CAN FEMALES SHATTER THE GLASS CEILING?
The simple answer is “not yet”. Although women are breaking into the “C” suite in a powerful way we are still the “minority” in top positions in most US and international firms. According to research from Grant Thornton International, women hold 24 percent of senior management positions globally and 20 percent in the U.S.
There are many examples of women breaking the barrier. Mary Barra made history last year when she became the first woman to lead the development of new cars and trucks at General Motors Co., the world's largest automaker and Virginia Rometty became the CEO of IBM, the first woman to head the technology giant in its 101-year history.
Many believe the “glass ceiling” metaphor may be a little too strong at this point but most agree that there are obstacles that exist for women specifically that do not exist for men. In this litigious society companies need to be very diligent in training their management staff in anti-discriminatory behaviors. Examining whether gender bias exists and how to correct it can be a very important process for a company. By training management to ignore bias a company may find that more women are promoted into prominent positions. Having a diverse “C” level management team will help the company grow and expand into areas not previously tapped into.
Even if you argue that the opportunities for women are increasing the salaries still lag those of our male counter parts. Though women make up nearly half the work force, they account for only 7.5 percent of the top-earning executive officer positions at Fortune 500 companies in 2011, according to Catalyst, a New York-based research organization that seeks to expand business opportunities for women. According to the U.S. Bureau of Labor Statistics, women in 2010 earned 81 percent of the median weekly earnings of their male equals.
Some additional disturbing statics are that women held only 16 percent of board seats at these large companies and more than a quarter of the Fortune 500 companies had no female executive officers.
The recession hasn't helped professional women either. In a 2008 study, Catalyst found that women in senior management positions were three times more likely to lose their jobs than men in similar positions.
Women need to be more aggressive about seeking advancement and asking to be heard by the decision makers. We are all responsible for our own careers and negotiating for better pay, benefits and visibility is part of that equation. If we want to be equal we need to act like an equal. Women are so used to being second fiddle we tend to shy away from bragging about our performance and asking for more.
This may be the time for us to use our voices and get what we want and deserve!
FIVE WAYS TO SPRING BOARD YOUR CAREER
Tips on how to improve your position in the job market, move ahead in your current company and stay abreast of changes in your field.
Ever feel bored in your job? Is your position getting stale and has the learning curve flattened out? Feel like you are not progressing in your career at the rate you would like? These situations are very common for many professionals. The question is what can we do about it?
Many “employees” believe their company will provide for cross training and career development opportunities to remedy this problem, and in some cases they do. Below find five ways to take charge of our own career path and develop your core competencies and skills.
Training
There are many different types of training that can assist professionals in gaining key competencies and skills necessary for their jobs. If your company offers in-house training sessions make sure you avail yourself of all the appropriate sessions. If your organization does not offer training on a consistent basis, take the initiative to research various programs either in house or outside the firm and make a case to upper management why the training will help drive the bottom line. Attend on-line training sessions, seminars with speakers that are subject matter experts, webinars, and/or training classes at established facilities to obtain additional knowledge.
Learn new technologies
Technology is changing daily and it will take a concerted effort to stay abreast of all these changes. Ask a co-worker or a friend that is good at a certain program or system to teach you how to use it, go to a training class or buy a tutorial to keep you up to speed.
Network
Become a member of a professional group pertaining to your industry and/or profession and attend networking events to broaden your knowledge and network of professionals. Your professional network will help expand your knowledge base by sharing ideas and best practices, recommending proven vendors and by acting as a sounding board for difficult questions.
Utilize Social Media
Stay current on the latest innovations in your industry by getting involved with social media sights such as FaceBook, Linkedin and Twitter. Each sight has professional groups you can join and search features to help get information pertinent to your industry.
Volunteer
Besides being a civic responsibility, volunteering can provide many unique opportunities for professional and personal growth. It can provide situations to use underutilized skills and hone new skills as well as widening your network of contacts.
Actively managing your career will have positive results for your professional growth and job satisfaction. Setting long and short term goals for your career are crucial steps to take in order to achieve a success. Remember to break your goals down into actionable, achievable steps that will lead you where you want to go.
10 WAYS TO DISCOVER YOUR CAREER POTENTIAL
Whether you are in the job of your dreams, unemployed or under employed identifying your career potential is one of the most important factors contributing to your career success. Defining “career potential” is the first step. Be careful not confuse it with the corner office or a big salary. Career Potential is personal and will be different for everyone. Webster’s dictionary defines potential as: “inherent ability or capacity for growth and development; having possibility”. Career potential can then be defined as the career that matches your full ability and capabilities. Your career potential will set you apart, distinguish you and chart the course for your career advancement. Think of it in these simple terms; “where are you today and where do you want to be professionally”.
Let’s look at the 10 steps below that can guide you to discover your career potential:
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Define what you like to do. It’s hard to be successful at something you dislike doing. We spend more waking hours at work than we do anywhere else, so finding what motivates us will put us one step closer to finding our true potential.
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Identify your best attributes/skills. List the most competent skills and attributes you possess. Cross-reference this list with what you like doing and note where there are similarities. Learn to clearly communicate to others your strengths so you can utilize those skills on a consistent basis and develop them further.
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Recognize your weaknesses. You have 2 choices; except that no one is good at everything or improve your weaknesses so they are at least adequate. Weaknesses can include personal attributes such as having a temper or skills such as typing.
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Get out of your comfort zone. Take on new projects or responsibilities and don’t be afraid of failure! Trying something new can expand your knowledge base, teach new skills and build confidence. Invite criticism so you can learn from your mistakes.
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Expand your knowledge, skills and abilities. Take a class, complete a new certification or ask a co-worker to teach you their job. Besides helping to make you more employable, expanding your knowledge will help you realize your potential.
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Join a networking group. Meet with other professionals, formally or informally, to learn about different career paths and how to get there. Network within your organizations to develop relationships with key stakeholders. Take the necessary steps to build solid communications with upper management and the “C” suite executives.
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Volunteer. Find a way to “give back” and help a local charity, house of worship or even coach a sports team. You will discover that you get as much as you give because volunteering expands your network of people as well as your skill set.
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Take an assessment test. There are many tests you can take to help you ascertain your potential, Myers Briggs being one of the most popular. While these tests are not absolute, they can give significant guidance to individuals about their career path.
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Ask those closest to you. Solicit opinions from those around you such as friends, co-workers, family and customers concerning what they think you do well, and not so well. Sometimes we have a totally unrealistic view of ourselves, for better or for worse.
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Where do you see yourself in 5-10 years professionally? Make a plan: visualize where you want to be and identify what skills, attributes, education and experience you need to get there. Take proactive steps to gain the necessary competencies to help you succeed.
The true key to Career Potential is liking what you do and doing it well. Working up to your full potential is giving your most in every situation. Remember to be realistic and truthful when determining the goals for your career. It is important to understand that one person’s potential may be starting their own business while another’s may be working as a cashier and having a lot of time off for family and friends. The secret is defining the career potential that is specific to you and embracing it!
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TWEET, TWEET, YOU'RE HIRED!
Social Media as a means to connect employer and candidate
Social media is changing the landscape for literally everything. You can buy things, sell things, communicate with people from other countries and yes even hire people using social media. With the current economic squeeze, many companies are finding social media to be an inexpensive way to communicate their job openings and attract quality candidates. Currently the baby boomers make up most of the job force, but as they retire companies will need to reach the “gen X” and “gen Y” populations and will need to adapt their marketing efforts to attract these very “tech” savvy generations. In today’s 24/7, global environment social media offers a cost effective and fast means of connecting companies to the employees they seek as well as providing valuable information and connections for the job seekers themselves.
A sampling of such sites includes LinkedIn, Twitter, FaceBook, Plaxo, Ziggs, MEETin, Spoke, NetParty, Foursquare and Jigsaw to name a few. Rather than looking at these technologies as “only for teenagers” recruiters and job seekers alike must embrace these sites within their search to fill and get new jobs. Referrals can be a major source for job placement, but social media proves to be the best way to reach the passive candidate pool. Likewise, job seekers will find great success in searching for connections to future job openings and potential hiring managers by properly utilizing social media. In addition, social media allows recruiters/companies to market the positive attributes of employment with their company and engage candidates that seek the same culture and mission.
Dangers of Utilizing Social Media for the Employer
Companies need to be aware of the laws and procedures that need to be followed when using social media. When communicating your companies brand be mindful of how you relate it and what you hope to accomplish. Management must decide how they want to attract candidates and what the corporate culture/message should be. For example, do you want to publicize that you have great benefits and a company gym on premises or that you are a leader in your industry.
Stay alert to any indication of bias. The Internet offers so much information about potential hires that it threatens to influence recruiters' perceptions and hiring decisions. Training and education will play an important role in successful and non-discriminatory recruitment.
New York and Colorado have enacted “Off Duty Statues” to protect employees/candidates activities outside of work. Be careful not to act upon information you have found on social media that may be discriminatory or illegal. Be aware that social media efforts take time, specific training and effort to manage.
Dangers of Utilizing Social Media for Job Seekers
Anything that goes on a social media site is fair game to employers. Be careful what you post on social media, including the pictures you choose to share. LinkedIn is the preferred site for recruitment, but recruiters may search your FaceBook page and review your Tweets before making their final hiring decision. Try to keep all public information professional in nature so that your qualifications speak for themselves. One key word of advice: don’t ask for a job, instead, strive to make connections with hiring managers and explain how you can “help” their company be successful. Give specific accomplishments that you have achieved in prior positions that relate to your targeted company.
Social media can be a very useful vehicle for both job seekers and recruiters alike. Caution and professionalism are the key words to keep in mind. Don’t hesitate to “jump in” to this exciting new world of technology meets social networking!
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