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...

Are You a Superstar or A Gump?

This is a must-read article! ”The Kinds of Employees You Want to Hire (BW)” describes some of the innate characteristics that make for great performers.  I saw this play out everyday in the thousands of people I’ve interviewed over the years.  While you might not be able to change how you were born, there’s still time to build confidence, drop the narcissism and learn to spot the Superstar characteristics in the people you hire.   http://www.businessweek.com/managing/content/sep2009/ca20090922_894897.htm?campaign_id=rss_topStories    

Square Peg, Round Hole

I’ve always felt like I was different.  Not better or worse, just me; I don’t think like everyone else, don’t look like everyone else and don’t behave like everyone else, for that matter.  I did “well” in school and have above-average interpersonal skills such that people welcome me into social and professional circles.  I can “fit in,” be tolerated, sometimes accepted, occasionally marginalized.  Fact is, I’ve often felt like a square peg in a round hole.  If you shave the corners off, you can force fit me into the hole for a while, but unlike a wooden peg, I’m a living organism that regenerates and the corners eventually come back.    I know I’m not alone in this sentiment of feeling like a square peg having to fit into a round hole.  I talk to a lot of people who quietly admit to feeling this way, often in spite of Learn more...

Lattice Work

Many companies are trying to figure out how to create different work arrangements and career plans for their employees.  Consistent with my assertion about “Free Agency” yesterday, you are in a great position to help your company determine what you need to feel good about working there and moving up, over, across the lattice that has replaced the ladder.  Check out this interesting Time article and tell me what you think.  “We’re Getting Off the Ladder – The Future of Work – TIME” http://www.time.com/time/specials/packages/article/0,28804,1898024_1898023_1898076,00.html?artId=1898024_1898023_1898076?contType=article?chn=specials