From Our Point of View

A guest blogpost about how to keep high achieving women engaged & on the move, published with permission. You might want to share this with the CEO or your boss, whoever that might be.                                                  

From Our Point of View: How to Engage and Retain High-Achieving Women
by Marcia Reynolds,
Author of Wander Woman: How High-Achieving Women Find Contentment and Direction

1. Provide Developmental Opportunities

One of our greatest passions is to resolve complex challenges, yet we need our managers to provide the resources for learning so we can be continually successful. We are top talent because we are committed to being the best. We come to you with experiences and degrees. To continue on our path to excellence, we need you to support the continuation of our development by offering ample tuition reimbursement and encouragement to further our learning. We want you to treat training and coaching programs not as perks but as a part of your overall business strategy. Frankly, to stay innovative and progressive, all employees should be trained in communication skills, managing change, dealing with their emotions, and building strong relationships with their peers within and across divisional borders. This is especially true in tough economic times when you need everyone to stay on top of their game. The last thing you want to do is cut funding for training and coaching when we are facing major difficulties. Give us more opportunities to learn and grow so we can help you take the company to the top faster than our competition. We would love for you to engage us in that challenge.

Also, provide us with mentors who are passionate about what they do so we are inspired to stay and learn more. We like to feel that we are in the company of smart and spirited people. We like to connect with leaders in other areas. We want breadth as well as depth of knowledge. If possible, create a platform where the most successful women in the company can network with and develop the younger female talent so the pipeline grows. Also, we are not always politically astute, so a good mentor can help us put our energies in the right places and see opportunities that we might miss that best use our talents.

2. Make Our Mission Meaningful

We want to be a part of something that feels bigger than ourselves. Even if our products are not that meaningful in the bigger scheme of life, we want to work for companies that care for their employees, respect the environment, and support their local communities. We will eventually disengage if we don’t see how our work fits into a broader, more significant context. We struggle with committing to, a monetary goal or a drive solely focused on beating our competitors. We don’t just work to make a living. We work to make life better. We will align our energies with your penchant for profit when we can see the evidence of our good work in the world, even if that means we are simply helping people to feel more safe and happy. We know in our hearts we can make a significant difference on this planet. If we are doing that in our jobs, we are likely to stick around and share with the world how excited we are about our work.

3. Continually Affirm Our Contribution and Value

Our sense of contribution and value to the organization is as important to us as our paycheck, but we can’t always see the larger effect of our work. We need to know how well we did in relation to the people we touch, whether it’s our peers or our customers. It’s not enough for us to know we have great knowledge and ability. We need to know if we have made an impact and that others value our involvement.

This acknowledgment needs to be continual because our sense of contribution is fleeting. Once we finish a task, we are quickly on to the next. There’s always another project to master and another crisis for us to resolve. You need to remind us of our impact because we tend to lose this sense while swimming in the sea of our assignments.

However, don’t overload us because you can count on us for results. We love to give outstanding performances. We love that you trust us. Yet if you rely on us too much, we would rather look for another job than face failure. Make sure to regularly ask us how we are feeling about our work and if we need any resources to get our work done. We often struggle with asking for help. Even when we ask to figure out a problem on our own, we still appreciate that you check in to see if we need any additional support.

4. Design and Foster a Creative and Collaborative Environment

We love to work for leaders who create environments that provide an open flow of communication in all directions. Let us talk freely, whether it’s around the real water cooler or the virtual water cooler using social media. Environments that support collaboration foster rapid innovations. We want easy access to tools and resources. We want our leaders to be visionaries and catalysts who transfer decision-making to us and allow us to choose how we want to work. Instead of managing people from a top-down position, leaders should see themselves as the “spokesperson” in the middle of the wheel with employees in motion around them. They should inspire more than enforce. Cooperative cultures represent the future of management. We want to help you make this significant change.

5. Delegate Clear Expectations and Then Let Go

If you give us what we need to do a great job on work that is meaningful to us and valuable to the organization, we won’t disappoint you. Give us control over the processes and decisions related to our tasks as much as possible. We love figuring out the best solutions. We need to feel we have the power to implement what we plan. If you think we need a more strategic perspective, coach us to see other possibilities instead of telling us what to do. When you delegate a project to us, give us the authority to talk to all stakeholders to negotiate actions. We will report our progress to you on a schedule we agree to and respond to issues promptly. We learn fast from our mistakes.

Let us know early on when changes will affect our work and share with us the reasons for the change. These days, those kinds of changes happen daily. We need to know about a shift in direction as soon as you do. If something comes up and you have to make a decision that goes counter to what we had hoped for, tell us why you made the decision so we can develop our business acumen. We want to grow beyond our technical capability. Letting us see through your eyes gives us what we need to succeed in our future positions.

6. Recognize Outstanding Performance

We like working for companies that have a culture of recognition. You may think that we are just doing our jobs, but we need to be recognized for our hard work even when it becomes the norm. Your recognition can be as simple as a personal comment or written note praising something we specifically did and the impact it had. We also like public recognition. When you visibly recognize our continual peak performance you demonstrate to everyone that you value this behavior. And don’t just recognize results; show appreciation for our creativity, inclusiveness, optimism, and determination even if the results did not turn out as expected. When you honor our efforts, you help us to feel proud. We need help when it comes to stopping and admiring our work. If you give us this gift, we will repeat the behavior you reward.

Also, please recognize us by knowing us. We are staunchly loyal to the people who show they care about us now and in the future. Know our talents, goals, and dreams. If you were called by HR today and asked what you thought were my strengths, frustrations, and aspirations, could you answer these questions? Know who we are today and what we want for tomorrow. If we aren’t clear about what we want for our careers, help us envision our future. Then offer to support us as we move forward on this path.

7. Give Us Flexible Work Schedules

We need help in managing our energy more than our time. We will work obsessively to complete important projects. Yet we need to renew our energy so we don’t burn out. Therefore, we want flexible schedules based on meeting goals instead of wasting time in traffic or on “who can stay the latest” contests. We recognize the need to be present for important meetings, but on days we can get more work done from home, trust us. We have become comfortable with technology and will use it to communicate. Because we always produce results, let us figure out how we will get the work done. If you want to know more about setting up work cultures that are flexible and successful as a result, look at what these companies are doing: Capitol One, Deloitte & Touche, Best Buy, Marriott, Patagonia, AES Corporation, Sun Microsystems, IBM, PepsiCo, and Wal-Mart. At the Brazilian company Semco, employees choose their own salaries, set their own hours, and have no job titles, yet the profits keep growing and there is practically no employee turnover. By the time you read this, more companies will have followed suit. We’re hoping you want to stay ahead of the pack with these progressive companies.

If we have children to take care of, don’t put us on a “mommy track” that doesn’t have access to promotions and plum assignments. Let us decide what we can handle. If you allow us the flexibility to meet the goals on our own terms, we will in turn be honest with you about what is possible. If we decide we need to step back because our home-life challenges need our attention, welcome us back when we are ready and we will amaze you with the results we produce.
The above is an excerpt from the book Wander Woman: How High-Achieving Women Find Contentment and Direction by Marcia Reynolds. The above excerpt is a digitally scanned reproduction of text from print. Although this excerpt has been proofread, occasional errors may appear due to the scanning process. Please refer to the finished book for accuracy.

Copyright © 2010 Marcia Reynolds, author of Wander Woman: How High-Achieving Women Find Contentment and Direction

Author Bio
Marcia Reynolds
, PsyD, organizational psychologist and Master Certified Coach, is author of Wander Woman: How High-Achieving Women Find Contentment and Direction is president of Covisioning, a training and coaching firm helping companies worldwide unleash the brilliance in their people.

For more information please visit wanderwomanbook.com and follow the author on Facebook and Twitter.

Please note: The opinions and ideas expressed by guest writers are not necessarily the opinions of the site owner.

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You Never Know Who’s Listening

This is a guest blog and has been published with permission. The piece is written in the voice of Ed Muzio, Author of Make Work Great: Supercharge Your Team, Reinvent the Culture, and Gain Influence – One Person at a Time

Recently my desk phone rang, and the caller ID showed the name of a large, well known organization.  I answered with my name, as usual.  But judging from the reply I received, I might as well have been a prank caller at three in the morning.

“Who is this?!”  The caller’s voice was incredulous, and more than a little annoyed with me.  When I replied again with my name and company, I heard only an annoyed sigh, a click, and silence.

 In the moment, I found the whole interaction more amusing than anything else.  It was only on further reflection that I realized the potential peril in which the caller had placed herself:  As it turns out, I have some relatively influential contacts in that organization, and thanks to Caller ID, her direct number.

I have no intention of taking any action, but the whole situation reminded me something I’d seen on Facebook recently:  a status update from a friend that said, simply, “you never know who’s listening.”

I think one of the reasons that sites like Facebook, Twitter, and LinkedIn are so enjoyable is that they give us insight into what our friends and colleagues are thinking and doing.  Whether someone is recounting a vacation, a conference, or even just a mundane grocery run, status updates provide a little bit of insight into someone’s life that we wouldn’t otherwise have.  Perhaps this makes us feel more connected.  Whatever the reason, we obviously like the feeling, because so many of us keep returning to the sites.

But there is a down side to giving such a wide audience visibility into your thoughts and actions:  the potential impact to your reputation.

Reputation is not a new idea.  We’ve known for decades, for example, that if you become known around your office as someone who doesn’t follow through on commitments, your chances of career advancement decline considerably.

As children, we all were taught various forms of the maxim that actions speak louder than words; as adults, we have all seen what can happen when that maxim isn’t followed at work:  diminished trust, diminished output, and diminished morale.  Nobody wants to work with someone who acts unpredictably, erratically, or inappropriately.

The problem with social networking sites, from the standpoint of reputation, is that they give people visibility into parts of your life that they wouldn’t otherwise have:  they connect otherwise detached social networks.  Think about it:  would you want your boss eavesdropping on a conversation with your significant other about your workday?

And yet, many people seem to think nothing of posting a status message that is intended for only one of their networks, in full view of all the others.  Who really remembers everyone on their “friends” list anyway?  Worse yet, the information provided by such status updates is usually vague and open to broad interpretation.  The fact that it is text-only just compounds the problem.  (If you’re unsure what I mean by this, take a few moments to watch “Why Email Starts Fights” [ www.groupharmonics.com/helpdesk/email.htm] and you will.)  So, the chances for misunderstanding and misinterpretation multiply, even for an innocent posting.

In other words, be careful what you say.  As in the case of my aggravated caller, you never know who’s listening.

When it comes to social networking, I don’t think anyone has a perfect solution to this problem.  Some people closely control who gets to be on their lists, or simply decline to post updates.  These are certainly valid approaches; exercising discretion in terms of list membership and status content is surely wise.  And yet, too much restriction here will defeat much of the benefit of social networking.

At the other extreme are those who simply don’t give any of this a second thought, and post whatever occurs to them.  There is merit here too, I suppose, but personally I would be worried about the long term implications of this strategy.  And my worry is not without supporting data; there have been at least a few well-publicized instances of social networking faux pas that came back to haunt their owners, in tangible and even economically measurable ways.

My suggestion is this:  your brain is better with clusters than with individual list items.  So, don’t try to remember everyone who is on your friends list.  Instead, come up with around five categories of people who appear there, and then personify those categories with individuals you know.

Before you post a status update, think about those five individuals, and mentally check whether you would be ok with each of them reading it.  If it’s OK for that sample population, it’s probably fairly safe for your wider audience. 

Personally, my five are my mother, my nephew, my client, my close friend, and my spiritual advisor.  And I will admit that on more than one occasion, this seemingly innocent list of people has stopped a status update in its tracks.  “On second thought,” I muse, “I’ll just keep that one to myself.”

© 2010 Ed Muzio, author of Make Work Great: Supercharge Your Team, Reinvent the Culture, and Gain Influence — One Person at a Time

Author Bio: Edward G. Muzio, CEO of Group Harmonics, is the author of the award winning books Make Work Great: Supercharge Your Team, Reinvent the Culture, and Gain Influence One Person at a Time and Four Secrets to Liking Your Work: You May Not Need to Quit to Get the Job You Want. An expert in workplace improvement and its relationship to individual enjoyment, Muzio has been featured on Fox Business Network, CBS, and other national media, and he has been cited in many publications including the New York Post, the Austin American Statesman, and Spirit magazine. He lives in Albuquerque, NM.

For more information visit www.makeworkgreat.com and follow the author on Facebook.

Career Fear: Breaking Free

Buddhist philosophy.                  

Some people smirk at it; more and more people are embracing it.

Can it teach us anything about work and career?

I think so.

Do you ever feel uncertain about where your career is going or where it has been? Do you ever question whether you are on the right path? Do you ever feel discouraged about your work?

Most of us feel this way at one point or another. Sometimes we feel this way quite often.

It is uncomfortable. It can be scary. It is a feeling of uneasiness.

In the Buddha’s first teaching he talked about what he called ‘the four noble truths’.

The first noble truth says that it’s part of being human to feel discomfort.

Why?

Nothing in life is really one way or another. Whether we like it or not, life is not black or white.

Everything around us; the wind, the fire, the earth, the water are always changing; like magicians. Let’s face it, nothing stays the same.

Inside of us also changes just like the weather, like the waxing and waning of the moon.

It is so hard for us to see that just like the weather, we are fluid, not solid. We change, just like everything else does.

We have a tendency to seek out what feels secure, to look for comfort and avoid discomfort. We want our lives to be solid. So we try to build a cocoon of safety around us.

It feels good to have our lives be safe and predictable. Unfortunately our cocoons often fall apart (because things always change). And then we feel uncomfortable again.

We often fall into this cycle with our careers. We get settled into a role and it seems good for a while. Then our personal goals change, and we scramble again to build another safe cocoon.

The new zone of safety feels good until oh…let’s say we get a new boss who is a tyrant…or our family moves to another town and the commute is now tripled…or we have children…or the company changes its direction and it has no meaning for us anymore…and on and on.

It’s natural for everything to change. It’s the process of life.

But we don’t like it to change. We want things to stay the same. We want to be secure.

We become fearful. We resist the changes. We wish it were easier to find what we want – at least what we want right now.

And because of this, we suffer. We fret. We become uncomfortable. We resist the process of uncovering the next step in our career.

How can Buddhist philosophy help?  By listening to what it teaches with an open mind and heart, it can give us guidance in approaching our career journeys in a different way… it can open us to a new way of seeing things.

It takes time, sometimes months, years, a lifetime (or more)… yet isn’t it worth it to ease our suffering on this journey?

Here are some very simple ways to begin:

  • Give yourself the gift of 15 minutes each day to stop, to breathe and let go of the rush to achieve your daily goals. Focus only on the process of breathing for these 15 minutes. Get distracted? (you will) … it’s okay- just come back to breathing. Remember that thoughts are just thoughts. They, too, will pass. Observe them, and let them go.

If you find yourself in that mind trap of thinking obsessively that things are not going your way or that it’s too hard to find a career path that feels right, etc.  Stop and observe your thoughts. Say “hey – here come those crazy thoughts again and they are trying to swing me around. I’ll just watch them leave with the wind.”

  • Recognize that everything will always change, and that all of life is fluid – including us. It’s okay. Have faith that you will find your path (in fact, you are already on it).
  • Cultivate an unconditional friendliness towards yourself – flaws and all. Did you say something that sounded mean? Did you flub an interview? Were you rude to someone?  It’s okay. Mistakes are part of living. They help us grow and become more aware.
  • Begin your day with a sense of gentleness – for yourself and others. Compassion can replace fear and anxiety. Welcome compassion for yourself and others. People will be drawn to you. Some of those people will help guide you to your “right path”. Maybe tomorrow, maybe the next day – you will get there.

_______________________________

Can you share ways that you ease your discomfort during a job search or career transition?