How to Leave a Job

Whether you are unceremoniously fired and asked to leave the premises immediately or you choose to leave after a stellar run with your employer, it pays to leave on a high note.  The specific behaviors vary depending on the circumstance, but the common thread when parting company is to maintain your dignity and professionalism.  Regardless of circumstance, here are some tips: If you have time before leaving, take personal items from your office or space as well as documents you might have produced that can be useful to you, but are non-proprietary or confidential (from the company’s standpoint). Don’t be greedy or vindictive and raid the supply closet or take items that are not yours. Say good-bye to as many co-workers as possible and exchange contact information. Ask to leave a voicemail message for a week or two after your departure so that people calling in are directed how to Learn more...

When You Hate Your Job

Someone wrote in urging me to address this issue.  I hate to think that things have gotten so bad that you are in “hate” mode.  Being unhappy, dismayed, apathetic are all bad enough, but “hate“?  I’m sorry.  So let’s put together two plans.  One plan is to cope, the other to get out! The problem is that when you are in this mode, it can be mentally and emotionally debilitating and depressing, so we must find diversions, both inside and outside of the workplace to allow you some momentary relief from the pain of hating what you are doing. Get your head right – consciously shift your attitude and refrain from announcing to anyone who will listen that you “hate” or even “don’t like” your job. Find some positive people in your workplace who can talk you down and lift you up every day. Figure out what it is that Learn more...

Old Corporate Paradigm

I think corporate America is still stuck under the old assimilation paradigm in which men have set the norm.  A lot of the negative stereotypes about women’s and other minorities’ intellect, drive, commitment, intestinal fortitude, leadership abilities, risk tolerance, etc. still exist among many of the leaders making hiring and promotions decisions.  Further, many leaders have simply never been trained or expected to make competency-based decisions, instead they have hired people with whom they are the most comfortable and see succeeding in the organization – those in their own image.  Few of these leaders are held accountable for making thoughtful assessments.  Sometimes they might have a small part of their compensation tied to diversity metrics, but rarely is that substantial enough to change behavior or alter a culture.  What’s the answer?  How much time do you have?  Stay tuned…

Women in the Workforce

The biggest challenge women face is finding or helping to create a level playing field.  No one is looking for a hand-out, just a meritocracy and a culture which values difference, no matter what it looks like, sounds like or is from. As women, we need to take a more aggressive stance in advocating for ourselves; that is, telling employers what we need and want to be productive in the workplace. Some of the employee resource or affinity groups are doing some of this, but whether individually or as a group, we need to actively manage our careers and do as my father (who was my personal coach) told me “tell people what you want!”  Women have a legacy of managing multiple life dimensions – children, home, parents, etc., so that is not new and won’t change.  Luckily, I think men are starting to have similar challenges and gaining an Learn more...

Defining Diversity in the Workplace

The term “diversity” is defined in the U.S. as “people of color,” women or underrepresented groups – GLBT, people with disabilities, etc.  It is generally born from a post-segregation society and is the most recent and palatable incarnation of Affirmative Action.  Many corporations have added the term “inclusion” to address individuals’ characteristics beyond those one might be born with (gender, ethnicity, etc.) to include those that are learned (values, religion, language) or chosen (education, income, interests).   The benefits of investing in diversity and inclusion are many, but the most important is that a diverse and inclusive workforce drives diversity of thought and innovation.  Companies can’t foster innovation if they have the same people at the table as they have always had.  The best performing companies hire the best people – from all over the world!  The global economy dictates that all companies adopt a paradigm shift to attract and Learn more...