Career Women Coaching

Want to have a life...

It's the refrain of millions of working mothers across the country who exit fast-track careers in their 30s.

Much of the research on work-life conflict focuses on harried working mothers trying to juggle everything, desperate for more time, with lots of reasons to leave work early.  But an even higher proportion of single women yearn for more free time; 68% of childless women say they would prefer having more time over more money, compared with 62% of women with children, according to a 2011 More magazine survey of 500 college-educated professional women over 34.

"People talk about, how do working mothers do it?  But how do singles do it?" says Sherri Langburt, founder of www.SingleEditionMedia.com, a New York agency that advises brands on marketing to singles.  Without a partner to help, singles must "get the laundry done, get to the gym, buy groceries and get to the job," plus plan social activities or volunteer work and sometimes care for aging relatives, too.

"No one is focusing attention on those women or men, who are achieving such great levels in their careers, all alone," Ms. Langburt says.  As more young adults delay marriage into their 30s while career demands intensify, many increasingly feel overloaded.

Conflicts with child-rearing duties are often cited as the reason large numbers of women quit corporate jobs midcareer.  But many single women without kids also consider quitting for personal reasons.  In a recent McKinsey & Co. study of 60 companies for The Wall Street Journal, researchers surveyed a small sample of women who were planning to leave their companies in the next two to three years and found surprising similarity between reasons cited by mothers and non-mothers—a desire to gain more control over their personal schedules and needs.

Source: The Wall Street Journal, May 23, 2012

 John G. Agno: Women and Time

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

 John G Agno: Women, Know Thyself: The most important knowledge is self-knowledge.

Female CEOs of Fortune 500 Companies Discuss Success

"The most important factor in determining whether you will succeed isn't your gender, it's you," argues Angela Braly, CEO of WellPoint. "Be open to opportunity and take risks. In fact, take the worst, the messiest, the most challenging assignment you can find, and then take control."

"I have stepped up to many 'ugly' assignments that others didn't want," says KeyCorp's CEO, Beth Mooney.

Ursula Burns, the CEO of Xerox, says it's wise for aspiring leaders to cultivate risk-taking. "There were lots of reasons for Xerox not to acquire Affiliated Computer Services," she says, by way of example. But the company took the gamble. "In the two years after we purchased ACS, we are transforming our company—more than half of our revenue comes from our services business and we continue to maintain a leadership position in the technology that made Xerox great."

Along the career path, the CEOs say, pursue new skills relentlessly. Change jobs after you've mastered the current one. Be willing to tack sideways on the career track, or even backward, to pick up key expertise or command a business unit.

"I knew from an early age that I wanted to lead a company," says Denise Morrison of Campbell Soup. "I developed a strategic process for my career plan that set the final destination, developed the career track, identified skills to build, took line positions to gain experience, and sought leadership and management training on the job, through special assignments, coaching and networking. For example, as VP of Marketing for Nestlé, I actually worked in a manufacturing plant which gave me a deep appreciation for how the supply chain works."

"In order to lead an organization, you have to be incredibly comfortable in your own skin," says Gracia Martore of Gannett, "and the only way to do that is to be confident in who you are."

Look for opportunities to stand out from the crowd and ask for what you want, the CEOs advise. And when you hit a goal, speak up and toot your horn. Don't wait to get noticed. "For a lot of women, they think the myth is true, that if they just do a good job and work hard, they'll get recognized. That's not the case," says Maggie Wilderotter, CEO of Frontier Communications, and the sister of Ms. Morrison.

As for the sanctity of performance, Ellen Kullman, CEO of DuPont, says it drove her career: "Accountability, performance and external benchmarking."

"I had a very strong work ethic," adds Heather Bresch, CEO of Mylan, "and was willing to do whatever it takes to get the job done. There is simply no substitute for hard work when it comes to achieving success."

The Myths

"The biggest myth that I'd like to set to rest is that women can't have a family and a successful career," says Ilene Gordon, CEO of Corn Products. "The skills that make a good business leader—organization, drive, trust, delegation and compassion—also go a long way to balance the responsibilities of work and family life."

"The myth," adds Ms. Braly, "is that women and their families don't have to make trade-offs to have an 'extreme career'; they absolutely do. How you prioritize your life and career is your choice. Once you make a decision, stick to it; don't always second-guess yourself."

The myth, continues Deanna Mulligan, CEO of Guardian Life Insurance, is "that you can have a 'balanced' life at all times."

Source: The Wall Street Journal, May 18, 2012

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

"When Doing It All Won't Do: A self-coaching guide for career women" by Barbara McEwen & John G. Agno. 

Purchase and download for the Nook eReader and iPad tablets at Barnes & Noble   for $9.99

Purchase and download at Amazon for the Kindle Edition - for $9.99   

How to Turn Your Man into a Real Life Prince

Marriage and family therapist and relationship expert Dr. Lyn Kelley, recently released her highly anticipated relationship self help book entitled “Bad Dick, Good Jane®” on Amazon.com.

The book, a hip, modern and humorous must-read for women of any age explores the age old quest of how to turn a frog into a prince.  Dr. Lyn’s latest book gives women specifics on how to act and what to say to manage a man’s behavior, make him fall madly in love and turn him into a real life prince.  The book teaches women why a “Bad Dick” is bad for a relationship and offers advice on how to spot “Bad Dicks” immediately and how to use her proven strategies to turn the tables in your favor.  The book describes the 9 worst kinds of mates “Bad Dicks” and how best to handle them like “Good Janes.”

→  Floppy Dick (Commitment Phobic, Undependable, Ambivalent)
→  Player Dick (Multiple Partners, Girlfriends, Wives)
→  Stiff Dick (Rigid, Controlling, Abusive)
→  Slick Dick (Lying, Cheating, Manipulative)
→  Selfish Dick (Narcissistic, Self-Centered)
→  Addicted Dick (Alcohol, Drugs, Porn and More)
→  Limp Dick (Non-Achieving, Lazy, Wimpy, Drifter)
→  Cheap Dick (Moochers and Misers)
→  Closed Dick (Emotionally Unavailable, Uncommunicative)

“I wrote this book for women who want to be in committed, monogamous, satisfying relationships; however, the principles apply to ALL relationships.  The most important decision a woman will ever make in her lifetime is choosing a life mate.  And if she’s already chosen one, the next most important decision a woman can make is to turn him into a prince or keep him from turning into a frog,” says Dr. Lyn.   “My book will help empower women and ensure that her mate loves her, commits to her, and consistently treats her with dignity, honor, respect.”

Rich with practical tips and techniques, including sample dialogues to help you make meaningful changes, “Bad Dick, Good Jane®” pinpoints the issues and actions that can make or break relationships and guides the reader in perfecting the skills needed to create a positive vision for their relationships while building a road map for much success and happiness.

Dr. Lyn is a passionate, caring and dedicated Licensed Marriage and Family Therapist and Certified Professional Coach.  Her lifelong mission is to help both individuals and couples lead more fulfilling lives and relationships by learning essential relationship skills.  Dr. Lyn has over 25 years of experience as a professional speaker, teacher, relationship coach, counselor, organizational consultant and writer. 

 Lyn Kelley Ph.D.: Bad Dick, Good Jane: How Good Girls Get Bad Boys to Behave, Fall in Love, and Commit (Paperback)  or Kindle Edition at $4.99 

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

"When Doing It All Won't Do: A self-coaching guide for career women" by Barbara McEwen & John G. Agno. 

Purchase and download for the Nook eReader and iPad tablets at Barnes & Noble   for $9.99

Purchase and download at Amazon for the Kindle Edition - for $9.99   

Co-Parenting

Even a casual observer of American family life knows that dads now drive kids to more doctors' appointments, preside over more homework assignments and chaperone more playdates. Research confirms the rise of co-parenting.  A recent U.S. Census Bureau report found that 32% of fathers with working wives routinely care for their children under age 15, up from 26% in 2002.

Whether it is because today's men were raised amid the women's movement of the 1970s, or because they themselves experienced the costs of that era's absent fathers, there is little question that the age of dads as full partners in parenting has arrived.

The subject is a fast-growing area of research. One recent study found that not only are men's personal identities increasingly linked to being fathers, but so is their health. In a paper presented in early May at the Population Association of America's annual conference, researchers from Ohio State University reported that more paternal involvement was associated with decreases in depression, substance abuse and risky behaviors for low-income fathers. It also improved their self-reported physical health.

Having an involved dad is also good for kids. In a study to be published in several months, Randal Day, director of the Family Studies Center at Brigham Young University, measured children's physiological responses when their fathers forgave them for a misdeed. The results showed substantial decreases in the children's overall anxiety. "We're finding that it's not the outings or fishing trips but fathers' steady emotional connection that makes the most substantial difference to their children," says Mr. Day.

As men try to be better dads, they are running into the familiar difficulty of balancing kids, career and marriage—a problem that women have been trying to manage since the 1970s. With men as with women, it is marriage itself that often gets short shrift.

"Men are experiencing what women experienced when they first entered the workforce in record numbers—the pressure to 'do it all in order to have it all,' " according to a report released by the Family and Work Institute last year. It also found that the acceleration in "work-family conflict" has been particularly conspicuous among fathers in two-income families, with 60% saying it was an issue in 2008, up from 35% in 1977. That figure remained relatively stable for women, at 41% in 1977 and 47% in 2008.

Fathers who are married to their children's mothers are, statistically, the most active caregivers. Still, it appears that today's dads often remain involved with their children even if they do not live with the children's mom or have a strong emotional connection to her.

In a 2010 report published by the Future of Children, a joint project of Princeton University and the Brookings Institution, researchers found that "involvement [with their children] is high even among fathers who are not in a romantic relationship with the mother." Even more striking, the study went on to highlight, "a high proportion of all unmarried fathers say that they want to be involved in raising their child, and the mothers say they want the father's involvement."

Source: The Wall Street Journal, May 12, 2012

A new survey reveals that working mothers care more about having flexible hours than any other benefit an employer can offer. Working mothers biggest challenge is: Work/Life Balance.  

Give the Mother’s Day Gift...that every working mom needs to reclaim her time and life.

On Mother’s Day (May 13^th) and May 14^th only, you can download to the working-mother-in-your-life's computer, eReader, tablet or smartphone for FREE the new ebook “Women and Time” that delivers exclusive self-coaching tips to help working mothers achieve better work/life integration.  Women and Time is also available in a paperback edition at Amazon.com for only $9.99.

Up to now, most time management books have been written by men who don't understand female biology or female socialization.  Is it any wonder that those time management books don't work well in relieving the pressures working women routinely face?

What makes "Women and Time" different?

North America's top coaches of executive women, Barb McEwen and John Agno, have documented over three years, proven coaching solutions that have worked well for their career women clients.  These exclusive self-coaching secrets discovered by successful women clients are now, for the first time, available to all working women.

The concept for the book came about because of very real, very important needs that their female clients repeatedly express.  Year after year, the authors have heard working women’s frustrations, and have helped them deal with massive internal conflicts.  Both society and individuals struggle with countless expectations, too much to do in too little time, and the fact that they receive little of the support or recognition they want—and deserve.

The book is intended to help a woman understand and work with her unique inner compass.  As you read the book, you will be amazed at what you learn about yourself.

“Women and Time” delivers proven time management tips that reduce stress and help you reclaim your time and life.

This self-coaching book is fully loaded with unique insights for time-strapped women:

How to manage stress

Meeting expectations: Theirs and Yours

Changing outdated beliefs

Mastering the skill of focus

How to set goals

How to schedule think times  

How to negotiate what you want

How to establish priorities and delegate

Why your attitude is everything

Buy it now -- $9.99 Paperback or $4.99 eBook on Amazon.com (or get the eBook FREE on Mother’s Day and May 14^th only)

 John G. Agno: Women and Time

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

 

Mother's Day Gift for Working Moms!

Give the Mother’s Day Gift that every working mom needs to reclaim her time and life.

On Mother’s Day (May 13^th) and May 14^th only, you can download to her computer, tablet or smartphone for FREE the ebook “Women and Time” that delivers exclusive self-coaching tips to help working mothers achieve better work/life integration.  Women and Time is also available in a paperback edition at Amazon.com for only $9.99.

Up to now, most time management books have been written by men who don't understand female biology or female socialization.  Is it any wonder that those time management books don't work well in relieving the pressures working women routinely face?

What makes "Women and Time" different?

North America's top coaches of executive women, Barb McEwen and John Agno, have documented over three years, proven coaching solutions that have worked well for their career women clients.  These exclusive self-coaching secrets discovered by successful women clients are now, for the first time, available to all working women.

The concept for the book came about because of very real, very important needs that their female clients repeatedly express.  Year after year, the authors have heard working women’s frustrations, and have helped them deal with massive internal conflicts.  Both society and individuals struggle with countless expectations, too much to do in too little time, and the fact that they receive little of the support or recognition they want—and deserve.

The book is intended to help you understand and work with your unique inner compass.  As you read the book, you will be amazed at what you learn about yourself.

“Women and Time” delivers proven time management tips that reduce stress and help you reclaim your time and life.

This self-coaching book is fully loaded with unique insights for time-strapped women:

How to manage stress

Meeting expectations: Theirs and Yours

Changing outdated beliefs

Mastering the skill of focus

How to set goals

How to schedule think times  

How to negotiate what you want

How to establish priorities and delegate

Why your attitude is everything

Buy it now -- $9.99 Paperback or $4.99 eBook (or get the eBook FREE on Mother’s Day and May 14^th only)

 John G. Agno: Women and Time

Strong Pipeline of Female Senior Executives

Companies are grooming more women for the corner office.

With a growing pool of highly qualified women and intensified investor pressure on boards to diversify corporate management teams, companies "are hiring more high-potential women who could be CEO," says Judith von Seldeneck, head of Diversified Search, a Philadelphia executive-recruitment firm.

The next wave of women who will command major U.S. corporations likely are senior managers today. "Some phenomenally well-qualified women" hold top operational jobs, says Ellen Kullman, CEO of DuPont Co.

Nearly 73% of Fortune 500 companies now have at least one female executive officer, though women comprise just 14% of executive officers, according to Catalyst, a New York research group.

In good news for the pipeline, a study conducted by McKinsey & Co. for The Wall Street Journal, found that 24% of senior vice presidents at 58 big companies are now women.  However, a lack of profit-and-loss experience may stall some women's progress.

Source: The Wall Street Journal, April 30, 2012

 John Agno: 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

Paid Parental Leave Study

According to a new study released today by the Center for Women and Work (CWW) at Rutgers, The State University of New Jersey, and the National Partnership for Women & Families, public policies can substantially increase workers’ utilization of paid leave as well as the duration of leave following the birth of a child.  Given the variety and magnitude of positive health and economic benefits associated with paid leave in previous studies, Policy Matters, Public Policy, Paid Leave for New Parents, and Economic Security for U.S. Workers concludes that paid leave policies can be viewed as proactive public investments in the health and well-being of children and families in the United States.  

“We talk a great deal in the United States about the importance of bonding and child development, especially for very young children.  Some women, particularly those in higher-paying jobs, have long had access to paid time off to care for and bond with their new babies.  Many other women and most men, however, have been waiting a very long time for this opportunity,” said Professor Linda Houser, an affiliate fellow at Rutgers’ Center for Women and Work, Assistant Professor at Widener University, and co-author of the report.  “Our research shows that ‘family-friendly’ public policies extend access to paid leave and thus to the health and economic benefits long associated with leave-taking.”  

By comparing the use of paid leave for new mothers and new fathers in states with and without public paid leave policies, the research shows that such policies increase workers’ access to paid leave after a child’s birth.  This is particularly true for low-income working women, who are least likely to have access to paid leave through their employers. The research also shows that public assistance and food stamp receipt are lower for new mothers who live in states with paid leave policies, especially when these mothers use the paid leave available to them. 

“At a time when millions of women throughout the United States are both breadwinners and primary caregivers for their families, this powerful study shows what we have long suspected -- that common sense, paid leave policies make it significantly more likely that new parents are able to take the time they need when a child is born,” explained Debra L. Ness, president of the National Partnership for Women & Families.  “Prior research has shown that when workers take paid leave, their families' health and economic security improves, they are less reliant on government assistance; and businesses benefit. This new study suggests that all families, businesses, and our economy could be reaping these benefits if paid leave policies were a national standard.” 

Policy Matters is the second study commissioned by the National Partnership for Women & Families with funding from the Rockefeller Foundation. It finds that: 

• In states with Temporary Disability Insurance (TDI) or Paid Family Leave (PFL) policies, women are twice as likely to take paid leave following the birth of a child than are women in states without these policies.
• The effect is even larger for low-income women, who are least likely to have access to paid leave through their employers.
• In California, which has a long-standing TDI program and the first PFL program in the nation, women are more likely to take paid leave than are women in other states.
• The California PFL law resulted in a sharp increase in men’s leave-taking following a child’s birth. For the average new father in California, the predicted likelihood of taking paid family leave following a child’s birth more than doubled after the implementation of the new law.
• Women in states with TDI or PFL programs are less likely than women in other states to receive public assistance or SNAP (food stamp) income following a child’s birth, particularly when they also take paid leave.

“Although access to unpaid leave is far more widespread, many U.S. working families are unable to afford time off without pay,” said Karen White, director of CWW’s Working Families Program. “This new study demonstrates that basic, ‘family-friendly’ policies are necessary, not only for workers, but they are also beneficial to businesses and communities.” 

To view the full report, go to www.smlr.rutgers.edu/cww-report-policy-matters.

Working Mom Expectations

Women are overburdened and consumed with unrealistic expectations of maternal perfection, to their own personal and professional detriment.

In some circles, babies are expected to be strapped onto their parents’ bosoms for the first six months of life, fed organic, homemade baby food, and taught Mandarin as they toddle around in their diapers. Anything artificial, processed, or automated is rejected as bad, even if it would make life dramatically easier. Almost all the additional labor required to adhere to these impossible new standards falls on the shoulders of women. It’s a major force behind the so-called Opt-Out Revolution that was widely discussed a few years back, a symptom of the disease that had women fleeing law firms and consulting shops in droves to become stay-at-home moms.

According to Elisabeth Badinter, author of The Conflict: How Modern Motherhood Undermines the Status of Women.  “Over the last three decades, almost without our noticing, there has been a revolution in our idea of motherhood.  This revolution was silent, prompting no outcry or debate, even though its goal was momentous: to put motherhood squarely back at the heart of women’s lives.”   The list of culprits Badinter sees behind this dark transformation includes doulas, feminists, pediatricians, midwives, critics of day care, anyone responsible for the “radical condemnation” of alcohol and cigarettes during pregnancy, and, most important, the mothers who buy into it all.

Badinter probably never had to face the parenting dilemmas that women with 70-hour-a-week jobs do.   Although she has three children, now grown, she also happens to be the daughter of the founder of the Publicis (PUB) media conglomerate and its largest single shareholder, making her one of the wealthiest people in France.

French women benefit from generous maternity leave, and the country is filled with high-quality, government-subsidized day-care centers. The men aren’t any more helpful than they are anywhere else, according to Badinter, but at least society as a whole shares some of the responsibility. This may account for the country’s relatively high birthrate compared with the rest of Europe.

Young women who had been brought up to believe that work and career should define them “were receptive to the new order of the day: children first.”   Badinter believes this new “maternalism” is as effective at holding women back, career-wise, as sexism ever was.

Source: Bloomberg BusinessWeek, April 30, 2012

 Elisabeth Badinter: The Conflict: How Modern Motherhood Undermines the Status of Women

 John Agno: 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

  John G. Agno: Women and Time

How Successful Executives Achieve Work/Life Integration

By Dave Goldberg, CEO of SurveyMonkey and husband of Facebook COO Sheryl Sandberg

I like to work.  I like building companies and creating things with smart people. When I met Sheryl, I knew she felt the same way.  It would have been weird for me to expect one of us not to work after we had kids.  I’m not willing to not work.

If Sheryl had ever said, “I don’t want to work,” that would have been okay.  It never came up.  I’m glad she works.  I think it’s good for her.  It’s good for our relationship.  I think it’s good for our kids. I grew up with both of my parents working, and I liked it.

I started my first company [Launch Media] at 26. I took it public, then sold it to Yahoo! and stayed another six years. That meant I was commuting between San Francisco and Los Angeles.  After the fourth or fifth time stuck at LAX for five hours on a Friday night, I realized I was spending most of my time at the airport.  I felt I wasn’t helping enough at home or getting stuff done at work.  It was hard to leave a business I’d built, but I quit.

Soon after that, Sheryl joined Facebook.  I decided to not take some opportunities because I knew her job would involve a lot of travel.  SurveyMonkey was the perfect situation. We bought control from a founder who wanted help in taking it to the next level.  I moved the company from Portland to Palo Alto.  It was the right place to hire talent, and I wanted to be close to family.

It’s important to us to have a family dinner routine.  When I was a kid, we had our family meal in the morning.  My dad made breakfast.  In today’s busy, hectic world, you have to fight for that kind of consistent family time together.

I leave at 5:30 to get home for dinner.  When Sheryl [who recently revealed that she, too, leaves work at 5:30] said that, it was a big deal.  I don’t think anyone’s going to care that I leave at the same time.  We’ve always done it.  Sheryl didn’t feel comfortable talking about it publicly.  Nobody asks me about it publicly, so I didn’t have to worry about that.  People know I have a wife with a big job.

Our son is 7 and our daughter is 4½.  One of us is home almost every night for dinner.  Both of us are home probably four nights a week.  We schedule work dinners after the kids go to sleep.  We’re fortunate we’re able to afford some help.  We get to spend a lot of time on our kids instead of mowing the lawn.

Source: BloombergBusinessWeek, April 23, 2012

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

 John Agno: Decoding the Executive Woman's Dress Code

 John G Agno: Women, Know Thyself: The most important knowledge is self-knowledge.

 John G. Agno: Women and Time

Coaching isn't just for athletes at college

Executive-style coaching is making its way onto campuses across the country as schools struggle to keep students from dropping out.  Only 58 percent of full-time freshmen enrolled at four-year institutions in 2004 managed to graduate by 2010, up one percentage point from the year before, according to the latest available data from the Department of Education.

Coaching has helped California State University's Monterey Bay campus beat those odds, says Provost Kathy Cruz-Uribe.  Last year, 78 percent of freshmen returned to school as sophomores, up from 65 percent in 2006-07, the year before the school added its coaching program.  “If you’re the first one in your family to go to college, you may not know how to navigate the university and take advantage of the resources in the best way,” Cruz-Uribe says.  “Coaches can really work with us to ensure the success of our students.”

In much the same way career coaches help executives reflect on their job performance and goals, student coaches talk with freshmen about studying, financial challenges, family issues, and long-term planning. Eric Bettinger, an associate professor at Stanford University’s School of Education, compared the academic records of more than 13,500 students; half had received coaching and half hadn’t. He found that freshmen in the coached group were 15 percent more likely to still be in school 18 to 24 months later.

Many universities are starting to build their own coaching programs, says Luke Iorio, president of the Institute for Professional Excellence in Coaching, a training company. Iorio says his group is teaching counselors and career advisers to become coaches at four U.S. schools and is negotiating with about a dozen others. “We are seeing more schools move … to take these coaching services in-house,” he says. “Universities already have a significant investment in student counselors and services, so this is a way of adding on to what they are already doing.”

Sundar Kumarasamy, vice president for enrollment management at the University of Dayton, has made coaching services available to the Ohio school’s 2,000 freshmen for the past two years.  About 400 students signed up this year, and the school pays about $200,000 annually to work with them, he says.  Since hiring the coaches, Dayton’s retention rate has gone from 87 percent to 89 percent, Kumarasamy says.  Even a “1 percent increase in the retention rate can translate to multimillion dollars in revenue” for the university, he says.  “It makes so much more sense to keep students rather than lose them.  It is not only the right thing to do, but it is financially much more viable for the university.”

Source: Bloomberg BusinessWeek, April 23, 2012

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

 John Agno: Decoding the Executive Woman's Dress Code

 John G Agno: Women, Know Thyself: The most important knowledge is self-knowledge.

 John G. Agno: Women and Time