Career Women Coaching

Careers for the Class of 2013

By Guest Author Caroline Dowd-Higgins

 

Class of 2013, as you head into the post academic world, you have an opportunity to design your own career destiny. You earned your degree with a tremendous amount of time, effort, and more than likely a big financial investment that may also translate into significant student loan debt. As you begin your career journey, consider these tips to help you find your way in the world-of-work.

 

Your First Job Won’t Be Your Last. Research shows that adults change careers (not just jobs) 5-7 times throughout their working lives. So, test drive jobs and see if they are career worthy and don’t settle for roles that don’t play to your strengths. Your first job out of the gate is a single step on a lifelong career path and you have the right to change your mind as often as you like.

 

Be a Solution Provider. It’s easy to go into the job search focusing on what you want. While that is important you must also be a solution provider. In our current economy you may land contract or temporary work that leads to full-time permanent work so be industrious and lead with I Believe I Can Help You…and provide a solution to an issue or concern.

 

Empower your Network. In addition to the graduation well wishers, your friends and family are probably asking how they can help. Accept their gracious offers and tell them what you do well so they know how to connect you with their circles of influence. If you have specific organizations you want to work for, ask your network to check their rolodexes and LinkedIn connections to see if they can make a personal referral. Share your strengths story so your network has an easy to remember conversation to share with others that illustrates what makes you unique and employable.

 

Are You LinkedIn? With 200+ million members (that number grows daily) LinkedIn is the number one professional networking resource today. Recruiters and headhunters troll this site regularly searching for new talent. Fill out your profile in total, use a professional photo, compose a compelling summary statement and seek out recommendations to endorse you for specific skills and accomplishments. Join Groups, participate in discussions, and use this tool often and to your best advantage. A dormant LinkedIn account will do you no good.

 

Take a Risk. So perhaps your dream job does not materialize right off the bat but another opportunity does surface. Take a risk, try something new, and expand your comfort zone. You may just find something you love and an accidental career you would have never considered otherwise. The greatest risk is not taking one at all. You are also more employable when already employed.

 

No experience? Be flexible.  According to a 2013 Adecco survey by Braun Research of 500 hiring managers across a range of industries, for job seekers without relevant experience, 47% said to be flexible and start in a different area of the company. Interestingly, these hiring managers said it’s more beneficial to network over going back to school if you don’t have relevant job experience so be flexible and willing to learn on the job.

 

Learn to Bob and Weave. One of the most sought after competencies by employers is the ability to deal with adversity and change. It’s tough out there in the real world and it doesn’t get any easier once you land a job. Showcase your resilience and be ready to discuss how you have overcome challenges, including how you are dealing with a tough job market. Proving you are resilient may land you an opportunity.

 

What should 2013 graduates be doing now?

• Identify your network - 90% of the people you already know and10% in stretch relationships that are new to you.
• Be seen and heard - get out from behind your computer.
• Pursue informational interviews several times a week.
• Plan your schedule and treat finding a job like a full-time job.
• Make sure your tool kit is in order (resume, LinkedIn profile, references, etc.)
• Look for a daily dose of inspiration to get you through the emotional roller coaster of the job search. Career Coach Caroline's App at http://carolinedowdhiggins.com/daily-career-tips-app/ will give you daily motivation and action steps to help you on your career journey. 

Caroline Dowd-Higgins authored the book and maintains the blog: This Is Not the Career I Ordered® which showcases her savvy professional development advice and women who are thriving after a career transition or reinvention. Visit her online at http://www.carolinedowdhiggins.com/.

 

This Is Not The Career I Ordered: Empowering …(Paperback)

by Caroline Dowd-Higgins

 (42)

Paperback

$19.76

 

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The 100 Women Who Are Redefining Power

Rank	Name	Age	Country	Category
1	Angela Merkel Chancellor, Germany	58	Germany	Politics
2	Dilma Rousseff President, Brazil	65	Brazil	Politics
3	Melinda Gates Cochair, Bill & Melinda Gates Foundation	48	United States	Philanthropy/NGO
4	Michelle Obama First Lady, United States	49	United States	Politics
5	Hillary Clinton Personality, Philanthropist	65	United States	Politics
6	Sheryl Sandberg COO, Facebook	43	United States	Technology
7	Christine Lagarde Managing Director, International Monetary Fund	57	France	Philanthropy/NGO
8	Janet Napolitano Secretary, Department of Homeland Security, United States	55	United States	Politics
9	Sonia Gandhi President, Indian National Congress, India	66	India	Politics
10	Indra Nooyi CEO, PepsiCo	57	United States	Business

For the other 90 powerful women, go to: www.forbes/power-women.

"The rise of personal brands and entrepreneurial endeavors among this year's Power Women are exciting trends as we mark our 10th year of publishing the list," said Moira Forbes, President & Publisher, ForbesWoman. "From Singapore to Saudi Arabia, the United Kingdom to the United States - and beyond - the 100 influential women on our list are making an indelible and lasting impact on the world we live in."

You’re a Unique Brand

In the business world, we are the primary product we market.  Every product has a reputation—and we are no different. Think of ketchup, pickles, purses, shoes, salad dressings, and athletic gear.  Specific images and associations come to mind when we think of each. Like pickles and purses, when people think of us, they think of specific images.  

Every business person has a brand, whether we know it or not.  Our brand is a combination of our personality, our skills, our style, our attitudes, our behaviors and our values.  

It is what others think when they think of us. Our brand promises something distinctive and unique that will differentiate us from our colleagues, so we need to consider carefully how to develop, polish, and maintain our personal brand so that it reflects the way we want to be perceived. It could be said, “Your perception of me is more important than my perception of me.”

Take a Careful Look in the Mirror  

Since we are all in the process of becoming, this is a great time to take a moment and consider whether we are satisfied with the person we are becoming. Is there something we know that needs changing, but so far we haven’t considered it a priority?  There is no time like the present!

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Senator Robert J. Casey, Jr. Calls for More Diversity in Corporate Boardrooms

Report: Only 13% of Board Seats Held By Minorities Among Fortune 500 Companies, Women Also Seriously Underrepresented
Washington DC- Today, U.S. Senator Bob Casey (D-PA) announced that he has written a letter to Mary Jo White, Chairman of the Securities and Exchange Commission (SEC), raising concern about the lack of diversity on America’s corporate boards and asking the SEC to take steps to address it. A recent report by the Alliance for Board Diversity found that only 13 percent of board seats among Fortune 500 companies were held by minorities.  The same report found that women were also seriously underrepresented in Fortune 500 boards, with men making up almost 85 percent of the seats.  “Minorities and women across the country and in Pennsylvania have the education, skill and experience to serve on the boards of America’s top companies.” Senator Casey said. “The lack of diversity on corporate boards is concerning and the SEC should make this a priority. Both in Congress and in the corporate world we would benefit from leadership that reflects the country.”   The full text of Senator Casey’s letter can be seen below:   Honorable Mary Jo White, Chairman, Securities and Exchange Commission, 100 F Street, NE, Washington, DC 20549  Dear Ms. White: I am writing to express my concern about the continuing lack of diversity in corporate boardrooms.  According to a July 2011 report by the Alliance for Board Diversity, only 13 percent of board seats among Fortune 500 companies were held by minorities.  The same report found that women were also seriously underrepresented in Fortune 500 boards, with men making up almost 85 percent of the seats.  This troubling underrepresentation of women and minorities on corporate boards is unfortunately present in Pennsylvania as well.  A December 2010 report by the Urban League of Philadelphia surveyed the top 108 public companies in the Philadelphia region and found that African-Americans make up only 4 percent of board directors.  This is in spite of the fact that African-Americans make up 44 percent of the City of Philadelphia’s population, and 20 percent of the region as a whole.  In the Pittsburgh region, the 2011 Allegheny County Annual Report found that even though women represent a majority of the population in the region, they held only 14 percent of the board seats of Pittsburgh’s top 50 public companies.  Clearly, we must do a better job of encouraging companies to select board members with a variety of different backgrounds and experiences.  I understand the Securities and Exchange Commission (SEC) has taken some steps in recent years to promote diversity in corporate boardrooms, including requiring companies to disclose any diversity policy they have with regard to the selection of board members.  I ask that you please update me on the efforts the SEC has taken so far, the effectiveness of these efforts, and what additional steps are being considered.  America must be the land of opportunity for all of its citizens.  Ensuring diversity among our Nation’s business leaders is an important step towards this goal.  I look forward to working with you to promote diversity in corporate boards. Sincerely,  Robert P. Casey, Jr., United States Senator

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How do you tell 400,000 people they're terrible at their jobs?

After the disappointing earnings report on April 18, IBM CEO Virginia "Ginni" Rometty released a video to all 434,000 employees in which she admitted that IBM hadn’t “transformed rapidly enough.”  She called out the sales staff for missing out on several big deals.  “We were too slow,” she said. “The result? It didn’t get done.”

Noel Tichy, the former head of General Electric’s (GE) Leadership Center, who’s writing a book about IBM, says Rometty’s video has already inspired a lot of feedback within the company. “With the video, she can see where her message is landing—who’s watching, who’s responding,” he says. That’s very important for a company as large as IBM, with employees spread across 170 countries.

This lack of fast customer response is not a new issue for IBM.

For example, in August 2008, Netflix’s technology infrastructure melted down.  This was when the company was still known for DVDs-by-mail, and for three days it could not send discs because a crucial Oracle (ORCL) database kept malfunctioning. Reporters and customers took notice. Netflix traced the problem to an expensive, third-party storage system that went haywire after a software update. The incident still annoys Hastings. When the subject comes up in the watchtower, Chief Product Officer Neil Hunt, who’s also gathered at the table, suggests they not mention the storage-system vendor by name.  CEO Reed Hastings responds, “Let IBM (IBM) have it, baby.” (An IBM spokesman declined to comment.)

In the recent IBM video, Rometty laid out a plan for IBM to respond to customers within 24 hours: “Engage management, engage leadership, and let’s deal with it.”  She’s already “reassigned” the head of IBM’s computer hardware department, the source of a large portion of the sales drop. “Ginni’s a very direct, no-BS type of CEO, and she had one message that she delivered to everyone,” Tichy says. “It would be much worse if it went through the internal channels. No one wants to hear that the CEO thinks they dropped the ball through word of mouth.”

Source: Bloomberg BusinessWeek, May 13, 2013

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Leadership and the Role of Women Saviors

By guest author Fernando Pargas.

Generalizations are always misguided, but a great example of different leadership as the head of a nation is that of Park Geun-hye, from South Korea,the first female leader of South Korea, versus the contrast to Kim Jong-un, the irrational and belligerent male leader of North Korea. Women leaders of state (Margaret Thatcher was an exception) seem to concentrate more on the good of the people, versus picking fights with other nations.  Almost all wars have been started by male leaders, and that is one reason for the possibility that more women leadership at the national level will result in women saving us from destroying ourselves.

The role of women saviors:  “Women who seek to be equal to men lack ambition.”—Timothy Leary

From diet to medicine to work to family, there is a quiet but unrelenting revolution taking place.  Women, who have always been more in touch with healing, spirituality and the divine, have begun to take the lead and reject the poisons that crept into our diets in the last decades.  Holistic healing through body movement and holistic therapists in conjunction with Western medicine is becoming more the norm than it ever was, and the revolution has been quietly led by women, who want their families to live healthier, safer, longer and happier and more productive lives.

We have lived one consciousness of the male leader since the beginning of recorded history and that hasn’t worked out so well for society, it’s time for women to not just be included at the table of great leadership, but to sit at the head of the table as often (if not more often) than men.

In business too, there is a quiet revolution starting.  Change is a given in business, and how well companies and industries adapt to change make the difference between those with a sustainable competitive advantage and those who go out of business.  In adjusting to change and taking advantage of female leadership that was ignored in the past, companies will succeed and grow.  Those that don’t will be left in the dust.  

About the author: Fernando Pargas teaches management at James Madison University in Virginia. His specialties are international management, interpersonal skills and organizational behavior. He served on the US Chamber of Commerce International Policy Committee in Washington D.C. and the World Federation of Direct Selling. He was Vice President of International for Time Warner Inc., and Vice President of Production and Business affairs for Time Life Music. Pargas is also the author of “Ending the Male Leadership Myth” and "Stopping Big Business and Politics from Bleeding America,” Published by Beckham Publications Group.

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Thanking Working Moms on Mother's Day

Many working moms are shouldering the full financial burden of their households, closing in on the number of men who carry this responsibility. Thirty-four percent of working moms reported that they are the sole financial provider for their households, not far from the 39 percent of working dads who currently report that they serve as the sole breadwinner.

CareerBuilder’s annual study also finds that working moms continue to struggle with finding a good balance between the office and home, and often have to compromise quality time with their families. The national survey, which was conducted online by Harris Interactive^© between February 11 and March 6, 2013, included 411 working mothers and 420 working fathers with children 18 and under who are living with them.

Maternity Leave

Demanding work environments have led to some women cutting their maternity leave short.  Of women who have had a child in the last three years, 30 percent didn’t take the full maternity leave their company allowed.  While 45 percent of women who have had a child in the last three years said they took more than eight weeks of maternity leave, 17 percent took four weeks or less and 12 percent took two weeks or less.

Work’s Impact on Family Relationships

Juggling professional and personal obligations is an ongoing challenge.  More than one in four working moms (28 percent) said their children have asked them to work less. Twenty-four percent reported that they spend two hours or less with their children each day during the workweek.

 17 percent of working moms said their jobs have negatively impacted their relationship with their children

12 percent said their jobs have negatively impacted their relationship with their spouse or significant other  

“The household dynamic has changed over the years with women reshaping traditional roles,” said Rosemary Haefner, Vice President of Human Resources at CareerBuilder and working mom. “Women account for more than half of the U.S. workforce and are often the breadwinners for their households. While many women successfully manage careers and families, the quest for more quality time at home will always be top of mind.” 

Tips for Finding a Better Work/Life Balance

Explore other work arrangements – Six-in-ten working moms (60 percent) have taken advantage of flexible work arrangements, and the vast majority said it hasn’t negatively impacted their careers.  Discuss options with your supervisor or HR department, armed with a game plan for how you can manage your workload, cover responsibilities, etc.

Learn to say no - Set boundaries, choose the activities that are the biggest priority for you and forget about the guilt.  

Get organized – Keep one calendar for business and family commitments to avoid double-booking.  Set up a schedule for chores, homework, dates with your significant other and family activities.

Remember quality over quantity – If you’re only able to spend a few hours with your children each day, make the most of that time. Wait until your children go to bed before checking email or finishing up that presentation.  

Carve out “me time” – Moms need a break too. Schedule time for yourself to relax and recharge.

 John Agno: When Doing It All Won't Do: A Self-Coaching Guide for Career Women

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Survey Methodology
This survey was conducted online within the U.S. by Harris Interactive^© on behalf of CareerBuilder among 411 working moms and 420 working dads of kids 18 and under living in their household (employed full-time, not self-employed, non-government) between February 11 and March 6, 2013 (percentages for some questions are based on a subset, based on their responses to certain questions). With pure probability samples of 411 and 420, one could say with a 95 percent probability that the overall results have a sampling error of +/- 4.83 and +/- 4.78 percentage points, respectively. Sampling error for data from sub-samples is higher and varies.

 

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New research proves that all stress isn’t bad for the body, as previously believed. How do you get more good stress into your life, and get rid of the harmful kind?   Sue Shellenbarger explains in her article "Turn Bad Stress Into Good", in the May 8, 2013 edition of The Wall Street Journal, how Kate Matheny, of Aurora, Colo., took a pay cut to move to a new firm with a supportive boss and a flexible schedule. 

Kate Matheny isn't exactly someone who shies away from stress. Throughout her career, the Aurora, Colo., certified public accountant has pursued a progression of high-pressure management jobs. "I'm hard core," says the 44-year-old wife and mother of two. "I wanted to be on top of the food chain [at work], and I wanted to be a great mom"—one who could attend lacrosse games, drive carpool and help with homework even after an hour-long commute and workdays that started, more often than not, with a 5 a.m. marathon-training run.

That is, until she hit the proverbial wall.

After months of losing sleep, dropping weight and "feeling pushed to the brink of losing my mind" by her juggling act, Ms. Matheny decided she had to address her stress—and turn it to her advantage. The new job she recently switched to still has its share of pressure, but with more support from her boss and more flexibility in her schedule, she says she feels great.

Contrary to popular belief, stress doesn't have to be a soul-sucking, health-draining force. But few people know how to transform their stress into the positive kind that helps them reach their goals.

Recent research confirms that gaining control over job demands, doing work that lends meaning and purpose to life and enjoying support and encouragement from co-workers are all linked to beneficial stress. Simply changing attitudes and expectations about stress—through coaching, training or peer-support groups—can also foster the constructive kind of stress.

Today’s women are better educated than ever before. They have accumulated a wealth of skills, have learned to be adaptable, and have been told that they can do anything they want to do. The upside is that they have become independent, self-sufficient, and confident of their abilities. The downside is that they will readily admit they have not found the enjoyment or satisfaction they once imagined. The reason they attribute to the problem is that they have taken on too much. These days, most women dance to a frenzied beat, believing just because they can, they think they should.

This has led women to become frustrated by experiencing long days and a never-ending “To Do” list.  All too often, businesswomen don’t give themselves a break.  In an effort to squeeze even more into their nightmarish schedules, they make choices that actually undermine their health, their family life, their careers, and important relationships.

Hope encourages us to see beyond the present.  Hope motivates us to gain the self-knowledge necessary to implement positive change. This self-awareness gives us the patience to develop our signature talents into personal strengths. The more self-knowledge we have, the more motivation for change we will have, and the more change we incorporate into our lives, the less stress and more satisfied we will become with our life.  Self-knowledge is the operant word. 

This self-coaching guide for career women is dedicated to all those hardworking women everywhere who are willing to embrace liberating change.  Believe that your situation can change and you are halfway down the road to making significant changes.  Know that change always comes bearing unexpected gifts.  Change starts with the right attitude and the motivation to reclaim your time and your life!

For specific "things to do" on time management, self-knowledge and many other career subjects, please consider purchasing the paperback "Workbook Edition" of "When Doing It All Won't Do: A Self-Coaching Guide for Career Women:"

 Barbara A. McEwen: When Doing It All Won't Do: A Self-Coaching Guide for Career Women--Workbook Edition (paperback) 

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By Sarah Elizabeth Richards in The Wall Street Journal, May 4, 2013

Between the ages of 36 and 38, I spent nearly $50,000 to freeze 70 eggs in the hope that they would help me have a family in my mid-40s, when my natural fertility is gone. For this baby insurance, I obliterated my savings and used up the money my parents had set aside for a wedding. It was the best investment I ever made.

Egg freezing stopped the sadness that I was feeling at losing my chance to have the child I had dreamed about my entire life. It soothed my pangs of regret for frittering away my 20s with a man I didn't want to have children with, and for wasting more years in my 30s with a man who wasn't sure he even wanted children. It took away the punishing pressure to seek a new mate and helped me find love again at age 42.

I decided to freeze on the afternoon of my 36th birthday, when I did a fresh round of baby math on the back of a business card at Starbucks. Even if the man I was dating at the time agreed to start a family in the near future, I was cutting it close to have one baby, let alone a second. Several months later, after injecting myself for nearly two weeks with hormone shots, I was in surgery at a Manhattan fertility clinic as my doctor pierced my ovaries, suctioned out nine eggs and handed them to the embryologist to freeze until I was ready to use them. As soon as I woke up in the recovery room, I no longer felt as though I were watching my window to have a baby close by the month. My future seemed full of possibility again.

Amid all the talk about women "leaning in" and "having it all," the conversation has left out perhaps the most powerful gender equalizer of all—the ability to control when we have children. The idea is tantalizing: Once you land the job and man you want, you can have your frozen eggs shipped to your fertility clinic, hand him a semen collection cup and be on your way to parenthood. You mitigate the risk of birth defects by using younger eggs, and you can carry a baby well into middle age. At a time when one in five American women between the ages of 40 and 44 is childless—and half say they would still like to have children—egg freezing offers a once-unimaginable reprieve.

Up until now, a woman who bumped up against her baby deadline could visit a sperm bank, make peace with being "child-free" or eventually break her heart and bank pursuing futile fertility treatments in an attempt to "snatch a child from the jaws of menopause," as the economist Sylvia Ann Hewlett so famously warned a decade ago while encouraging women to plan their families as carefully as their careers.

I spent the majority of my 30s alternately panicked about my love life or feeling kicked in the gut every time I saw an adorable child. Fertility anxiety isn't exactly helpful when you're trying to snag the locker next to Sheryl Sandberg in the executive gym. And it's a buzz kill on dates when you feel compelled to ask the guy sitting across from you, clutching his craft beer, "So do you think you might want kids someday?"

Although egg freezing has been available in the U.S. for nearly a decade, it has only recently entered the mainstream. Last fall, the American Society for Reproductive Medicine removed the procedure's experimental label, citing improved success rates with a new flash-freezing technology known as vitrification. Several trials showed little difference in in-vitro-fertilization success rates using frozen rather than fresh eggs. That rate is 30% to 50% per try, depending on the age of eggs and expertise of the doctor. Despite early fears of how freezing could damage eggs' chromosomes, a recent review of 900 babies born from frozen eggs found they had no more risk of birth defects than those conceived naturally.

 

Source:  Sarah Elizabeth Richards: Motherhood, Rescheduled: The New Frontier of Egg Freezing and the Women Who Tried It

 

 Sheryl Sandberg: Lean In: Women, Work, and the Will to Lead 

 

  John Agno: When Doing It All Won't Do: A Self-Coaching Guide for Career Women

 

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A new study from CareerBuilder and Economic Modeling Specialists Intl (EMSI) underscores the continued wage gap in the U.S. On average, men earn $68,300 annually compared to $44,400 for women, and there continues to be a lower percentage of women in the nation’s highest-paying occupations.

The study also shows that while women continue to lag men in leadership roles, trends are pointing in a positive direction with women being more equally represented or surpassing men in various high-skill, specialized positions.

“While employers have made strides in equalizing compensation for both genders, historical gaps are still present in some organizations today,” said Rosemary Haefner, Vice President of Human Resources at CareerBuilder.  “Also contributing to the disparity in income levels is a higher representation of men working in more lucrative occupations. Fortunately, we’re starting to see that balance out as women account for a larger percentage of the overall workforce and pursue employment in high-paying areas such as information technology, engineering, healthcare, sales, etc.”

Percentages of Men and Women in Best Paid Occupations

From a leadership perspective, the vast majority - 83 percent - of CEOs today are men.  In a separate CareerBuilder and Harris Interactive study, male workers were more likely to report pursuing loftier titles. Twenty-eight percent of men said they aspire to be in a C-level position (CEO, CFO, CMO, etc) at some point in their career compared to 16 percent of women.

Looking at occupations with the highest average compensation rate, women dominated in only four of the top 15 positions according to the CareerBuilder and EMSI study:

1) Oral & Maxillofacial Surgeon – $194,085 - 43% men, 57% women

2) Orthodontist – $191,776 - 43% men, 57% women

3) Physician & Surgeon – $187,533 - 55% men, 45% women

4) Dentist, General – $148,096 - 51% men, 49% women

5) Petroleum Engineer – $122,242 - 97% men, 3% women

6) Engineering Manager – $121,888 - 97% men, 3% women

7) Computer & Information Systems Manager – $116,785 - 77% men, 23% women

8) Natural Sciences Manager – $114,744 - 72% men, 28% women

9) Prosthodontist – $114,462 - 38% men, 62% women

10) Air Traffic Controller – $113,547 - 90% men, 10% women

11) Pharmacist – $113,090 - 34% men, 66% women

12) Marketing Manager - $112,424 – 65% men, 35% women

13) Airline Pilot, Copilot & Flight Engineer – $105,518 - 97% men, 3% women

14) Lawyer – $104,395 - 67% men, 33% women

15) General & Operations Manager – $94,744 - 79% men, 21% women 

Occupations Where Women Dominate

Examples of occupations that employ a higher percentage of women include:

1) Registered Nurse – 4% men, 96% women

2) Education Administrator, Elementary & Secondary – 17% men, 83% women

3) Psychiatrist – 38% men, 62% women

4) Anesthesiologist – 43% men, 57% women

5) Pediatrician – 42% men, 58% women

6) Interpreter & Translator – 30% men, 70% women

7) Probation Officer & Correctional Treatment Specialist – 34% men, 66% women

8) Claims Adjuster, Examiner & Investigator – 38% men, 62% women

9) Industrial-Organizational Psychologist – 30% men, 70% women

10) Public Relations Specialist – 36% men, 64% women

11) Curator – 33% men, 67% women

12) Graphic Designer – 40% men, 60% women

13) Editor – 36% men, 64% women

14) Mathematical Technician – 46% men, 54% women

15) Bartender – 41% men, 59% women

Source: CareerBuilder and Harris Interactive survey of 1,746 men and 1,475 women employed full-time, completed in March 2013.

   Barbara A. McEwen: When Doing It All Won't Do: A Self-Coaching Guide for Career Women--Workbook Edition (paperback)

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