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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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

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

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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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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

 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

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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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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When it comes to anger....

Anger is so strong that it has the capacity to change others' behavior.

No human emotion has the capacity to bend the will of another the way anger can, especially when anger turns to aggression.  But the emotion of anger that we often experience as humans is not always, or even usually, expressed as outward and violent aggression. 

Humans do not act on instinct alone.  Often, people turn these emotions inward to later surface as depression or bitterness.  Anger's power over us individually is immense, and its ripple effect throughout all aspects of our lives--our relationships, careers, educational experiences, health--can be life altering, even devastating.

Although it may seem that our responses are spontaneous and uncontrollable, each one is actually profoundly under our control.  We have a choice of what to do and how to express our anger.  This ability to choose develops as we grow older.

Uncovering what is really making you or another person angry is key to figuring out how to defuse anger.  Like the martial arts master who uses the energy of the opponent to power his own moves, each of us has the ability to detect, harness and train the force of anger in ourselves and others.

It is helpful to recognize that anger is actually a secondary emotion, the offshoot of many possible situations: disappointment, mistreatment, misunderstandings, unmet expectations, feelings of rejection, feelings of being “marginalized” or made to feel unimportant, to name just a few.  

Stress lies at the base of anger, but stress by itself doesn’t cause anger.  Each of us triggers anger through our “self-talk” and how we fixate on the expectations we place on ourselves and others. 

Negative triggering thoughts might include blaming another person for intentionally doing us wrong or blaming someone for failing to adhere to our standards and expectations. 

Through this self-talk, we transform the other person into the offender, relieving ourselves from taking responsibility for our own behavior. It’s a lot easier on us to blame others, but, let’s face it, we need to grow up and take responsibility for our own actions and reactions.  

Anger can surface as a result of feeling overwhelmed by our roles and it’s important to recognize that no one can make us angry. Only we can pull that trigger. Stemming from the negative or hurtful messages we tell ourselves, anger can powerfully work us up.  And, as we all know, swallowing our anger or lashing out are two completely unproductive ways of handling an explosive situation. Since anger is a valid emotion that wastes so much of our precious time, let’s choose to make our anger work for us, not against us.  When a person or a situation has violated or offended us in some way, we must protect ourselves by establishing personal boundaries.  

Volumes of books have been devoted to the management of anger and the practice of boundary-setting. If these are issues that have ballooned in your life, look into anger management and boundary-setting in greater depth.  

Don’t hesitate to seek professional help—remember you don’t have to handle everything on your own. We can choose to take control of all aspects of our lives. Liberating ourselves from anything that jeopardizes our health, welfare, or pursuit of happiness is worth every effort.  

Often, the very best response to a bad situation is to shrug our shoulders.  Even better, have good laugh at the situation. Laughter is not only the greatest medicine, it is also the greatest tool for gaining perspective and releasing tension and anger. A hearty laugh will unwind even the tightest knots in our stomach. Laughter can help us live longer, happier, and more peaceful lives.  

Sources:   Joseph Shrand: Outsmarting Anger: 7 Strategies for Defusing Our Most Dangerous Emotion

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

 

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The workbook edition of "When Doing It All Won't Do: A Self-Coaching Guide for Career Women" is intended to help you get in touch with who you are and where you want to go.

It is based on the principle that all things are created twice—first in our minds, and secondly in our actions; to gain a clear understanding of our destination.  It means understanding where you are now, so you can make sure that the steps you take are always in the right direction.  

We’ve all taken on tasks and then asked ourselves why.  We need to understand that there is a huge difference between being busy and doing the things that will help us achieve our goals or calling.  It is amazingly easy to be blindsided by the things that matter least when what we want to be focusing on are those things that matter most.

When we have a destination in mind, we need a good compass or GPS system—and even then, it is easy to get off track. This is where we must rely upon our inner compass.  This book is intended to help you understand and work with your unique inner compass.  As you complete the exercises in the workbook edition, you will be amazed at what you learn about yourself.

Change is within your reach. You can learn to manage your time and your life in a way that will give you peace, a sense of fulfillment, and the strength to give yourself permission to do what is best for you.  

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 more satisfied we will become with our life.  

Self-knowledge is the operant word.  

This book 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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As Sheryl Sandberg of Facebook tells it, what accounts for her spectacular leap to leadership is her unfettered embrace of career opportunity. By “leaning in,” she maintains in her new book, she has been able to join the male-dominated ranks of corporate executives.

But it’s simply not enough for a woman to put her self-doubt aside, grab hold of ambition and aim for the top, as Ms. Sandberg advises. A woman needs someone to lean in with her. That’s according to recent research by the Center for Talent Innovation, an organization I founded that focuses on advancing women and minorities.

To get ahead, women need to acquire a sponsor — a powerfully positioned champion — to help them escape the “marzipan layer,” that sticky middle slice of management where so many driven and talented women languish.

A two-year study, which sampled some 12,000 men and women in white-collar occupations across the United States and Britain, shows how sponsorship — unlike mentorship, its weaker cousin — makes a measurable difference in career progress.

Mentorship, let’s be clear, is a relatively loose relationship. Mentors act as a sounding board or a shoulder to cry on, offering advice as needed and support and guidance as requested; they expect very little in return.  Sponsors, in contrast, are much more vested in their protégés, offering guidance and critical feedback because they believe in them.

Sponsors advocate on their protégés’ behalf, connecting them to important players and assignments. In doing so, they make themselves look good.  And precisely because sponsors go out on a limb, they expect stellar performance and loyalty.

It’s not easy to find a sponsor. You need to earn this kind of investment. “Sponsorship only works when it’s a two-way street,” says Patricia Fili-Krushel, chairwoman of the news group at NBCUniversal. “It can’t be just ‘Gimme, gimme, gimme — I need help, I need advice.’ ” You must demonstrate that you’ll deliver outstanding performance — “you’ve got to consistently make your boss look good,” she says.

“Trust is at the heart of this relationship,” says Kerrie Peraino, global head of talent at American Express. “When I put my faith in up-and-coming talent and become their sponsor, I need to know I can totally depend on them — because they are, after all, walking around with my brand on.”

It’s in this area of trust that women and minorities often fail to get the help they need. When it comes to figuring out whom to sponsor, senior leaders — typically white men — most readily turn to the people they feel most comfortable with. Most often, that means other white men.  Employers need to work to counteract this natural tendency.

Source:  The New York Times, April 14, 2013, by Sylvia Ann Hewlett, an economist, is the founding president and C.E.O. of the Center for Talent Innovation in Manhattan and the author of “Forget a Mentor, Find a Sponsor,” forthcoming from Harvard Business Review Press.

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Bias in the Workplace

 

 

 

Women in large numbers believe they face disadvantages in the workplace, including lower pay than men and other forms of discrimination.  

Decades after women began flooding into the workforce, 84% of women say men are paid more for similar work, a view borne out by government data but which draws agreement from only two-thirds of men.  More than four in 10 women say they have faced gender discrimination personally, most often in the workplace. Both findings are little changed from a 1997 survey.

But despite the perceived challenges in the workplace, a growing number of women say they can strike a balance between work and home life.  The share who say most women can't "have it all'' without making a lot of sacrifices at work and at home has fallen from 78% in 1997 to 66% today.

The poll of 1,000 adults, conducted April 5-8, reflects a current robust debate about women in the workforce. Sheryl Sandberg, the chief operating officer of Facebook, is urging them in a new book to "lean in"—to stop holding back their ambitions and to work harder to overcome barriers.

Younger women, in particular, are less inclined to agree that they can't have both a work and home life without making many sacrifices, with 38% of those aged 18-34 saying they disagree with that statement, compared with 31% aged 35-54 and 32% of those older than 55.

Men diverge little from women on the ability of women to balance work and home lives, but they are less likely than women to see discrimination in the workplace.

Source: The Wall Street Journal, April 12, 2013

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