, professional women want three things:
1) financial equality,
2) an opportunity to apply skills and credentials - rather than being used as a
token or serving to embellish an employer's EEO statistics and
3) career advancement and promotions as rewards for a job well done.
So how can forming a women’s support group in the workplace help women
obtain those things? Consider the following benefits:
Mentoring is an excellent example of how women coming together can
improve their situation. Mentoring can be a shortcut to career success
because it provides a safe, protected environment in which one can learn.
One benefits from the mentor's experience without having to go through
the trial and error of learning those same lessons over the years; time is
compressed, mistakes don't have to be repeated. Valuable lessons,
knowledge, attitudes and recognition of opportunities are passed on.
Networking is made easier by group association. Introductions are
multiplied when people get together and share their contacts.
Self-evaluation and assessment of individual qualities and skills can be
discussed with others to help in negotiating for a pay raise or promotion.
Learning of job openings or obtaining references are made easier through
group association.
The sharing of information creates power. Establishing strong affiliations
through group association can put you on the inside track of valuable
workplace information.
Sharing information about time management and venting about daily
stresses can facilitate in problem solving and provide a release of tension
and a sense of support. You may feel less alone and isolated.
There are so many worthy reasons for forming or joining a support group. If there
isn’t one in your organization be the first to initiate one. If there is a group,
already established, investigate to see if it fits your needs and then respectfully
inquire about joining. Once in the group, be sure to participate and contribute.
Establish yourself as an active and vital member. Hiding in the shadows won’t
affect change for yourself or the group.
5. “Keep marching continuously in the direction of your dreams and one day you will
be leading the life you have imagined." – Henry David Thoreau (1817-1862)