Tuesday, April 26, 2011

Last chance to register: Poised For Leadership workshop, May 6th- Dallas, TX

Why should you consider attending? Here are the top three reasons:

Reason #3:
Expand your network by meeting a terrific group of high-energy, high-potential up-and-coming women leaders (who, like yourself, are actively engaged in advancing their careers).

Reason #2:

Find out why women across the US and Canada are giving this workshop rave reviews, and consistently rate the facilitation and content at a satisfaction level of over 90%.

Reason #1:

De-mystify the career advancement process with our step-by-step road-map to break into leadership.

Register now

Wednesday, April 6, 2011

Intel GM Michelle Johnston Holthaus on How to Promote Your Accomplishments

Ask Jo: How to hone the skill of promoting accomplishments

Question: Men appear to be better at promoting their accomplishments in the corporate world. How do women effectively hone this skill?

Jo Miller answers:

Michelle Johnston Holthaus, General Manager of Channel Platforms and Strategy with Intel in Portland, Oregon, has spent countless hours mentoring women employees at Intel and supporting their career development.

One of her favorite topics to address (both in mentoring conversations and as a keynote speaker) is how to advance your career while remaining true to yourself. “I will grow in my career, but not at the expense of who I am”, Johnston Holthaus told participants when she appeared as guest speaker in a women’s leadership webinar.

During the webinar, one participant offered her observation that men seem to be better at promoting their accomplishments, and asked “How do women effectively hone this skill?”

Johnston Holthaus responded “There are varying ways to go about this”, pointing out that the approach should vary depending on a person’s work environment and their personal comfort level. She went on to list four approaches to consider:

Start with baby steps.
Relate accomplishments to the context of a project and/or business goal.

Write regular status reports on your accomplishments.
This could be a first step in telling your manager what you are doing well. Consider creating a weekly top two list, which can be personal or team oriented.

Be vocal about your team’s accomplishments.
You are then talking about a group versus yourself. This is a good way to hone your delivery, style and approach.

Practice with your mentor.
Do some role modeling of scenarios and if possible have them observe your delivery. I would recommend against asking peers or people in the meeting for feedback (unless they are your mentor) because this will be perceived as a lack of confidence and questioning yourself.”

Above all,
Johnston Holthaus’ top tip for a successful career is “Be yourself. If you don't bring ‘you’ to the workplace, there is less likelihood that you're going to be passionate, successful, driven, and motivated.”

Jo Miller is CEO of Women’s Leadership Coaching Inc. Hear Jo and Michelle Johnston Holthaus discuss 'Advancing Authentically' in the Emerging Women Leaders Webinar Series.

Friday, April 1, 2011

Qualities of a Leader: Emotional Intelligence vs. Passion In The Workplace

Question: In many leadership seminars, we are told to not take things personally at work and not get emotionally attached to our projects and not communicate “emotionally.” In the same seminars, we are told to be passionate about our work and convey that passion to our peers. How does one convey passion without emotion in the workplace?

Jo Miller answers:

Welcome to the confusing world of being a woman in today’s workforce.

In her wonderful book “Play Like a Man, Win Like a Woman” Gail Evans lists a number of things that men do at work, that women can’t. Men can get away with crying, fidgeting, yelling, and using bad manners…women can’t. When a guy cries, it is seen as a powerful and moving display of emotion. When a woman cries, she’s seen as weak and unstable.

And so it goes for being emotional at work.

When people refer to women as being “too emotional,” they refer to a lack of emotional intelligence — someone who is moody and volatile. Guys may be able to get away with this at work, but women can’t. Do I think this is fair? No! But today’s workplace environment is what it is, and if you want to thrive, there are some rules to play by.

The most successful women I have worked with have a high degree of emotional intelligence, evidenced by qualities like resiliency, grace under fire, tenacity, flexibility, and composure. For these women, being passionate means having a compelling vision, speaking with conviction, not being afraid to voice opinions, and articulately debating their position.

The higher you rise in an organization, the more of your time will be taken up playing the game of corporate politics — and it pays to understand the unwritten, unspoken rules of the game. One of those rules is that as a women, you will be judged not only by your talent and results, but by your emotional intelligence. When women are represented in leadership in higher numbers, this will change. But we have to get there first.

Jo Miller is CEO of Women’s Leadership Coaching Inc. Through leadership workshops, coaching programs and webinars, Jo helps women create their roadmap into leadership positions in business.