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gender equality in the workplace, training leaders, male allies, leadership training

Women’s Wellness Strategies

By | Career Game Plan, Coaching, Confidence, Leadership, Pivot Point, Training | No Comments

At Pivot Point, we believe that wellness is defined as our ability to make conscious choices toward a healthy and fulfilling life.  Based on our research with every day women leaders and women in business, we have summarized our findings for women looking for ideas for their own personal wellness plans.

After copious research, and dozens of workshops with women leaders focused on their personal wellness, we believe that there are three key areas to improving your personal wellness plan, and it all starts with your purpose.  First, start with:

1) Knowing your why (and saying no to things not aligned with your why)

2) Then, giving to others through compassion (giving to give)

3) Followed by, prioritizing sleep (yes, sleep)

Let’s start with your WHY by asking yourself these questions…

  • What are the tasks/goals that get you most excited?
  • What are the tasks/goals that you are doing on your very best days?
  • What are the tasks/goals that people continuously praise you for?
  • What are the tasks/goals that you seem to be most effective at?
  • Who are the people that are most important to you in your life?

You may be asking, what does this have to do with wellness?  I have found in my work with women, that our choices must be aligned with our personal wellness.  We cannot be happy if we are busy trying to make everyone else happy around us.

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gender equality in the workplace, training leaders, male allies, leadership training

The Career Calculator to Landing Your Dream Job

By | Career Game Plan, Coaching, Goal Setting, Pivot Point | No Comments

Often I am asked, “How do I know what I want to do next?”

To which I respond, “Only you truly know.”

I know, it sounds like a cop out.  Yet, I really believe that we have the answers inside ourselves far more often than we think we do.  As a coach, speaker, and student of women’s leadership, I feel very compassionate about helping women find their calling.  And, often their current gig is not getting it done.  We tend to accept the dull reality of our current job or workplace, and not question why we dread going to work.

Since writing Pivot Point, we have researched additional resources and tools with amazing women leaders.  While the key principles still apply – being authentic, expressing confidence, building a winning career game plan, connecting with purpose, asking for it, and leading with influence – we now offer three simple steps to get to “what’s next” more quickly.  We call this our Pivot Point Career Calculator based on these essential steps:

  1. Know your skills and wills (the things you are good at and the things you love)
  2. Find the intersection of the skills and wills to craft your ideal job description
  3. Map your resume to your ideal job description

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gender equality in the workplace, training leaders, male allies, leadership training

How to Set Goals for 2017, Rather than New Year’s Resolutions

By | Career Game Plan, Goal Setting, Leadership, Pivot Point | No Comments

We’re near the end of 2016, and you know what that means, time for our new year’s resolutions.  Realizing I am a couple of weeks early to the party, it is unlikely that you have yours yet.  And, I encourage you NOT to make them this year.  Yes, you heard me.  Hold off.  Rather than resolutions this year, set goals instead.

Here’s why.  Resolutions rarely stick.  They are aspiration, and rarely rooted in reality.  Often, this leads us to lack commitment and follow through on them.  In fact, according to Forbes, only 8% of people accomplish their new year’s resolutions.  By contrast, setting SMART goals, has a much higher chance of success.  According to my research for Pivot Point, I found that having goals and a plan contributes to an 80% higher success rate.

So, how do you know what your goals are?

Over the holidays, I recommend you noodle on your goals, asking yourself:

  • What is that I am so excited about, that when I am doing it, I forget to go to the bathroom?
  • What is ONE thing I could do to make a positive impact in my life?
  • What is something that my friends, peers, family always say I should do, but I choose not to?

So, how might we turn these wants into goals?

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gender equality in the workplace, training leaders, male allies, leadership training

How to Lead with Influence

By | Career Game Plan, Coaching, Communication, Leadership, Pivot Point | No Comments

Leading with power is outdated.  The old mantra, “tell them what to do,” and “put your head down and work,” is just not all that inspiring anymore, if it ever was.  As the workforce shifts, and millennials become the overwhelming 75% majority by 2025, they are changing the way we look at leaders.  Rather than looking up to them, and following quietly behind them, this generation is asking to be heard, and are willing to go above and beyond when a leader aligns their work with their natural talents and motivations.  Work with purpose is not just a nice to have anymore, employees are demanding it.  Otherwise, they fall into the 70% of our workforce that is not engaged, and they usually choose to change jobs as result.  At a minimum, less engaged employees are just not as productive, produce far more quality errors, and have more safety incidents.  All of which cost our economy a staggering estimated $400B annually.

So, what does it take to lead with influence?

Tell stories

Leaders that engage their team with “I remember a time when…” or “That reminds me of a situation when a team member…” to share their experiences are far more successful.  Stories give our audience context.  Plus, stories stick in our minds 20x more than just mere facts and figures.  Our brains are wired to connect stories with our own experiences, and the brain files it away in an area that is easier to recall later.  When a similar situation or person surfaces later in our lives, we recall the story, and can more easily apply lessons learned.

So how do you tell a good story?

It’s a simple recipe. The open, climax, and close matter.  Remember 8th grade English class?  The typical story starts of setting the scene with some imagery and character development, then builds up to a climax where the characters transform, or the situation changes, and then there is a resolution that wraps up the story in a nice bow.  A good resolution contains some lessons learned and tips for situations like this in the future.

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gender equality in the workplace, training leaders, male allies, leadership training

How to Ask for What You Want

By | Career Game Plan, Communication, Confidence, Leadership, Positive Thinking | No Comments

My college English composition teacher, Dr. Denny, was one of my favorite teachers of all time.  He was in his late 30’s, wore bow-ties and acetic sports coats, and said exactly what he thought.  Our class was 7:30am Monday mornings.  Instead of dreading the early morning hike across campus, I looked forward to it.  As a strong writer, I could have believed that I would breeze through his class just as I did virtually all my high school English classes.  Instead, I chose to let myself be challenged by him.  He made a profound difference in my life and my ability to communicate with intention.

One of the most impactful tools he taught us was how to write a good argument.  The recipe went something like this – claim, evidence, resolution:

  • The claim was essentially our point of view – more than just a mere fact – it was an insight into what we thought a set of facts or data points meant
  • The evidence was the fact, data, or quote that illustrated the claim – it logically conveyed that the claim was indeed true – the proof
  • The resolution tied it all together in a nice package – telling the audience that I told you so – reiterating the claim had been proven

I remember learning so much that quarter about how to write persuasively.  And, an even bigger life lesson – have a clear purpose every time you communicate.  As humans, we do things for a reason.  We have a purpose, and being clear about that purpose when we communicate separates us from others.  The application of Dr. Denny’s communication framework – claim, evidence, resolution – transcends far beyond a college essay – I have used this structure throughout my career.

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gender equality in the workplace, training leaders, male allies, leadership training

How to Increase Your Chances of Career Success by 80%

By | Career Game Plan, Coaching, Pivot Point, Training | No Comments

The Facts

In my primary and secondary research for Pivot Point, I learned that when you have a plan, your chances of achieving career success is 80% higher.  I scoured the country interviewing dozens of leaders in various industries, functional areas, and stages of career, and I found one common ingredient to career success – a plan.  From these interviews, I learned that knowing what you want, and having a plan to get there is pivotal.  Whether it’s taking your career to an even higher level, pivoting industries or functional areas, or advancing to a leadership role, high potential leaders in transition wrestle with having a solid game plan to take their careers to the next level.

I just cannot handle having problems without a solution, so through a lot of collaboration with these leaders, I developed and tested a concept:  The Career Game Plan.  It is a simple four-step process.  It is unique to you, and defines what success looks like.  It fits on one-page and is easily shared with your managers, mentors, and coaches.  It paints the picture of what good looks like, with a clear road map to get there.  First, you must be able to articulate what you want, and what you are uniquely skilled to do – your purpose statement.  Then, you build the goals to support your purpose coming to fruition.  Finally, you brainstorm the competencies and action steps to achieve your goals.

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business coaching, women, career, game plan, julie kratz, corporate, executive

Show ‘Em What Good Looks Like

By | Career Game Plan, Coaching, Leadership, Team Building | No Comments

“Recognize what you want to happen again”

Recognition is one of the most effective, and inexpensive ways we can reward our teams.  I love the mantra – recognize what you want to happen again.  It really is that simple.  When we are looking for something good to happen, and catch someone doing it, why not take a minute to recognize it.  This can be done in a variety of ways – in public or privately, or through email, in-person, text, phone, or even instant message.  The important thing to consider is recognizing the behavior, and how that person wants to be recognized.  Even when privately, just sharing the story with others helps increase the chances of it happening again.  Our team needs to know what good looks like.  Then, they will follow suit.

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leadership training, women's leadership, leadership training, women in business leadership, pivot point, julie kratz

Learn Your Team

By | Career Game Plan, Leadership, Team Building | No Comments

“We all learn a little differently”

As leaders, we are often tasked with teaching others new tasks.  Or sometimes we facilitate the learning process by pairing new team members with buddies or trainers to learn.  I hear often from leaders that this process is a challenge.  The patience and frustrations that come along with the learning process can be tenuous.  The pain of coaching employees through mistakes causes some serious pain.  This is reason enough to invest in retaining the great talent we already have. Read More

leadership training, women's leadership, leadership training, women in business leadership, pivot point, julie kratz

Assume Goodwill

By | Career Game Plan | No Comments

“Most people are good people”

Such a simple, yet profound statement when you think about it. In working with business leaders around the country, I often hear very similar challenges leaders have with their teams. They share things like, “this team member has mental problems,” or “my direct report is lazy,” or “he or she just does not care about the team.” What’s interesting is the more I hear that in the beginning of our coaching engagement, the less I hear it in the end. Read More

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