I'm posting this in honor of International Women's Day Mar. 8.
Mar. 7, 2018 "It's time women stop asking permission to be in power": Today I found this article by Roz Winegrad in the Globe and Mail:
Mar. 7, 2018 "It's time women stop asking permission to be in power": Today I found this article by Roz Winegrad in the Globe and Mail:
Once a hotel line chef, now vice-president of owner and franchise services in Canada for Marriott International.
Editor's note: ROB Careers articles this week are being published in conjunction with International Women's Day, March 8.
More than 30 years ago, with a degree in history and a culinary school education, I applied for a line chef position at a Marriott hotel in small-town Kentucky. I was ambitious, and knew I wanted to go far in my career.
But in the 1980s, as a woman working in a male-dominated environment, I needed tools that would help me develop as a manager and leader. I made that known to my superiors. Through mentorships, networking and leadership training, all provided by Marriott International, I grew to become responsible for 176 hotels across Canada.
In 2007, Canada became the first country in the Western world where women outnumber men in the work force.
Yet, as Finance Minister Bill Morneau said in his 2018 federal budget announcement, women still make only 69 cents on the dollar compared with their male counterparts. What's more, 40 per cent of companies in Canada have no women in executive roles.
Marriott International is turning that number on its head with a 40-per-cent-female Canadian leadership team. This culture of equality starts at the top, as Arne Sorenson's leadership team is also 40-per-cent female. Years ago, Marriott International recognized the power of women in the work force, and in 1989, launched a Women's Leadership Development Initiative to formalize a comprehensive women's agenda under one strategic umbrella.
As a result of this and several additional programs that followed, representation of women at all levels of the company has increased.
As a result of this and several additional programs that followed, representation of women at all levels of the company has increased.
If you're smart, honest and hard-working, you can choose any career path you want.
Supporting women at all levels of the organization is Marriott's utmost concern and is part of our core values as a global organization. With International Women's Day this week and 2018 as the Year of the Woman, here are some tips to help you reach your leadership goals:
Supporting women at all levels of the organization is Marriott's utmost concern and is part of our core values as a global organization. With International Women's Day this week and 2018 as the Year of the Woman, here are some tips to help you reach your leadership goals:
Network: Surround yourself with people who inspire you. My mentors challenged me to open doors I thought were closed and when I did, great things happened. I have lots of long-lasting friendships with male and female associates who have become part of the family of great mentors that have helped me along the way.
Marriott's company-wide programs – including 'evenings of engagement' and networking sessions – allow for women and minority leaders to interact with senior members and discuss leadership and career development.
Marriott's company-wide programs – including 'evenings of engagement' and networking sessions – allow for women and minority leaders to interact with senior members and discuss leadership and career development.
Be bold: Find ways to make sure people know about your accomplishments. Marriott's Emerging Leader Program is an inclusive leadership development program to ensure the identification and development of talent.
Push yourself: Get comfortable being uncomfortable and try working in new areas that vary your abilities. As women, it's of paramount importance that we take on new roles and be unafraid. We need to have more confidence and lose the feeling that we have to be perfect – it's okay to learn as you go.
Early in my career, I had the benefit of taking part in a management-training program. For a while, it led to a promotion every six to eight months. That experience put me on a path to success undergoing different training opportunities that I still take on today.
Early in my career, I had the benefit of taking part in a management-training program. For a while, it led to a promotion every six to eight months. That experience put me on a path to success undergoing different training opportunities that I still take on today.
Find a way to integrate personal and professional: A younger me, dedicated to my goals, put work ahead of my social life. That's something I've changed over the years.
Embracing a work-life "integration" began the next chapter of my life in a whole new way. I was working at Marriott headquarters when I had my son. Our office had a full-service daycare that meant I was allowed to be a mother while at work.
Having the opportunity to have lunch with my son in the middle of the day meant that I never missed out on the chance to have a career and be a mother. As women, we are always finding ways to keep our personal and business priorities at the forefront and we need to feel comfortable managing both together.
Embracing a work-life "integration" began the next chapter of my life in a whole new way. I was working at Marriott headquarters when I had my son. Our office had a full-service daycare that meant I was allowed to be a mother while at work.
Having the opportunity to have lunch with my son in the middle of the day meant that I never missed out on the chance to have a career and be a mother. As women, we are always finding ways to keep our personal and business priorities at the forefront and we need to feel comfortable managing both together.
Be you: Be authentic. Throughout my career, I always struggled to figure out the best management style. Should I be tough, act like one of the guys, be demure?
By trying to be someone I wasn't, I created my own glass ceiling. When you lead authentically, you come across as more powerful, believable and trustworthy. These are core fundamentals to good leadership and ones that changed my life and career.
By trying to be someone I wasn't, I created my own glass ceiling. When you lead authentically, you come across as more powerful, believable and trustworthy. These are core fundamentals to good leadership and ones that changed my life and career.
These values help guide my team's business decisions and reflect the way Marriott operates as an organization. It's crucial that we, as women in power and leaders in the hospitality industry, play an active role in promoting women as leaders. It's why I feel so strongly that we must try in all areas of the workplace to promote diversity, inclusion and support for our future leaders.
It helps to have supporting leaders. Don Cleary, president of our Canadian operation, helped us launch our "women supporting women" hospitality gatherings in Canada, an important part of our culture and a strong business imperative.
It helps to have supporting leaders. Don Cleary, president of our Canadian operation, helped us launch our "women supporting women" hospitality gatherings in Canada, an important part of our culture and a strong business imperative.
"Sponsorship- a key to unlocking women's potential": Today I found this article by Naomi Titleman Colla in the Globe and Mail:
Founder of Collaborativity Leadership Advisory and the former chief human resources officer of American Express Canada.
Editor's note: ROB Careers articles this week are published in conjunction with International Women's Day, March 8.
Did you know that …
There are more CEOs named John than female CEOs in total?
Just 2 per cent of venture-capital investment goes to women?
While we've made significant strides since the suffragettes of the early 1900s, we have ways to go. One way we can move the dial is through the power of sponsorship.
Sponsorship – often confused with but very different from mentorship – is one step beyond advocacy: It's someone being your champion, putting their reputation on the line for your career advancement.
Different from mentorship, the sponsor/"sponsoree" relationship is always between a senior leader (someone with influence over career decisions) and someone more junior. Also, sponsorship is not asked for – it must be earned.
Sponsorship often happens behind closed doors, and sometimes we don't realize we have sponsorship until we reflect back on pivotal career moments that would not have been likely based on merit alone.
Sponsorship often happens behind closed doors, and sometimes we don't realize we have sponsorship until we reflect back on pivotal career moments that would not have been likely based on merit alone.
According to 2016 research commissioned by Women of Influence and American Express Canada, women with sponsors are almost twice as likely to believe that reaching the C-suite is attainable (61 per cent versus 32 per cent over all). Empirically, knowing that someone has your back and is advocating for you behind closed doors increases risk taking and confidence – making you more likely to put your hand up for that stretch assignment or role.
Why, then, do women still seem to deprioritize this very important relationship? According to the same study, only 8 per cent of women acknowledged having a sponsor. Is this because they are too humble to admit they have one? Or is it because they don't think sponsors are important? Both are a problem.
Men are far more likely to have sponsors than women are; they are also more likely to adhere to Richard Branson's advice: "If someone offers you an amazing opportunity and you're not sure you can do it, say yes – then learn how to do it later." So, generally, women are doubly disadvantaged when it comes to attaining senior positions.
Knowing that the working world is not always a meritocracy, organizations need to be more forthcoming in opening the dialogue around sponsorship and why it is such a critical component of the diversity agenda.
Formal mentorship (matching) programs may work to develop a specific skill or achieve a certain goal.
But sponsorship match-making is akin to online dating – in order to take the leap and actually put your own reputation on the line (or in the dating analogy, committing to your match), the relationship should happen naturally, otherwise success is pretty much left up to chance.
But sponsorship match-making is akin to online dating – in order to take the leap and actually put your own reputation on the line (or in the dating analogy, committing to your match), the relationship should happen naturally, otherwise success is pretty much left up to chance.
Recognizing that sponsorship is so important in closing the gender gap in leadership positions, here are some things to consider both as sponsors and as sponsorees:
Sponsors
- Let them know: Sponsorship should be part of your job and performance goals as a leader. Let those you sponsor know so that they can feel confident knowing someone is in their corner.
- Don’t take it personally if your sponsoree leaves your organization – and don’t abandon them! First, they may boomerang back to your organization at some point or become a valued customer. Second, they need you even more as they explore new territory and need to maintain confidence.
- Participate in #gosponsorher– a movement to help move the dial on women’s advancement. Going public about your sponsorship will give your sponsoree a boost of confidence and also serves as a fun challenge to other leaders.
Sponsorees
- Don’t put all your eggs in your current basket: It is important to have sponsors both within and outside of your organization – and more than one in case you or your sponsor leaves your current company.
- Sponsors are not all created equally: The wrong sponsor can be worse than no sponsor at all. If your sponsor’s voice is not highly valued, think about whether they are the right person to be advocating for you.
- Not everyone earns a sponsor: If you do not have a sponsor, it could be because you haven’t earned one – yet. Think about how you could earn sponsorship (e.g. from a leader or mentor) through hard work and strong performance.
- Help them help you: First, acknowledge and appreciate your sponsors. Keep your sponsors abreast of your career aspirations and “sound bites” they can use so that they are on the lookout for and advocate for the right opportunities for you and present you in the best light.
In honour of International Women's Day 2018, let's move the dial. Male and female leaders alike – who have you sponsored this year?
2 comments:
If you're trying hard to burn fat then you absolutely need to try this totally brand new custom keto diet.
To create this keto diet, licensed nutritionists, personal trainers, and chefs joined together to produce keto meal plans that are useful, convenient, money-efficient, and enjoyable.
From their launch in January 2019, 100's of clients have already completely transformed their figure and well-being with the benefits a certified keto diet can provide.
Speaking of benefits: clicking this link, you'll discover eight scientifically-confirmed ones given by the keto diet.
I want to give a big thanks to a great spell caster commonly known as DR TAKUTA for the great spiritual prayers he did in my life by bringing my ex-lover back to me after many months of breakup and loneliness. With this, I am convinced that you are sent to this word to rescue people from heartbreaks and also to help us get the solution to every relationship problem. for those of you out there who have one relationship problem or the other why not contact DR TAKUTA. that is the best place you can solve all your problems, including a lack of jobs and promotions, binding and marriage spells, divorce and attraction spells, anxiety and depression problems, good luck and lotto spells, fertility, and pregnancy spells, and also the business success and customer increase, winning court cases and many more. contact him at takutaspellalter@gmail.com or contact mobile contact +27788634102
Post a Comment