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What You Can Do in One Minute To Empower Women in the Workplace

Posted By Julie McReynolds, Thursday, May 31, 2018
Updated: Wednesday, May 23, 2018


What You Can Do in One Minute To Empower Women in the Workplace

By Fairygodboss

Anytime you change jobs, there’s a lot at stake. Beyond considering whether the role will be a good fit, there are (way too many) important questions to consider: what’s the culture like? Will you be judged for leaving at 6 p.m.? Can you occasionally work from home? And will you make as much money as men at the company?

We’ve all played the guessing game before, and felt extremely lucky — or terribly unlucky — a few months into a new role. But your job satisfaction shouldn’t hinge on luck, and fortunately, it no longer has to. Fairygodboss, the leading career community for women, by women, takes the guesswork out of the job search equation.

The site, founded in 2015 by former Dow Jones execs Georgene Huang and Romy Newman, provides women with a space to anonymously review their work experiences — specifically detailing their company’s culture, whether they believe their CEO supports gender diversity, what kind of parental leave benefits they have, how much they get paid, and whether their company is an overall supportive place for women to work.

By crowdsourcing information about how companies treat women, Fairygodboss equips female job seekers with the intel they need to make informed career decisions.

The best part? Whether or not you’re currently job searching, you can empower women in just one minute. Here’s how: visit Fairygodboss and leave a free, anonymous review about your job — or places you’ve worked in the past. By sharing your experience, you’ll help women everywhere.

Women who work at ADP, for instance, have written on Fairygodboss:

"I have been able to make more money, have more flexibility, and grow more as a person at ADP than I have at any other employer."

"I've been promoted three times in six years - there is definitely opportunity here! My work is challenging, rewarding, and fun. And, I feel that ADP has valued my contributions since day one. 5 stars!"

Join the movement, and be a Fairygodboss! Review your work experience — and get the inside scoop on how women feel about their jobs and companies — today!

This content was originally published by our partners at and can be found by going here.

Tags:  Business  Career  job  Jobs  women  WomeninBusiness  WomenSupportingWomen 

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The 1 Personality Trait Steve Jobs Always Looked for When Hiring

Posted By Julie McReynolds, Thursday, May 3, 2018
Updated: Wednesday, April 11, 2018


 The 1 Personality Trait Steve Jobs Always Looked for When Hiring

By Annamarie Houlis


Quartz at Work recently resurrected a video of a young Steve Jobs talking about the one quality for which he looked when hiring at Apple. That one quality was passion.

Jobs believed that, instead of managing employees on how to do their work, leadership should have a vision and be able to articulate that vision so everyone else can understand it and work towards the same goal. In fact, Jobs goes on to explain that great employees shouldn't need to be managed, anyway — they should be able to manage themselves, if they're passionate and driven. And a core group of great people becomes "self policing."

That's why he promtly fired two "professional" managers Apple hired from outside the company at one point.

"It didn't work at all," he says in the video that's now making the rounds on YouTube. "Most of them were bozos. They knew how to manage, but they didn't know how to do anything."

To replace them, Jobs hired Debi Coleman, who had been working in a different department. She was an inexperienced 32-year-old who had a English literature degree. In the video, she calls the move a "big risk" and says that no one else would have given her the opportunity. Flash forward a few years and, after working as the company's manufacturing chief, Coleman went on to become Apple's CFO by age 35. 

"We wanted people that were insanely great at what they did, but were not necessarily those seasoned professionals," he explains. "But who had at the tips of their fingers and in their passion the latest understanding of where technology was and what they could do with that technology."

Watch the full video below.


This content was originally published by our partners at and can be found by going here.

Tags:  Business  Career  job  leadership  WomeninBusiness 

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How To Deal With An Unapproachable Boss

Posted By Julie McReynolds, Thursday, April 5, 2018
Updated: Thursday, March 22, 2018


How To Deal With An Unapproachable Boss

By Elizabeth Mack

You clench your fists and make an all-too-happy smile, attempting to mask your fear as you approach your boss. It’s only a quick question, you think, just a brief follow-up about last week’s meeting. But, deep down, you know the truth. Client lead or workplace emergency, you’ve left your boss’s office feeling dismissed and angry many times.

If this situation is all too familiar to you, chances are, you have an unapproachable boss. Unapproachable bosses come in all shapes and forms. They can be the too-busy-for-you workaholic, can’t-respond no-show, or you-don't-know-what-you're-doing know-it-all. Basically, unapproachable bosses have the obvious in common: They're difficult people, and you aren’t able to approach them. Either you don’t feel comfortable going to them or logistically aren’t capable of reaching them (i.e. They’re always on vacation or taking a flex day).

Consequently, walking on eggshells, preparing for a dismissive response, or wondering if they’ll be in today can leave you feeling stressed and miserable at a job you otherwise enjoy. Before you consider turning in your resignation letter, here are some tips on how to deal with your unapproachable boss—and keeping your emotions from getting the better of your.

Turn to Emotion-Focused or Problem-Focused Coping

Emotion-focused coping and problem-focused coping are two main types of coping methods we use to deal with stress. We use emotion-focused coping to decrease our distress. While we turn to problem-focused coping when we know we can change the stressful situation and take steps in advance to prevent it from happening.

According to research, emotion-focused coping is best used when we can’t do anything about the stressful situation, while problem-focused coping is great for stressful situations that we can change.

Which Coping Strategy Can You Use?

To determine which coping strategy to use with your boss, decide if the stressor—your unapproachable boss’ behavior—is “changeable.”

In other words, could your boss be unaware of their behavior and how it affects you and other employees? If addressed, do you think your boss would modify their behavior? Or would they be open to problem-solving with you on ways to strengthen communication and expectations?

At the end of the day, you know your boss. From past experience and personality, you can determine if a straightforward heart-to-heart would work or do more harm than good. From there, you can determine which type of coping to use so you can get the most out of your job.

Use Problem-Focused Coping

If you know your boss would be receptive to hearing your feedback, use problem-focused coping, and set up a time to meet. The meeting won’t be effective if your boss (or you) put up defenses. Prevent this from happening by using “I” statements to avoid placing blame (e.g. “I feel stressed when I don’t receive a response from you on last-minute projects.”).

Use Emotion-Focused Coping

If the idea of having a one-on-one meeting with your boss is out of the question—her behavior is simply not going to change—use emotion-focused coping to accept and reframe your situation. What valuable lesson is your boss’s behavior teaching you? How can you use this lesson in your professional and personal life?

When Unapproachable Is Abusive

There’s a difference between a boss who routinely is out of the office and one who belittles and berates you. Know that some unapproachable bosses are abusive, and that under no circumstances should you have to tolerate emotional abuse. Create a paper trail, contact HR, leave your employer, and, if worst comes to worst, file a lawsuit.

Even if your unapproachable boss isn’t abusive and you still feel overly stressed at your job, you do not have to “suck it up” and stay. You don't need this kind of difficult person in your life. There are many rewarding jobs out there—where you don’t have to report to a difficult, unapproachable boss.

This content was originally posted by our partners at and can be found by going here.

Tags:  Business  Career  leadership  women  WomeninBusiness 

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7 Social Media Habits That Disqualified Real Candidates, According To Hiring Managers

Posted By Julie McReynolds, Thursday, March 22, 2018
Updated: Monday, March 5, 2018

7 Social Media Habits That Disqualified Real Candidates, According To Hiring Managers

by Elizabeth Mack

In 2017, 1.96 billion people worldwide were social media users; it is projected that this number will increase by .54 billion to a whopping 2.5 billion this year. Being that 81% of the US uses social media, chances are, you are active on at least one account.

Whether you post regularly, once a week, or every now and then on social media can not only affect your public persona but determine whether or not you get the job.

But what posts will keep you in the running? And which are potential red flags? Hiring managers share with us examples of what job candidates should stay away from when posting on social media. Take a look at what they had to say.

What are one or two real examples you’ve seen on candidates’ social media accounts that kept them from getting the job?

Not using their real name and/or [using] offensive photos.” –Natasha Taylor, Recruiting & Hiring Manager for Rhino Staging

“[Job candidate] applies for regional director. It seems like a good fit…[O]n social media, [he] posts a rant stating that people who watch football or participate [in it] are pieces of expletive, callous foul…football causes brain damage, and those who watch it are complicit…His social opinions colored his effectiveness as regional director and could make people feel uncomfortable.” –Erica Holloway, Hiring Manager for Digital Media Academy

“I don’t necessarily look at every candidate’s social media accounts. I usually do when I’m skeptical on whether or not to bring them in. For example, if a candidate seems underqualified, things I’ll look for include whether or not they’ve been involved with the community and learned skillsets that would apply. First example, I looked at a candidate’s Facebook page and saw that he was really into music but some of his pictures were rather strange. He would post a lot of things that were hateful and cuss a lot or would brag about his drug usage and very derogatory topics. I automatically deemed him unfit for this work environment. Second example, I had a candidate whose Facebook was full of insulting picture towards women and a lot of inappropriate pictures. I didn’t think that would be a good fit either.” –Rebecca Del Cid, Hiring Manager for BrandRep

“We don’t typically look at candidate’s social media pages due to HR protocols. But if we did, I would definitely look at their pictures and how they present themselves and the language they use.” –Sarah Schroeder, Hiring Manager for American Marketing & Publishing, LLC

"We can’t keep them from getting the job based on their social media accounts; that would be discriminatory. Potential red flags to look out for are excessive drinking, acting in a manner with friends, excessive drunk pictures, and overly aggressive posts about politics and religion... [It shows there] could be a cultural problem [and the candidate] might not be able to work with other people.” -Melissa Richardson, Hiring Manager for Deacom, Inc.

Job seekers, keep this advice in mind the next time you post on social media; your job candidacy may be affected by it.  


This content was originally posted by our partners at and can be found by going here.

Tags:  Business  Career  personal branding  socialmedia  women  WomeninBusiness 

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6 Subtle Signs That Indicate You're CEO Material

Posted By Julie McReynolds, Wednesday, February 7, 2018


6 Subtle Signs That Indicate Your CEO Material

Are you interested in becoming a CEO one day? The widely accepted path to CEO is to attend a prestigious business school and build a powerful network. I did none of that and still managed to assume the top leadership role at a national healthcare company. I learned business skills on the job such as P&L management, forecasting and budgeting. But what helped me the most besides my hard work and ambition were the softer skills that not only made it easier for people to like me and work with me, but allowed me to manage others successfully and navigate the complexities of the workplace. (Certainly, we’ve witnessed many bad CEO’s over the years who have great business experience but none of the people skills, and they have failed their company, employees, and shareholders.)

Becoming a CEO doesn’t happen by accident. It begins first with the intention and passion to lead a company that aligns with your values. It often involves creating a strategic career plan for yourself to gather the necessary experience and knowledge to assume the top spot.

With all that said, doing an internal audit of your skills is the best place to start.

Here are 6 signs that you are CEO material:

1. You get results. When given a project, you are focused and driven to achieve successful outcomes. You aren’t easily discouraged. You find solutions to reach objectives. You create and achieve realistic but challenging financial goals.

2. You inspire and motivate others. Beyond being a strong individual contributor, you achieve results by partnering and collaborating with others. People get excited about the work from your passion and dedication. It’s infectious. Your team is invested in the work which drives great results and keeps employees engaged and happy.

3. You’re curious. Great leaders are life-long learners. According to a PwC survey, curiosity is one of the most valuable skills a leader can have. Curious leaders don’t accept the status quo. They ask critical questions that stimulate new ideas and innovation. They are avid readers and are always looking to expand their knowledge base.

4. You’re confident but humble. You admit you don’t have all the answers and are open minded and driven to find the best answers even if they aren’t your own. You admit your mistakes and allow others to learn from their mistakes as well. People rise to the occasion and show up doing their best work as a result.

Angela Sebaly, co-founder and CEO of Personify Leadership and author of The Courageous Leader, adds that humble leaders are focused on the big picture of mission and team rather than themselves. According to Sebaly, ‘Leaders with humility engage us and give us a sense of identity and purpose.’

5. You demonstrate empathy. Empathy means having the ability to understand the needs and emotions of others. This allows you to connect and motivate others who relate to you as a human being rather than just a boss.

6. You communicate well. And you communicate well at all levels. You manage up, down and across and have the ability to clearly convey your message to stakeholders, colleagues, employees and customers.

If you want to be a CEO, my best advice is to learn to be CEO of yourself first. Own your ambition and talent. Build your portfolio of experience and develop your soft skills to achieve great results.


Bonnie Marcus, M.Ed, is an executive coach, author and keynote speaker focused on women's advancement in the workplace. A former corporate executive and CEO, Bonnie is the author of The Politics of Promotion: How High Achieving Women Get Ahead and Stay Ahead, and co-author of Lost Leaders in the Pipeline: Capitalizing on Women's Ambition to Offset the Future Leadership Shortage.

This blog piece was originally posted on who are partners of NAWMBA.

Tags:  Business  Career  leadership  management  MBA Women  women  WomeninBusiness  WomenMBA 

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