Deb Pine

Want to Advance? Set up Your Own Personal Board of Directors

Deb PineBy Deb Pine, Executive Director, Gloria Cordes Larson Center for Women and Business & Bentley University Executive Education

As experienced and trusted advisors, mentors can have a significant impact on your career trajectory. Research has shown that people who have mentors are more likely to get promotions and are more satisfied in their jobs. When Indra Nooyi became the CEO at PepsiCo, she credited the mentoring she received for helping her break glass ceilings in business, “If I hadn’t had mentors, I wouldn’t be here today.” Read More

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

Bringing Men into the Conversation

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

Though the experiences that have catalyzed the #MeToo movement are deeply disturbing, I’m encouraged by the heightened awareness of sexual harassment in the workplace and inspired by the brave women who are speaking out. While the movement has put the spotlight on inappropriate power dynamics, it’s important to recognize the underlying issue: gender inequality in the workplace. Women continue to face conscious and unconscious bias, which limits opportunities for advancement and leadership. In 2017, men held 80 percent of the C-suite level roles in the Fortune 500. Read More

2017 Session | Managing Up: A Strategic Approach to Success in the Workplace

Did you know that employees spend an average of nearly 20 hours a week worrying about what their boss says or does? That equates to almost half of one’s work week. Imagine how much more productive (and happier) we would be if we were able to spend our time focused on hitting business goals rather than stressing about the relationship with our boss. And even if you have the best boss imaginable, everyone has bad days and rough patches. You don’t have to sit back and allow the actions of those above you derail your day or week or consume your mind. Prioritizing your relationship with your manager is not just critical to your success, but to your overall job satisfaction. It takes two to tango so why leave the quality of the relationship solely in your manager’s hands? This session is your chance to take charge and learn the tricky art of managing up. Using best practices from experts and a panel of professionals in the trenches, attendees will learn actionable tips to:

  • Understand your manager’s work/behavioral style and adjust your style accordingly;
  • Rethink your communication approach and share information more effectively;
  • Set boundaries and know when to push back and say no;
  • Maneuver the complexities of involved around gender and working with male managers;
  • Influence quietly; and much more!

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Play

For Accelerating Your Career, Mentorship Is Great—But Sponsorship Is Better

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

Despite our strong mentor networks, women remain underrepresented in senior leadership and board roles. The 2016 McKinsey/LeanIn study “Women in the Workplace” found that women hold 46 percent of professional, entry-level positions but only 19 percent of C-suite roles. Does this mean that our mentors are failing us? No. Mentors are critical to guiding women on how to advance their careers—what to know, who to know and where the opportunities may lie.

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Why Millennials and Gen Zs Hold the Power to Change the Workplace

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

By now most of us are familiar with the numbers—some promising, some less so—around workplace diversity and women’s advancement.

On the one hand, we’re making progress: women are graduating from college in higher numbers than their male peers, and PEW research shows that millennial women’s hourly earnings are now 93 percent that of men’s as compared to only 84 percent for all women compared to men. Yet we can’t deny that improvement has been glacial at times and that we’ve even lost ground in some places, like the number of CEOs in the S&P 500 declining from a paltry 25 in 2014 to a dismal 21 in 2015.

But enough rehashing of the data—it’s time to look forward, specifically to the 155 million millennials and Gen Zs, who I believe will be both the primary catalysts and greatest beneficiaries of upcoming positive change in workplace culture, diversity and gender parity. Read More

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