When She Speaks - Women in Leadership Series

Notes from our May program on "Expanding Your Circle of Influence"

Here are some key points from our panel discussion on "Expanding Your Circle of Influence"

Different styles are effective in influencing, including:

(1)   building relationships (getting to know people and their interests)

(2)   being competent in your field

(3)   being prepared/anticipating resistance to your proposals; working behind the scenes to set the stage

(4)   talking the initiative: be “in front of the room”; act like you are in charge

(5)   using humor

(6)   being fearless: what is the worst thing that can happen?

Our panelists were inspired by others who were genuine in their relationships, were truly interested in others, and who took a win/win approach and were cooperative vs. directive

On why it is important for women to expand their influence:

(1)   women are not good/natural negotiators for ourselves and our teams, so we need to be better influencers

(2)   to get a “seat at the table” and be heard

(3)   many of us are in male-dominated business and we need to feel confident in those settings

(4)   to earn an equal paycheck and take on “the hard work”

We should learn from failure and experience; what compromise would be acceptable?; think about this ahead of time

It helps to have a strong voice, stand up tall, have the professional appearance that allows you to be influential!

 

Notes from our April "Personal Branding" Progam

Here are some key point from our panel discussion on "Building Your Personal Brand":

• Defining your brand depends on where you are in your career; you need to define your goals and that changes as your career progresses
• Ask others for input on how they see you, how they would define your brand. Women are not as introspective as we should be
• You are building your brand all the time - 24/7 – whether you know it or not. So be thoughtful and intentional about it an shape it the way you want it
• When changing your brand – reinventing your self – look at how others have done this; get feedback from people you are interacting with. If you don’t feel you can change the perceptions of you then you may need to change organizations
• Pay attention to you; make time for yourself, put it on your calendar
• Your brand needs to reflect who you are – it must be consistent with your character, what you are known for
• Your on-line identity is a critical component on your brand; check to see what is on the internet about you; look at people you respect to see how they have built and maintained their on-line presence
• What is your “PR” voice? You must be comfortable with self-promotion, acknowledging your accomplishments and contributions.
• Be self-aware: every interaction at work is an interview for your next job!
• Look for role models in your company, whose brand you respect. Is there a fit with your brand, your boss’s expectations and the culture of the company?

 

Notes from our March "Women Making History" Program

In our March "When She Speaks" program, we celebrated Women's History Month with our own panel of trailblazing, history-making women, including:

- Delaine Eastin, Former CA State Superintendent of Public Instruction

- Debbie Powell, Director of Fossil Operations, PG&E

- Anne Cribbs, Olympian and President, Anne Cribbs & Company

- Marily Mondejar, President, Filipina Women's Network

Our panelists shared their stories of success and failure in their careers; here are some select “lessons learned”:

• When faced with a setback, remember that there is always another race, another game, another day to “win” and succeed. Learn from the experiences of athletes who bounce back to try another day
• Mentors are critical to your professional and personal success; be strategic and seek out mentors in your field of work AND outside your field, experts you can learn from
• You can also learn a lot from teaching someone else so be a mentor whenever you can
• Are you a “Queen” or a “Queenmaker”? In other words, how do you support, encourage and bring up other women in their careers?
• You need to provide “the center of gravity” for your team; surround yourself with good people,, ones who are smarter than you, who will tell you the truth
• “Show Up” in your work! You must be committed, present and engaged – demonstrate honesty and integrity and stay true to yourself and your beliefs

March "Women Making History" Program

Join us in San Francisco on Thursday, March 17th from 5:00 - 7:00 PM, as we celebrate Women's History Month with our program: "You've Come A Long Way, Baby: Women Making History in 2011". You'll hear the stories of trail-blazing, courageous women among us who are making history every day in their professional lives, and also learn about programs of interest to women in the leadership track from our special event partners:

The 2012 Project; The Friends of the San Francisco Commission on the Status of Women;The Filipina Women's Network; and GirlVentures!

            

More info and registration is available at: http://conta.cc/eCRbem.

 

 

February "When She Speaks" - Standing on The Shoulders of Mentors

Our February "When She Speaks" program featured an informative and inspiring dicsussion on thr role of mentors and sponsors in advancing professional women's careers. Here are some key notes from the panel discussion:

• A recent “Catalyst” report

http://www.catalyst.org/publication/458/42/mentoring-necessary-but-insufficient-for-advancement cited that one of the reasons mentoring in insufficient for women to advance in their careers, partly because women frequently choose mentors who are in “lower” positions in the organization, people they feel more comfortable with than more senior-level executives

• What is the difference between a mentor and a sponsor? A mentor give advice, helps you with a potential development area, is (usually) not in your direct line of responsibility and has no personal investment in any particular career path you choose;  a sponsor is an advocate for your career advancement (usually in your company) and has direct input and/or involvement in the discussion about whether you are promoted or not
• The panelists shared that they all had at least one “significant” mentor – someone that had a direct, meaningful impact on their career; but they also cited the importance of recognizing those everyday “mentoring moments” – where  you can learn from someone in the course of your everyday contacts and interactions
• Having “organic” mentors – people you meet, whom you feel you can learn from, can help you build a specific skill set or competency – are as important as the mentors you get through more formal company mentoring programs
• Mentors (and mentees) can help you feel more connected to other areas in your company/business if you intentionally choose ones outside your department
• It can be helpful to have more than one mentor – depending on your goals for seeking a mentor; you need to know why you are seeking a mentoring relationship, the goals and what you hope to gain from it
• You don’t necessarily have to like a person who could be your mentor, it is important to respect their abilities and know what you can learn from them
• Consider looking for mentors 3 to 4 levels up in your organization; someone who can help you see more broadly and strategically in the organization
• Watch out for the “M” word! Many potential mentors might be intimidated by the commitment that mentoring can potential mean; consider approaching potential mentors by just asking for advice on a regular basis – rather than trying to set up a formal process, commitment
• Sponsors: it’s not always possible to “find” a sponsor, nor do you always know if you have a sponsor and who that might be; so it is important to show value in all your interactions with senior management; get visible, build relationships with them; use every opportunity to show interest and engage with them so they can get to know you, your value and build a relationship, create support for you! This includes your “internal customers”.
• Sponsors can also come from outside the organization: people who know and have the respect of senior management; clients, etc.
• Building relationships with others who can be your mentors, sponsors and advocates; it is all about “strategic networking”!
• The panelists shared that they are involved in both formal and informal mentoring relationships; sometime the mentoring relationship begins with an informal discussion and then evolves into a more formal mentoring relationship. Mentees help mentors learn more about what's going on in other parts of the company
• It’s important to have diversity on the people who are your mentors: don’t always choose people you are comfortable with
• One approach to getting mentors is to do a presentation on a project you are working on and ask several people for input
• When thinking about “choosing ”a mentor you should (1) be clear about the topics or issues you are seeking help with (2) investigate who can help you (inside and outside the company); ask colleague for suggestions, also look to alumni, professional associations and other networking groups (3) ask for a referral or introduction: e.g. “Sally suggested I speak with you because she said you are known for/good at XXXX and I am looking for some guidance in that area”

 

January "When She Speaks"

Our January program kicks-off our fourth year of provding programming for women on the leadership track. Please join us on January 20th as we explore the topic of "Creating Your Personal Vision For 2011": www.regonline.com/whenshespeaks0111.

Notes from our November program: "A Leader's Legacy"

Here are the notes from our November 18th program, featuring:

Moderator Bonnie Wentworth, Wentworth Consulting

Panelist Kathy Anderson, Charles Schwab

Panelist Estee Neuwirth, Kaiser Permanente

Panelist Jennifer Webster, McKesson Corporation

The panelists were asked – “What does having a legacy mean to you?”

-       A blending of the past, present and future tenses

-       Doing work that changes people’s lives

-       Living your values through your work

-       Creating a “destination” for people to come to your organization, thrive and maximize their potential

-       Being conscious of the environment you are creating – in your professional and personal lives

-       Making a difference for the future, not just for today

-       Serving as a role model for other women in business and also for your family

What are some ways to begin creating your personal legacy?

-       Try to create an environment that supports the convergence of your personal and professional values

-       We spend so much time in our jobs; it’s important to work with people who have similar values and whom you like; if you are unhappy at work you will carry that over to your personal life

-       Do what you want to do, what is important to you – not what people think you  “should” do

-       Take small steps; listen to your inner voice and ACT!

-       You can’t do it all: define your boundaries (work/family/volunteer); let go of the little things

-       It goes back to knowing your values and knowing what’s important to you

-       Don’t be afraid to ask for help; find a mentor or sponsor who can be your sounding board

-       It takes courage, intention and personal vision – you can do it!

Notes from the October "When She Speaks"

Here are some notes from our October program on "Women Who Make Their Own Rules"

When asked “what rules have you bent or broken” here is a sampling of the panelist's responses:

-       Go out on your own if that’s what you feel you need to do, take the risk

-       Believe in yourself, be who you are, don’t try to be someone else

-       Always take your vacation! Break the rule that says you can’t take time off – you are not indispensable and you need the time off for you

-       Sell yourself whenever you need to; get comfortable with who you are and self-promotion in a way that is authentic for you

-       They had role models (parents) who believed they could do anything, there were no rules or constraints

-       Sometime you need to act on your best beliefs and instincts and act as if you don’t know “rules” exist until someone tells you they are

-       It’s OK to take a different path than the one you started out on (maybe from college) or the one other people think you should follow

-       Know what is right for you and where your passions and interest lie; don’t allow others to tell you it can’t be done

-       It’s OK to be outspoken, have your own opinions, find your own way

-       Be a leader (self-leadership) not a follower

-       And the best “rule” of all: “It’s OK to break the rules”

What are the rules and principles – personal code of ethics – you live by:

-       “Tell it like it is”; but also be aware of how you say what you say and deliver the message

-       Don’t take yourself so seriously – or be “attached” to your ego

-       “Perception is reality”; be sure to check in with others, get feedback from trusted sources and advisors on how others view you

-       Your reputation is everything! – so be sure to stand up for your values

-       Always do “the right thing”; listen to your intuition and trust where it tells you to go and what to do

-        What other skills do women need to be successful in today’s corporate world?

-       Building relationships and mastering powerful communications (the essence of managing politics in the workplace) are critical competencies

-       Be a good listener and learn how to “read” people; understand their position and respond accordingly

-       Be clear on any agreements and what you are asking for

-       Ask “bold” questions so that people will notice you and take you seriously; try not to start your sentences with “I think or  “I feel”

-       Don’t take situations personally –try to take the emotion out of it

-       How you recover from “bad” situations/mistakes (owning up to your mistakes) is important to your credibility and success

Notes from July Program on "Career Agility"

Here are some notes from the program on "Agility - The Key to Building a Successful Career":

· The panelists took turns introducing themselves in terms of what they really do – not just their titles and departments; putting their work in plain terms and how it impacts individuals

· They stressed the importance of “owning” your career; you can’t depend on others to make your way

· Be alert to options that may be presented to you and be flexible; whenever possible pursue work that allows you to do what you love and are good at

· Karen shared the 4 things that are necessary for career agility: (1) the “rediscovery” step- knowing what is important to you and what you are good at (2) having a game plan for your career (3) communicating what you want to do clearly and concisely (4) staying flexible

· Sometimes you need to define a new job as “yours”; leverage the skills you have and want to use to “make it mine”

· To stay “agile” in a corporate environment you need to (1) get outside the boundaries of your job; reinvent yourself and create excitement in the job (2) don’t get attached to an individual or company; women are often too loyal, you need to think for yourself (3) NETWORKING!! is a must; use the “give to get” approach and show value, what you have to offer to others (4) don’t just hang out with your friends at work; attach yourself to someone who’s going where you want to go (DON’T FOLLOW A PARKED CAR!)

· Be an active listener; don’t ignore the signs in front of you about your job and get stuck; and don’t be so naïve as to think that others always have your best interests at heart

· Don’t let the environment around you define you; look at your career through your own lens and not that of others

· Don’t say “no” so fast to opportunities; be open to considering things that might appear to be outside of the realm of possibility

· If you are considering a transition to a new career area try it out first through volunteering, informational interviews; really think about why you are considering such a change

· You can’t do it all, so decide what you want to do and can’t do

 

 

 

June "When She Speaks" - Politics in the Workplace

Let's face it - office politics is a reality for everyone, regardless of the size of your organization or your position. As professionals, we have all dealt with the challenges of doing our jobs while watching our backs, managing "up" and dealing with difficult co-workers who treat others around them badly. With all the advances women have made in the workplace, why is this issue still holding us back?

Our panel will share how they have achieved their leadership positions by successfully navigating office politics, amplifying others' contributions and generously supporting women on the leadership track.

• Moderator Bobbie LaPorte, CEO, RAL & Associates
• Panelist  Laura Krehbiel, Vice President, Charles Schwab
• Panelist  Kelli Plants, Partner, Deloitte Consulting
• Panelist  Krista Peck, Assistant General Counsel, McKesson

To register please visit: www.regonline.com/whenshespeaks0610.