THE BREAKUP: CAREER + IDENTITYLike many others, I am one of those people who likes to be g
THE BREAKUP: CAREER + IDENTITY
Like many others, I am one of those people who likes to be good at everything, even things that I simply “try.” Yes, it’s a bit unrealistic seeing as how people are rarely good at anything they’ve only just tried. It’s the perfectionist in me—to be a great performer.
Many of us have high standards for just about anything, especially things that we give time and attention to. In most cases, this has benefited us. It’s been the reason we’ve been president of student organizations, bought the cars of our dreams, been successful in amazing jobs, and made lifestyle advances in other areas that make us feel “we’ve made it.” Yet, lines may become blurred between our identity and what we know to be success.
The Leverage Effect: Women’s Power to Foster EquityThe biggest mistake women make about power is believing that
The Leverage Effect: Women’s Power to Foster Equity
The biggest mistake women make about power is believing that they have none, or that their power only matters in certain situations. While women’s participation in economic, social and political arenas is gaining speed, experiencing gender equity is far from being realized. We must keep at the forefront the leverage effect of women’s power to experience the imperative for gender parity. Where women can realize success in protecting the full turf is when women focus their power on advocating for equity.
In April, Sen. Tammy Duckworth (D-IL) was the first person to give birth while serving as a U.S. senator. Now as a new mother, she faces a rule that may affect her ability to do either job—senator and parent— properly—children are banned from the voting floor. That means if the senator has to vote at a time that she also has to care for her baby, she’ll likely have to be absent from work, and her voice will be silenced when her constituency needs it.
Sexual Harassment: Is there a Solution?The media and workplace have been flooded with allegations o
Sexual Harassment: Is there a Solution?
The media and workplace have been flooded with allegations of sexual harassment. The Equal Employment Opportunity Commission (EEOC) states that sexual harassment can include unwelcome sexual advances, requests for sexual favors and other verbal or physical acts of intimidation or coercion. However, it doesn’t have to be of a sexual nature. Sexual harassment can also include offensive remarks about a person’s gender. The harassment claims have not been initiated only by women, as men also experience unwarranted sexual advances. Often, many argue about which party is responsible.
Are the women dressing inappropriately? Is it okay for a company leader or manager to have consensual sex with a subordinate? Who’s at fault when sexual advances are made at a work party in a hotel suite? Is it the host’s?
The majority of corporations and organizations offer their employee’s compliance training that includes sexual harassment education. This is now required as a result of two Supreme Court cases. It was determined that for a company to avoid liability in a sexual harassment case, it had to prove that it had trained employees on its anti-harassment policies. Often, training is provided, largely, to check a box for EEOC purposes. It can be argued that the training is not effective, as some individuals are only required to sit or click-through a video or complete online training. Is the training inadequate? Or is training really the issue?
Effective TransitionIf you aspire to acquire more managerial skills, be promoted
If you aspire to acquire more managerial skills, be promoted, delegate effectively or leave a position on good terms, you need to be able to complete a successful transition. Transition is not something that gets a lot of attention in school, executive training courses, etc., and yet it is essential to moving ahead and moving on. Here are my top five tips for an effective transition and a bonus tip for that situation where you are asked to train your replacement.
First, let me do away with the myth that being indispensable equals job security; indispensable equals stuck. We have all worked with that person who refuses to share information or who hoards the knowledge like it’s the Coca-Cola formula. DON’T BE THAT PERSON! We will call that person Ami (Ain’t moving inamillionyears). In addition to the fact that no one wants to work with Ami, she isn’t getting promoted because she has convinced everyone that no one can do her job except her. So guess what? No one ever will. Ami will stay right where she is until she becomes so unbearable that management figures out how to get the job done by someone else, outsources it or determines the pain of it not getting done is less than the pain of dealing with Ami. From the moment you get a position, you should be looking for the person who will replace you when you move up/out. If there isn’t anyone, it will be more difficult for you to move on.