November 25, 2015
The topic of gender pay equity was back in the news this week with the release of two new wage gap reports, which demonstrate that women continue to make less than their male counterparts. The Economic Policy Institute reported that despite women entering the workforce in record numbers and making gains in educational attainment, the 2014 median hourly wages of U.S. women were only 83 percent of men’s – and the small decrease in the gap is primarily due to stagnant or falling male wages, not from gains by women.
The World Economic Forum also released their 2015 Global Gender Gap Report, which shows that wage inequality persists; with women only now earning what men did a decade ago. The wage disparity analyzed on a global basis is even worse than in the U.S., with the 2015 global average, annual earnings of women only 52 percent of men’s. Based on the slow pace of progress towards gender economic parity, the data suggests that it could take another 118 years (until 2133) to close the global pay gap.
Why has it been so difficult to close the wage gap between women and men? Because the situation is much more complex than most people realize, with many elements influencing the problem. Even though the gender pay gap issue is complex – it’s fixable. But fixing it will require the efforts of people throughout the world, from schools to hiring managers, from human resource personnel to parents of daughters, from governments to groups championing economic and human rights. And, it may require taking bolder actions. Read the rest of this entry »
November 18, 2015
In last week’s blog I discussed eight signs that mean managers could be (accidentally) overworking their teams and the actions managers can take to create a happier and more productive culture. But what if you’re one of those employees being over-whelmed with too much work? Here’s how you can handle the situation without jeopardizing your job: Read the rest of this entry »
November 11, 2015
You’re a new manager and you want to do well in your new job. In your quest to prove that you can handle people management responsibilities (and achieve your department’s objectives), could you be accidentally over-working your team? Here are eight signs to look for: Read the rest of this entry »
November 4, 2015
In my previous blog I explained how to create a goals and objectives document for each employee in your department and obtain their “buy-in.” Now that you and your team are all headed in the same direction and focused on the highest priority projects, tasks, and actions, you’ll want to make sure you are holding regularly scheduled progress review meetings. Read the rest of this entry »
October 28, 2015
Want to know the secret to ensuring that the team you’re managing will be successful? Want to guarantee that everyone will be working together and headed in the same direction? Shhh… here’s the secret: Create a “Goals & Objectives” document for each employee.
You and your team have spent time creating your department’s tactical plan by determining the projects/initiatives that need to be completed over the next 12 months. To ensure your success as a leader, the next step is translating the overall department tactical plan down to the individual employee level, so each person on your team will have a document they will use to best manage their time.
This process will also help ensure you’ve allocated your resources appropriately, so you can get everything done on a monthly, quarterly and annual basis. Here’s how:
October 21, 2015
As a new department manager, now that you’ve completed the initial six critical steps and established your rhythm of business model (ROB), next up is creating your department’s tactical plan. This is a document that lists of all your department’s key projects/initiatives that will support the company’s achievement of its overall strategic plan.
I like to call it a department tactical plan because it includes all the initiatives your department will complete over the next year. Some people prefer to call it a business plan or operational plan, so name it whatever makes the most sense within your department and organization.
Here are my recommended steps: Read the rest of this entry »
October 14, 2015
In my last blog I explained the six critical steps you need to take after you’ve been promoted into the job of a department manager. In this week’s article I look at the next aspect you’ll want to focus on when leading a department – establishing your rhythm of business (ROB) model.
Don’t be frightened, this isn’t as scary as it sounds. It merely means to visually depict what will happen each month throughout the year and the meetings you’ll hold, so you can best manage your department to achieve its goals and objectives. This model doesn’t need to be complex. In fact, the simpler it is the better it will be because it will be used by you and everyone on your team to be as prepared as possible at all times.
To create your rhythm of business model (also known as a “governance model” and “business cadence”), here are some steps to follow: Read the rest of this entry »
October 7, 2015
When you’ve just been promoted to the manager of a department, it can often feel like you’re drinking from a fire hose because everything is coming at you so fast and furiously. Getting started is all about getting organized and spending time trying to understand the most important aspects of the department first, before making any hasty decisions.
Here are six critical steps you MUST take when promoted into the role of a department manager: Read the rest of this entry »
September 30, 2015
You’ve probably heard the term “emotional intelligence” over the last few years, as it’s become a fairly typical topic of discussion in the workplace. For one of my clients (I’ll call her “Sue”), her boss told her that she needed to work on improving her emotional intelligence. But what exactly did that mean, Sue wondered. Read the rest of this entry »
September 23, 2015
Some people will tell you that you must obtain formal training to be able to coach others. Yet when I think back to when I was growing up and early in my career, some of the best coaches I ever had never had any type of formal “coaching” training. And it’s only been fairly recently that certification training programs for career coaching came into existence.
While training can be helpful, you don’t necessarily need it to be able to help others. And that’s what coaching is all about… it’s about helping others (individuals/teams) achieve results or overcome obstacles to get from where they are now, to where they want to be in the future. This could be in their career, obtaining new skills, completing projects, overcoming issues in their personal life, playing sports, etc.
An approach I like to teach is what I call coaching “in-the-moment” – and it doesn’t require any lengthy training sessions. All it requires is the ability to observe others, ask questions and listen to their responses. One of my athletic coaches was a master at this. She would watch me perform one of my gymnastics routines, such as on the balance beam, and then she would ask me about it. Through this question and answer process, I was able to discover for myself the ways I could improve. Read the rest of this entry »