Our belief is that true business success comes from teams and organisations promoting diversity of thought through gender balance.
The realities associated with being part-time working parent vary between organisations and individuals – a fact reinforced by the mixed responses I received when I recently quizzed several women on the topic.
Among the many generalisations applied to Millennials is their insistence upon having purpose in their work.
In the words of British-American leadership author, Simon Sinek, Millennials want “purpose, impact, free food and beanbags”. The last two items aside, Millennials’ desire for purpose in their work isn’t unique.
It’s only natural to develop personal relationships at work. If you work full-time, you probably spend more time with your colleagues than your own family. With this in mind, the relationships you have with colleagues can have a strong bearing on job satisfaction, and are a vital part of feeling comfortable and happy at work.
IT’S one of life’s great ironies that career opportunities tend to arise when we’re not seeking them.
BEING passionate about your job is an asset. Being overly emotional and unhinged in the workplace is a liability. Maintaining a clear distinction between the two can be vital to maintaining professional credibility and a positive reputation.
IN the words of Indira Gandhi, former Indian Prime Minister, there are two kinds of people – those who do the work, and those who take credit.
Ever feel like your achievements are a fluke, or that you’re one conversation away from being outed as a fraud?
A POSITIVE morning routine is something many of the world’s successful people have in common.
So you have a mentor – but who is your sponsor? Many candidates enrolling in our leadership development programs don’t yet understand the difference – nor why sponsors are so critical to advancement. And yet, asked how they acquired their last two promotions, most say it’s because someone advocated for them.
In a country that’s seen five prime ministers in less than ten years, Australians understand better than some that only the most successful political players survive. But politicking is far from the sole preserve of polices in Canberra; it’s the everyday reality of professional life.
A big question for many workers is, “Self-promoting makes me cringe, so how do I make my value visible?” No one likes an office braggart, but you can’t keep working incredibly hard hoping effort alone will pay off in the long run.
Though some people swear by Weetbix, many business leaders suggest the secret to their success is eating optimism for breakfast. But it’s not blind positivity – it’s about the importance of owning your own attitude.
Mid-career was traditionally treacherous for female executives as the demands of family encroached. But if a long career can be likened to a marathon, then mid-career fatigue should be on everyone’s radar. As more men than ever before share the family load, how do mid-careerists push through the pain, get a second wind and triumph?
We know that taking risks and embracing change are instrumental to career success, but what happens if your company is risk-taking as well? In my experience, a high-growth business is an exciting place to be – a little danger creates opportunities and drives outcomes – but what’s it like leading one, and as a female CEO at that?
High performing executives promote the benefits of networking because they know it makes a difference in their careers. I’m certain most professionals agree, so why are some women reluctant to network, and is it really harder for females?
Australian women have had the right to vote for more than a century, yet are still significantly under-represented in our nation’s decision-making.
GLOBAL icons like Apple and Nike aren’t the only ones to benefit from a strong brand. Just as corporate giants leverage their reputation to stand out in a competitive market, we can reap great rewards from nurturing our own personal brand.
For many people, asking for a pay rise is up there with the most awkward conversations to have with your manager. Women can be particularly reticent about asking for more money, with just one in five likely to ask for an increase, versus one in three men, according to a recent survey by comparison site, Finder.
2018 has been a trying year across many industries. As budgets are reigned in, performance expectations are stepped up, companies are restructured and outsourcing becomes the norm, it has been a make or break year for many businesses and individuals.
With all the organisational mentoring women receive, why are they still missing out on promotions? And why does mentoring help advance men more than women ….
Many women are reluctant to speak up in meetings and it’s a problem I encounter with even executive-level women
Putting the extra yards in at work doesn’t always translate to instant rewards and recognition. As Gillian Fox writes, you need to make your value known in order to land a promotion, or move on to the next big thing.
Women all around the world are constantly told that if they have a successful career they will have to sacrifice a full home life. This is not true. This is a sexist myth, and something that Gillian Fox blows apart in her new six-month Women’s Career Advancement Program – a leadership training program with a special focus on personal coaching.
How do you plan your career at a time when job titles and duties are constantly changing, and technology is shifting entire industries? Gillian Fox says the old rules of career planning no longer apply. She outlines the three steps for defining a vision for your future that’s adaptable and dynamic, using a ‘Modern Career Plan’.