Why more women should have mentors

Why more women should have mentors

Many successful women cite having had a mentor as the biggest influence in their career.

Sheryl Sandberg and Meg Whitman had mentors. So did Tina Fey. Why don’t you?

Many successful women cite having had a mentor as the biggest influence in their career. So, if we all know it’s important, then why don’t more of us have them and how do we get one?

Where the mentor gap begins

According to the Harvard Business Review, one of the biggest problems for women seems to be that we don’t seek out mentors the way men do, and when we do, those mentors are usually in a less senior position than the mentors men choose.

The other factor is time. As women, we typically have the added burden of doing the majority of the work-life balancing. As a result, women who obtain powerful positions in their careers and have families often have less time to offer formal mentoring to others, even if they have benefited from it themselves.

Women are projected to make up 51 percent of the workforce by 2018. To ensure that we grow to our full potential, finding a mentor needs to become a priority.

While bluntly asking someone to be your mentor can be effective, mentorship usually happens when your good work gets the attention of your boss or someone in a higher position sees you as a younger version of themselves, inspiring her to take you under her wing.

When you’re in the spotlight for a job well done, take a moment to speak to your supervisor, the CEO or someone else you feel will be able to best guide you. Discuss your work, where you see yourself going and ask for advice on how to get there. You can ask for monthly touch-base meetings or whatever your soon-to-be-mentor’s schedule will allow.

In essence, you’re asking without asking, and hopefully the relationship grows and evolves organically.



The rules of finding a mentor
We all have friends whose career trajectories we admire and simultaneously think to ourselves, how did they get to where they are? Naturally a lot of hard work was involved but if you actually dig, you may find that one or more mentors were involved along the way. In my life, that friend is Kristen Ferraro. I’ve watched her career progress from administrative roles to her current position asGlobal Manager, Customer Engagement and CRM Strategy for Cigna.When I told her about this article, she was more than happy to share how mentors positively impacted her professional development and helped her take her career to the next level.

1. Start early
At the onset of our careers, we’re still learning the ropes and aren’t as confident. It’s hard not to take things personally when interactions at the office are less-than-friendly. Ferraro was fortunate to find a mentor early in her professional career to teach her these lessons and serve as a touchstone whenever needed. Her second office job was at Edge Trade (eventually acquired by Knight Capital Group), and then-CFO Norman Schwartz saw that Ferraro sometimes struggled with the more difficult personalities in the office. He took her aside and gave her the best professional advice anyone has ever given her: “Don’t take things personally.” What this advice did was help her take a step back and see the bigger picture and to figure out what she could and couldn’t control. “You’re not here to make friends,” he said. “You’re here to do a job. Stay focused on the work and the goals of the company.”

2. Have support outside of the workplace
Ferraro’s father, Ralph, is an educator and always encouraged her to face any challenge head on. Whenever she’d complain about work-related issues, he’d push her to address them and advise that working to overcome the issues would make her a better professional and a better person. Ralph is living proof that there is no challenge you should back down from. When faced with the devastating news that he had cancer and was given six months to live, he fought for his life. Today Ralph stands as a medical miracle, cancer free, and a constant inspiration to his daughter to tackle any challenge, no matter how big.

3. You never outgrow mentorships
The need for a mentor later in your career is just as critical as having one at the start. As competition for higher-level positions becomes fiercer, having someone that can help catapult your career to the next level is imperative. Once again, Ferraro found that person when applying for her current job. Ferraro and her interviewer Michele Paige instantly hit it off during the interview process, and she was offered the job. From day one, Paige shared her desire to help Ferraro develop. She advised her to take a skills assessment test so they could identify areas of strength and align them with her work and projects. Then they’d identify areas for improvement and work on developing them.

Mentoring takes time and dedication, but it is a valued relationship for both parties involved and can offer just as much to the mentor as it does the mentee: A fresh perspective on the work at hand, the opportunity to keep your skills sharp and a personal sense of reward from seeing the positive effects your actions have had on someone else. Indeed, Ferraro herself is currently mentoring interns within her organization and states, “It’s a great way to remind myself of the valuable lessons I've learned along my own journey."

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HRVietnam - Collected
City's human resource director testifies Tuesday in bench trial tied to suit from 10 former employees

By Ann Marie Bush
ann.Bush @ cjonline.Com

Jacque Russell, director of human resources for the city of Topeka, testified afternoon that despite difficult economic times in 2011, protecting city employees was important during the consolidation of the city parks and recreation department and the county’s department.

After calling three witnesses, the city of Topeka rested its case after 4 p.M during a bench trial at Shawnee County District Court.

Ten former Topeka parks and recreation employees are suing the city, contending they were involuntarily terminated from their employment with Parks and Recreation of Topeka on Dec. 31, 2011, then became Shawnee County employees the following day.

Attorney Grant Glenn filed a lawsuit against the city in May 2012 on behalf of former employees William Riphahn, Teri Simpson, David Specht, Clay Neal, Lynn Bishop, Bruce Andrews, Roger Wilcox, John Bell, Kathy Jo Huseman and Gena Brooks.

The 10 contend they should have received severance pay from the city.

A bench trial began at 10 a.M. Monday in front of Judge Rebecca Crotty.

John Knight, director of the merged parks and recreation department, and Terry Bertels, director of the parks department, also testified on Wednesday.

Most of the plaintiffs had testified on Tuesday and Wednesday. However, Glenn said one more of the plaintiffs will testify at 9 a.M. Thursday.

“There will be no closing arguments,” Crotty said after both sides agreed. “We’ll rely on the briefs.”

Shelly Starr, chief of litigation for the city of Topeka, spent more than hour questioning Russell about benefits the employees received in transitioning to the county. Fifty city employees were affected by the merger, Russell said. Two employees in the union, as well as two managers, opted not to transfer, she said.

Those who transferred were allowed to take their vacation time, some of their sick leave and senority with them, Russell testified. Employees who transferred also had the option to have be paid for some of their accrual hours.

Because the consolidation wasn’t addressed in the city’s personnel code, Russell “was blazing a new trail,” Starr said.

“The elephant in the room is ‘Why were these employees not paid severance?” Starr said.

Russell said severance is paid out when “you have suffered a job loss.” The city parks and recreation employees were guaranteed a similar job and the same rate of pay six months after the merger.

“Do you feel you were responsive to employees who asked questions?” Starr asked Russell.

“Yes,” Russell replied.

“Were you trying to hoodwink them?” Starr asked the witness.

“Not at all,” Russell told the court.

The petition alleges the city:

■ Failed to comply with its personnel code requirement that the city offer severance benefits to employees who have lost their jobs “through no fault of their own” as part of a “permanent reduction in force.”

■ Negligently misled the 10 into signing a waiver releasing their rights under the city personnel code.

■ Violated the Kansas Wage Payment Act by failing to offer the employees severance pay.

Cjonline.Com/news

Say ‘yes’ to no: 6 ways to say ‘no’ at work and still get ahead

Say ‘yes’ to no: 6 ways to say ‘no’ at work and still get ahead

There are ways to break the habit of saying yes and get your life back, without giving up your career goals.

When did “no” become a four-letter word? It seems like only yesterday when Nancy Reagan was on a very special episode of “Diff’rent Strokes” to talk to Gary Coleman about the virtues of saying no. (Those were the days, eh?)

If only the former first lady were around today to speak with today’s working professionals about just saying no at work. In addition to steering them away from drugs, she could also advise them to steer clear of taking on extra work, which (not unlike drugs) can so often take a toll on workers’ stress levels and productivity.

Despite their already full workloads, tight deadlines and packed schedules, many working professionals have a hard time saying no, for fear of missing out on opportunities and damaging their professional image. Contrary to popular belief, however, saying no doesn’t have to be a bad thing. In fact, it can be incredibly empowering, says Scott Fetters, founder of High Five Digital Marketing.

“Saying no is your battle shield for deflecting distractions, staying true to yourself and sticking to the course,”Fetters writes.

Not to mention that it’s also one’s right to say no. Saying no, however, does not come easy -- especially in the workplace.Women in particular have a hard time saying no -- perhaps due to a learned habit of trying to please everyone or an inherent fear of hurting other people’s feelings. Fortunately, there are ways to break the habit of saying yes and get your life back, without giving up your career goals.



Six ways to say no at work and still get ahead:

1. Shift your mindset. Don’t think of saying no as giving up or giving in. Look at it as a way to free up time for what’s truly important to you. “Some of us have a hard time saying no because we hate to miss an opportunity,”says HBR’s Peter Bregman. But saying no isn’t about missing an opportunity -- it’s about making a choice and opening yourself up to a different opportunity.

2. Take pride in saying no. Many people hesitate to say no for fear of losing respect from colleagues or their manager, when in reality, saying no can have the opposite effect. Saying no “shows you have a vision, a plan and an opinion,” Fetters says.

3. Be clear. One of the reasons women hate to say no is fear of hurting someone else’s feelings. But when you say no, you’re not rejecting that person -- just the request. So be clear and explain -- honestly -- why you’re rejecting the request.

4. Don’t feel guilty. Remember: You have a right to say no. Don’t feel guilty for saying no. After all, if you say yes to work and you don’t have the time, resources or energy needed to produce a quality result, isn’t that more unfair to the person whose request you’re accepting than saying no?

5. Choose the right words.When saying no, use the phrase “I don’t” instead of “I can’t,” which research shows is a more effective way to say no. As Heidi Grant Halvorson, director of the Motivation Science Center at Columbia University, explains, “‘I don’t’ is experienced as a choice, so it feels empowering. It’s an affirmation of your determination and willpower. ‘I can’t’ isn’t a choice … [It] undermines your sense of power and personal agency.”

6. Know when to say yes.Say yes only to the projects you truly want to take on, says career expert Lindsay Olson. “Before you say yes to something,” she suggests, “pause a moment and ask yourself whether this is truly something you want to do, or whether you simply feel obliged to say yes to it.”

(Picture Source: Internet)
HRVietnam - Collected
Uncovering the benefits of a bad job

A bad job can be the result of a range of issues. Perhaps it's a lack of growth opportunities for a sales coordinator who's held the same role for four years. Or maybe it's a work/life imbalance for an executive assistant who spends late nights at the office and still has to catch up on projects at home.

We've all had a bad job at some point along the way. If your list of cons is longer than your list of pros, don't fret. There are tactics you can employ to tip the scales back in your favor.

Here are five ways to find the upside no matter how bad a job may seem.



1. Connect with new people
The biggest asset at your disposal may be the people you work with. Expanding your circle to cross-departmental colleagues can bring about unexpected benefits.

For one, they might become sources of support and friendship, helping to improve your job satisfaction. Further, they may be able to expose you to new projects or areas of the company that could hold appeal.

So be a part of the office dynamic. This makes it easier to reach out to an extended group of people. Take part in hallway chats, attend birthday events and bring a casserole to the monthly potluck or the summer picnic. When new people join the company, welcome them and express your interest in learning from each other.

Remember not to mention your discontent. You're not looking for others to gripe with. Simply focus on areas of interest. Any shared experiences or knowledge can open up a useful conversation. Follow up later via email and build a continued dialogue over time.

Bonus tip: In addition to peers, consider connecting with managers and even executives. You can still look upward when networking internally.

2. Tap your potential
Ask for projects that allow you to stretch your abilities and develop new skills. You may find that you enjoy whatever it is you begin working on and that your dissatisfaction is not so much with the company but with your current duties. An added benefit: You also can include action verbs, such as "managed," "mentored" or "developed," on your résumé.

Bonus tip: Ask your supervisors how you're doing with a new assignment. If you get words of appreciation, thank them and keep any glowing emails or reviews for your records. You can use these as a résumé addendum or for your cover letter.

3. Investigate your industry
One thing a bad job can still help you do: explore your industry in greater depth. Many companies pay for memberships to industry associations and conferences, making it easier -- and more affordable -- to interact with your peers. By doing so, you can bring added value to your job, expand your professional network and potentially learn about future career paths.

You may even realize you're not as passionate about your profession as you once were. Instead of pinning your discontent on your current job, it may be the business that's not working for you. Sometimes it's hard to tell.

Bonus tip: Consider not just attending but speaking at an industry event. It's easier to get accepted as a speaker while employed, and being a featured presenter can boost your credentials in the eyes of future employers.

4. Propose process improvement
Your job dissatisfaction may be the result of barriers to efficiency in your office, such as a complicated approval process that drains your excitement for a project as it drags on. Rather than complain, suggest systems or processes that will alleviate pain points. Chances are you're not the only one who is frustrated.

You'll earn the goodwill of colleagues, and these individuals could serve as future references. Also keep in mind that spearheading these types of improvements is résumé gold.

Bonus tip: Create a proposal for your boss that clearly outlines the benefits of any changes you suggest. For example, "If we remove this review step, we can save a week in producing the financial report. Here's why that step is redundant."

5. Examine your career path
It's important to assess what you want -- and what you don't want -- from your future job to avoid landing in another unsatisfying position. And it's easier to reflect on your career path while employed; for one thing, you won't have the added financial stress.

Focus on targeting employers and roles that can offer you what you're looking for. This research phase can take time, so dig in now.

Bonus tip: Sign up with a staffing firm. A specialized recruiter can do much of the heavy lifting in a job search. These professionals are able to identify opportunities that might interest you and approach companies, confidentially, on your behalf. You don't have to make a move until you're ready.

Use the above tips to remain positive and productive when you're stuck in a bad job. Even if you can't leave at the moment, there are ways to stay motivated and find the right fit eventually.

(Picture Source: Internet)
HRVietnam - Collected

Working With HR Clients From Hell? Here Are Two Quick Tips For Dealing With Them…

By Alan Collins | successinhr.Com/hr-clients-from-hell
On a few occasions, I’ve had the delightful privilege of working with the client from hell.
You know the type…
The client that doesn’t think HR can do anything right.
The client you dread getting telephone calls from.
The client, who when his or her name pops up on your phone, you feel like throwing up before answering the call.
The client that you lay awake the night before trying to figure out a way to avoid meeting with the next day.
The client that no matter what you do, no matter what HR heroics you pull off, will find something to beat you up for.
You feelin’ me?
As an HR professional, you’ll work with a lot of clients. Obviously, 95% of them will be terrific and won’t have horns or carry a pitchfork.
Here’s the point: One of the best things you’ll ever do for your HR career is to seek out and work with the Tonys of the world. There are lots of them out there — in all organizations, at all levels — from Warehouse Manager to CEO.
These clients are looking for great HR folks also. They want to partner with those who share and can help them realize their own visions for their organizations.
But make no mistake about it, clients like Tony are very demanding and won’t hesitate to kick you in the butt too…but in the process will also grow you, stretch you, challenge you, inspire you, nurture you and give you tough love along the way. And that’s what you want.
Now, having seen Tony, let’s get back to the original point of this article: What do you do to address clients from hell?  Two quick tips.
1. Avoid them in the first place.
When you’re interviewing for that new HR job, interview the company as hard as they are interviewing you. Ask insightful and tough questions to the business leader of the client group you’ll be supporting.
If the business leader or your main client is too busy to meet with you, that’s a big red flag.
And, again, a poor match will make your HR life a living hell. If you don’t know what to look for when interviewing your clients, it’s easy. You want to try and get as close to a Tony as you can.
2. If you’re already in a bad client relationship, start your exit strategy.
You want to pull the plug on this assignment ASAP. Your options: Transfer. Post for a new job. Have a candid discussion with your boss about another client or assignment. Leave the organization. Or offer to job swap with some other unsuspecting HR colleague (hey, just kidding!).
Either way, whatever you do, don’t fall in the trap of trying to fix this person. Research conducted by the Center For Creative Leadership reveals that trying to change your client is a waste of time – especially if they’ve been around awhile and their behavior has been tolerated. So stop wishing he or she will change and put your own needs first.
If your exit from this role is going to take some time, don’t be vindictive. Be patient and bide your time. Continue to give this jerk the same responsive, professional, value-added HR support that you always have. Just because you’re getting crapped on, is no excuse to return the favor.
However, don’t plan to stay in this role long. In volatile times with downsizing still occurring in many organizations, you never can tell how much weight this madman’s perceptions will be given in HR layoff decisions.
Let me be clear: the “personal development,” “character building” and the +5% compensation bribe…er, increase you might get to work with bad clients is overrated. It may sound great at the time, but isn’t worth it. Whatever you gain developmentally is offset by the hit you take to your HR reputation, your personal self-esteem and your mental sanity.
Life’s too short.
Avoid toxic clients at all costs.
You deserve better.
Onward!
Making a difference: Careers in child welfare

Today, child welfare workers are on the front lines of the fight to prevent child abuse, seeking a happy and healthy outcome for everyone in the family or community. Social workers, foster care specialists, case managers and child protective specialists are just some of the professionals working every day to make sure children live in well-adjusted and competent homes.



How to become a social worker
There are numerous career paths available for those who want to work in child protective services, and since abuse happens everywhere, any region or state may have openings. One of the most common routes to this profession is becoming a social worker.

Social workers work closely with children and their parents to help them cope with problems in their lives. Child and family social workers wear many hats -- they help parents find resources they need, step in when a child is being abused, arrange foster families or adoptions, and help families deal with a variety of issues, from mental illness to divorce.

Social workers must possess at least a bachelor's degree in social work or a related field to begin entry-level work. A bachelor's prepares graduates for direct-service positions, such as that of a case worker. To make sure certain students are ready for that responsibility, social work programs often require students to complete an internship or field work prior to graduation. Those who want to work in schools or health care typically need a master's degree. Clinical social workers must have both a master's and at least two years of supervised experience in order to move into private practice.

All states require social workers to be licensed, and there may be additional requirements for those who work in child welfare, depending on the state or local area. According to the Bureau of Labor Statistics, demand for child and family social workers is projected to grow 15 percent nationwide from 2012 to 2022.

Other careers in child protective services
There are many other positions in the field of child welfare. A child protective specialist, for instance, responds to reports of abuse or neglect, conducting interviews and home visits to investigate the issue and then taking the appropriate actions to ensure the safety and well-being of the children in question. Family case managers oversee children who have been removed from the home and placed in a safer situation, all while working toward the goal of family reunification or successful adoption of the child. Access and initial assessment specialists take the initial reports concerning abuse or neglect, determine whether the child is in immediate danger and alert the appropriate authorities as needed.

There are also those who work in supporting roles, providing assistance or counseling services to parents, children and communities going through difficult times. Careers such as community health worker, family therapist, school counselor, social service assistant, behavioral counselor and rehabilitation specialist are just a few of the many possibilities for those who want to help alleviate the problems of child abuse and neglect.

The challenges and rewards of child welfare work
Those who work in child welfare face unique challenges. According to the Social Work Policy Institute, the emotional toll on child welfare workers can be very high, leading to quick burn-out and high turnover rates in the field. Caseloads are heavy, and the time required for the job often surpasses the usual 40-hour workweek. However, studies have shown that those well-trained for the job, especially those with higher degrees in social work, are more likely to stay with the profession for the long haul.

Despite the challenges, those who work in child welfare provide a very valuable service. The Child Welfare Information Gateway reports that 3.2 million children in 45 states received prevention services from a CPS agency in 2012 -- proof that there is a strong line of defense against child abuse and neglect.

And for those who what to join the fight, a career in child welfare can be a great way to make a difference in the community.

(Pictrure Source: Internet)
HRVietnam - Collected