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IACCM Annual Europe Forum 2015 - London

Join us at the 2015 IACCM Europe Forum! Visit www.iaccm.com/europe for program and speaker details. Pricing Details:*Corporate Member rate includes a 30% discount on the standard Full Member rate Registration Options Individual Member Rate   Corporate Member* Rate   Non-Member Rate (includes 1 year IACCM Membership!) Full Event Pass (Incl. optional Workshops) £1176 inc. VAT £828 inc. VAT £1316 inc. VAT Qualified Academic Pass** (incl. Full event pass) £708 inc. VAT NA £852 inc. VAT *A 30% discount applies to those who are part of an active corporate membership. The discounted price will automatically be listed when you register. If in doubt about your membership status, please contact info@iaccm.com. Contact Diane Kilkenny to learn more about starting a Corporate Membership. **Discounts available to FULL-TIME Academics only, please contact info@iaccm.com for details.

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Global Risks 2015 10th Edition

Global Risks 2015, 10th Edition is published by the World Economic Forum within the framework of The Global Competitiveness and Benchmarking Network.

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SCALING THE PEAKS OF COMPETENCE

How can you know if you are competent to perform in your role? Many professional organisations produce competence frameworks which attempt to answer this question. Unfortunately most of these frameworks are limited to assessing what you know or what you can do. But knowledge and skills are only two of the elements which are required for a person to be competent in a role.

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Why 'Leaders Eat Last'

To Simon Sinek, author of 'Leaders Eat Last: Why Some Teams Pull Together and Others Don't,' leaders are not simply those with authority. They are selfless figures willing to relinquish their best interest for the betterment of those they lead.

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Women Networking Group Webinar - Marketing Yourself through Social Media

Social media has changed the game in how professional opportunities are publicized and filled. Join this webinar and learn to master the methods for identifying potential opportunities and getting noticed. Our guest expert will share insights on: New ways to showcase yourself through visual content: - 5 steps to a better personal brand - Get noticed on Social Networking sites - Looking beyond the major jobs boards

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Doom and Gloom: a path to nowhere

am always surprised by the volume of 'doom and gloom' mail that I receive. Yes, there are many problems to be solved and some days they can feel quite overwhelming, but I have yet to see an instance where doom and gloom made them any better.

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McKinsey Report on Fostering Women Leaders: A fitness test for your top team

We know all too well the dismal percentage of women populating C-suite positions. The latest article published by McKinsey and Company identifies 5 questions to help generate challenging conversations to test organizational practices and reduce the barriers to advancing female executives. http://www.mckinsey.com/insights/organization/Fostering_women_leaders_A_fitness_test_for_your_top_team?cid=other-eml-alt-mkq-mck-oth-1501 Are there other questions you would suggest adding to the list?

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Trends of Women in Sales Infographic Article

With access to over 300 million member profiles, LinkedIn measured the representation of women by job function, title, industry, and more. We want to use this information to bring awareness to the subject and put something in place to help transform the industry and narrow that gap. The results are not surprising and more work needs to be done but the trend is positive. To access the report visit: http://sales.linkedin.com/blog/trends-of-women-in-sales-infographic/# LinkedIn's recently issued Workforce Diversity Report is recommended as well: http://blog.linkedin.com/2014/06/12/linkedins-workforce-diversity/

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Recommended Reading

Interesting article: "CEOs must ensure that all employees feel a sense of purpose in their work" is available at bnhttp://www.strategy-business.com/article/00254?pg=4. In particular note the following: "...60 percent of U.S. college students, and some 40 percent of MBA students, are women. Those are high percentages, and we expect them to hold, if not rise. Based on several data trends and the continued falling of barriers, we estimate that by 2040-a quarter century from now, when today's college and business school graduates will be taking the CEO reins-women will represent some 30 percent of the incoming class of the top 2,500 global CEOs. (See 'Women CEOs: A Slow but Steady Upward Trend.) And that proportion will only increase over time." The rest of the article is an interesting read, but I am afraid not very accurate, and in my opinion near sited. What they say is 2040, is really more like it should be now, rather than really envisioning the future.

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Recommended Reading: The Most Undervalued Leadership Traits of Women and Why Women Are More Effective Leaders Than Men

Forbes article at http://www.forbes.com/sites/glennllopis/2014/02/03/the-most-undervalued-leadership-traits-of-women/ The Most Undervalued Leadership Traits of Women is an article written by a Hispanic man and based on his personal and professional experiences. In short, he identifies six leadership traits women naturally possess that are undervalued: Opportunity-driven Strategic Passionate Entrepeneurial Purposeful and Meaningful Traditions and Family The author also refers to another interesting article in the Business Insider on Why Women Are More Effective Leaders Than Men. http://www.businessinsider.com/study-women-are-better-leaders-2014-1 The statistics are dismal: "At the lowest levels, more than half of the employees in organizations are female. As you move to each successively higher level in the organization, the number of women steadily shrinks. At the CEO level, worldwide, there are only 3% to 4% who are women." Yet the study provides support for women in leadership positions and ends on this optimistic note: "To the degree that senior executives and boards of directors are putting men into senior positions, fearing that women will not perform well at higher levels, we hope that this information adds to the assurance that they need not worry about that."

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Babes at Work

http://www.strategy-business.com/article/ac00056?pg=all This article shares an example of how one company built an employee-centric corporate culture by supporting a baby-friendly workforce. How do you feel about permitting infants in the office?

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Babes at Work

http://www.strategy-business.com/article/ac00056?pg=all This article shares an example of how one company built an employee-centric corporate culture by supporting a baby-friendly workforce. How do you feel about permitting infants in the office?

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McKinsey Global Survey Results on Gender and Workplace Diversity

McKinsey has published the results of its latest survey on gender and workplace diversity. 1.The online survey was in the field from August 20 to September 6, 2013, and received responses from 1,421 executives (624 men and 797 women) representing the full range of regions, industries, company sizes, tenures, and functional specialties. To adjust for differences in response rates, the data are weighted by the contribution of each respondent’s nation to global GDP. The results indicate that collective, cultural factors at work are more than twice as likely as individual factors to link to women’s confidence that they can reach top management. They recommend a holistic diversity agenda to create a culture that supports women in senior executive positions. The article is available at: http://www.mckinsey.com/Insights/Organization/Moving_mind-sets_on_gender_diversity_McKinsey_Global_Survey_results?cid=other-eml-alt-mip-mck-oth-1401 Is your experience reflective of the survey findings? Are you surprised that men are less aware of the challenges female employees face at work (see Exhibit 3)?

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Take advice from the knowledgeable women around you

http://www.theguardian.com/women-in-leadership/2013/sep/02/knowledgeable-women-advice-cheryl-giovannoni

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Yerrabolu, Pavani  
Computer Sciences Corporation India P...
 
Luontama, Taru  
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