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

What Organizations are Doing to Engage Women

By | Coaching, Employee Engagement, Leadership, Pivot Point, Talent Retention | No Comments

The Facts

Let’s start with the facts.  I often make the mistake of assuming that we all know these statistics, and often find people surprised to learn that statistics on women’s equality in the workplace has barely changed in last two decades.  Engaging the other half of our workforce (women) is absolutely vital for us to increase our productivity and profits.  According to a Catalyst, an organization focused on a mission to accelerate progress for women through workplace inclusion, shares these statistics in its June 2016 report:

  • 4.2% of CEOs are women
  • 19.9% of board positions are held by women
  • 25.1% of executive or senior-level officials and managers are women
  • Women still just earn $0.79 on the dollar compared to men in similar positions

Women produce results.  The Peterson Institute for International Economics’ recent study associates a 15% lift in profitability with more women in top management positions.  When women are a part of these vital leadership roles for organizations, the results are staggering.  With a diverse perspective, and collaborative style, women round the team out, and create more innovative and successful teams.  The results from this study clearly illustrate the overwhelming need to engage women and promote more to leadership roles in organizations.

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

How to Retain Top Talent

By | Coaching, Employee Engagement, Leadership, Talent Retention, Training | 2 Comments

The Facts

The struggle is real.  With unemployment hovering nationwide around 5%, employees are back in the driver seat with where they choose to work.  Employers have found themselves with less control in finding, hiring, and retaining top talent.  Recent studies from Manpower Group has shown that there is an excess supply of skilled jobs, with a shortage of labor interested in those jobs.  Couple this study with the fact that employees, now more than ever, are looking for value and purpose in their work, more of a balance with their personal life, and the feeling that their work is aligned with their own career long-term goals.

And, with a growing millennial generation that is expected to be 75% of our workforce by 2025, this trend is very likely to continue.  What we know about millennials is true, they are self-driven, demand value and purpose in their work, and transition jobs at a rate much higher than previous generations, averaging 4 job changes by the time they are age 32.  We are not going to change them, they are going to change our workforce, and in many ways, for the better.  They saw their parents live to work, lose their retirements due to corporate greed, and have been shown very little loyalty by organizations they work for with pensions eliminated, benefit reductions, and inappropriate vesting schedules of their 401k plans.  I can completely understand why this generation has chosen to respond with choosing to work to live.  It’s refreshing.

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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 | One Comment

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

Organizations that Invest in Managers, Win

By | Coaching, Employee Engagement, Leadership, Training | No Comments

Simply put, managers drive employee engagement, which drives business results.

The Facts

Being a leadership and career development enthusiast, I naturally find myself drawn to research and strategies to improve employee engagement.  I have seen first-hand that it drives business results by lowering turnover, boosting productivity, and enhancing quality.  In fact, a recent study shared by Bluebridge, a technology company focused on tools to improve employee engagement, indicates higher engagement drives 22% higher productivity, 50% lower turnover rates, and 3x more in profit margin.  Another organization, FirstPerson, who helps organizations design meaningful employment experiences, recently shared this video to illustrate this clear need.  Other smart organizations like Gallup have been measuring engagement for years.  And, it remains stagnant in the U.S., hovering around 32% according in the most recent Gallup study.  In this report, Gallup recommends that “organizations approach employee engagement as an ongoing human capital strategy and consider all of the elements that matter in performance management – from leadership accountability and manager education to clear role expectations and employee development opportunities.”

Further research indicates similar strategies.  If you search the term “employee engagement,” you will likely get articles with a titles such as – “7 ways to engage your employees” – with similar recipes.  The ingredients go something like this:  create a team culture, require individual development plans, foster work/life balance with telecommute opportunities, provide real time feedback, hire talented managers, etc.  The list goes on.  While all of these approaches have significant merit, these one-size fits all strategies do not work.  Why?  At the risk of stating the obvious, all organizations and teams are not created equal.

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

GROW Your Team

By | Coaching, Communication, Conflict Resolution | One Comment

“Coach to success”

As leaders, we often find ourselves in the middle of heated arguments between employees, or in the middle of the game of telephone on a communication misunderstanding.  You know the “he said, she said” game.  A client of mine, Liz, shared this all too familiar scenario in a recent workshop.

She had two shift supervisors that reported to her.  As with most shift operations, the two did not get along.  Fingers were pointed at the opposing shifts, with team members often blaming the other shift for mistakes.  Liz chose to proactively lead her team through this conflict.  Instead of allowing the blame game to continue, she chose to coach the two team leaders to success.

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

The Puffer Fish

By | Coaching, Conflict Resolution, Emotional Intelligence | No Comments

“When I get upset, my team feels it”

Sound familiar?  One of my favorite coaching stories is about a leader that wrestled with just that.  Her team knew just by looking at her if she was displeased, having a good day, or a bad day.  It was like the saying, “she wore her heart on her sleeve.”  And, she was also incredibly self-aware about it.  That’s the first step.  Ginny looked at herself in the mirror before deflecting blame on others.

In our first coaching session, she shared her leadership challenges.  She admitted, “I am direct, I have a short temper with my team, I expect quick results, and I know I need to delegate more.”  She opened up in ways that was truly vulnerable.  She then admitted, my team’s nickname for me is the “puffer fish.”  They say when I get upset, I puff up like a puffer fish.  She said it with a smile and a shrug, signally with her body language that she wanted to change this.

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

Smile Check

By | Coaching, Communication, Leadership | 2 Comments

“Our body language affects our team”

A leader shared a dialogue he had with a team member recently.  It went something like this.

Team member:  “Woah – you must be mad”

Leader:  “Why do you say that?”

Team member:  “You have a scowl on your face.  Someone must have done something to make you mad.”

Leader:  “I am not mad.  It must just be the way my face looks.”

Ever experienced something like this?  You are not feeling an emotion that your body language is somehow sending.  Synchronicity has escaped us.  This confuses people, leading to misperceptions about our attitudes, and even our opinions of their performance.  Team members can jump to all sorts of conclusions and worst case scenarios based on a something that is not true.

When we are in tune with our emotions, monitor them, and adjust them to mirror our true feelings, we have a positive impact on the team.

Here’s the rest of Todd’s story.

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

Make it a Dialogue

By | Coaching, Communication, Leadership | One Comment

“I can be quiet longer than you”

I had the privilege to work with an experienced leader and coach in a recent workshop.  Sharon had many years of coaching experience, and embraced me as a new coach to her team with open arms.  We affectionately called her “Yoda.”  I admit, at first, I did not understand the reference, but after finally watching Star Wars, I agreed.  She was so good at teaching through self-discovery.  Sharon taught me and the leaders around her a lot.  The biggest takeaway I had was leadership is a dialogue.  It’s not a one-way communication, but a two-way discussion.

Here’s Sharon’s story.

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

Change Made Easier

By | Coaching, Leadership, Team Building, Training | No Comments

“Change is hard”

As leaders, it’s our job to manage change for the team.  We often have the most information about why the change is necessary and how it will benefit the team.  We just need to be transparent and share it.  Proactive communication in the face of change helps a team journey through the change management process more quickly and smoothly.

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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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Diversity is a candid conversation.

Start the Dialogue.

  • Get our guide, The 5 Questions to Start the Gender Equality Conversation.