After feedback from my last two blogs about women’s equality in the workplace, I’m compelled to share some facts on how we are doing, and it’s not very encouraging.
Numerous heroic women have knocked down hurdles over the years, but there remains much work to be done. I was recently asked to share some of my experiences, lessons and advice during a panel discussion hosted by Willis Towers Watson for their employees last month to honor International Women’s Day.
Recently the American Business Journals brought together 10,000 women, mentors and mentees, across 40 U.S. cities, to participate in ten, 8-minute, rapid-fire sessions. In conversations with one mentee, I found myself clarifying the difference between “mentoring” and “coaching.” The distinction is important.
No one likes to have them. But difficult conversations are a part of doing business — especially when you’re a manager or business owner.
Read the Business Observer article by Beth Luberecki .
Let this number sink in for a minute: 658 million. That’s how many vacation days American workers left unused last year.
For the first time, there are five generations in the workforce. And with these different generations working side-by-side, there are new challenges with communication and employee engagement.
Many companies have long had a habit of promoting people for excellent performance measured by business metrics. Yet once they are promoted, many don’t perform well. The reason: a lack of strategic capacity.
Successful employee engagement only happens when employees feel their work has meaning and is fulfilling.
Poor office habits and stress are negatively impacting our health and how we make decisions.
Most of a manager's time is spent focusing on underperforming staff.
To increase employee engagement, leadership needs to demonstrate its values.