For women in business regular reflection is a critical success skill.  Women who set aside time to think deeply about the journey they have been on, the current road they are traveling and how these compare to where they want to go are often women who are not only successful but also feel a deep sense of peace and satisfaction with their success.  Women have many choices but seem to be less inclined than their male peers to invest in themselves in a mindful manner.  Could this be socialization telling us we are selfish if we take time for ourselves?  We often have many roles we play simultaneously both at work , home and in our community.  As a result of all of these roles we are very rarely without a “to do” list.  A constant focus on getting things done can paradoxically cause us to lose sight of what we are doing. 

Most of us are somewhat familiar with the phrase ”I was on auto pilot”.   ”Auto pilot” is the interesting phenomenon of engaging in an number of tasks with out conscious awareness of the activity or of time going by.   Driving is one of the most common “auto pilot” experiences.  Have you ever driven a familiar route only to arrive and realize you have no memory of the road, stop lights, traffic or turns because you were so deep in thought?  Your subconscious mind was executing tasks while your conscious mind was engaged elsewhere. Occasionally we find we have actually driven somewhere we did not intend to go.  Are there aspects of your life where you are not satisfied?  Could these also be the areas where you are living on “auto pilot”?  

A good friend of mine often says:  success is not success if you wake up one day and realize you are having a “near life experience”.   Somewhere along the way the life you have created is not a life that brings you happiness, satisfaction or peace.   One way to avoid getting too far from the journey you really want to be on is to set aside time at least once a year- but ideally more often- to think deeply about the aspects of your life that are most important to you.

At any given point and time in our lives we are at different levels of satisfaction with major life areas. Most people are rarely in alignment on all important life areas simultaneously.  Possibly this sense of striving is what it means to be human.  Work-Relationships-Money-Spirituality-Health are examples of some of the major life areas to be considered.  Whether you are a linear thinker or more creative in your approach it often helps to use unfamiliar methods to delve into your conscious and unconscious dreams and goals.  Find a quiet and comfortable place.  Close your eyes, take time to breathe and let go of whatever is on your “to do” list this moment.  Use words or use pictures to tap into how you see each major area of your life.    Consider the major life areas one at a time.  Take a few moments to picture one area of your life.  Allow any words or images to come up and record them.   Take time to consider each life element important to you. After considering the life areas review what has come up for you.   Patterns emerge in terms of the areas you feel positively about and those that may not be a fully developed as you would wish.  Use this thinking as a starting point to uncover the elements of your life that you want to work on in the coming months and/or years.  It may be obvious what your next step is -where you want to go with what you have uncovered.   On the other hand it may be foggy- a sense that there are areas you are not where you want to be but you do not know what step to take next.  If foggy, take baby steps. Think about the questions you need answered before you can determine where you want to go.   Set out to answer these questions for yourself.  Often sharing what you have uncovered with a friend or coach can bring new insights to this work.  Fear or anxiety about pushing into uncomfortable areas is normal. Your pace is determined only by your sense of urgency in creating the life you want.

Thinking strategically about your life just as you would about your business is an important skill that successful women employ.   “Resolve” to give your self the gift of time to engage in this reflection regularly this year and beyond.  Each of us make life adjustments along the way, this is just part of living.  The skill  of regular and strategic reflection can keep you closer to the life journey that will be most authentic for you.  Wishing you productive reflection!

This campaign is not about investing in girls to the exclusion of boys.  This is about understanding the impact we face if girls are marginalized.  The impact if girls are not receiving the same amount of investment and opportunity as boys.  This is about protecting girls, boys, men and women.  This is about protecting societies. Girls and their fate impact the fate of the culture and country overall.  Girls and their fate impact  overall economic development, public health,population growth and much more.   Take just a few moments to learn more about the plight of girls in countries all over the world and how it might impact us all. The first step is always raising awareness.  Understanding deeply the price we pay any time a portion of the population being marginalized.  Eventually it impacts all of us.

Jill feels as if she works tirelessly to stay connected in the organization and to expand her network. She has been successful in this regard and is networked and capable of tapping into opportunities.  She feels she has to prove herself every day when she walks through the door and again if she is working toward a significant opportunity in the company or the market. She feels when she speaks she must work much harder to be heard and taken seriously then her white male peers.   She feels that her superiors are not connected to her and that she is not on their radar screen.  She has observed the favoritism or advocacy circles that drive the assignment of opportunities, promotions and pay increases.  She has managed to tap into these organizational circles from time to time, but also notes that she has to assimilate in order to stay connected.  She is uncomfortable with the degree of assimilation required.  She understands that this assimilation also limits the value she may bring to the company. She has come to the conclusion that the energy she is pouring into trying to fit into the organization could be better applied to her work if she was in a more inclusive environment.  Her exploration of the industry marketplace has turned up options.  She knows she has many career opportunities.  She cannot envision herself staying where she is, on the outside looking in, trying to gain access daily for the undefined and long term future. 

The sustainability of our companies is dependent upon attracting, retaining and developing the best talent.  A significant portion of this talent consists of individuals who represent something different then our current executive ranks.  Our ability to develop and bring new solutions to new markets is dependent on our success in creating an inclusive culture that supports a very broad level of diversity.  Diversity in thought, lifestyle, ethnicity, gender, education, socioeconomic experience and much more.  Creating an inclusive culture can be accomplished with targeted effort.  How do we attract, retain and develop the individuals who represent the change we need for the future while we continue to work on our culture? 

What can an organization do now to retain and develop top talent like Jill?  One of the most important strategies that an organization can employ is targeted advocacy.  In corporate america advocacy relationships drive talent development and career navigation.  These relationships are a natural part of our organizations and have been so for decades.  Advocates not only understand how to navigate through an organization to access key opportunities and networks at the most appropriate junctures of a career but they also use political capital to facilitate these moves for their protégés.  Advocates also help the protégés to become visible in ways that individuals cannot do for themselves.  These relationships exist and drive our organizations.  These relationships are essential for progression to positions of leadership.

It is critical to note that for individuals who represent something different from the norm, the advocacy relationships do not form as naturally as they do for the majority group.  Human beings are drawn to individuals who remind us of ourselves, those we can identify with.  This is especially true of advocacy relationships that form naturally in corporate settings.  This is significant and an important element in Jill’s story.  How can a person like Jill reach the conclusion that the price to pay for success in this organization is too high?   As a prior high level executive, I would be the first person to acknowledge the road is long and challenging.  We expect to work hard to attain this goal.  What is lost on those of us who may represent the majority is that the path is not the same for those who are diverse, those who may represent our future.  The path is much harder every day in so many ways.  When we hear that these individuals do not want to do what it takes to succeed we must understand that in significant ways we are asking them to do more then we have had to do.  This is true for women, minorities, those with different educational or socioeconomic experiences, those with different lifestyles, or those that represent any significant difference that currently requires the individual to suppress a part of themselves in order to assimilate and be accepted. If you are a member of the majority and dominant group, the need to suppress fundamental elements of who you are to succeed may sound like fiction. Those who represent diversity in the ranks of your company would assure you that the energy it takes to try to be a fully accepted and engaged member of the organization is significant.

Advocacy relationships must be in place for all of our top talent.  If left to chance, the relationships will most likely not be in place for the individuals who represent a critical part of our future because they represent something different.  Targeted Advocacy Programs are not difficult to implement.  The ripple effect benefit of these programs is immense.  One method of shifting culture is to work closely with those individuals who represent the future.  Bias is generally unconscious.  Bias begins to break down as we gain personal experience interacting with individuals.  Both the advocate and the protégé learn from these relationships.  

For more information on Advocacy Programming contact mbennett@mlbennettconsulting.com

 ” A startling thought this, that a woman could handle business matters as well or better then a man. Never before had she put this remarkable idea into words.  She sat quite still with the heavy book on her lap, thinking how in these past lean months she had done a man’s work and done it well.  She had been brought up to believe that a woman alone could accomplish nothing.  Why…. why….her mind stuttered, I believe woman could manage everything in the world without a man’s help-even having babies.  With the idea that she was as capable as a man came the sudden rush of pride and a violent longing to prove it, to make money for herself as men made money.  Money that would be her own, which she would neither have to ask for or account to any man.”  

Gone with the Wind, Margaret Mitchell, 1936

As I read these words recently- It occurred to me how very remarkable it was that Ms Margaret Mitchell put these words into print in 1936.  I found myself thinking about how diverse this perspective was in the 1930′s and how accurately predictive. 

One of the elements of the business case for supporting the progression of women in business is the need for diversity of thought on our leadership teams.  Of course we need all types of diversity of thought – not just gender diversity.  But lets think about this for a moment- does it really matter to have a woman’s perspective where there are few?  Are there things that a woman might thing about at crucial times that a man might not?  Do women bring a unique perspective at times that represents a view of the future that might not be presented if they were not there?   Imagine Ms Mitchell, author of Gone with the Wind, on a marketing team in the 1930′s? Or on a new product team? Or working in an advertising team for a product aimed at women?   I suspect she would bring a very different view from the status quo.  It certainly takes courage to speak about radically new views that reshape the future.  We need brave men and women to raise their voices.  How many boardrooms and executive office suites would read the Gone With The Wind quotes above and still find themselves questioning the validity of these thoughts today, over 70 years later.  The answer is : too many.

 Due to the challenging economy and increased focus on revenue generation and business growth the timing is right for women’s leadership initiatives to be a catalyst for increasing organizational market visibility.  All corporate initiatives are called to directly support business strategy in the best of times and these are not the best of times.  It is possible to tap more deeply into existing markets and enter new markets by promoting the organization’s interest, thought leadership and progress in the advancement of female leaders. 

Becoming more targeted in efforts to bring market focus to the organizational activities and progress in retaining and advancing women links directly to common strategic goals.

• Growth goals 
• Increased visibility & external profile in existing geographies
• Increased profile in new markets targeted for future growth
• Strong links and leadership opportunities with local organizations to enhance community profile
• Targeted growth through female consumers, business owners and business decision makers
• Attraction , retention and development of female talent thru visibility in local organizations and events where many of the most talented female executives and managers participate
• Increased visibility on the organization as a great place to work for all
• Additional access to female leaders within the marketplace who serve as role models and business development contacts

Consider the following data points:

• 40% of all privately held businesses are owned 50% or more by women(increasing at twice the rate, 17% versus 9%)
• One in seven of all employed persons in the United States are employed by a women owned business, 19 million people nationwide
• Women owned business account over 165 billion annually in business expenditures in areas such as information technology, telecommunications, human resource services, financial and tax products and services.
• The purchasing power of women is larger then the purchasing power of China and India combined.

 As a result of the above data points, industries such as banking are defining women as an important target market both in consumer and commercial commerce. 

Organizations with initiatives targeted at the attraction, retention and advancement of women are positioned well to tap into new and growing markets.  Stay tuned for best practices on leveraging your women’s initiative for market growth.

mlbennettconsulting.com          //                        twitter:  mbennettwil

Below are two critically important topics for Women in Business

 1- Are you working on the right things?     2-Do the right people know you are working on the right things?

These two topics are important guiding rules for women navigating a career in business- particularly in professions that have historically been male dominated.  One of the reasons these two topics are critical for women is because of the lack of  naturally forming advocacy relationships.  Advocacy relationships are critical and form more naturally for men in business for a variety of reasons. Advocacy relationships are essential for learning what the “ right things” are and for becoming visible to the “right people”.  This is not about hard core politics.  This is about tapping into the natural stream and flow of organizational relationships and processes.  So often women are like fish either hovering near the shore in the status quo or even swimming up stream.  There is a natural flow of networking, visibility and advocacy that exists in all organizations.  So often we are not in the natural flow which results in our desired progress requiring much more energy and effort then it might if we were to be fully engaged in the flow.  Fish that use the natural flow and currents of the river arrive at their destination sooner and are less exhausted when they get there.

So often women will be working very very hard, possibly harder then those around them, and still find they are not moving toward their goals.  Quite possibly they do not even have clarity on what their goals are and have no solid path to learning what may be possible for them within an organization or industry.    Advocates help us learn the critical activities for each stage of our career.  Advocates may help us to procur the assignments that we need at any given point.   Advocates also help us to gain visibility with the influential people within the organization or industry that make critical decisions about assignments, leadership opportunities, compensation and promotions. 

If you feel you are working hard but standing still consider the notion of advocacy and how you might begin to develop these relationships. More on this topic in my next post.

Mary L Bennett

mlbennettconsulting.com

Advocacy is what makes the “world go round” so to speak as we observe how individuals rise through their careers.  Human beings are unconsciously driven to support the individuals that remind us of ourselves- those we can identify with -those who are traveling on a journey we feel we have taken- a journey we understand.  In many organizations the influential members of leadership are still primarily men.  In working with male leaders on this issue- they almost always agree that if they pay close attention - they are not providing the same amount of guidance and advocacy to women as they do to men- for many very solid reasons.  These reasons all relate to the premise above – feeling they can make a difference in this person’s journey.  One of the issues we know is contributing to the lack of advancement of women is the fact that women do not receive as much advocacy and career guidance as their male counterparts.

Organizations need to be a catalyst for these relationships- for the individuals but also for the health of the organization.  Culture shift is very difficult and ambiguous.  Facilitating advocacy is a powerful culture shifting strategy for organizations.  As men and women work together on business focused goals everyone learns.  The women certainly get increased access to career, organizational and market navigation insights as well as active advocacy of an influential member of leadership.  In addition the men are learning about this individual’s journey in ways that can permanently break down unconscous bias and deeply held beliefs that the men may hold about women and their capabilities, aspirations and potential.  This is the end game that creates an exponential ripple effect within the organization that cannot be gained in any other manner.  Advocacy programming is a powerful culture shifting strategy.

As I sit here today -many years later,  I have a moment to reflect on how far I have come.  Today I am a conference speaker, national chair of the AICPA industry executive committee on women’s advancement and successful consultant in the advancement of women.   I am reminded of how often the women I work with as a coach do not take time to look at themselves and their considerable success.  A good friend and coach has often told me: “you have success amnesia”. 

I have come to believe many women suffer from success amnesia.  Possibly it is more a function of not having the time and space to step back and see ourselves clearly.  Today – I have two things to ask from you.   Number 1- Take time to enjoy your success.  Spend a few minutes looking back on your life and all you have accomplished.   Number 2- Find a fabulous woman in your life and be a mirror to her success.  Help her to see herself clearly.  This is something we need to do for each other as women. 

Let me know how it goes!

One of the issues facing women in business is continued stereotyping , unconscious bias and the unintended consequences that result.  This is one of the most difficult issues organizations face when they are working on culture shifts that must take place if women are to participate on an even playing field.  The most difficult aspect of this issue is the fact that so much of our bias is unconscious. 

I was on a plane recently which was delayed because a crew member had lost their identification and we could not take off unless she found it. She apologized profusely over the intercom several times as we sat on the plane waiting.  Many individuals seated around me began to grumble and discuss how terrible this was and how xxx airline was going down the drain.  Several others talked about making formal complaints regarding the very unorganized and incompetent flight attendant that was at fault.  This discussion went on for about twenty to thirty minutes as the clock ticked.  At long last the voice came over the speaker again and apologized and noted that we would take off shortly. At this point the woman came down the isle apologizing in person to everyone on the plane.  There was stunned silence as it became apparent that the invisible voice belonged to the pilot and not a flight attendant.

We all suffer from bias and most often we are not even aware of where it came from and how it is impacting us.  Unconscious bias is at the foundation of  so many of the micro-inequities that make a tangible difference in careers over the course of just a short time.

We can begin to break down bias with some effective strategies.  Organizations can begin to use various types of media to raise awareness about bias, what it is, why it exists and why everyone sees the world with frameworks that are in essence the source of bias.  Meetings, gatherings and existing manager training should include information about bias and the expectation that managers will work to enhance their awareness about our own bias.  Skill building can be provided to teach managers  how bias may impact our decision making.  Creating   non threatening messaging about the fact that bias very often exists unconsciously and without intent to cause harm.  In fact many times bias may be present with positive intent yet cause damage.   Finally, exposing individuals to experiences that immediately contradict the bias they struggle with is very powerful.  As an example: cross mentoring programs involving diversity of all types can build shared understandings that have the power to break down bias. Regularly bringing visibility to examples of role models that immediately contradict commonly held bias is another example.

There are solutions …consistency and persistance are all that are required.

http://www.mlbennettconsulting.com/

mlbennettconsulting.com