Executive Presence is essential for Women in Leadership.
Self Leadership expert Andrew Bryant recently shared at the SMU Singapore Management Universities, Women and Leadership Program.
Executive Presence: Defining Yourself As A Leadermctenzyk
Executive Presence can and is the game changer for leaders - whether you are starting your career or already advanced. Learn the 3 key components of executive presence and what you can do to strengthen each.
Executive Presence Guide packed with quick tips, article links, and how to build executive presence today. Leaders' and Managers' how to guide for every day use.
Executive Presence: Why It Matters & How to Build It Among a Diverse Group of...Monica Marcel
Presentation for the Forum on Workplace Inclusion in Minneapolis, Minnesota by Christal Morris of Towers Watson and Monica Marcel of Language & Culture Worldwide, LLC. Contact monica@lcwmail.com for more information.
Like A Boss: Why Executive Presence Matters and How You Can Master ItJennifer McClure
A recent study reported that 81% of business leaders found the concept of executive presence so contradictory and confusing that they don’t know how to act on it; however, having an effective “executive presence” is a determining factor in the ability to impact business strategy, grow your career and influence others.
Credibility, communication, countenance, courage and cultivation are the behavioral competencies honed by all leaders who speak clearly, ask mindful questions and have maximum influence in an organization.
While some people are natural born communicators, the good news is that an executive presence can be developed. Whether you’re an introvert or an extrovert, you can grow as a leader and advance your career by understanding the five keys to developing an executive presence that will allow you to communicate in a powerful way.
Presentation by Jennifer McClure, President of Unbridled Talent LLC - http://unbridledtalent.com
Executive Presence is essential for Women in Leadership.
Self Leadership expert Andrew Bryant recently shared at the SMU Singapore Management Universities, Women and Leadership Program.
Executive Presence: Defining Yourself As A Leadermctenzyk
Executive Presence can and is the game changer for leaders - whether you are starting your career or already advanced. Learn the 3 key components of executive presence and what you can do to strengthen each.
Executive Presence Guide packed with quick tips, article links, and how to build executive presence today. Leaders' and Managers' how to guide for every day use.
Executive Presence: Why It Matters & How to Build It Among a Diverse Group of...Monica Marcel
Presentation for the Forum on Workplace Inclusion in Minneapolis, Minnesota by Christal Morris of Towers Watson and Monica Marcel of Language & Culture Worldwide, LLC. Contact monica@lcwmail.com for more information.
Like A Boss: Why Executive Presence Matters and How You Can Master ItJennifer McClure
A recent study reported that 81% of business leaders found the concept of executive presence so contradictory and confusing that they don’t know how to act on it; however, having an effective “executive presence” is a determining factor in the ability to impact business strategy, grow your career and influence others.
Credibility, communication, countenance, courage and cultivation are the behavioral competencies honed by all leaders who speak clearly, ask mindful questions and have maximum influence in an organization.
While some people are natural born communicators, the good news is that an executive presence can be developed. Whether you’re an introvert or an extrovert, you can grow as a leader and advance your career by understanding the five keys to developing an executive presence that will allow you to communicate in a powerful way.
Presentation by Jennifer McClure, President of Unbridled Talent LLC - http://unbridledtalent.com
As a member of Connect: Professional Women's Network in LinkedIn, I asked the question about what characteristic stands out for a woman who has executive presence. This presentation is a profile of a few of the more than 500 responses to this question.
Creating Executive Presence through Enhanced Presentation Skills
At most any point in your career, speaking well will be the single factor that determines your success. You may have enormous value to add but you won’t be able to bust through to the big opportunities unless you can articulate your ideas fluidly and confidently. This two-hour workshop is designed to start you on your way to new possibilities in a powerful and confident way.
Executive presence and assertiveness... a coffee break with Lorena VillanuevaLorena Villanueva
Support slides put together from various sources to chat about Executive Presence and Assertiveness in the business environment with the sole purpose of sharing my personal experience, my carreer progression and my personal beliefs. A brief chat shared with young Leaders in the internal Women's Network campaign from Genpact
If you are interested in learning to communicate better (clearly, concisely and crisply) and in learning to talk like an executive, this deck is a starter for you.
Executive Presence: The Aura of Leadership--Capture Interest, Communicate Yo...Merry Nachemin
SIBL 7/11/12, Executive Presence, Aura of Leadership, Get attention, Execute the Executive Position. Period. Dressing tips, project self-confidence, conviction, passion, honesty/authenticity, candor, integrity, tenacity, tact, charisma, high energy, sense of humor, commitment, leadership skills: strategic, decisive, assertive (but not aggressive), thoughtfulness, sincerity, warmth, cooperation, ability to listen, great team member
The knowledge of craft and processes does little to help in the day-to-day relationship with teams and clients. That's because the actual practical skills are just part of the game: there are competences that go beyond that: soft skills, sensibility, empathy, relational abilities, proactivity, etc. All of these are rarely highlighted or taught, and even less often they are used in specific tasks such as team growth or hiring.
The Hybrid Traits is an effective model to frame these additional skills, allowing us to focus on them and embed them in our professional life. It's not easy however, because everything starts from the individual's desire to practice introspection.
This is an excerpt from the talk and workshop done at UXHK 2015.
As a member of Connect: Professional Women's Network in LinkedIn, I asked the question about what characteristic stands out for a woman who has executive presence. This presentation is a profile of a few of the more than 500 responses to this question.
Creating Executive Presence through Enhanced Presentation Skills
At most any point in your career, speaking well will be the single factor that determines your success. You may have enormous value to add but you won’t be able to bust through to the big opportunities unless you can articulate your ideas fluidly and confidently. This two-hour workshop is designed to start you on your way to new possibilities in a powerful and confident way.
Executive presence and assertiveness... a coffee break with Lorena VillanuevaLorena Villanueva
Support slides put together from various sources to chat about Executive Presence and Assertiveness in the business environment with the sole purpose of sharing my personal experience, my carreer progression and my personal beliefs. A brief chat shared with young Leaders in the internal Women's Network campaign from Genpact
If you are interested in learning to communicate better (clearly, concisely and crisply) and in learning to talk like an executive, this deck is a starter for you.
Executive Presence: The Aura of Leadership--Capture Interest, Communicate Yo...Merry Nachemin
SIBL 7/11/12, Executive Presence, Aura of Leadership, Get attention, Execute the Executive Position. Period. Dressing tips, project self-confidence, conviction, passion, honesty/authenticity, candor, integrity, tenacity, tact, charisma, high energy, sense of humor, commitment, leadership skills: strategic, decisive, assertive (but not aggressive), thoughtfulness, sincerity, warmth, cooperation, ability to listen, great team member
The knowledge of craft and processes does little to help in the day-to-day relationship with teams and clients. That's because the actual practical skills are just part of the game: there are competences that go beyond that: soft skills, sensibility, empathy, relational abilities, proactivity, etc. All of these are rarely highlighted or taught, and even less often they are used in specific tasks such as team growth or hiring.
The Hybrid Traits is an effective model to frame these additional skills, allowing us to focus on them and embed them in our professional life. It's not easy however, because everything starts from the individual's desire to practice introspection.
This is an excerpt from the talk and workshop done at UXHK 2015.
This is a presentation I have done in ISEC conference with theme as "Women in IT and challenges". The presentation covers the following
1. What are the common challenges women face at workplace
2. What are different policies being adopted by several organizations to help women
3. What are the un noticed daily challenges faced by women
4. What can an organization or a team or an individual do to help a woman achieve work life balance
5. As a woman what can one expect from the organization, project team, family and partner
How can you keep that Imposter Syndrome at bay?
We are more likely to work harder than our male counterparts and yet we're less likely to believe in our capability for success. This presentation looks to help everyone in tech overcome her or his Imposter Syndrome, empowering you with tricks that can help position you for the right jobs, roles and collaborators in just 15 minutes a day. This will include presenting yourself online in the most favorable (and Googleable) light including branding, image, and social media networks like Twitter and LinkedIn.
Watch the accompanying webinar at https://www.brighttalk.com/webcast/43/247985?utm_source=BrightTALK&utm_medium=brighttalk&utm_campaign=247985
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.
www.geteverwise.com
Hosted by Everwise CEO, Mike Bergelson, and joined by special guest Lauren Leader-Chivee, Founder/CEO All In Together Campaign Inc.
Leadership and diversity are the key drivers for successful innovation in the workplace. Women now account for 57% of the national workforce, yet in the tech industry for example, only 23% of leadership positions are held by women.
Gender diversity and innovation are hot topics today, but what does it really mean for the success of a business? Lauren Leader-Chivee argues that regardless of the size, industry, or business every company needs women at the top.
In this webinar, we covered:
- The connection between diversity and innovation
- The quantitative benefits for organizations to have women in leadership
- Suggestions for organizations to start implementing change to create a more diverse leadership team
About LaurenLauren_Leader-Chivee:
Lauren Leader-Chivee is the founder and CEO of All In Together, a nonprofit campaign connect women to civic engagement, and an Executive Advisor to Deloitte Talent. Formerly the President of the Center for Talent Innovation and Hewlett Chivée Partners, she speaks around the world on issues of diversity, innovation and economic competitiveness. Lauren is also one of Fortune's "55 Most Influential Women on Twitter".
NOTE: You are free to share and adapt this deck for any purpose. We just ask you to attribute. For more information on how to properly attribute presentations under this license, please visit: wiki.creativecommons.org/Marking/Creators.
A look at female employment factors and potential issues within the mining industry. Details why there are problems and differences to be considered, compared to the traditional male archetype, and what can be done to improve aspects of female employment by mining companies.
Applicable to other industries outside of the mining sector.
A recent study by global management consulting firm McKinsey and Company found that companies that are more gender diverse enjoy 15% better financial returns than those without women. Hear how Marcia Taylor transformed Bennett into a $266 million logistics and freight services powerhouse with a ‘we care’ motto that reaches customers through loyal employees. While women have traditionally been underrepresented in the specialized transportation industry, Ellen Voie explains how the trend is changing as more companies realize the practical benefits of hiring more women. Learn what practical steps you can take to change staffing practices and include more women in the specialized transportation workforce for greater success in all areas and levels of your company.
Moderator: Kim Yeager, Director of Marketing & Member Relations, Nevada Trucking Association
Speakers: Marcia Taylor, CEO, Bennett International Group
Ellen Voie, President & CEO, Women in Trucking
This qualitative study by the Institute for Public Relations and KPMG explores leadership in public relations from the perspective of both men and women.
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.
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.
Progress in gender diversity in public relations remains painfully slow in many ways, but Time’s Up for the field. According to The Homes Report, women make up about 70% of the PR workforce, but they only hold about 30% of the top positions in the industry.
The Plank Center hosted a free webinar titled “Women and Leadership in Public Relations.”
The Center’s 2017 Leadership Report Card found that being successful in the field is still challenging for women—the pay gap is real; the opportunity gap is real; and the being-heard-and-respected-gap is real.
The webinar discusses bridging those gaps, including action items for current leaders at all organizational levels. Led by industry professionals:
Julia Hood, founder, Pop-Up Media and AgendaZoom
Jacquie McMahon, senior account executive, Ketchum
Donnalyn Pompper, public relations professor & endowed chair, University of Oregon
Brian Price, corporate communications manager, Starwood Retail Partners
And moderated by Leah Seay, assistant manager, public policy communication, General Motors.
To view the archived webinar, go to The Center's website: http://bit.ly/PlankWebinars
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
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.
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
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
1. Why do we need more women
leaders and how do we get there
Kasia Roth 2018/02/06
2. About Sheryl Sandberg
Born in 1969
Harvard graduate
MBA at Harvard Business School
Worked in the Clinton administration
Google
COO at Facebook
Lean In published in 2013
4. Women’s voices are not
heard equally
• 17 / 195 countries are led by women
• 35% of the seats in the European Parliament are
held by women
• 5% of the US top 500 companies are led by women
• Women earn 23% less in the US and 16% less in
Europe
“More and more often, I
was the only woman in
the room”
“It is time for us to face
the fact that the
revolution has stalled”
Sheryl Sandberg, Lean In
5. Women internalize
discrimination
• A leadership ambition gap
• Among 1000 employees 36% of men aspired for a
role in the C suite compared to 18% of women
• Millennial women less likely to agree with the
statement “I aspire to a leadership role in whatever
field I ultimately work”
“When jobs are described
as powerful, challenging,
and involving high levels
of responsibility, they
appeal to more men than
women”
Sheryl Sandberg, Lean In
6. Why do we need to change?
Aren’t we better off the way we are?
7. Increasing the talent
pool => increasing
performance
• If we tapped the entire pool of human resources
and talent, our collective performance would
improve
• Warren Buffet famously stated that he was lucky that
he only had to compete with half of the population
“When more people get
in the race, more records
will be broken”
Sheryl Sandberg, Lean In
8. Conditions for all
women would improve
• Having women on leadership positions is the easiest
way of improving living conditions for all the women
• 2009 study reveals that sharing financial and child-
care responsibilities leads to less guilty moms, more
involved dads and thriving children
“What we need is more
women in power”
Leymah Gbowee, Nobel
Peace Prize 2011
9. Why should men build
products meant for
women?
Example from our area – ecommerce is used by more
women than men – why are ecommerce products
mostly designed and built by men?
“The quality, relevance, and
impact of the products and
services put out by the
technology sector can only be
improved by having the people
who are building them be
demographically representative
of the people who are using
them”
Tracy Chou, software
engineer at Quora and
Pinterest, women rights
advocate
10. How do we get there?
What can YOU do to change the world?
11. Two ways of making the
revolution happen
Change the institutions
OR
Internalise the revolution
1. Increase self-confidence
2. Get your partners to help you
3. Stop striving for perfection
12. Sit at the table
Be more confident (but don’t forget to smile…)
13. Impostor syndrome
• Women more likely than men to suffer from it
• Women judge their performance as worse than it is,
men as better
• This gets worse in male professions / environment
• Among a few thousand political candidates of equal
qualifications men were 60% more likely to think
they were very qualified for the office
“In addition to institutional
obstacles, women face a
battle from within”
Sheryl Sandberg, Lean In
14. Missed opportunities
“I’m just not sure I’d be good at that”
“That sounds exciting, but I’ve never done anything like
it before”
Would a man say any of this?
“When we announced the
opening of a new office or
the launch of a new
project, the men were
banging down my door to
explain why they should
lead the charge”
Sheryl Sandberg, Lean In
15. If you don’t have it –
fake it
• Be aware that you’re most likely more qualified than
you perceive yourself to be
• Faking self-confidence may help you feel more
confident
• Ask yourself : Would a man say/think that?
“To this day, I joke that I wish
I could spend a few hours
feeling as self-confident as
my brother. It must feel so,
so good”
“If we want a world with
greater equality, we need to
acknowledge that women
are less likely to keep their
hands up”
Sheryl Sandberg, Lean In
16. They will not like it
• Likability is as important to succeed as competence
• Women who succeed in their jobs are not likeable –
it’s something you always need to keep in mind
• The key to survive is being relentlessly nice and
never forgetting to smile
“When a woman excels in her
job, both male an female
coworkers will remark that she
may be accomplishing a lot but
is “not as well-liked by her peers”
“too aggressive”
“not a team player”
“a bit political”
“difficult”
“can’t be trusted”
Sheryl Sandberg, Lean In
17. Heidi v. Howard
• Students at Harvard Business School were presented
with two case studies –about Heidi Rozen and about
Howard Rozen
• Both described the same career in the same words.
Only the person’s sex has been changed
• Students declared they admired Howard but disliked
Heidi
“Success and likability are positively
correlated for men and negatively
correlated for women”
Sheryl Sandberg, Lean In
18. They will not like it
• Likability is as important to succeed as competence
• Women who succeed in their jobs are not likeable –
it’s something you always need to keep in mind
• The key to survive is being relentlessly nice and
never forgetting to smile
“When a woman excels in her
job, both male an female
coworkers will remark that she
may be accomplishing a lot but
is “not as well-liked by her peers”
“too aggressive”
“not a team player”
“a bit political”
“difficult”
“can’t be trusted”
Sheryl Sandberg, Lean In
19. Negotiate relentlessly…
and don’t forget to
smile
• DO’s:
• Advocate a common cause
• Explain what prompts you to negotiate (a senior partner told me…)
• Be relentlessly nice
• Use We
For women negotiating “is
like trying to cross a
minefield backward in
high heels”
Sheryl Sandberg, Lean In
20. Negotiate relentlessly…
and don’t forget to
smile
• DON’T’s:
• Fall in the Tiara Syndrome trap
• Use men’s tactics (competitor is paying me more…)
• Present yourself as a victim of discrimination
“I know it is not a perfect
answer but a means to a
desirable end”
Sheryl Sandberg, Lean In
21. Make your personal
choices personal
choices
• When you leave the workforce / refuse a promotion is
this really your choice?
“Imagine that a career is like
a marathon – a long,
grueling, and ultimately
rewarding endeavor ... The
male marathoners are
routinely cheered on:
‘Lookin’ strong! On your
way!’ But the female runners
hear a different message
‘You know you don’t have to
do this!’”
Sheryl Sandberg, Lean In
23. We’re nowhere near
50/50
• In the US mothers do 40% more child care and 30%
more housework (both parents being employed full
time)
“Half of the men in the
group listed ‘their
children’ as hobbies. A
hobby? For most mothers,
kids are not a hobby.
Showering is a hobby”
24. Let your partner help
you
• When husbands do more housework:
• Wives are less depressed
• Risk of divorce reduces
• Children fare better
• Couples have more sex
“When looking for a life
partner, my advice to
women is date all of
them: the bad boys, the
cool boys, the
commitment-phobic
boys, the crazy boys. But
do not marry them”
26. Working moms are riddled with guilt
Not working as much as their male colleagues
Not spending as much time with their kids as their non-working friends
Guilt management as important as time management
Women excel at self-flagellation
an American business magnate, investor, and philanthropist
Leymah Roberta Gbowee (born 1 February 1972) is a Liberian peace activist responsible for leading a women's peace movement, Women of Liberia Mass Action for Peace that helped bring an end to the Second Liberian Civil War in 2003. Her efforts to end the war, along with her collaborator Ellen Johnson Sirleaf, helped usher in a period of peace and enabled a free election in 2005 that Sirleaf won.[1] She, along with Ellen Johnson Sirleaf and Tawakkul Karman, were awarded the 2011 Nobel Peace Prize "for their non-violent struggle for the safety of women and for women's rights to full participation in peace-building work."[2][3]
You can think there is nothing wrong with not being over-confident? You can miss on a great opportunity because of the feeling of not being worthy of it
Same-sex couples divide their households tasks more evenly
Same-sex couples divide their households tasks more evenly