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March 8th, 2010
Do you work for, or know of, an employer that is List-Worthy? Let us know by April 15, 2010.
We had an overwhelming response last year to our call for nominations and recognized close to 30 Canadian companies for their progressive practices, including BC Hydro, Habernos, Nurse Next Door, Please Mum, RBC, TELUS, and webnames.ca.
These companies were selected for their ability to offer flexibility, supportive leadership and many other progressive practices.
Recommend an organization creating innovative opportunities for employees for the 2010 list…it’s simple and easy.
Just send an email to info@progressiveemployers.com with your nomination. Click here for details.
Presented by Lisa Martin International, in partnership with Connect Moms and momcafé.
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Tags: Balancing life and family, Balancing work and life,, Quality of work life, Retaining Women, Women in the workplace, Work life balance, Work life management
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February 10th, 2010
Why aren’t there more women leaders?
Last week I had the good fortune of sitting down to dinner with Susie Cranston, engagement manager at McKinsey and the co-author of the new book How Remarkable Women Lead.
We discussed the common elements that make women successful in the workplace. We agreed that the secret sauce to success is that women must do their own “interior” work and that organizations must create a supportive “exterior” environment. For many of you who have experienced my programs Success is a Balancing Act or the Briefcase Moms Program…you know this to be true.
To read a brief overview of McKinsey’s Centered Leadership Model, click here.
To read a recent article where I’m interviewed about how women can be visible in corporate environment, click here.
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Tags: Female leadership, Women Leadership
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February 8th, 2010
http://blogs.hbr.org/cs/2010/02/why_women_still_arent_equals_i.html
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Tags: Advancing Women, Gender diversity in the workplace, Retaining Women, Women in the workplace, Women Leadership
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January 25th, 2010
Agility means success on the soccer field – and in the market. McKinsey Quarterly’s Donald Sull writes that Organizational agility, or “the capacity to identify and capture opportunities more quickly than rivals do.” Agile players stay ahead of the game: recent McKinsey research shows that organizational agility means “higher revenues, more satisfied customers and employees, improved operational efficiency, and a faster time to market.” In this article, Sull explains three types of organizational agility, citing major league examples like Zara, HSBC, and Apple.
* Strategic agility: having the patience to wait for “golden opportunities,” investigating possible ventures, and taking bold (but informed) risks.
* Portfolio agility: the freedom to shift money and talent to new opportunities, and making case-by-case decisions when managing multiple businesses.
* Operational agility: reacting quickly and effectively to opportunities for increasing revenue and cutting costs. This means collecting data to keep ahead of trends, limiting corporate priorities and focusing on individual objectives.
The best managers do more than cheerlead and strategize plays. They train their teams to perform. Developing operational agility may be one way to secure a win.
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Tags: Female leadership, Women Leadership
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January 18th, 2010
When Forbes correspondent Shaun Rein posted Why Men Don’t Promote Women More - Because Women Aren’t Pushy Enough, he unleashed a torrential backlash from equality-minded readers – both men and women. His case? “In my career, I have tended to promote more men than women… Actually, [this] is mostly women’s fault. They simply don’t ask for raises or promotions as often as men do.” Rein proceeds to advise female talent against wearing short skirts, and reminding them to “be more aggressive in seeking out promotions” – as “most men have nothing against working for a female boss.”
Among the readers incensed by Rein’s position is HR specialist Tim Sackett, who responds to Rein’s “insane babble” on Fistful of Talent. “Only sexist men have problems working for women,” Sackett counters. He further dissects Rein’s wording:
“You also espouse the belief that women need to be “pushy” (a very gender biased term) to get promoted, while men just ask for raises more often. Men have to ask, women have to be pushy. You find nothing wrong with that thought process?”
Sackett lists two reasons that employers overlook women for promotion: communication styles and personality fits. Ultimately, employers must make a conscious shift towards diversity – leaving a more balanced future in both male and female hands.
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Tags: Advancing Women, Female leadership, Gender diversity in the workplace, Women in the workplace
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January 11th, 2010
As the market begins a cautious recovery, managers face a challenge of stimulating employee productivity without the usual carrots. For many companies, raises and promotions have become financially unfeasible. Instead, managers are sourcing creative, low-cost rewards for high performers. WSJ.com’s Dana Mattioli blogs on alternatives to monetary rewards, such as gift cards, praise, and thank-you notes. Click here for her scoop on “cheap recognition” – and keep employees inspired without breaking the bank.
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Tags: Quality of work life, Retaining Women
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January 4th, 2010
There’s always room for improvement – even when it comes to your most promising employees. While providing top talent with constructive feedback may seem daunting, a lack of guidance ultimately saps employee motivation. HarvardBusiness.org’s Amy Gallo shows how to transform a performance review into an “opportunity to celebrate success and discuss what’s next.” Here are a few of her tips:
* Know your subject: Express appreciation for your employee’s results. Then, consider how she achieves them. “Unfortunately, top performers often get results by forgoing other things, such as caring for their people, building alliances with others, or maintaining a healthy work/life balance,” Gallo writes.
* Look ahead: After acknowledging current performance, focus your discussion on the employee’s short- and long-term goals. “Engage your high performer in a discussion about how she might achieve the next level of performance,” says Gallo. Listening to an employee’s long-term goals allows managers to synchronize personal and organizational growth.
Check out the full article for further advice on navigating this difficult – but necessary – step to optimizing top talent, and gain concrete examples from case studies.
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Tags: Advancing Women, Female leadership, Women Leadership
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December 16th, 2009
The holidays are fast approaching.
Although this can be one of the most joyful times of the year, it can also be one of the most stressful with competing priorities and commitments.
As a gift to you, here is a link to one of my favorite articles about how to sanely and safely navigate the upcoming holiday season.
A Three-Part Plan to Enjoy the Festive Season
The greatest gift you can give your community, your workplace, your family and yourself is a happy, healthy you. I wish you the best of the season. Lisa
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Tags: Balancing life and family, Coach Lisa Martin
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December 14th, 2009
For advocates of women’s rights, the battle against discrimination is a matter of ethics. For US secretary of state Hillary Clinton, women also play a key role in national security. According to this NYTimes.com article, Clinton plans an event with women on every international visit. She has stated that “Women are key to our being able to resolve … difficult conflicts,” such as the violence in Afghanistan and Pakistan. She adds that securing the rights of women and girls has become a “cornerstone of American foreign policy.”
This political backing could prove a turning point. Despite an increasing number of microloan initiatives for women worldwide, data from the United Nations Development Fund for Women outlines the struggle ahead:
“Women perform 66 percent of the world’s work and produce 50 percent of the food, while earning 10 percent of the income and owning 1 percent of the property.”
Clinton’s international positioning is making waves in Washington, and heralds a shift in the way North Americans view working women. “A new focus inside the State Department is financial inclusion,” writes journalist Janine Zacharia, “ensuring that women have access to savings accounts, health insurance, home ownership and business funding.”
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Tags: Advancing Women, Female leadership, Women in the workplace, Women in the workplace statistics
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December 8th, 2009
Whether dealing with a colleague that presses all your buttons, a frustrated client, or a difficult boss, interpersonal tension surfaces in even the most productive work environments. Keep frustrating situations from escalating into conflict with these tips from Forbes.com. These techniques range from breathing exercises to emotion-diffusing communication skills. Check them out - and keep from boiling over.
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Tags: Coach Lisa Martin, Quality of work life, Work life balance tips, Work life conflict, Work life management, work life stress
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