It’s been a few months, so let’s recap what we’re looking at here. We want to know if females in leadership roles have an obligation to be role models and mentors for younger women looking to follow in their footsteps. I am certain, despite my best efforts in Part 1, some of you are still thinking:
Why do we care?
We all know, and have come to despise, the statistics that point out just how unequal women are in the workforce. Even those of us who are blessed enough not to feel that stigma, we know there are masses of other women out there who do, on a daily basis. So, put plainly, we care because it matters. We need a way to enlist the masses of young women entering the marketplace, especially those with degrees seeking leadership positions. Without their buy in, nothing changes. We continue to lose. I don’t know about you, but I’m a sore loser. Graceful, sure, but I don’t like it.
We talk lot about managing our time, but what about our other finite and equally critical resource – our ability to focus?
Just as we can't make more time, we can't create more focus and so as with how we use our time, we have to make a conscious decision on how we're going to use this limited and vital resource. With this in mind, here are two measures you can implement to better manage your focus and with it, how you respond to the growing distractions around you.
Improving your employee assessment and hiring practices to secure top external candidates is a sound strategy, but you can’t rely on new talent alone. Succession planning allows you to measure and promote the internal talent you’ve already invested in, which can be critical to gaining competitive advantage — especially when considering the fact that, according to the Center for Creative Leadership, an astonishing 66% of senior managers hired from the outside fail within 18 months.Read more