Women's Leadership Coaching

From the Article Archive: Mentoring

2012-01-17T12:20:00.000-05:00

Question: There is a role model I admire. How do I engage them as a mentor?

Answer:

Just ask! It truly can be as simple as just asking if they will mentor you.

Check for chemistry

Start by requesting an informational meeting of twenty minutes (an amount of time most people can spare).

Engaging a mentor is like going on a first date – you would not ask for somebody’s hand in marriage on a first date! Don’t ask your role model to mentor you the first time you meet. It is a big commitment for both parties to make. Instead, test the water with the informational meeting, to see if there is a match. Before you meet, prepare three or four specific topics for discussion. If the meeting goes well, and you sense good chemistry, ask if they would like to meet on a regular basis. Negotiate the frequency and format that benefits both of you.

If your company has a formal mentoring program, sign up for it. They are generally well-designed, and include a list of potential mentors who have volunteered and are awaiting assignments. Your role model may already have volunteered. The program will give you guidance and protocols for getting started, but be aware that the most successful mentoring relationships continue beyond the initial term and become more informal.

Why stop at one?

In her keynote at the National Association of Women MBAs conference, Kim Brown, VP of Finance at Walmart noted the crucial role that mentors have in a person's career growth, saying “You might only need one mentor, but I have five.” She mentors five to eight individuals herself.
What many employees don’t realize is how very much mentors gain from the experience.

Pay it forward: mentor others

One senior-level woman, a leader in telecommunications, said “Do I have a mentor? I do. I believe it’s very important that you not only have a mentor but that you also are a mentor to others. I learn as much through mentoring as I do by being a mentee. It keeps me on my toes because usually they are younger people who are going through some of the challenges that I went through earlier in my career.” As a mentor, she gains new perspectives on what’s going on in the world, and keeps in better touch with her own organization and the challenges that are there today.

Question: I had a man tell me he would feel uncomfortable mentoring a woman. If you are a woman engineer and all the potential mentors are male how should you proceed?

Answer:

One approach is to know that there simply will not be chemistry between everyone you wish to have as your mentor. Schedule the informational meetings and do so until you find a match.

A second approach, if you are somewhat courageous, is to position this as a learning opportunity for both of you. You could say something like this: “To be honest, I was a bit uncomfortable approaching you too. I have not had a male mentor before. Since we are both new to this, there might be things we can both learn. I could answer any questions you have about working with and mentoring women, while you teach me about a… b… c…. Why don’t we set up an initial meeting, and see how it goes; if we decide to continue then great, and if not, that is fine.”

Jo Miller is CEO of Women’s Leadership Coaching Inc. which offers women’s leadership seminars and coaching programs.

From the article archive: Selling your technical idea to management, with Sophie Vandebroek, CTO, Xerox

2011-12-01T12:00:00.000-05:00

Question: I have a great technical idea. How should I go about influencing it, and selling it to senior leaders?

Jo Miller answers:

I had the opportunity to speak with Dr. Sophie Vandebroek, Xerox’s Chief Technology Officer, at the Grace Hopper Celebration. As we discussed the skills that technical women need to be successful, Sophie seized on the importance of influencing, and explained her philosophy of what it really takes to influence a technical idea and gain buy-in from management.

Her philosophy: if you have a great technical idea that you want to bring to your leaders, don’t just try to explain it to them! You first need to do your homework.

In Sophie’s experience, “it is not good enough to have a bright technical idea”. As a researcher or a technical person, you alone won’t have the necessary credibility to influence all aspects of the business plan that you must produce for management that would ultimately get your technology into the hands of a satisfied customer:

Step 1. Prove your technology will work
“Number one, you have to prove that the idea will work, by building a little prototype or building your code and showing what you can do”, she explained.

Step 2. Partner with people who have credibility
The next critical step is to use your network to accomplish what you can’t do alone.

Sophie said “I have seen too many projects led by great, passionate people fail because they tried to be a lone influence. You have to get all the right people in the boat with you.

There are many technical researchers and engineers who will write their own business plan. But when it comes to areas like financial, marketing, and understanding what the customer really wants, the plan will lack credibility.

“You might be right, but the most important thing is to get those people who have credibility around the business plan and the market, from all the divisions, to say that your idea is really great and set it to your management.”

“You need to bring together the entire human fabric”.

Sophie Vandebroek was interviewed on this topic by Ed Donahue & Ashley Myers at the Grace Hopper Celebration. Watch the interview on YouTube.

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.

In our latest newsletter: A key to senior-level career advancement

2011-11-05T16:07:00.000-04:00

In the latest issue:

A Key to Senior-Level Career Advancement

Get a Coach!

Poised For Leadership workshop in Minneapolis

Nominate a Webinar Guest Speaker

Article Archive: How do I recession-proof my career?

Favorite Quote: The nerve for failure

Read it here . . .

From the article archive: How Do I Find My Niche

2011-11-01T12:00:00.000-04:00

Question: Eleven years after entering the workforce, I still haven’t figured out what I want to become “when I grow up.” How can I know the best career direction to take?

Jo Miller answers:
One of the tactics I covered in my “Recession-Proof Your Career” session at the 2008 Grace Hopper Celebration is to know your personal brand.

One senior executive in charge of a multi-million dollar technology business unit that I interviewed recently shared that one of the best pieces of career advice she had received from a mentor was to know her career niche. Her mentor had advised her to “be famous for something” and to know her claim to fame. For this senior-level woman, it meant focusing her career around her greatest strength – sales – which led to an outstanding career.

In Jim Collins’ book “Good to Great,” he describes the parable of the fox and the hedgehog. A fox is a true multi-tasker with many talents. It is fast, stealthy, clever, and an excellent hunter. In contrast, a hedgehog has only one skill: it curls into a ball and pokes out its spines. Yet, the hedgehog does this one thing so well that the fox can’t beat it.

Collins discovered companies that consistently outperform competitors know what their “hedgehog” concept is and focus with laser-like clarity on being great at it. A similar principle works when identifying your niche and creating a powerful personal brand. It begins with giving up the temptation to be good at many things, but being famous for none of them.

But how do you choose what your focus should be?

Building from Collins’ concept, when considering what you want to carve a reputation for in your career, start by drawing a Venn diagram with three overlapping circles.

Name each circle for one of the three essential elements of a great personal brand:

Step 1. Talents
What are your greatest strengths, skills, and talents? (Or, which new ones could you easily learn?)

Step 2. Passions
What are your passions? (For example, what subject matter areas could you remain endlessly fascinated with for the rest of your life?)

Step 3. Market
What does your company, industry or market need, want, and reward? (Something for which you can be paid handsomely.)

Your challenge is to identify a niche where all three elements overlap for you – and one for which you could become synonymous with in your career.

Too many women try focus on their talents and passions without first investigating whether there is a market that will reward them. It is vital that all three conditions are met, but when they are, you can build an outstanding brand and a rewarding career.

What will you be famous for?

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.

From the article archive: How Do I Recession-Proof My Career?

2011-10-01T12:00:00.000-04:00

Question: I am concerned about the economic downturn affecting my industry. What are steps I can take now to minimize the effects on my career?

Jo Miller answers:
Take the three following steps:

Step 1: Identify your personal brand.
Women who have outstanding careers are known for doing something well. They have found a career niche that combines their talents and passions. This is something that their company or industry needs and wants badly enough that they are sought after and highly valued.

One career-threatening mistake many women make is choosing a niche that fulfills their passions and uses their talents, but does not have the highest relevance to the marketplace.

Identify what you want your name to be synonymous with and aim to carve out a reputation for yourself as the go-to person in that area of focus. Select projects and roles that reinforce the brand and make your accomplishments visible.

Step 2: Analyze your network.
You can learn to navigate your profession or industry with savvy by understanding the dynamics of the network that surrounds you. Start by listing or mapping out your existing professional network by identifying all the different groups of which you are a part.

Make sure to include:

Your workplace team, department, and organization.
Your industry-wide network from school and past jobs.
Experts and others you have met through conferences industry events and miscellaneous networking.
And anyone else who could be considered part of your professional network.

Now identify the gaps: who are the key people you would like to include in your network? Who can connect you with opportunities, resources, and information, and to whom you can provide the same?

Step 3: Create your strategic networking plan.
After reviewing your existing network, and noticing the gaps, create a plan to build a broad network of authentic relationships.

The best networkers take time on a weekly, or even daily, basis to reach out and connect with new and old contacts with the goal of building and strengthening life-long relationships. I recommend setting a quota for lunches, coffee meetings, calls or email re-connects, and sticking to it.

As you do, educate others about your brand and learn about theirs so that you can connect each other with the right people and opportunities in future. Over time, as those relationships mature, you will be able to leverage these to gain access to hidden knowledge and opportunities and contribute the same in return.

Masterful net-workers do this with the knowledge that they will never need to seek out a job again: it will find them. This is the recession proof career.

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.

Poised for Leadership workshop on October 27 in Germantown, MD

2011-09-26T18:53:00.000-04:00

Poised for Leadership is a workshop for women who want to create a roadmap into positions of responsibility, influence and leadership in corporations.

In this one-day workshop led by Jo Miller, CEO of Women’s Leadership Coaching, Inc, you will discover what it really takes to advance into leadership, including how to:

-Project a seasoned, credible leadership presence
-Gain visibility and reward for your accomplishments
-Build a reputation as a leader, expert or go-to person
-Understand the dynamics of power in your organization -Navigate organizational politics with savvy
-Build your sphere of influence
-Leverage your network to gain access to hidden resources, information and opportunities -Cultivate influence and get buy-in for ideas and initiatives
-Create, envision and lead high-profile projects.

Companies that have utilized Poised for Leadership to develop women employees include Apple, eBay, Bank of America, Intel, JDSU, Medtronic, Microsoft, Salesforce.com, Siemens, Symantec, and numerous others.

Poised for Leadership has received rave reviews from women across the US and Canada. Past participants have said:

"This was the best, most beneficial training I've attended in years."

"This seminar is one of the best I've ever attended. You'll walk away with a new inspiration and determination."

"Every point Jo made was relevant. We walked out with strategies for being a leader-not just in our workplace but in our daily lives."

Cost: $289 per person (or $269 per person for groups of three or more).
Date: October 27, 2011, 9:00 am to 4:45 pm
Location: JDSU, One Milestone Center Court, Germantown, MD 20876

Sponsored by: JDSU

Register now or learn more, at www.womensleadershipcoaching.com/pfl.htm

Kim Zilliox brings the Leadership Academy to the Network of Executive Women (NEW) annual Leadership Summit

2011-09-23T12:51:00.000-04:00

Following her success delivering a year-long Leadership Academy webinar series for the Network of Executive Women (NEW), Kim Zilliox, Vice President of Leadership Development with Women’s Leadership Coaching, Inc. was invited to bring the Leadership Academy to conference participants at NEW's annual Leadership Summit.

Kim's sessions on Negotiating and Influencing were enjoyed by over 300 women in the consumer packaged goods and retail sectors, who learned how to expand their professional networks, strengthen their negotiation and influencing skills, and gain new inspiration to be an effective leader.

From the article archive: Building a Presence in a Global Virtual Workplace

2011-09-01T12:00:00.000-04:00

Question: I read your recent column on self-promotion, however since I work remotely from most of my group and cannot present in meetings or catch people in the hallway, it is harder for me to be visible to management. Can you help?

Jo Miller answers:
I recently coached a woman with a similar issue. Perhaps her story can help you.

Ingrid was senior manager of a marketing communications team. She and her team had been well-known as the “go-to people” for the support services they provided to other groups within her company.

After a re-org, Ingrid’s team was moved into a different business unit, reporting in to a new leader. As a result, nobody knew who she was, or what she was responsible for. Ingrid’s new manager quickly recognized her as a star performer, worthy of a promotion, but this required selling the idea to a general manager who had no knowledge of Ingrid or her track record.
To make things even more complicated, Ingrid worked from home, managed a small global team, and rarely traveled to corporate headquarters.

Ingrid’s goal was to become visible to her team’s internal stakeholders and senior leaders, even though she worked remotely from them. Here are the five steps she took:

Step 1. Work less.
Too many women make the mistake of thinking that if they just worked harder, they would get recognized. Unfortunately, their reputation gets buried under a thankless pile of work. To remedy this, Ingrid allocated a couple hours per week, not to work, but to activities that made her more visible.

Step 2. Know your personal brand.
Ingrid thought deeply about what she wanted her name to be synonymous with, and created a 30-second introduction: “My name is Ingrid, and I am the Senior Manager of Marketing Communications. I am responsible for a, b, and c. You should come directly to me if you need x, y, or z.” She used this to reinforce her brand every time she was introduced to a new person or group.

Step 3. Know who’s who in the organization.
With help from her mentor, Ingrid reviewed her business unit’s org chart and identified the key players and teams that she needed to get to know.

Step 4. Create a strategic networking plan.
For every key person on her list, Ingrid identified a way to connect with them and build an authentic relationship. To do this, she arrived to teleconferences early to have time to small talk, made sure to prepare talking points and speak up during every teleconference, set up 20 minute phone calls with people she needed to get to know, scheduled ongoing check-in calls to strengthen working relationships, invited other managers to present in her staff conference calls (and vice versa), and created a team newsletter to update their stakeholders on monthly milestones. On the rare occasion that she visited HQ, Ingrid leveraged that time by using every available meal or coffee break to meet with key people.

Step 5. Make your accomplishments visible.
Ingrid did not want to overdo the self-promotion and make it seem like she was always bragging. As her coach, I pointed out that many women use this excuse to hold back from self-promoting at all and that it was time to strike an appropriate balance. To achieve that balance, Ingrid prepared short “soundbytes” describing her recent accomplishments and included those soundbytes in conversations at every appropriate opportunity: she publicly acknowledged her team (using both “we” and “I” statements), forwarded kudos emails from stakeholders to her leaders to read, showcased team accomplishments in a monthly newsletter, and proactively asked her manager and mentors to champion her accomplishments to senior leaders.

Five months after embarking on her plan to become more visible, every stakeholder in the department knew who Ingrid was and came directly to her for her expertise. The GM commented on how lucky they were to have gained Ingrid in the re-org and approved her promotion.

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.

3 Tips to Becoming a Visionary Leader

2011-08-29T12:16:00.000-04:00

By Jo Miller, CEO, Women’s Leadership Coaching Inc., Cedar Rapids

Are you a visionary? Most people wouldn’t answer yes.

Being visionary sounds like a lofty designation reserved for the rarest of business gurus. To anyone tending to the day-to-day running of a business, being a visionary can seem like an indulgence for which there simply is not time.

Though she would not refer to herself a visionary, Elizabeth Iversen, a vice president and general manager for Northrop Grumman Corp., was referred to me by employees who nominated her as an authority on this topic.

Read the full article at Business 380 Magazine . . .

From the article archive: Five Key People You Need in Your Network

2011-08-11T12:00:00.000-04:00

Question: As a program manager, I rely heavily on influencing without authority to get my job done. As part of my development plan, my manager suggested I expand my network among our internal business partners so I can be more influential; however, I don’t want to be seen spending too much time unnecessarily schmoozing. Where should I start?

Jo Miller answers:

Wise advice from your manager! Having a network of strong working relationships across your organization can connect you with hidden information, resources, and opportunities. Having a great network makes it easier to get your job done, influence outcomes, and gain buy-in more easily.

If you spend a lot of time building relationships with an agenda, people will be used to seeing you only when you need something from them. This trains them not to look forward to seeing you. My recommendation is to set aside a couple hours per week, to build relationships with people at times when you don’t need anything from them.

To maximize your time while you expand your network, consider starting first with these five key types of people:

Step 1. The Connector

The connector is a true “people person” who knows — and has great relationships with — everyone. They put others at ease. This person loves to open doors and make introductions. Watch them and learn!

Step 2. The Informational Powerhouse

This person is like a human grapevine. They love to keep a finger on the pulse and stay current on organizational issues. They filter useful information from gossip or noise and know about changes before they occur. Seek them out when you need to know about new trends, ideas, projects, opportunities, and so on, before they become official.

Step 3. The Influencer

The influencer is not necessarily a high-level or high profile leader, but they have a natural ability to make things happen. They get people on board with ideas and initiatives, gain agreement and collaboration from teams, and they have a voice with senior leadership. Their early support can guarantee the success of your initiatives and their advocacy can get you noticed.

Step 4. The Senior Leader Sponsor

These are your manager’s peers (and those ranked above them) and they have the power to dramatically accelerate your career. Interacting with them frequently can help you align your work effort with your organization’s strategic goals. They have the ability to single you out for recognition and connect you to special projects, task forces and committees, and new opportunities for growth

Step 5. The Mentor

Need I say more?

Many of the senior-level women I coach can trace their career advancement back to a turning point, where a mentor advised them on something they needed to be doing differently.

I often observe men using their mentors differently than women do — they are more proactive about asking their mentor to sponsor them. Consider asking your mentor to actively open doors and connect you with opportunities.

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.

Registration is open for Poised for Leadership workshop in Burbank, September 29

2011-07-25T13:46:00.000-04:00

The next Poised for Leadership workshop will take place in Burbank, California on September 29 2011, hosted by Yahoo! Women in Tech.

Poised for Leadership is ideal for early-career and mid-level women who want to create a roadmap for career advancement into positions of leadership and influence in business.

Here's what some past attendees had to say:

"I really like the section on influence and the examples given. It was an "Aha" moment for me."

"I wish I had this information early in my career. What an impact this will have on everybody's career and lives!"

"This seminar is one of the best I've ever attended. You'll walk away with a new inspiration and determination."

"Every point Jo made was relevant. We walked out with strategies for being a leader--not just in our workplace but in our daily lives."

The cost for this full-day workshop is $279 per person, or $259 if attending in a group of three or more.

Learn more, review the agenda, or register now

Would I make a good leader?

2011-07-06T13:13:00.000-04:00

When we talk about being a leader, it often sounds as though you need to dwell on gigantic, lofty issues — it’s easy to feel overwhelmed and not know where to begin.

From the many career-related questions people send me, one that stood out came from a woman in a midlevel role at a large corporation. She emailed: “My question comes in two parts. 1) How do I know if I would make a good leader? 2) Can you learn to be a good leader?”

Early in my career, I turned down an offer to take my dream job — my first true management position. Despite working hard to position myself as the ideal candidate, I felt the stakes were too high if I failed. I didn’t know if I had the chops to succeed...

Read the article by Jo Miller at Business 380 >>

From the article archive: Learning the Fine Art of Self Promotion

2011-07-01T12:00:00.000-04:00

Question: What are ways to make my accomplishments visible without being seen as bragging?

Jo Miller answers:
I know far too many women who hold back from promoting their accomplishments, for fear of being seen as someone who brags too much. We’ve all known a colleague who overdid the bragging to the extent that they became a strutting, self-promoting peacock.

Many of the women I speak to say that their fear of becoming like that person holds them back from self- promoting at all — even when appropriate or necessary.

If you fall into this category, your finely tuned “B.S. detector” will prevent you from turning into an obnoxious over-promoter. You do need to seek out a healthy level of recognition, because in today’s corporate culture, that’s what gets rewarded.

Many women fall into the trap of thinking that getting recognized at work is like doing well in school, where working hard and getting good grades will guarantee recognition. But when you take this approach in the workplace, you’ll only get buried from view under a pile of work. Worse, your reputation as a “hard worker” will only attract more hard work!

As an example, I once coached a woman who was hired into her team just before an 18-month hiring freeze. For those 18 months, she was viewed by others as "the junior" on the team, or, as she put it in her own words "I was low man on the totem pole". Being an eager team player, she quickly built a reputation as “the fixer”, the one willing to dive in and address any problems that arose. Being somewhat humble, she never bragged or called attention to what she was achieving. And because she was so good at accomplishing her work effortlessly, no-one else was aware of the sophisticated problem-solving and change management skills she was using.

After toiling away un-noticed for those 18 months, she realized that she wasn’t building a brand as an achiever or leader or expert. In her own words, she was known only as “the pooper-scooper.” Every time there was a sticky problem that no one else wanted to deal with, she was called in to fix it.

The solution was to reflect on her recent accomplishments, select those that best positioned her as a leader, then get the word out. Here are the steps she used:

Step 1
She listed out all of her accomplishments.

Step 2
From the list, she selected the ones that reinforced the brand she wanted to build. (Leaving out the pooper-scooping!)

Step 3
She promoted those accomplishments.

And, here are three ways she promoted her accomplishments and ways you can do the same without feeling sleazy.

Create a “soundbyte” or concise one-sentence description for each accomplishment. When someone asks “How are you doing?” don’t just tell them you’re fine. Take that opportunity to include a soundbyte: “I’m doing great. I just got nominated for the customer service award!”

When a customer or colleague sends an email praising you, forward it on to your leaders. All you need to add to the message is “FYI.”

When a significant project or milestone is accomplished, ask to present a report in your staff meeting and to other groups that may benefit from what you’ve learned. Volunteering to present brown bags works well, too.

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.

Job opening: Administrative Professional

2011-06-14T16:08:00.000-04:00

Women's Leadership Coaching, Inc. is hiring!

We are a small, boutique corporate training firm located in downtown Cedar Rapids, IA, and serving national Fortune 500 and global corporate clients. Due to growth in business, we have an opening for an experienced administrative professional.

This is a fast-paced, detail-oriented job. Our ideal candidate is a dedicated administrative professional, with experience as an administrative assistant, training coordinator, executive assistant, office manager or similar. Must be able to self-manage and be mindful of confidentiality. We have a creative, entrepreneurial atmosphere and can offer flexible or family-friendly hours.

Read the job description and apply here . . .

Book recommendation: The Happiest Mom

2011-06-08T16:51:00.000-04:00

The Happiest Mom is a beautifully designed book full of practical advice for busy professional Moms.

Edited by the very smart and wonderful Elizabeth Dougherty at Weldon Owen, this will make a lovely gift for yourself or a girlfriend.

Read the latest edition of our newsletter: Managing Former Peers

2011-06-02T13:44:00.000-04:00

In this issue:

Managing Former Peers
Jo Miller interviewed by Business 380 Mag for the Biz Quiz
From the Article Archive: Getting Credit For Your Ideas
Poised For Leadership workshops in Cedar Rapids, IA and Burbank, CA

Read it here . . .

From the article archive: How Do I Delegate without Micromanaging?

2011-06-01T12:00:00.000-04:00

Question: As the newly promoted manager of a small team, how can I delegate effectively? I need to ensure they are meeting critical deliverables without seeming like I am micromanaging them.

Jo Miller answers:
I recently met with a manager who is transitioning into a new role (fantastic!) and is training her replacement.

We were discussing the difficulties of handing over her work to the new hire, so just for fun I role played how delegation usually works:

Step 1
DELEGATE: Give the new hire a task.

Step 2
PROD: Follow up a few days later and ask, “Did you get it done?” (accompanied by a wild finger-jabbing gesture).

Step 3
Wake up to the fact that you’ve just become your worst nightmare: A MICROMANAGER.

After my demonstration, the manager burst out laughing and asked if I had been reading her mind.

The TASK->PROD style of delegating makes you guilty of “helicopter management,” hovering over someone, sending them the message that you don’t trust them to take ownership of their work. Or, if your style tends more toward conflict avoidance, you are left to guess at whether they will complete the task, and hope that a few passive-aggressive glances will guilt them into producing the goods.

Is there a better way? Well, yes! In a nutshell, the model for effective delegating goes like this:

Step 1
Describe the overall vision or objective. And check for their buy-in.

Step 2
Co-create clear expectations. Instead of telling them what needs to be done, ask what they would need to do, and fill in gaps as necessary to collaboratively create a set of action items.

Step 3
Co-create accountability. This is the part most managers leave out, leading directly down the path to micromanagement. Co-creating accountability means asking them how they want to be accountable. For example, ask, “How shall we check in?” Now as their leader, you must track accountabilities to provide a model for taking these important commitments seriously.

Step 4
Positively challenge them to deliver a high standard of excellence. Remind your team that they are smart, talented, and that you challenge them to deliver a high standard of excellence. Dare them to go for it!

Step 5
Give frequent feedback. Provide frequent feedback on where people are doing well and re-direct them immediately if things go off course.

Step 6
Celebrate their success! Now the most important step: acknowledge their success.

If you have caught yourself behaving a bit like a micromanager recently, your assignment is to review the six steps above and identify which one you need to do more of.

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.

Jo Miller takes the Business 380 Magazine ‘Biz Quiz’

2011-05-23T11:42:00.000-04:00

Jo Miller was interviewed by Business 380 Magazine for the ‘Biz Quiz’. Read her answers to questions including:

What’s the best day of the week to be in a meeting?
What do you always have close at hand at your desk?
Did you start out in this line of work? What did you think you’d be doing when you “grew up”?
How did you happen to come to live and work in Eastern Iowa?

Read it here . . .

Managing Former Peers

2011-05-20T15:50:00.000-04:00

Question: I am a new leader of a group I was previously a member of. It has been hard to be their boss/leader without thinking of them as friends first. How do I overcome that? How do I get them to see me as the person in charge and still let them know I care about their lives?

Kim Zilliox answers:

What a great question and a common one for any leader who has moved up within the ranks of an organization and made good friends along the way. It is an incredibly challenging transition for both the leader and for the peers, who have to negotiate the new landscape without the bump in pay and title. Here are a few critical suggestions for you to implement in order to create the right tone in your new role.

Put yourself in their shoes.
Think of what they need from a leader. What did you need from your previous leader? They most-likely needed a level headed, supportive and strong leader who will help them make decisions, take away roadblocks, assist them in achieving their goals, and someone who will make them look good. Who better to do that than someone who formerly, primarily called them a friend?

All too often it is the leader that gets in the way of creating a healthy peer to manager transition by wanting to be too much of a friend. I know it can sound tough, but the dynamic has changed and you are no longer their friend. You are now their manager and your responsibility is to the organization, and to help them achieve their job based objectives. It is most likely your own feelings you will need to be aware of and accept: the loss of being a friend and not being in the "inside circle".

Up-level your professionalism.
As part of working on increasing your leadership presence in your new role, you’ll want to refrain from certain types of conversations with your previous peers. Most commonly, this means no gossip. While it is common to gossip with close colleagues (hopefully infrequently), it is not acceptable for a manger to gossip with an employee. It does not support the employee.

I recently coached a bright young emerging leader in this area where she was gossiping about one of her employees who was regarded as “high-maintenance”. After our first call, my client immediately stopped her behavior. Right away this caught the attention of my client’s VP and she was positively acknowledged for this change. Additionally, she now has a better working relationship with this previously very misunderstood employee. The biggest lesson for my client was to be able to envision herself as a leader. She had not been able to accept the fact that she was not an imposter, but that she earned her role and was really great at it. Once she learned to see herself as a leader, the rest seemed to flow naturally.

Re-connect with each individual.
Have you had a 1:1 meeting with each of the individuals who now report to you? And with those who don’t but whom are affected by your new role? Communication really is the vehicle to success and meeting with these employees and constituents can help to create the appropriate foundation for a long lasting, open, and healthy manager-employee relationship. Talk about how they feel, how you feel, what will work for them, and about what will work for you in this new relationship dynamic. It may be a bit uncomfortable and rocky at first, but you will find your groove with each one of them. Everyone likes to be led a bit differently, and if you can find the sweet spot for how to work with them, you will reap the rewards of a great working relationship. By expecting their best, you are showing the utmost respect and support for someone, and staying in integrity with the company, which is what employees are really looking for in their leader which leads me to my next point.

Stay centered.
For all of us, when we are concerned about being a certain way, we swing like a pendulum to the opposite behavior before finding a balance and settling in the middle zone of what is appropriate. Save yourself many headaches, challenging conversations, and sleepless nights, and don’t go to the opposite extreme and try to be the overbearing insensitive boss because you do not know how to navigate your new role. Focus on being fair with every individual. If you know personal information about one of your employees and she is asking for the day off, forget what you know and evaluate whether it works for the team or not. Conversely, what about the prior peers you didn’t buddy up with? No playing favorites. Treat them fairly as well, and work hard to get to know their work interests, strengths, and personality styles so you can have the best possible working relationship with them as well.

Kim Zilliox, MA, MBA is Vice President of Leadership Development for Women’s Leadership Coaching, Inc. She is a certified coach and career counselor and works with women to empower themselves to have fruitful and fulfilling careers. She coaches individuals and groups on the topic of leadership development and teamwork and is an inspirational conference speaker. To inquire about securing Kim as a Leadership Coach, go to: http://www.womensleadershipcoaching.com/kimzilliox.htm.

Top 3 reasons to attend Poised For Leadership in Cedar Rapids on June 17

2011-05-16T13:08:00.000-04:00

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 roadmap to break into leadership, including how to:

-Project a seasoned, credible leadership presence
-Gain visibility and reward for your accomplishments
-Build a reputation as a leader, expert or go-to person
-Understand the dynamics of power in your organization
-Navigate organizational politics with savvy
-Build an influential network, and use it to access hidden resources, information and opportunities
-Cultivate influence and get buy-in for ideas and initiatives
-Create, envision and lead high-profile projects.

So, what are you waiting for? Make this your year to break out and establish yourself as an up-and-coming leader by attending Poised For Leadership! Register now

Read the latest edition of our newsletter

2011-05-04T22:35:00.000-04:00

In this issue:

How to Climb the Corporate Ladder as a Woman in High Tech
How to Hone the Skill of Promoting Your Accomplishments
Emotional Intelligence vs. Passion in the work place.

Read it here

In Cedar Rapids on June 17: Join us for the Poised For Leadership workshop

2011-05-04T15:57:00.000-04:00

Are you in Cedar Rapids? Wondering what it really takes to break into leadership?

If so, you are invited to join Jo Miller, CEO of Women's Leadership Coaching Inc., on June 17 at Poised For Leadership, a one-day workshop for women who want to create a roadmap into positions of responsibility, influence and leadership in business. Learn more and register

From the article archive: Getting Credit for Your Ideas

2011-05-01T12:00:00.000-04:00

Question: I suggested a great idea, but the initiative was given to my co-worker. They ended up getting all the accolades, even though I was more than qualified to lead this particular project. How can I get credit for my ideas?
Jo Miller answers:

Don’t just pitch your ideas – pitch proposals, and remember to pitch yourself, too!

Ideas alone are not enough. Too often I hear women describe how they suggested a great idea, but were overlooked and the initiative was given to someone else to lead. Did that other person really “steal” the idea? If you forget to pitch yourself as the person to lead the initiative, then someone else may reasonably assume the idea is up for grabs and run with it.

There are two additional steps to help you turn an idea into an opportunity for yourself.

Step 1: Pitch Your Proposal
My advice is to go beyond just suggesting ideas, and put forward proposals. If you are ready to take on a bigger leadership role, then make proposals — often. Make a habit of frequently putting forward your ideas, solutions, or value-add on projects, while not getting too attached to any particular idea. This is how you build a reputation as a strategic thinker and problem-solver.

Get used to finishing every idea or suggestion with a proposal: “My proposal is that we… a, b, c (stating your proposed course of action).”

Step 2: Pitch Yourself
When you put forward an idea or a proposal, it’s important to add that you are the ideal person to lead the charge. Complete every proposal by stating why you are the best person for the job: “I am uniquely qualified to lead this initiative because… a, b, c (stating your qualifications).”

Then, close the sale: “What are our next steps to move forward?”

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.

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

2011-04-26T11:18:00.000-04:00

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.

Intel GM Michelle Johnston Holthaus on How to Promote Your Accomplishments

2011-04-06T16:30:00.000-04:00

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:

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

2) 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.

3) 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.

4) 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.

From the article archive: Emotional Intelligence vs. Passion In The Workplace

2011-04-01T12:00:00.000-04:00

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.

Have you ever wondered what it takes to land a promotion?

2011-03-15T15:55:00.000-04:00

Do you count yourself among the many women who feel ready to take on a higher-level role but are waiting for the opportunity to present itself?

Join an exclusive group coaching teleclass and discover what it really takes to get promoted!

Perhaps you have asked yourself:

What is the best way to market myself as an ideal candidate for promotion?
What is holding me back from being considered?
What are key elements of a successful personal PR campaign?
How do I prepare to have a difficult conversation with my management?
How do I show that I am qualified for a higher-level job than the one I am in today?
How do I communicate what’s in it for my company?

Would you like to learn about what other women have done to advance their careers?

Join us beginning Tuesday, March 29, for our 8-week group coaching teleclass and learn what it takes to break into leadership. Learn more and register now

Coming to Dallas on May 6: Poised for Leadership workshop

2011-03-15T15:33:00.000-04:00

Are you in Dallas? Wondering what it really takes to break into leadership?

If so, you are invited to join me on May 6 at Poised For Leadership, a one-day workshop for women who want to create a roadmap into positions of responsibility, influence and leadership in business. Learn more and register

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.

Ask Jo: Should I go to leadership training?

2011-03-08T06:50:00.000-05:00

Question: My manager has recommended that I attend leadership training, however, I am happy in my existing job and not sure if I want to move into management. Should I go to the training?

Jo Miller answers:

Years ago, I was preparing to deliver a leadership workshop for thirty women in a large telecommunications company. They had been selected by management, who had identified them as “high potential” and told they were required to go to training. Needless to say, not all were happy to be told they had to take two days out for yet another soft-skills training when they were understaffed and had a mountain of work to get through.

A few days before the class, I was reviewing their answers to a pre-workshop questionnaire. One of the questions I asked them to answer was “Why is being a leader important to you?”. Reading the responses, I felt dispirited because apparently being a leader was not that important to them. They just wanted to make the biggest difference they could at work every day.

What is the definition of Leader?

Then came my ‘Aha’ moment! In their answers, they had defined what it means to be a leader. Being a leader does not mean having a management job title or a team of employees reporting to you, or climbing the ladder to a certain grade level . A leader is someone who is committed to making a difference that is greater than one person could make alone.

Regardless of your job title, do you aspire to make a positive impact? Do you want to make the greatest difference you can? If so, you will surely reach a point in your career where you want to make something happen that is bigger than you are able to accomplish through your own effort. You will need skills like the ability to effectively articulate your idea, and get collaborators on board. You will need to know ways to help everyone stay focused and motivated while they work toward a common goal.

Leadership skills are also life skills

Whether your future career path as an individual contributor, technical leader or people leader, will there be times when you need to work with others to complete something that not one of the players could accomplish through solo effort? If so, I encourage you to take the class.

As we celebrate International Women’s Day and Women’s History Month, I reflect on how our world will benefit from having more strong women leaders in industry, government and community organizations. Even if you never use the skills professionally, you will have many opportunities in your life outside work to make a difference by collaborating with others. Leadership skills are essential life skills for anyone who hopes to make a positive impact in their work, family, community, or any area of life.

As CEO of Women's Leadership Coaching, Inc., Jo Miller helps women create their roadmap into leadership positions in business, and offers low-cost leadership webinars for executives and emerging leaders.

To read more of her career advice, visit the Ask Jo archives.

From the article archive: Working through Tough Salary Negotiations

2011-03-01T12:00:00.000-05:00

Question: I have been interviewing for a position for which I meet all qualifications. They gave a salary range and asked what my salary expectations are, and I successfully avoided answering. However in my last interview, they asked what I am currently paid, which is below the market rate. How can I negotiate to be paid what I am worth?

Jo Miller answers:

You have done well to delay speaking about salary.

When you get to salary negotiations, ask for the highest salary in their range, and explain, “I believe I am uniquely qualified for the position because…” Then, give three or four brief bullet points explaining why you are highly qualified, and the best match for the position.

If they then offer you less, say, “Hmmm. Is that your best offer?” Then go silent, let them do the talking. If they put the ball back in your court, say, “I believe I am worth top of your range because…” and repeat your previously mentioned bullet points. Then go silent and let them talk.

If they ask what you currently make, continue deflecting their question. A savvy and diplomatic answer is, “I expect that if we decide this is the right match, we will come to a mutual agreement on my salary.” If they persist, explain that among your reasons for leaving your current position is the below-market salary. Remind the employer that you expect your qualifications to be rewarded at a fair-market rate.

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.

Last days to register: Emerging Women Leaders webinars begin February 22

2011-02-17T12:47:00.000-05:00

Have you created a plan for your leadership development this year?

Join the Emerging Women Leaders Webinar Series, which begins next Tuesday, February 22.

Make this your year to:

Advance your career while remaining true to yourself
Lead others effectively across varying time zones, cultures, and generations
Ask for and get the resources you need to be successful in your job
Learn what defines your personal brand, and how to communicate it in every interaction
Cultivate leadership presence, exude confidence, and command respect from others
Engage audiences and get your message across in meetings, teleconferences and webinars

In this year-long, six-part webinar series, learn practical leadership skills you can apply immediately. Each webinar features a 'rock star' woman leader who will share her top tips for career success, and real-world leadership advice.

Cost: $169 for the full year of six webinars (or $2,495 for a corporate package of 100 log-ins).

The speakers and topics are:

2/22 Advancing Authentically
Guest Speaker: Michelle Johnston
General Manager, Channel Platforms & Strategy Division, Intel

4/26 Communicating Across Boundaries
Guest Speaker: Dr. Patricia Fletcher
Software Executive, SAP

6/28 The Art of Asking
Guest Speaker: Diane Gonzalez
Vice President, Product Development, Intuit

8/23 Communicating Your Personal Brand
Guest Speaker: Dr. Neeli Bendapudi
Professor of Marketing, Director, Institute for Managing Services, Fisher College of Business, The Ohio State University

10/25 Leadership Presence
Guest Speaker: Kelly Easterling
Principal, Rothstein Kass

12/13 Persuasive Presentations
Guest Speaker: Bank of America Executive

This series is ideal for early-career and mid-level women in corporations, and corporate women's network meetings.

Read the lastest edition of Women's Leadership News

2011-02-11T13:38:00.000-05:00

In the February edition of our E-Newletter, Women's Leadership News, you will find:

What characteristics do senior executive women have that up-and-coming women can emulate?

2011 Webinar Series' start soon, don't miss out!

Poised For Leadership Workshop- April 8, in Minneapolis, MN

From the article archive: Steps to earning equal compensation

Read it here and subscribe:

Last chance to register! Executive Women Leaders Webinar Series begins February 15

2011-02-10T12:53:00.000-05:00

Don't miss out! Our Executive Women Leaders Webinar Series begins February 15.

In this year-long, six part webinar series, learn proven strategies for leading change, strengthening your emotional intelligence, fostering peak engagement, and advancing your career as an executive. This program is ideal for women leaders who are managing people, teams and organizations.

In every webinar, Kim Zilliox, MA, MBA, Vice President with Women's Leadership Coaching Inc, teaches leadership skills, and invites a senior executive leader to share her experiences, and weigh in with real-world leadership advice. The guest speakers are outstanding women from industry who will share their top tips for career success.

The webinar topics are:

1. Creating Peak Employee Engagement
2. Leading Across Multiple Generations
3. Executive Career Paths
4. Roadmap to the Boardroom
5. Change Leadership
6. Emotional Intelligence

Don't miss out: reserve your place now, for $397 for the full year of 6 webinars.

Register now >>

What characteristics do senior executive women have that up-and-coming women can emulate?

2011-02-09T17:42:00.000-05:00

Question: What characteristics do senior executive women have that up-and-coming women can emulate in order to be more effective?

Answer: Dr. Patricia Fletcher is a technology executive at SAP who has studied the common factors and competencies associated with women who are directors on corporate boards. Dr. Fletcher and I compared notes to identify characteristics that are common among the senior-level women leaders she interviewed for her dissertation. These are characteristics that the rest of us can learn from in order to be more effective and successful in our careers. They relate to alignment, barriers, networking, pragmatism, and execution.

Alignment
Do you know what your most important goals are?

Dr. Fletcher says that senior-level women executives do and ensure that everything they do each day is aligned with what they want to achieve.

“The overall principle is alignment. Align your energy and focus with how you spend your day,” she advised. “Don’t say ‘yes’ to everything. You cannot succeed if you have too many number one priorities. You do not want to put yourself in a position to over-commit and under-deliver. Nor do you want to constantly have an imbalance in your life created by signing on for too much. Sure, that happens sometimes; that should be the exception and not the rule. Don’t always take on the hard project—unless it aligns with what you want to achieve.”

Barriers
How do you react when you face a barrier to achieving your goals?

According to Dr. Fletcher, we can learn a lot from successful women leaders and how they view barriers differently. “Adjust your attitude to focus on what you want to achieve and to understand that there will be barriers between you and what you want to do. You can choose to let a barrier stand in your way or stall you, or instead you could consider it to simply be a data point. Be flexible and be resourceful. Most of all, adjust your attitude. The only person stopping you is you.”

Networking
An important way that these women maintain alignment with their goals is cultivating a network of relationships with collaborators: people who help them stay focused and achieve what they set out to do.

“These women define their networks and networking differently,” says Dr Fletcher, referring to how women on corporate boards don’t buy into the superficial concept of networking that is schmoozing. “They don’t like cocktail parties as a means for building a network,” she added. “They establish very deep, meaningful relationships that are mutually beneficial and are based on common bonds and shared experiences.”

They also create their own board of directors. Dr Fletcher found it remarkable that many of the women she interviewed had established a personal board of directors, without realizing it, for every stage of their life. She noted, “They create a strong foundation of support, taking an ad-hoc but deliberate approach to achieving their goals, and not taking on the journey alone. They have people there to support them.”

Pragmatism and Execution
Dr Fletcher describes how senior women leaders have the ability to execute their plans.

“The most important piece is they do it. Senior level women ‘just do it;’ over, and over, and over again. When it comes to execution, they take a pragmatic approach.”

To any woman wishing to become better at execution, Dr. Fletcher recommends: “Create a business plan in your head, then work backwards. Understand how to get from there to here. Then be purpose-driven.”

Jo Miller is CEO of Women’s Leadership Coaching Inc, and she spoke to Dr. Patricia Fletcher, PhD, technology executive with SAP.

Hear Dr. Fletcher discuss the career path to the corporate boardroom in the Executive Women Leaders Webinar Series which begins February 15.

2011 Women's Leadership Webinars

2011-02-01T14:31:00.000-05:00

Are you looking for affordable leadership development for yourself or for a group of women?

Whether you are an aspiring leader or a seasoned one, our webinar programs give you access to low-cost leadership development training and inspiring guest speakers, in a webinar format that is ideal for women's network group gatherings.

Read on, to select the webinar series that will help you on the way to achieving your career and leadership goals in 2011.

Do you aspire to become a leader? Join us for:
Emerging Women Leaders Webinar Series

Starts February 22

Learn ways to cultivate leadership presence, build your leadership brand, and communicate with confidence and credibility. This series is ideal for early-career and mid-level women in corporations. Webinar topics in the series include:

Advancing Authentically

Guest Speaker: Michelle Johnston

General Manager, Channel Platforms & Strategy Division

Intel Corporation

Communicating Your Personal Brand
Guest Speaker: Dr. Neeli Bendapudi

Professor of Marketing and Director, Institute for Managing Services

Fisher College of Business, The Ohio State University

. . . and four more topics to help you upgrade your leadership communication toolkit, lead effectively, and make a greater impact in business.

Cost $169 for the full year of six webinars (or $2,495 for a corporate package of 100 log-ins).

Are you an established leader? Join us for:
Executive Women Leaders Webinar Series

Starts February 15

Learn proven strategies for leading change, strengthening your emotional intelligence, fostering peak engagement, and advancing your career as a leader or executive. This series is designed for women who are currently managing people, teams or organizations. Webinars in the series inlcude:

Creating Peak Employee Engagement
Guest Speaker: Emily Drenis

Vice President, Global NPI & ODS Services

Alcatel-Lucent

Change Leadership
Guest Speaker: Kristin Russell

Vice President - Global IT Service Operations

Oracle Corporation

. . . and four more topics to help you to succeed as a dynamic, inspiring leader.

Cost: $397 for the full year of six webinars (or $2,495 for a corporation package of 25 log-ins).

From the article archive: Steps to Earning Equal Compensation

2011-02-01T12:00:00.000-05:00

Question: I will be transitioning from graduate school back into an industry where I have heard there is a pay gap between men and women. I renegotiated my salary and would like to know what additional actions I can take to make sure I am being equally compensated for my work.

Jo Miller answers:

I’m glad you are taking this seriously. You are taking all the right steps. If all women were to follow your lead, there would be less of a gender pay gap!

I recommend reading the book “Women Don’t Ask” by Linda Babcock and Sara Lascher. Following extensive research, they found that a large part of the gender pay gap could be due to women’s reluctance to negotiate.

Follow these steps when choosing a job to maximize your compensation and your career advancement:

1. Find a position in a division of the business that is growing, not shrinking or stagnant.

2. Ensure that you are hired into a division that is a revenue center, not a cost center. For example, seek out jobs in areas like product management or sales rather than in finance, operations, or human resources.

3. Look for a role that allows you to demonstrate the link between your work effort and business results, and make those results visible to senior-level leaders. For instance, if you work in marketing, measure return on investment (ROI) of your marketing programs and present results/metrics to senior leaders.

4. Ensure that you report to a manager who likes and mentors you, and whose manager does the same for them. That way, everyone’s careers advance faster.

5. Seek opportunities to work on high-profile projects that demonstrate your leadership capabilities and challenge you to grow.

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.

Coming to Minneapolis on April 8: Poised for Leadership workshop

2011-01-24T12:24:00.000-05:00

Are you in Minneapolis?

Did you ever wonder what it really takes, to get promoted?

If so, you are invited to join me on April 8 at Poised for Leadership, a one-day workshop for women who want to create a roadmap into positions of responsibility, influence and leadership in business.

Register or learn more at http://www.womensleadershipcoaching.com/pfl.htm

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.

Poised for Leadership workshop: 9 shots of leadership inspiration

2011-01-18T15:17:00.000-05:00

Are you in the San Francisco bay area? Have you ever wondered what it really takes to get promoted? If so, you are invited to join me in Milpitas, on March 3 at Poised for Leadership, a one-day workshop for women who want to create a roadmap into positions of responsibility, influence and leadership.

Register now, and discover what it really takes to break through into leadership, including how to:

Project a seasoned, credible leadership presence

Gain visibility and reward for your accomplishments

Build a reputation as a leader, expert or go-to person

Understand the dynamics of power in your organization

Navigate organizational politics with savvy

Build an influential network

Leverage your network to gain access to hidden resources, information and opportunities

Cultivate influence and get “buy-in” for ideas and initiatives

Create, envision and lead high-profile projects.

A past participant recently said:

"... Over the last year I've been listening to all your 1 hour webinars over the phone and then attended the Poised for Leadership seminar which took all the 1 hour seminars over the months and brought it all together for me. After the webinars I started putting effort into the things I learned during those seminars and this month I was promoted to Senior Manager. Over the last year I've also created a name for myself amongst the Exec's. I think you start by having to work really hard in showing your worth but once someone else sees it they start spreading the word for you so it gets easier as you have more people spreading the word for you."

To learn how to integrate these skills into your daily work-life, join me for Poised for Leadership, a 1-day workshop for women who want to break into positions of responsibility, influence and leadership in business.

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.

Is this your year to break into leadership?

2011-01-17T18:26:00.000-05:00

In the Emerging Women Leaders Webinar Series, learn 6 skills you’ll need, to break into leadership:

#1: How to advance while remaining true to yourself and your values
#2: How to lead and collaborate across time zones, cultures, and generations
#3: How to ask for and get the resources you need to do your job well
#4: How to communicate your personal brand
#5: How to exude leadership presence
#6: How to present persuasively to groups, and in teleconferences and webinars.

Learn from six outstanding women leaders as they describe the skills that helped them advance to where they are today.

Register now for only $169 for the full year program of 6 webinars >>

What should I do if I can’t find any job postings appropriate for my background?

2011-01-11T14:05:00.000-05:00

Question: I have recently completed my education and am looking for employment. When I search job postings, I don't find any entry-level jobs. How can I make myself marketable without experience?

Kim Zilliox Answers:
What a great and very timely question. With all of the job seekers in the market today, coupled with today’s rapidly changing workplace, employers are raising the bar on the skills and experience they are looking for in any position. This can certainly make it tougher on recent graduates to secure those great entry-level positions. Let me break my answer down into two parts:

Step 1
First, let me speak to not finding entry-level jobs. Please be assured there are actually entry-level jobs out there. They are more plentiful in certain areas and fields like major cities and in growing industries, but they are certainly there. My corporate clients consistently tell me they are looking for great talent to bring on board from all levels including entry. The problem is not necessarily the lack of jobs, but it is more about how to find out about them. Unfortunately, searching job postings is not the most effective way to do so. According to research, 65-70% of jobs are obtained through networking, while only about 15% or less of employed individuals secure positions through responding to postings. So, it is absolutely critical that you launch a networking campaign for yourself to tap in to all of the resources in your network. Here are some specific action items I recommend:

Create a list of people who can help you in your search and meet or schedule a call with them to pick their brain about opportunities, share what you are looking for and know that a day will come when you will do the same for them or for someone else. Your contacts on Facebook can most likely help you fill out a large list here, and don’t forget all of your uncles, aunts, neighbors, friend’s parents, their friends, etc.
Create a list of companies you would like to work for and see how you can connect with people in those companies to build relationships and find out about opportunities or, growth areas. Visit LinkedIn, this site can help. Use it to see who you can be introduced to in company’s you want to work for.
See if there is a Meet Up group in your area to connect with like-minded people and hear of opportunities while you look to provide your positive energy and friendship to them. There are also association meetings in your specific field of interest, so find them and attend.
Finally, your undergraduate or graduate Career Center is a good resource. Be sure to look through the Alumni database to see who you can connect with and meet with the Alumni Counselor to see what they know as they are often aware of opportunities at growing organizations and in touch with the recruiters.

Step 2
Second, I do like the second part of your question about making yourself marketable without much experience. First of all, see #1. If you are hired based on relationship, this becomes less of an issue. If people like you and trust you, and see that you have the potential to learn quickly and gain experience, they will give you some time to get up to speed. Additionally:

What experience do you have? My hope is that you took advantage of opportunities during school to intern, so you can absolutely leverage that, as well as projects and research you did during your studies. If you did not, you are a step behind your fellow classmates, but all hope is not lost. Begin right now. Where can you apply your skills and knowledge? Can you volunteer for a local non-profit to help them in any way while you are searching? Did you work on projects in school you can speak about to reveal your current knowledge?
What positions are there that you do qualify for? Sometimes the key is to enter an organization wherever you can and then eventually move into the position you desire once you have proven yourself and they know you.
Be an amazing salesperson for yourself. This can be very difficult, especially for women, but it needs to happen. Any story that pops up in your mind that makes you uncomfortable about doing this is not as true as your need for a great opportunity. What are the traits you bring to the table? This is as much of a part of your brand as functional skills. Are you reliable? Are you a hard worker? Do you have a good attitude? Do you work well with others? Do you have a good recommendation from a previous employer? Are you a quick learner? Would a company be lucky to have you? These are all questions you want to make sure you can answer “yes” to. Then you can position yourself as a “diamond in the rough’” that has just enough experience to know the basics of the field and the working environment, but someone fresh enough to have new ideas and to learn quickly the ways of a future organization. You need to believe it first that you are a huge asset to an organization, realize you have more experience than you think, and know that you may have to take a position just to prove yourself at first and then move into a position closer to your ideal role.

I do hope this is helpful, and like anyone else out there, just keep working at it and being strategic. The average person spends 5 hours per week on a job search. You want to treat this like a full-time job and you will see the results. Look beyond the postings. Volunteer your time, connect with people, know and be able to articulate your value, and be clear about your goal. Keep track of all of the ‘asks’ you make as you’ll want to reciprocate or pay it forward on their behalf in the future!

Kim Zilliox, Vice President of Leadership Development for Women's Leadership Coaching Inc. specializes in coaching women to become successful leaders. Join Kim starting February 15, 2011 for the Executive Women Leaders Webinar Series.