What You Can Do to Foster a More Inclusive Workplace

By Christina Luconi, Chief People Officer, Rapid7

From our government to some of the most widely recognized companies in the world, the topic of diversity and inclusion are dominating our headlines. CEOs are making public statements about their efforts, including new approaches to long scrutinized practices in compensation, promotion and awareness. In other words, while we’ve been witness to a variety of organizations addressing some pretty intense public flogging, others are moving quickly in hopes of tackling the topic in a meaningful way before they face an issue.

Whether the company’s motivation is truly building a more inclusive workforce or just trying to avoid a lawsuit, there’s no ignoring this is a critical issue in today’s business landscape. And while this leaves consumers with a better understanding of where some of their favorite brands stand on this topic, it often leaves employees of all companies wondering, “What can I do to support these efforts?” Read More

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Overcome Unconscious Bias | Podcast

Click Play below to listen. 

In the thick of conference season, we decided to record this interview with Dr. Tiffany Jana in advance, and make it available for you to listen to at your convenience.

Let us know what you think about this new format in the comments!


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Be Better at Making Decisions—and Sticking to Them

To err is human—and struggling to make up your mind is, too. “We all wrestle with making decisions, particularly when they have short-term costs and long-term benefits,” says Francesca Gino, a professor of business administration at Harvard Business School and author of Sidetracked: Why Our Decisions Get Derailed and How We Can Stick to the Plan.

People who seem to make executive calls with ease don’t have faster or bigger brains. They probably just know their brains better than the rest of us. Read More

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Must-Have Answers from ‘Ask a Manager’ Author Alison Green

For many employees, the work itself is easy. It’s the office politics that are hard. That’s partly why Alison Green started her blog, “Ask a Manager,” 11 years ago. A chief of staff at a non-profit organization at the time, she kept thinking that coworkers would have made different decisions if they’d had their boss’ or HR’s perspective.

“As a manager, I could see that people weren’t going to get the outcome they thought they were,” Green recalls. “It occurred to me that a lot of people would benefit from knowing what their bosses are thinking when they hear x or what they mean when they say y.” Read More

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“Bring Who You Are to the Table” and Other Advice from Civil Rights Leader Carmen Perez

As a teen, Carmen Perez was often chosen to be the captain of her basketball team. Still, the national co-chair of the 2017 Women’s March on Washington, D.C., didn’t start seeing herself as a leader until about 10 years into her career working for social justice.

“I always thought my coaches and teammates chose me because they saw that I was fair and not one to compromise my integrity,” says Perez, who wears several hats, including executive director of the Gathering for Justice, co-founder of Justice League NYC and founder of Justice League CA. “But now I also see that my natural tendency of seeing the good in people helps me bridge gaps and bring people together.” Read More

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Your Unconscious Biases, Revealed

If you think you can’t have unconscious biases against women because you’re a woman, think again.

“We’re just as likely to have them as men because we’re all receiving the same adverse messages and we’re equally susceptible to them,” says Tiffany Jana, D.M., a management consultant and author of forthcoming Erasing Institutional Bias: How to Create Systemic Change for Organizational Inclusion.

Similarly, we’ve all got prejudices against men—yes, they do exist! “Most unconscious biases are in men’s favor, but when a man doesn’t fit society’s mold for a leader, because he’s, say, short or emotionally available, we unconsciously think he’s not leadership material,” Jana explains. Read More

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Free Teleclass | Kick Your Fear of Negotiating—and Get More Money

Speak up! Ask for more! Always negotiate! This advice is so much easier said than done. In 30 minutes, Kristin Wong, author of Get Money: Live the Life You Want, Not Just the Life You Can Afford, will share her own experience going from chronic under-earner to six-figure freelance writer and explain research-backed negotiation strategies and useful psychological concepts like “anchoring.” With her tips, you’ll be confident and comfortable making your ask—and get the raise you deserve.

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How Nice Leaders Say No

At work, as in life, there are always going to be jerks. They seem to climb—or claw their way up—fast, but you don’t have to join them to succeed.

“You don’t have to check your true self at the door,” says Fran Hauser, author of The Myth of the Nice Girl: Achieving a Career You Love Without Becoming a Person You Hate. “Nice and strong are not mutually exclusive traits. I believe that the most effective leaders have both.”

A former media executive, Hauser is talking from experience. She helmed the digital teams of some of Time Inc.’s most important brands—People, InStyle, Entertainment Weekly and Essence—while scooping up industry accolades along the way, including Advertising Age’s “Women to Watch” award. Still, her door was always open to people who wanted her help; one question she frequently got from young women was, “How can you be so nice and successful?” Read More

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Free Teleclass | The Art of Pushing Back: Advocate for Yourself Successfully

The Art of Pushing Back: Advocate for Yourself Successfully
Tuesday, May 29, 2018
1:00-1:30 pm

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4 Steps Toward Inclusive Leadership

Deb PineBy Deb Pine, Executive Director, Center for Women and Business at Bentley University

My first job out of college was working for a consulting firm. My boss there was demanding, but she approached her teams with empathy and authenticity. From her I learned an important lesson about leadership: you can only become a successful leader when people want to work for you. At that first job, I was a part of a team where contributors were engaged and excited to make our projects shine.

Now, having spent years working for a variety of organizations, both big and small, public and private, I have also learned that the most effective leaders are inclusive ones. When you lead from a place of inclusion, your team members are happier and more engaged and the outcomes are more innovative. To become a more inclusive leader, foster a culture that values and supports diversity. Here is my approach: Read More

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