<?xml version="1.0" encoding="UTF-8"?><rss version="2.0" xmlns:content="http://purl.org/rss/1.0/modules/content/" xmlns:wfw="http://wellformedweb.org/CommentAPI/" xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:atom="http://www.w3.org/2005/Atom" xmlns:sy="http://purl.org/rss/1.0/modules/syndication/" xmlns:slash="http://purl.org/rss/1.0/modules/slash/" > <channel> <title>Leadership Archives - Braving Boundaries</title> <atom:link href="https://bravingboundaries.com/category/leadership/feed/" rel="self" type="application/rss+xml" /> <link>https://bravingboundaries.com/category/leadership/</link> <description>PROFESSIONAL LIFE COACHING & TRAINING</description> <lastBuildDate>Wed, 22 May 2024 05:28:05 +0000</lastBuildDate> <language>en-ZA</language> <sy:updatePeriod> hourly </sy:updatePeriod> <sy:updateFrequency> 1 </sy:updateFrequency> <image> <url>https://bravingboundaries.com/wp-content/uploads/2020/03/Asset-1.svg</url> <title>Leadership Archives - Braving Boundaries</title> <link>https://bravingboundaries.com/category/leadership/</link> <width>32</width> <height>32</height> </image> <item> <title>4 Ways Poor Communication Could be Slowing Down Your Team</title> <link>https://bravingboundaries.com/4-ways-poor-communication-could-be-slowing-down-your-team/</link> <comments>https://bravingboundaries.com/4-ways-poor-communication-could-be-slowing-down-your-team/#respond</comments> <dc:creator><![CDATA[friedaL2020]]></dc:creator> <pubDate>Wed, 22 May 2024 05:27:59 +0000</pubDate> <category><![CDATA[Communication]]></category> <category><![CDATA[Conflict]]></category> <category><![CDATA[Corporate Wellness]]></category> <category><![CDATA[Effective communication]]></category> <category><![CDATA[Leadership]]></category> <category><![CDATA[Team building]]></category> <category><![CDATA[Team communication]]></category> <category><![CDATA[Working environment]]></category> <category><![CDATA[communication]]></category> <category><![CDATA[communication styles]]></category> <category><![CDATA[conflict resolution]]></category> <category><![CDATA[effective communication]]></category> <category><![CDATA[poor communication]]></category> <category><![CDATA[set expectations]]></category> <category><![CDATA[team building]]></category> <category><![CDATA[team dynamics]]></category> <category><![CDATA[team productivity]]></category> <category><![CDATA[transparency]]></category> <guid isPermaLink="false">https://bravingboundaries.com/?p=6142</guid> <description><![CDATA[<p>The post <a href="https://bravingboundaries.com/4-ways-poor-communication-could-be-slowing-down-your-team/">4 Ways Poor Communication Could be Slowing Down Your Team</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></description> <content:encoded><![CDATA[<div class="et_pb_section et_pb_section_0 et_section_regular" > <div class="et_pb_row et_pb_row_0"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_0 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_0 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h5><strong><i>By Frieda Levycky – Founder and Director of <a href="https://bravingboundaries.com/">Braving Boundaries</a></i></strong></h5> <p><span style="font-weight: 400;">Effective communication is the lifeblood of any thriving team. In my years of coaching and leadership, I’ve witnessed how clear, empathetic communication not only bridges gaps but also builds stronger, more resilient teams. Yet, it’s not uncommon for even the strongest teams to encounter communication barriers that can stifle their potential and sour the workplace atmosphere.</span></p> <p><span style="font-weight: 400;">In this blog, I want to share some insight into four common communication challenges that I’ve observed in various teams and discuss practical strategies to overcome the hurdles that might be holding back your team.</span></p></div> </div><div class="et_pb_module et_pb_text et_pb_text_1 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h2><b>Identifying Communication Challenges</b></h2></div> </div> </div> </div><div class="et_pb_row et_pb_row_1 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_1 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_0"> <span class="et_pb_image_wrap "><img fetchpriority="high" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/1.png" alt="" title="1" class="wp-image-1486" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_2 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_2 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p><b>Inefficient and Unfocused Meetings</b></p> <p><span style="font-weight: 400;">A critical area where poor communication manifests is in the planning and execution of meetings. Inefficient and unfocused meetings are not just time-consuming; they can significantly drain a team’s energy and creativity.</span></p> <p><span style="font-weight: 400;">For example, a client I once worked with held regular team meetings that were meant to streamline project updates and brainstorm solutions. However, these meetings often lacked a clear agenda and objective, which led to prolonged discussions about irrelevant topics. The team members felt their time could have been better spent on actual work, leading to frustration and decreased productivity.</span></p> <p><span style="font-weight: 400;">To hold more effective meetings, consider implementing the following guidelines:</span></p> <p><span style="font-weight: 400;"></span></p> <ul> <li style="font-weight: 400;" aria-level="1"><b>Establish a Clear Agenda:</b><span style="font-weight: 400;"> Before any meeting, circulate an agenda that outlines the topics to be discussed and the objectives to achieve. This keeps the meeting focused and goal-oriented.</span></li> <li style="font-weight: 400;" aria-level="1"><b>Assign Roles:</b><span style="font-weight: 400;"> Designate a moderator or leader for each meeting to keep the discussion on track and manage time effectively.</span></li> <li style="font-weight: 400;" aria-level="1"><b>Set Time Limits</b><span style="font-weight: 400;">: Allocate specific times for each agenda item to ensure that discussions remain concise and on point.</span></li> </ul></div> </div> </div> </div><div class="et_pb_row et_pb_row_2 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_3 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_1"> <span class="et_pb_image_wrap "><img decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/2.png" alt="" title="2" class="wp-image-1487" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_4 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_3 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p><b></b></p> <p><b>Unclear Expectations and Instructions</b></p> <p><span style="font-weight: 400;">One of the most common issues I see in teams across various industries is the lack of clear expectations and instructions. This seemingly simple oversight can lead to significant confusion and frustration, affecting not only the quality of work but also team morale.</span></p> <p><span style="font-weight: 400;">Let me paint you a picture… A staff member sends a contract to an external lawyer with the brief instruction: “Please review.” Without further context or detailed expectations, the lawyer is left guessing what specifically needs attention, with too much room for assumption. It’s a simple contract, a non-disclosure agreement, which should be straightforward. However, the absence of clear instructions leads to a cycle of back-and-forth communications, delays and potential errors.</span></p> <p><span style="font-weight: 400;">To combat this issue, I encourage staff members to adopt a more detailed approach when assigning tasks. Here are a few tips:</span></p> <p><span style="font-weight: 400;"></span></p> <ul> <li style="font-weight: 400;" aria-level="1"><b>Be Specific:</b><span style="font-weight: 400;"> Clearly outline what needs to be done, why it’s important and any specific concerns or areas to focus on.</span></li> <li style="font-weight: 400;" aria-level="1"><b>Set Deadlines:</b><span style="font-weight: 400;"> Always specify when the task needs to be completed, allowing for a clear timeframe.</span></li> <li style="font-weight: 400;" aria-level="1"><b>Provide Context:</b><span style="font-weight: 400;"> Help your team understand the bigger picture. This not only improves the quality of the work but also enhances engagement and responsibility.</span></li> </ul></div> </div> </div> </div><div class="et_pb_row et_pb_row_3"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_5 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_image et_pb_image_2"> <span class="et_pb_image_wrap "><img decoding="async" width="2000" height="1500" src="https://bravingboundaries.com/wp-content/uploads/2024/05/Poor-Communication-Could-be-Slowing-Down-Your-Team-2.png" alt="" title="_Poor Communication Could be Slowing Down Your Team (2)" class="wp-image-6155" /></span> </div> </div> </div><div class="et_pb_row et_pb_row_4 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_6 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_3"> <span class="et_pb_image_wrap "><img decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/3.jpg" alt="" title="3" class="wp-image-1488" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_7 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_4 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p><b>Lack of Transparency</b></p> <p><span style="font-weight: 400;">A lack of transparency within teams can lead to mistrust and a sense of isolation among team members. When information isn’t shared openly, it can create barriers to collaboration and leave employees feeling out of the loop and undervalued.</span></p> <p><span style="font-weight: 400;">A team I once advised provides a vivid example. In this example, management tightly controlled decision-making processes and information was shared only on a need-to-know basis. This closed-door approach fostered rumours and speculation, diverting team members’ attention from their primary tasks and undermining trust within the group.</span></p> <p><span style="font-weight: 400;">To foster a more transparent environment:</span></p> <p><span style="font-weight: 400;"></span></p> <ul> <li style="font-weight: 400;" aria-level="1"><b>Encourage Open Communication:</b><span style="font-weight: 400;"> Promote an open-door policy where team members feel welcome to ask questions and express concerns without fear of reprisal.</span></li> <li style="font-weight: 400;" aria-level="1"><b>Share Key Information:</b><span style="font-weight: 400;"> Regularly update your team on company news, project progress and strategic decisions. This not only keeps everyone informed but also helps them understand how their work contributes to the organisation’s goals.</span></li> <li style="font-weight: 400;" aria-level="1"><b>Involve Team Members in Decision Making:</b><span style="font-weight: 400;"> Whenever possible, involve your team in the decision-making process. This inclusion not only enhances commitment to the resulting decisions but also builds a deeper level of trust and engagement.</span></li> </ul></div> </div> </div> </div><div class="et_pb_row et_pb_row_5 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_8 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_4"> <span class="et_pb_image_wrap "><img decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/4.png" alt="" title="4" class="wp-image-1489" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_9 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_5 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p><b>Poor Conflict Resolution</b></p> <p><span style="font-weight: 400;">Conflict is a natural part of any team dynamic, but when left unresolved, it can escalate and negatively impact team morale and productivity. Poor conflict resolution often stems from ineffective communication and a lack of understanding among team members.</span></p> <p><span style="font-weight: 400;">Conflict can easily fester within a team, leading to strained relationships and decreased productivity. To improve conflict resolution within your team:</span></p> <p><span style="font-weight: 400;"></span></p> <ul> <li style="font-weight: 400;" aria-level="1"><b>Promote Open Dialogue: </b><span style="font-weight: 400;">Encourage team members to address conflicts openly and constructively, fostering an environment where differing opinions are valued and respected.</span></li> <li style="font-weight: 400;" aria-level="1"><b>Provide Conflict Resolution Training:</b><span style="font-weight: 400;"> Equip team members and managers with the necessary skills to identify, manage and resolve conflicts effectively. Training sessions and workshops can enhance communication skills and promote a culture of collaboration and mutual respect.</span></li> <li style="font-weight: 400;" aria-level="1"><b>Lead by Example: </b><span style="font-weight: 400;">As a leader, demonstrate effective conflict resolution techniques in your interactions with team members. Model positive communication behaviours, such as active listening, empathy and compromise, to encourage similar approaches among your team.</span></li> </ul></div> </div> </div> </div><div class="et_pb_row et_pb_row_6"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_10 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_6 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h2><b>Build Stronger Teams Through Clear Communication</b></h2></div> </div><div class="et_pb_module et_pb_text et_pb_text_7 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p><span style="font-weight: 400;">Effective communication is the cornerstone of a successful team, enabling collaboration, innovation and growth. By recognising and addressing common communication challenges, teams can overcome obstacles, foster stronger relationships and achieve greater productivity.</span></p> <p><span style="font-weight: 400;">As you reflect on the key points I shared in this blog, I encourage you to start thinking about how you can take proactive steps to improve communication within your team. Let’s commit to nurturing stronger, more resilient teams that thrive on openness and collaboration. </span></p> <p><a href="https://bravingboundaries.com/contact-me/"><span style="font-weight: 400;"><strong>Reach out today</strong></span></a><span style="font-weight: 400;"> to explore how we can tap into the full potential of your team, simply by improving your communication strategies.</span></p></div> </div><div class="et_pb_module et_pb_image et_pb_image_5"> <a href="https://bravingboundaries.com/contact-me/"><span class="et_pb_image_wrap "><img decoding="async" width="810" height="450" src="https://bravingboundaries.com/wp-content/uploads/2024/05/End-of-blog-post-CTA-image-2.png" alt="" title="End of blog post CTA image (2)" class="wp-image-6150" /></span></a> </div> </div> </div> </div> <p>The post <a href="https://bravingboundaries.com/4-ways-poor-communication-could-be-slowing-down-your-team/">4 Ways Poor Communication Could be Slowing Down Your Team</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></content:encoded> <wfw:commentRss>https://bravingboundaries.com/4-ways-poor-communication-could-be-slowing-down-your-team/feed/</wfw:commentRss> <slash:comments>0</slash:comments> </item> <item> <title>Healthy Employees, Happy Business: The ROI of Corporate Wellness</title> <link>https://bravingboundaries.com/healthy-employees-happy-business-the-roi-of-corporate-wellness/</link> <comments>https://bravingboundaries.com/healthy-employees-happy-business-the-roi-of-corporate-wellness/#respond</comments> <dc:creator><![CDATA[friedaL2020]]></dc:creator> <pubDate>Wed, 27 Mar 2024 05:38:41 +0000</pubDate> <category><![CDATA[Corporate Wellness]]></category> <category><![CDATA[Effective communication]]></category> <category><![CDATA[Leadership]]></category> <category><![CDATA[mental health]]></category> <category><![CDATA[Relationships]]></category> <category><![CDATA[Team building]]></category> <category><![CDATA[Team communication]]></category> <category><![CDATA[Work life]]></category> <category><![CDATA[work-life balance]]></category> <category><![CDATA[Working environment]]></category> <category><![CDATA[Business]]></category> <category><![CDATA[corporate]]></category> <category><![CDATA[corporate wellness]]></category> <category><![CDATA[corporate wellness programs]]></category> <category><![CDATA[employee wellness]]></category> <category><![CDATA[employees]]></category> <category><![CDATA[employers]]></category> <category><![CDATA[flexible workforce]]></category> <category><![CDATA[good mental health]]></category> <category><![CDATA[happy business]]></category> <category><![CDATA[happy business environment]]></category> <category><![CDATA[happy team]]></category> <category><![CDATA[happy workplace]]></category> <category><![CDATA[healthy team]]></category> <category><![CDATA[healthy teams]]></category> <category><![CDATA[healthy work environments]]></category> <category><![CDATA[healthy workplace]]></category> <category><![CDATA[mental well being]]></category> <category><![CDATA[mental wellbeing]]></category> <category><![CDATA[mental wellness]]></category> <category><![CDATA[team building]]></category> <category><![CDATA[toxic work environments]]></category> <category><![CDATA[toxic workplace]]></category> <category><![CDATA[Well-being]]></category> <category><![CDATA[wellness]]></category> <guid isPermaLink="false">https://bravingboundaries.com/?p=5857</guid> <description><![CDATA[<p>The post <a href="https://bravingboundaries.com/healthy-employees-happy-business-the-roi-of-corporate-wellness/">Healthy Employees, Happy Business: The ROI of Corporate Wellness</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></description> <content:encoded><![CDATA[<div class="et_pb_section et_pb_section_1 et_section_regular" > <div class="et_pb_row et_pb_row_7"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_11 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_8 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h5><strong><span style="color: #be9727;"><em>WRITTEN BY ALICIA KOCH, FOUNDER OF <span style="text-decoration: underline;"><a style="color: #be9727; text-decoration: underline;" href="https://legalwhizz.wixsite.com/thelegalbelletrist">THE LEGAL BELLETRIST</a></span> </em></span></strong></h5> <p><span style="font-weight: 400;">The world has evolved over the last few years. </span></p> <p><span style="font-weight: 400;">We can all understand why – the world experienced a joint-mass crisis. Something every one of us were touched by. Of course, we’re talking about the Pandemic. Something that seems almost too long ago to remember firsthand and yet, when we look back on it, it seems all too familiar to ignore. </span></p> <p><span style="font-weight: 400;">And because of the pandemic, the world changed. People changed. Employees most certainly changed. </span></p> <p><span style="font-weight: 400;">Employees realized the value that they bring to the table. They realized that “life is short, you best be doing exactly what makes you happy”. They realized what’s important for them going forward. And that didn’t always include </span><i><span style="font-weight: 400;">just</span></i><span style="font-weight: 400;"> a steady paycheck.</span></p> <p><span style="font-weight: 400;">Employees look for more nowadays – like wellness programs, mental health awareness, upskilling, and flexibility. Gone are the days when employers can demand overtime or scream and shout at their employees. The risk of losing valuable employees – and skills – has become all too real. The </span><a href="https://www.weforum.org/agenda/2022/06/the-great-resignation-is-not-over/" target="_blank" rel="noopener"><span style="font-weight: 400;">“great resignation”</span></a><span style="font-weight: 400;"> springs to mind. </span></p> <p><span style="font-weight: 400;">As </span><a href="https://www.forbes.com/sites/forbesbusinesscouncil/2022/04/01/the-growing-importance-of-employee-wellness-how-are-you-responding/?sh=680f568f7afa" target="_blank" rel="noopener"><span style="font-weight: 400;">Forbes</span></a><span style="font-weight: 400;"> sets out – </span></p> <blockquote><p><i><span style="font-weight: 400;">“Employees realized their worth, and there has been a huge transformation in mindset; many employees are speaking up more about the issues that matter most to them. They are being clear about their needs and wants. If their current employer doesn’t meet those needs, they are finding a new one that does”.</span></i></p></blockquote> <p><span style="font-weight: 400;">Perhaps now in 2024, what happened </span><i><span style="font-weight: 400;">because of</span></i><span style="font-weight: 400;"> the pandemic is already old news. But how we got to this place where employees expect more from their employers had a starting point that’s worth acknowledging. Because there is a lesson to learn here and we all </span><i><span style="font-weight: 400;">should</span></i><span style="font-weight: 400;"> have learnt it by now. </span></p> <p><span style="font-weight: 400;">The thing is, not all corporates have taken heed. Not all employers have taken corporate wellness seriously. Not all businesses are learning from what the past has taught us. And that’s got to change. Lip service is no longer sufficient. Action needs to be taken. </span></p> <p><span style="font-weight: 400;">Perhaps we need to start from the beginning – first things first. </span></div> </div><div class="et_pb_module et_pb_text et_pb_text_9 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h2><strong>What is Corporate Wellness?</strong></h2></div> </div><div class="et_pb_module et_pb_image et_pb_image_6"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="2000" height="1500" src="https://bravingboundaries.com/wp-content/uploads/2024/03/Corporate-wellness-is-important-3.jpg" alt="" title="Corporate wellness is important (3)" class="wp-image-5878" /></span> </div><div class="et_pb_module et_pb_text et_pb_text_10 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><span style="font-weight: 400;">When we think of wellness, we imagine healthy minds and healthy bodies full of vitality. And that’s not far off from the accepted definitions of wellness. </span><a href="https://www.pfizer.com/health-wellness/wellness/what-is-wellness#:~:text=Wellness%20is%20the%20act%20of,how%20it's%20linked%20to%20health." target="_blank" rel="noopener"><span style="font-weight: 400;">Pfizer</span></a><span style="font-weight: 400;"> defines </span><b>wellness</b><span style="font-weight: 400;"> as – </span></p> <blockquote><p><i><span style="font-weight: 400;">“Wellness is the act of practicing healthy habits on a daily basis to attain better physical and mental health outcomes, so that instead of just surviving, you’re thriving”.</span></i></p></blockquote> <p><span style="font-weight: 400;">According to </span><a href="https://yourwellspace.com/why-is-employee-wellness-important/" target="_blank" rel="noopener"><span style="font-weight: 400;">Wellspace</span></a><span style="font-weight: 400;">,</span> <b>corporate wellness</b><span style="font-weight: 400;"> can be thought of as follows – </span></p> <blockquote><p><i><span style="font-weight: 400;">“Wellness covers physical and mental fitness. Over the past 30 or so years, it has grown as a concept in the workplace. It focuses on helping employees influence their own health, quality of life, mental wellbeing and, consequently, their performance at work.</span></i></p> <p><i><span style="font-weight: 400;">As such, employee wellness looks not just at reducing absence from work through illness, but also at how to proactively encourage and promote healthier lifestyles and attitudes.</span></i></p> <p><i><span style="font-weight: 400;"> Employee wellness looks at the individual and encourages them to make healthy lifestyle choices. The purpose of this is to benefit them and the culture in which they work”.</span></i></p></blockquote> <p><span style="font-weight: 400;">Wellness – whether in the corporate environment or at home – involves the good health of both body and mind. It’s about more than just surviving, it’s about thriving. </span></p> <p><span style="font-weight: 400;">What that looks like depends on what corporate wellness programs are put in place.</span></div> </div><div class="et_pb_module et_pb_text et_pb_text_11 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h2><strong>Corporate Wellness Programs</strong></h2></div> </div><div class="et_pb_module et_pb_image et_pb_image_7"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="2000" height="1500" src="https://bravingboundaries.com/wp-content/uploads/2024/03/Corporate-wellness-is-important-4.jpg" alt="" title="Corporate wellness is important (4)" class="wp-image-5875" /></span> </div><div class="et_pb_module et_pb_text et_pb_text_12 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><span style="font-weight: 400;">Corporate wellness programs – according to</span><a href="https://www.wellsteps.com/blog/2022/01/03/employee-wellness-program/#:~:text=What%20is%20an%20Employee%20Wellness%20Program%3A%20Everything%20You%20Need%20for%202024&text=A%20well%20organized%20employee%20wellness,improving%20employee%20morale%20and%20productivity." target="_blank" rel="noopener"><span style="font-weight: 400;"> Wellsteps </span></a><span style="font-weight: 400;">– is</span></p> <blockquote><p><i><span style="font-weight: 400;">“any worksite activity designed to support better employee health. These activities often include medical screenings, incentives for healthy behaviours, behaviour change interventions, health coaching, fitness, nutrition, and weight loss programs, social support, gamified wellness challenges and much more.”</span></i></p></blockquote> <p><span style="font-weight: 400;">And employers should care about employee wellbeing and corporate wellness because the costs to business of absenteeism and stress are considerable. And the benefits of attracting and retaining talent, while also improving productivity, are clear as day. A happier, more well-adjusted team is a more productive team. And that should read – increased working capacity means increased income and return on investment. </span></p> <p><span style="font-weight: 400;">Ok, so now that we know what corporate wellness refers to and have discussed the general need for corporate wellness to be put in place, you may be wondering what some of the benefits of incorporating corporate wellness programs may be – </span></div> </div> </div> </div><div class="et_pb_row et_pb_row_8 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_12 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_8"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/1.png" alt="" title="1" class="wp-image-1486" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_13 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_13 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><strong>Increased productivity</strong> <span style="font-weight: 400;">–we have alluded to this already but having employees that eat well, employees that talk about their mental health issues and who put physical activity top of their list are likely to be more productive than those employees that don’t. Poor health behaviours lead to higher health risks and chronic diseases. And that equates to absenteeism. Something a thriving business can ill afford. </span><span style="font-weight: 400;"> </span></div> </div> </div> </div><div class="et_pb_row et_pb_row_9 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_14 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_9"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/2.png" alt="" title="2" class="wp-image-1487" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_15 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_14 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><strong>Improved employee morale</strong> <span style="font-weight: 400;">– by investing in the wellness of your employees you make them feel valued and appreciated. An employee that feels valued is more likely to be enthusiastic, is more likely to put in the work required. Is more likely to excel. And an employee that excels in what they do will have a knock-on effect, which is – as we may already know – an increase in productivity and overall performance. And that friends, means increased profits.</span></div> </div> </div> </div><div class="et_pb_row et_pb_row_10 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_16 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_10"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/3.jpg" alt="" title="3" class="wp-image-1488" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_17 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_15 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><strong>Retention of employees</strong> <span style="font-weight: 400;">– we all know that recruiting new employees is more expensive than retaining current employees. So, retention of employees and their skills should be top priority. Nowadays with employees expecting improved working environments and employers that offer wellness programs, offering an extensive corporate wellness program, will not only help with the retention of employees but may contribute to the attraction of world-class talent, whose skills you should be keen to grab ahold of. Well thought out and implemented corporate wellness programs can be an incredibly attractive attribute for any employer. </span></div> </div> </div> </div><div class="et_pb_row et_pb_row_11"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_18 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_image et_pb_image_11"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="2000" height="1500" src="https://bravingboundaries.com/wp-content/uploads/2024/03/Corporate-wellness-is-important-5.jpg" alt="" title="Corporate wellness is important (5)" class="wp-image-5876" /></span> </div> </div> </div><div class="et_pb_row et_pb_row_12 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_19 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_12"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/4.png" alt="" title="4" class="wp-image-1489" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_20 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_16 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><strong>Reduced absenteeism and presenteeism</strong><span style="font-weight: 400;"> – it stands to reason that extensive corporate wellness programs will see a decrease in absenteeism as the logical assumption is that with less sickness, less stress, less anxiety – there should be increased attendance at the office (and work from home individuals, less days away from the computer). However, reduced absenteeism is only one part of the problem. Remember that just because an employee is at the office or is online, doesn’t mean they are really present. It doesn’t mean that they are participating, doesn’t mean that they are fully engaged. In the article </span><a href="https://yourwellspace.com/why-is-employee-wellness-important/" target="_blank" rel="noopener"><span style="font-weight: 400;">Why Is Employee Wellness Important?</span></a><span style="font-weight: 400;">, the following was set out – “</span><i><span style="font-weight: 400;">The president of the CIPD, Professor Gary Cooper, has warned that the statistics for sickness absence may in fact be telling a different story. The suggestion is that increasingly, people are at work when they should be recovering at home. Presenteeism is where employees are present, but their motivation, and productivity, take a significant dip. There is also a risk that employers have helped encourage this situation by creating a culture of fear, where taking time off is looked down on. Both absenteeism and presenteeism are costly in both business and personal terms. This is where employee wellness has a vital part to play. Helping people become more aware of their own physical and mental health, can motivate them to be more mindful of it and to make key, positive lifestyle changes”.</span></i></div> </div> </div> </div><div class="et_pb_row et_pb_row_13 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_21 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_13"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/5.png" alt="" title="5" class="wp-image-1490" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_22 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_17 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><strong>Reduced health risks</strong><span style="font-weight: 400;"> – by promoting a healthier environment in the office, the hope is that a healthier lifestyle will be embraced at home. And that will naturally lead to a healthier mind and body of each employee leading to a reduction of avoidable health risks and may even prevent or at least address chronic illnesses. Low health risks lead to reduced health care costs.</span></div> </div> </div> </div><div class="et_pb_row et_pb_row_14 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_23 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_14"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/6.jpg" alt="" title="6" class="wp-image-1491" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_24 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_18 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><strong>Building happy teams</strong> <span style="font-weight: 400;">– this may not be as obvious as some of the other benefits. However, it’s still important. By having wellness programs in place, an additional advantage is the promotion of happy teams. The interaction between colleagues – whether it be going to the gym together, joining a corporate sports team or openly sharing struggles, encourages bonding. And a bonded team leads to a well-oiled, coherent, team. And well, happy teams are supportive and productive teams. It just makes sense. </span></div> </div> </div> </div><div class="et_pb_row et_pb_row_15"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_25 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_19 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><span style="font-weight: 400;">At the end of the day, the point of corporate wellness programs is to do away with (or at least limit) – unhappy employees that tend to work less, that see see fewer reasons to be loyal to the company and no longer see a salary as a valuable return, if the sacrifice is their mental health.</span></div> </div><div class="et_pb_module et_pb_text et_pb_text_20 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h2><b>How can one incorporate corporate wellness programs into their business?</b></h2> <p><a href="https://www.gallup.com/workplace/404105/importance-of-employee-wellbeing.aspx.aspx" target="_blank" rel="noopener"><span style="font-weight: 400;">Gallup</span></a><span style="font-weight: 400;"> sets out as follows – </span></p> <blockquote><p><i><span style="font-weight: 400;">“Employers who care for employee health and wellbeing see numerous measurable benefits, from higher productivity and profitability to lower turnover and fewer safety incidents.</span></i></p> <p><i><span style="font-weight: 400;">Well-designed and research-informed wellbeing initiatives and strategies provide all-important organizational resilience and remove risk from organizations.</span></i></p> <p> </p> <p><b><i>In fact, </i></b><a href="https://www.gallup.com/workplace/390776/percent-feel-employer-cares-wellbeing-plummets.aspx" target="_blank" rel="noopener"><b><i>employees who strongly agree that their employer cares about their overall wellbeing</i></b></a><b><i>, compared with other employees, are:<br /> </i></b><b><i></i></b></p> <ul> <li style="font-weight: 400;" aria-level="1"><i><span style="font-weight: 400;">69% less likely to actively search for a new job.</span></i></li> <li style="font-weight: 400;" aria-level="1"><i><span style="font-weight: 400;">71% less likely to report experiencing a lot of burnouts.</span></i></li> <li style="font-weight: 400;" aria-level="1"><i><span style="font-weight: 400;">36% more likely to be thriving in their overall lives.</span></i></li> <li style="font-weight: 400;" aria-level="1"><i><span style="font-weight: 400;">3 times more likely to be engaged at work.</span></i></li> <li style="font-weight: 400;" aria-level="1"><i><span style="font-weight: 400;">5 times more likely to strongly advocate for their company as a place to work and to strongly agree they trust the leadership of their organization”.</span></i></li> </ul> </blockquote></div> </div><div class="et_pb_module et_pb_image et_pb_image_15"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="2000" height="1500" src="https://bravingboundaries.com/wp-content/uploads/2024/03/Corporate-wellness-is-important-1.jpg" alt="" title="Corporate wellness is important (1)" class="wp-image-5874" /></span> </div><div class="et_pb_module et_pb_text et_pb_text_21 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><span style="font-weight: 400;">So how does one implement corporate wellness programs into practice?</span></p> <p><span style="font-weight: 400;">First of all, it’s important that businesses realise the importance of soft skills. Soft skills are more essential than ever to support the ongoing health, wellness and success of your teams and business. Then –</span></div> </div> </div> </div><div class="et_pb_row et_pb_row_16 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_26 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_16"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/1.png" alt="" title="1" class="wp-image-1486" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_27 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_22 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><strong>Set goals for both team and business</strong><span style="font-weight: 400;"> – when creating a wellness program, it’s important that you don’t lose sight of your main objective. Ensure that all parts of the program provide benefits for both the staff and the company. It’s crucial that wellness programs cater to the audience of your employees (</span><a href="https://corporatefinanceinstitute.com/resources/management/employee-wellness-programs/" target="_blank" rel="noopener"><span style="font-weight: 400;">CFI)</span></a><span style="font-weight: 400;">.</span></div> </div> </div> </div><div class="et_pb_row et_pb_row_17 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_28 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_17"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/2.png" alt="" title="2" class="wp-image-1487" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_29 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_23 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><strong>Set up a dedicated team</strong> <span style="font-weight: 400;">– an extensive corporate wellness program doesn’t arrive in a day. It involves the involvement of different stakeholders within the company. It also takes time. By forming a team dedicated to the corporate wellness program you ensure that there is a real interest in the promotion of a healthy workplace.</span></div> </div> </div> </div><div class="et_pb_row et_pb_row_18 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_30 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_18"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/3.jpg" alt="" title="3" class="wp-image-1488" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_31 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_24 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><strong>Get in touch with external service providers</strong><span style="font-weight: 400;"> – here its crucial that you shop around for the service provider that provides you with the most benefits. Partner with your service provider to see what resources and programs may be at your employees’ fingertips or what may be available for a small investment. In this regard Frieda Levycky of </span><a href="https://bravingboundaries.com/"><span style="font-weight: 400;">Braving Boundaries</span></a><span style="font-weight: 400;"> is perfectly poised to offer your teams </span><a href="https://bravingboundaries.com/work-with-me/individual-coaching/"><span style="font-weight: 400;">one on one coaching</span></a><span style="font-weight: 400;">, </span><a href="https://bravingboundaries.com/corporate-workshops-seminars/"><span style="font-weight: 400;">creative workshops for corporates</span></a><span style="font-weight: 400;"> and </span><a href="https://bravingboundaries.com/enneagram/#teams"><span style="font-weight: 400;">Enneagram Team Sessions</span></a><span style="font-weight: 400;"> – all of which will benefit your team members.</span></div> </div> </div> </div><div class="et_pb_row et_pb_row_19 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_32 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_19"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/4.png" alt="" title="4" class="wp-image-1489" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_33 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_25 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><strong>Communicate with employees</strong><span style="font-weight: 400;"> – communication is always key when implementing anything that has something to do with employees. The wellness program should be communicated to employees. They should be able to understand the schemes that are involved, the importance of wellness, and the positive effect it will have on their lives (</span><a href="https://corporatefinanceinstitute.com/resources/management/employee-wellness-programs/" target="_blank" rel="noopener"><span style="font-weight: 400;">CFI</span></a><span style="font-weight: 400;">).</span></div> </div> </div> </div><div class="et_pb_row et_pb_row_20 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_34 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_20"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/5.png" alt="" title="5" class="wp-image-1490" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_35 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_26 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><strong>Feedback</strong> <span style="font-weight: 400;">– an extensive corporate wellness program will ensure that feedback from employees is considered in a way that benefits the program. The corporate wellness program must be adaptable enough to incorporate ideas and feedback from employees and continuously improve on the program. </span></div> </div> </div> </div><div class="et_pb_row et_pb_row_21"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_36 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_27 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><i><span style="font-weight: 400;">(Sources used and to whom we owe thanks: </span></i><a href="https://corporatefinanceinstitute.com/resources/management/employee-wellness-programs/" target="_blank" rel="noopener"><i><span style="font-weight: 400;">Corporate Finance Institute (CFI)</span></i></a><i><span style="font-weight: 400;">; </span></i><a href="https://yourwellspace.com/why-is-employee-wellness-important/" target="_blank" rel="noopener"><i><span style="font-weight: 400;">Wellspace</span></i></a><i><span style="font-weight: 400;">; Gallup </span></i><a href="https://www.gallup.com/workplace/404105/importance-of-employee-wellbeing.aspx.aspx" target="_blank" rel="noopener"><i><span style="font-weight: 400;">here</span></i></a><i><span style="font-weight: 400;"> and </span></i><a href="https://www.gallup.com/workplace/340202/wellness-wellbeing-difference.aspx" target="_blank" rel="noopener"><i><span style="font-weight: 400;">here</span></i></a><i><span style="font-weight: 400;">; </span></i><a href="https://www.forbes.com/sites/forbesbusinesscouncil/2022/04/01/the-growing-importance-of-employee-wellness-how-are-you-responding/?sh=680f568f7afa" target="_blank" rel="noopener"><i><span style="font-weight: 400;">Forbes</span></i></a><i><span style="font-weight: 400;">; </span></i><a href="https://emergenetics.com/blog/prioritize-soft-skills-to-enhance-workplace-and-employee-wellness/" target="_blank" rel="noopener"><i><span style="font-weight: 400;">Emergenetics International</span></i></a><i><span style="font-weight: 400;">; </span></i><a href="https://www.weforum.org/agenda/2022/06/the-great-resignation-is-not-over/" target="_blank" rel="noopener"><i><span style="font-weight: 400;">World Economic Forum</span></i></a><i><span style="font-weight: 400;">; </span></i><a href="https://www.pfizer.com/health-wellness/wellness/what-is-wellness#:~:text=Wellness%20is%20the%20act%20of,how%20it's%20linked%20to%20health." target="_blank" rel="noopener"><i><span style="font-weight: 400;">Pfizer</span></i></a><i><span style="font-weight: 400;"> and </span></i><a href="https://www.wellsteps.com/blog/2022/01/03/employee-wellness-program/#:~:text=What%20is%20an%20Employee%20Wellness%20Program%3A%20Everything%20You%20Need%20for%202024&text=A%20well%20organized%20employee%20wellness,improving%20employee%20morale%20and%20productivity." target="_blank" rel="noopener"><i><span style="font-weight: 400;">Wellsteps</span></i></a><i><span style="font-weight: 400;">). </span></i></div> </div><div class="et_pb_module et_pb_text et_pb_text_28 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h2><b>Corporate Wellness: Next Steps</b></h2> <p><span style="font-weight: 400;">Corporate wellness and the programs that promote healthier bodies and minds of employees are win-win for employers. By investing in their employees, companies ensure improved morale, increased productivity and output and happier teams working cohesively together. And with benefits like that, it makes one wonder why every business in the world hasn’t at least considered it. </span></p> <p><span style="font-weight: 400;"><strong><a href="https://bravingboundaries.com/download-the-2024-corporate-wellness-brochure/">Download the new Braving Boundaries Corporate Wellness Brochure</a></strong>.</span></div> </div><div class="et_pb_module et_pb_image et_pb_image_21"> <a href="https://bravingboundaries.com/download-the-2024-corporate-wellness-brochure/"><span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1500" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2024/02/Brochure-mockup.jpg" alt="" title="Brochure mockup" class="wp-image-5841" /></span></a> </div> </div> </div><div class="et_pb_row et_pb_row_22"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_37 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_divider et_pb_divider_0 et_pb_divider_position_bottom et_pb_space"><div class="et_pb_divider_internal"></div></div> </div> </div><div class="et_pb_row et_pb_row_23 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_38 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_22"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/08/Alicia-Koch-The-Legal-Belletrist.jpg" alt="" title="Alicia Koch - The Legal Belletrist" class="wp-image-1704" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_39 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_29 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner">About the Author, <strong><em>Alicia Koch, Founder of The Legal Belletrist.</em></strong> Alicia, an admitted attorney with over 10 years PQE, and now a legal writer and researcher, has established The Legal Belletrist to assist companies (in different sectors) to write well-researched articles that speak to each company’s core business, enabling growth and commercialism.</p> <p>Click here to visit <a href="https://legalwhizz.wixsite.com/thelegalbelletrist">The Legal Belletrist website</a>. <strong>Email: <a href="mailto:[email protected]" target="_blank" rel="noreferrer noopener">[email protected]</a> </strong></div> </div> </div> </div> </div> <p>The post <a href="https://bravingboundaries.com/healthy-employees-happy-business-the-roi-of-corporate-wellness/">Healthy Employees, Happy Business: The ROI of Corporate Wellness</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></content:encoded> <wfw:commentRss>https://bravingboundaries.com/healthy-employees-happy-business-the-roi-of-corporate-wellness/feed/</wfw:commentRss> <slash:comments>0</slash:comments> </item> <item> <title>The Mid-life Lawyer</title> <link>https://bravingboundaries.com/mid-life-lawyer/</link> <comments>https://bravingboundaries.com/mid-life-lawyer/#respond</comments> <dc:creator><![CDATA[friedaL2020]]></dc:creator> <pubDate>Fri, 15 Sep 2023 10:02:32 +0000</pubDate> <category><![CDATA[Finding direction and purpose]]></category> <category><![CDATA[Lawyer Life]]></category> <category><![CDATA[Leadership]]></category> <category><![CDATA[Self-awareness]]></category> <category><![CDATA[Self-reflection]]></category> <category><![CDATA[Stress & Anxiety]]></category> <category><![CDATA[Work life]]></category> <category><![CDATA[work-life balance]]></category> <category><![CDATA[attorney]]></category> <category><![CDATA[attorney life]]></category> <category><![CDATA[general counsel]]></category> <category><![CDATA[in-house counsel]]></category> <category><![CDATA[inhouse counsel]]></category> <category><![CDATA[law]]></category> <category><![CDATA[lawlife]]></category> <category><![CDATA[lawyer]]></category> <category><![CDATA[lawyer life]]></category> <category><![CDATA[lawyer lifestyle]]></category> <category><![CDATA[lawyerlife]]></category> <category><![CDATA[legal]]></category> <category><![CDATA[legal life]]></category> <category><![CDATA[legallife]]></category> <category><![CDATA[mid-life crisis]]></category> <category><![CDATA[mid-life lawyer]]></category> <category><![CDATA[self-reflection]]></category> <category><![CDATA[senior lawyer]]></category> <guid isPermaLink="false">https://bravingboundaries.com/?p=5662</guid> <description><![CDATA[<p>The post <a href="https://bravingboundaries.com/mid-life-lawyer/">The Mid-life Lawyer</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></description> <content:encoded><![CDATA[<div class="et_pb_section et_pb_section_2 et_section_regular" > <div class="et_pb_row et_pb_row_24"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_40 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_30 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p><span style="font-weight: 400;">When you hear the term “mid-life,” what images or thoughts come to mind? Perhaps it’s the clichéd “mid-life crisis” with visions of a middle-aged man who has just started balding – but he’s growing a ponytail anyway – sporting a “beer-belly” sitting at a table with a lackluster look on his face, scrolling through an online car website searching for a convertible. Something fast and racy. Something flashy – so, probably red. Something to make him feel young again. Or perhaps it’s something else?</span></p> <p><span style="font-weight: 400;">Mid-life might be better understood as a phase marked by escalating stress levels, heightened demands on your time, increased responsibilities that include caring for ageing parents and young children, managing debt, confronting the realities of ageing and dealing with more aches and pains while feeling increasingly fatigued. In essence, mid-life is a stage where you’re inundated from all directions, and self-care seems like a distant memory, with your weekly “cheat meal” becoming the week’s highlight. </span></p> <p><span style="font-weight: 400;">Now add being a lawyer into the mix which comes with its own set of stresses and strains: managing a team, developing your practice, adapting to changes in the legal climate, jostling partners and executives, meeting billing targets and getting to grips with legal tech in order to stay up to date and relevant! And there you have it: the “</span><i><span style="font-weight: 400;">Mid-Life Lawyer</span></i><span style="font-weight: 400;">”.</span></p> <p><span style="font-weight: 400;">It’s no wonder that there are days when you want to skip town, hop on a plane and head for blue oceans where you can drink </span><a href="https://www.google.com/search?q=if+you+like+pina+colada&sca_esv=563733001&biw=1536&bih=715&tbm=vid&sxsrf=AB5stBjr6QuOoGlnsJDbylQ-6iQGAECk3Q%3A1694182553096&ei=mSz7ZIq2Bbazi-gPpMCRoAs&oq=if+you+like+&gs_lp=Eg1nd3Mtd2l6LXZpZGVvIgxpZiB5b3UgbGlrZSAqAggAMgUQABiABDIFEAAYgAQyBRAAGIAEMgUQABiABDIFEAAYgAQyBRAAGIAEMgUQABiABDIFEAAYgAQyBRAAGIAEMgUQABiABEiWI1AAWMMTcAB4AJABAZgB3QOgAfUgqgEHMi01LjMuNLgBAcgBAPgBAcICBxAAGIoFGEPCAgsQABiABBixAxiDAcICCxAAGIoFGLEDGIMBwgIIEAAYigUYkQLCAggQABiABBixA4gGAQ&sclient=gws-wiz-video#fpstate=ive&vld=cid:1770cbe5,vid:TazHNpt6OTo,st:0" target="_blank" rel="noopener"><span style="font-weight: 400;">Pina Coladas</span></a><span style="font-weight: 400;"> and pretend you’re on Spring break.</span></p> <p><span style="font-weight: 400;">All in an effort to feel like you still matter.</span></p> <p><span style="font-weight: 400;">As if that was ever in question. </span></p> <p><span style="font-weight: 400;">As if, in some way, mid-life has erased our fun times. </span></p> <p><span style="font-weight: 400;">As if, somehow, we have given away our youth.</span></p> <p><span style="font-weight: 400;">It’s not surprising that you find yourself experiencing a somewhat </span><a href="https://www.google.com/search?q=barbie+trailer+2023&sca_esv=563733001&biw=1536&bih=715&tbm=vid&sxsrf=AB5stBg3tJWltB-enE3bvpNnCqDEyZFXXw%3A1694182518976&ei=diz7ZNqRO-eMi-gPt7iAqA4&oq=barbie+trailer&gs_lp=Eg1nd3Mtd2l6LXZpZGVvIg5iYXJiaWUgdHJhaWxlcioCCAEyCBAAGIoFGJECMggQABiKBRiRAjIFEAAYgAQyBRAAGIAEMgUQABiABDIFEAAYgAQyBRAAGIAEMgUQABiABDIFEAAYgAQyBRAAGIAESLAkUO4DWJcLcAB4AJABApgB3QugAdkvqgELMy0xLjYtMS4zLjG4AQHIAQD4AQHCAgsQABiKBRixAxiRAogGAQ&sclient=gws-wiz-video#fpstate=ive&vld=cid:0a31a67a,vid:Kb7jYOYXiVc,st:0" target="_blank" rel="noopener"><span style="font-weight: 400;">Barbie</span></a><span style="font-weight: 400;">-like existential crisis, asking yourself:</span></p></div> </div><div class="et_pb_module et_pb_image et_pb_image_23"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="2000" height="1500" src="https://bravingboundaries.com/wp-content/uploads/2023/09/BB-Blog-images-Mid-life-lawyer-1.jpg" alt="" title="BB - Blog images - Mid life lawyer (1)" class="wp-image-5667" /></span> </div><div class="et_pb_module et_pb_text et_pb_text_31 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><ul> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Is this it? </span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Who am I? </span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">What have I done with my life? </span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Do I even like my job?</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Where am I going? </span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">What is life all about? </span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">I need to change. Everything. </span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">I need help. And quickly!</span></li> </ul> <p><span style="font-weight: 400;">Sound familiar?</span></p> <p><span style="font-weight: 400;">At this point, you might have contemplated hitting life’s reset button, if one existed. </span></p> <p><span style="font-weight: 400;">But pause for a moment and take a deep breath. </span></p> <p><span style="font-weight: 400;">Surprisingly, there isn’t much that differentiates “mid-life” from the stereotypical “mid-life crisis.” Psychologists worldwide acknowledge that we all experience “crises” at various stages in our lives. These crises serve as catalysts for essential changes when aspects of our lives no longer align with our internal compass.</span></p></div> </div><div class="et_pb_module et_pb_text et_pb_text_32 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h2><strong>Is mid-life really that bad?</strong></h2> <p> </p> <p><i><span style="font-weight: 400;">Hey Doc, am I gonna live? </span></i></p> <p><span style="font-weight: 400;">As a mid-life lawyer you will understand that you just have more going on in your life – you have reached a stage in both life and in your career where you have moved through the ranks, you are most likely quite established by now and will – again most likely – have a family, be in a long-term relationship or confidently single. You have more work, more responsibilities both at the office and at home. So much so that you feel like you should be cloned. </span></p> <p><span style="font-weight: 400;">It’s no wonder you ask yourself “</span><i><span style="font-weight: 400;">is this it?”. </span></i></p> <p><span style="font-weight: 400;">It makes perfect sense that at some point in your life and in your legal career, you are going to get to a point where you are challenged. Where you start to have questions rattling around in your brain – </span><i><span style="font-weight: 400;">do I still want to be a lawyer? Or do I just want to change my focus area? </span></i><span style="font-weight: 400;">And those are good things because it means you are engaging, you are thinking, you are assessing the things that work for you and those that don’t. </span></p> <p><span style="font-weight: 400;">It doesn’t mean that you are going to kick in your legal career bucket. </span></p> <p><span style="font-weight: 400;">Instead, at this juncture at least, it’s perfectly acceptable if you need to take a moment to look around yourself. If you need to ask yourself some pertinent questions like </span><i><span style="font-weight: 400;">do I want to carry on with my legal caree</span></i><span style="font-weight: 400;">r? Or </span><i><span style="font-weight: 400;">Do I just need to learn a new thing or two? </span></i><span style="font-weight: 400;">It sometimes takes putting ourselves in uncomfortable situations so that we can address what’s going on around us. And sometimes all we need to do is acknowledge our nagging feelings of “lost youth” and address them head on. </span></p> <p><span style="font-weight: 400;">Dealing with your mid-life means recognising that you have a very full life, understanding what your priorities are and acknowledging that mid-life comes with many challenges. </span></p> <p><span style="font-weight: 400;">Mid-life </span><i><span style="font-weight: 400;">isn’t</span></i><span style="font-weight: 400;"> about falling prey to overwhelm, but about making the changes necessary for you to live a happy, fulfilled life. It </span><i><span style="font-weight: 400;">is</span></i><span style="font-weight: 400;"> about taking our mid-life by the reigns and riding off into the sunset.</span></p></div> </div><div class="et_pb_module et_pb_text et_pb_text_33 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h2><strong>The mid-life lawyer event</strong></h2></div> </div><div class="et_pb_module et_pb_image et_pb_image_24"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="2000" height="1500" src="https://bravingboundaries.com/wp-content/uploads/2023/09/BB-Blog-images-Mid-life-lawyer.jpg" alt="" title="BB - Blog images - Mid life lawyer" class="wp-image-5668" /></span> </div><div class="et_pb_module et_pb_text et_pb_text_34 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p><span style="font-weight: 400;">The </span><b>“The Mid-life Lawyer” event </b><span style="font-weight: 400;">is for all the lawyers out there who find themselves questioning their relevance, their direction, their priorities, and their goals. It’s for all the lawyers who are looking for more balance in the second half of their careers without feeling like they are </span><i><span style="font-weight: 400;">giving up </span></i><span style="font-weight: 400;">their careers. It’s for all those lawyers who have questions but no answers – yet. </span></p> <p><span style="font-weight: 400;">The events will be held in </span><b>Cape Town</b><span style="font-weight: 400;"> on </span><b>Thursday 21</b><b>st</b><b> September</b><span style="font-weight: 400;"> and in </span><b>Johannesburg</b><span style="font-weight: 400;"> on </span><b>Thursday</b> <b>28</b><b>th</b><b> September</b><span style="font-weight: 400;">. </span></p> <p><span style="font-weight: 400;">Hosted by Frieda Levyky of Braving Boundaries and Rob Green, the CEO of GRM, it’s sure to be interesting, invoking thought and reflection whilst also being fun. </span></p> <p><span style="font-weight: 400;">The event it all about – </span></p> <ul> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">reassessing how you are living your life and where you are focusing the majority of your time;</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">understanding why work has such a tight grip over you;</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">growing and developing your practice and adapting to the new legal world in which we find ourselves;</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">reassessing your relationship with work;</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">helping you remember why you became a lawyer in the first place, and</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">acknowledging what is important in your life and whether or not that is being truly honoured. </span></li> </ul> <p><span style="font-weight: 400;">It’s a lot to take in but Frieda and Rob promise you will leave the event with a lot to think about – in only the best kind of way.</span></p> <p><span style="font-weight: 400;">If this article has resonated with you and your legal career or perhaps you’re a little at odds with your mid-life, then this event is for you! </span></p> <p><strong>To book tickets to the event, click <span style="text-decoration: underline;"><a href="https://www.howler.co.za/events/the-mid-life-lawyer-1801?utm_source=newsletter&utm_medium=email&utm_campaign=join_us_for_the_mid_life_lawyer_event&utm_term=2023-08-22" target="_blank" rel="noopener">here</a></span> for Cape Town and <span style="text-decoration: underline;"><a href="https://www.howler.co.za/events/the-midlife-lawyer-3c60?utm_source=newsletter&utm_medium=email&utm_campaign=join_us_for_the_mid_life_lawyer_event&utm_term=2023-08-22" target="_blank" rel="noopener">here</a></span> for Joburg.</strong></p></div> </div><div class="et_pb_module et_pb_image et_pb_image_25"> <a href="https://bravingboundaries.com/?page_id=5643"><span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1200" height="628" src="https://bravingboundaries.com/wp-content/uploads/2023/09/BB-Facebook-Ad-Graphics-HORIZONTAL.png" alt="" title="BB - Facebook Ad Graphics - HORIZONTAL" class="wp-image-5666" /></span></a> </div> </div> </div> </div> <p>The post <a href="https://bravingboundaries.com/mid-life-lawyer/">The Mid-life Lawyer</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></content:encoded> <wfw:commentRss>https://bravingboundaries.com/mid-life-lawyer/feed/</wfw:commentRss> <slash:comments>0</slash:comments> </item> <item> <title>Investing in You – The World of the Enneagram</title> <link>https://bravingboundaries.com/investing-in-you-the-world-of-the-enneagram/</link> <comments>https://bravingboundaries.com/investing-in-you-the-world-of-the-enneagram/#respond</comments> <dc:creator><![CDATA[friedaL2020]]></dc:creator> <pubDate>Wed, 28 Sep 2022 08:22:33 +0000</pubDate> <category><![CDATA[Enneagram]]></category> <category><![CDATA[Finding direction and purpose]]></category> <category><![CDATA[Leadership]]></category> <category><![CDATA[mental health]]></category> <category><![CDATA[Motivation]]></category> <category><![CDATA[Self-awareness]]></category> <category><![CDATA[Self-care]]></category> <category><![CDATA[Self-reflection]]></category> <category><![CDATA[Stress & Anxiety]]></category> <category><![CDATA[work-life balance]]></category> <category><![CDATA[anxiety]]></category> <category><![CDATA[behavior]]></category> <category><![CDATA[behaviour]]></category> <category><![CDATA[communication]]></category> <category><![CDATA[de-stress]]></category> <category><![CDATA[effective communication]]></category> <category><![CDATA[enneagram]]></category> <category><![CDATA[enneagram coach]]></category> <category><![CDATA[invest in yourself]]></category> <category><![CDATA[leadership behaviour]]></category> <category><![CDATA[mental health matters]]></category> <category><![CDATA[motivation]]></category> <category><![CDATA[overwhelm]]></category> <category><![CDATA[personality]]></category> <category><![CDATA[personality type]]></category> <category><![CDATA[self-awareness]]></category> <category><![CDATA[Selfcare]]></category> <category><![CDATA[stress]]></category> <category><![CDATA[understanding you]]></category> <guid isPermaLink="false">https://bravingboundaries.com/7-ways-to-bounce-back-after-failure-copy/</guid> <description><![CDATA[<p>Have you ever wondered WHY you do what you do? Or WHY others behave in a certain way? Welcome to the world of the Enneagram!</p> <p>The post <a href="https://bravingboundaries.com/investing-in-you-the-world-of-the-enneagram/">Investing in You – The World of the Enneagram</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></description> <content:encoded><![CDATA[<div class="et_pb_section et_pb_section_3 et_section_regular" > <div class="et_pb_row et_pb_row_25"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_41 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_35 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h5><em>WRITTEN BY ALICIA KOCH, FOUNDER OF <a href="https://www.thelegalbelletrist.com/" target="_blank" rel="noopener noreferrer">THE LEGAL BELLETRIST</a></em></h5></div> </div> </div> </div><div class="et_pb_row et_pb_row_26"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_42 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_36 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><strong>Sections include:</strong></p> <p> </p> <ol> <li style="font-weight: 400;" aria-level="1"><a href="#intro">Introduction to the Enneagram</a></li> <li style="font-weight: 400;" aria-level="1"><a href="#selfcare"><span style="font-weight: 400;">What does self-care look like?</span></a></li> <li style="font-weight: 400;" aria-level="1"><a href="#whatis"><span style="font-weight: 400;">What is the Enneagram?</span></a></li> <li style="font-weight: 400;" aria-level="1"><a href="#me"><span style="font-weight: 400;">What was the Enneagram like for me?</span></a></li> </ol></div> </div><div id="intro" class="et_pb_module et_pb_text et_pb_text_37 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h2><strong>Introduction</strong></h2> <p><span style="font-weight: 400;">I’m not sure what it is. </span></p> <p><span style="font-weight: 400;">I’m not sure what causes us to put our own personal needs at the bottom of the pile. </span></p> <p><span style="font-weight: 400;">Perhaps it’s because many of us (often from a young age), are taught that looking after our own needs amounts to self-indulgence and selfishness, resulting in an air of (unwanted) self-importance. </span></p> <p><span style="font-weight: 400;">None of which – in my childhood home – were positive.</span></p> <p><span style="font-weight: 400;">Helping others, donating time (or money) to those less fortunate was always seen as a good deed. My family fully supported </span><i><span style="font-weight: 400;">outward</span></i><span style="font-weight: 400;"> care. Looking out for others and championing the underdog. </span></p> <p><span style="font-weight: 400;">And those things can be good. </span><i><span style="font-weight: 400;">Can</span></i><span style="font-weight: 400;"> being the operative word.</span></p> <p><span style="font-weight: 400;">But what about the </span><i><span style="font-weight: 400;">inward</span></i><span style="font-weight: 400;"> care? Well, those were not really on the list of my priorities growing up. Or as an adult for that matter. </span></p> <p><span style="font-weight: 400;">It doesn’t help that I am prone to feelings of self-sacrifice wanting to do more for others than myself, often to my own detriment (although I would never admit it). </span></p> <p><span style="font-weight: 400;">It’s just that, sometimes, it all feels a little too much. You know what I mean? </span></p> <p><span style="font-weight: 400;">Constantly putting what you need at the bottom of your own to-do list. And this, in turn, can have a knock-on effect. A feeling of utter overwhelm. The feeling of not doing enough. The feeling of not being good enough. Suddenly imposter syndrome pops in for a visit and you find yourself rocking yourself back and forth in the corner of a dark room (you know, “self-soothing”?)</span></p> <p><span style="font-weight: 400;">The problem is, the longer we let them take up space in our heads (and hearts), these feelings manifest and grow into more troublesome bed fellows. This undoubtedly will cause further issues, whether it is at home or (more often than not), at work. </span></p> <p><span style="font-weight: 400;">The result? Feeling outgunned and outmaneuvered. </span></p> <p><span style="font-weight: 400;">At least, that’s how </span><i><span style="font-weight: 400;">I feel.</span></i></p> <p><span style="font-weight: 400;">And you know the truth of the matter? I’m often amazed by how some people seem (on the face of it) to have all their s&%t together. And yet, here I sit (despite my best efforts) seemingly struggling (on the face of it anyway). </span></p> <p><span style="font-weight: 400;">These feelings of overwhelm tend to catch me by surprise and because I don’t see them coming, I panic.</span></p> <p><span style="font-weight: 400;">The other day, whilst chatting to my friend </span><a href="https://bravingboundaries.com/my-story/"><span style="font-weight: 400;">Frieda Levycky of Braving Boundaries</span></a><span style="font-weight: 400;"> – an ICF-accredited coach specializing in Whole Person Coaching and Enneagram Coaching – about feeling overwhelmed and how I (on occasion) struggle, she suggested that we explore WHY this happens to me. </span></p> <p><span style="font-weight: 400;">So, we sought to address my nagging issues by exercising self-care. More specifically – looking at the Enneagram.</span><span style="font-size: 15px; letter-spacing: 0.06em;"> </span></div> </div><div class="et_pb_module et_pb_image et_pb_image_26"> <span class="et_pb_image_wrap "><img decoding="async" src="https://bravingboundaries.com/wp-content/uploads/2022/09/Investing-in-You-–-The-World-of-the-Enneagram-selfcare.jpg" alt="" title="Investing in You – The World of the Enneagram - selfcare" /></span> </div><div id="selfcare" class="et_pb_module et_pb_text et_pb_text_38 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h2><strong>What does self-care look like?</strong></h2> <p><span style="font-weight: 400;">For some of us, practicing self-care comes down to regularly seeing a massage therapist to help get rid of the tight stress knots in our shoulders and neck. For others, it’s spending bucket loads of hard-earned cash on a fancy holiday for yourself and family.</span></p> <p><span style="font-weight: 400;">Either way, you’ll (most likely), return home relaxed and rejuvenated. That is, until you get back into the swing of things. </span></p> <p><span style="font-weight: 400;">The familiar and seemingly ever-present feelings of overwhelm, not being good enough, not being worthy, being an imposter in your own life, come flooding back in. Once again taking up residence in your life like an unwanted tenant. </span></p> <p><span style="font-weight: 400;">Why? These expressions of “self-care” are transitory. They are not permanent and will not result in permanent positive change in your life. </span></p> <p><span style="font-weight: 400;">Change they say, </span><i><span style="font-weight: 400;">“is as good as a holiday”</span></i><span style="font-weight: 400;">. But in this case – the self-care case – change is what is needed. </span><span style="text-decoration: underline;"><i><span style="font-weight: 400;">Lasting change</span></i></span><span style="font-weight: 400;">. </span></p> <p><span style="font-weight: 400;">Change that comes with practical steps that can be implemented in your daily life to promote balance and wellness. </span></p> <p><span style="font-weight: 400;">Step in – </span><b>The Enneagram. </b></p> <p><span style="font-weight: 400;">I must admit that I was skeptical at first (as I always am with personality type assessments) but with an invitation to </span><i><span style="font-weight: 400;">“live life to the fullest”</span></i><span style="font-weight: 400;"> how could I possibly say no?</span></div> </div><div id="whatis" class="et_pb_module et_pb_text et_pb_text_39 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h2><strong>What is the Enneagram?</strong></h2> <p><span style="font-weight: 400;">According to</span><span style="font-weight: 400;"> Braving Boundaries</span><span style="font-weight: 400;">, the Enneagram is –</span></p> <p><i><span style="font-weight: 400;">“At its most basic, the Enneagram is a personality assessment that has nine personality types. Each type—for example, Type 7 (or the Enthusiastic Visionary), or Type 1 (the Strict Perfectionist) or Type 5 (the Quiet Specialist)—has its own unique strengths and challenges, and each person within that type has their own blend of these group characteristics.</span></i></p> <p><i><span style="font-weight: 400;">We all have a dominant personality type and exhibit the traits of this type along a continuum, either showing the healthier side of our personality, or spiralling down into the more unhealthy and reactive patterns of our natures.”</span></i></p> <p><span style="font-weight: 400;">But the Enneagram is also far more than just a “personality assessment”. Sure, the Enneagram does identify an archetype (“</span><i><span style="font-weight: 400;">a very typical example of a certain person or thing”</span></i><span style="font-weight: 400;">) that resonates with your core motivations – making up a part of what makes you, you. </span></p> <p><span style="font-weight: 400;">And your core motivations will have an impact on your personality, how you think, how you feel and how you take action. </span></p> <p><span style="font-weight: 400;">But the Enneagram can also be used as a valuable guide towards self-discovery, self-development, relationship building, how you can resolve conflict according to your own personality type and how you can improve team dynamics – or simply how you can work better in a team.</span></p> <p><span style="font-weight: 400;">The Enneagram doesn’t try to put you in a box. It’s not aimed at limiting you or treating you as a generic copy of someone else. It completely recognizes that each person is complex, unique, and distinct. It recognizes that you (inevitably) change over time. In Enneagram terminology, this means that while your Enneagram style remains constant throughout your life, </span><i><span style="font-weight: 400;">the characteristics </span></i><span style="font-weight: 400;">of your archetype style may either soften or become more pronounced as you grow and develop. </span></p> <p><span style="font-weight: 400;">Think of the Enneagram as a map, providing context and insight into –</span></p> <ul> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Why you do the things that you do.</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">How you can improve on the things where you faulter. </span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">How you can embrace your most important (and valuable) qualities. </span></li> </ul></div> </div><div class="et_pb_module et_pb_image et_pb_image_27"> <span class="et_pb_image_wrap "><img decoding="async" src="https://bravingboundaries.com/wp-content/uploads/2022/09/Investing-in-You-–-The-World-of-the-Enneagram-Map.jpg" alt="" title="Investing in You – The World of the Enneagram Map" /></span> </div><div id="whatis" class="et_pb_module et_pb_text et_pb_text_40 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner">By using the Enneagram as a map to better understand yourself, you become a more liberated, actualized and fully expressed version of yourself. You gain insight into your overall purpose and get closer to achieving your full potential.</p> <p><span style="font-weight: 400;">Importantly, the Enneagram helps you to recognize and accept your own strengths and weaknesses. Which can be hard for some of us to do. </span></p> <p><span style="font-weight: 400;">As found on the Braving Boundaries </span><a href="https://bravingboundaries.com/enneagram/"><span style="font-weight: 400;">website </span></a><span style="font-weight: 400;">– </span></p> <blockquote><p><i><span style="font-weight: 400;">“The power of the Enneagram lies in its subtle complexity, in its flexibility, and in its open-endedness, allowing it to take into account the myriad characteristics of human personality, how these traits blend in each person, and how they change depending on circumstances.</span></i></p> <p><i><span style="font-weight: 400;">The Enneagram is all about the WHY. It delves into our motivations and explains why we do the things we do. It offers profound insights into what makes us tick, such as the unconscious fears buried deep in our psyches that affect our everyday decisions.”</span></i></p></blockquote></div> </div><div id="me" class="et_pb_module et_pb_text et_pb_text_41 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h2><strong>What was the Enneagram like for me? </strong></h2> <p><span style="font-weight: 400;">Going into the Enneagram as a skeptic was probably my saving grace. </span></p> <p><span style="font-weight: 400;">I know how odd that sounds, but I answered each question as openly and honestly (and as forthright) as I could, hoping I would catch the Enneagram out. </span></p> <p><span style="font-weight: 400;">To my utter astonishment, my report was extremely accurate. To the T in fact. Even when highlighting my weaknesses and the things that I can work on. The things that I knew deep down but found hard to admit. </span></p> <p><span style="font-weight: 400;">My faith was renewed!</span></p> <p><span style="font-weight: 400;">Of course, not all assessments are created equal and there will be some that fall short of legitimacy. But the Integrative Enneagram Solutions Assessment isn’t one of them. </span></p> <p><span style="font-weight: 400;">In fact, I’ve read over my report numerous times. Making notes, taking in the insights set out in the report and have tried to implement the recommended exercises into my daily life. </span></p> <p><span style="font-weight: 400;">Of course, I don’t think I would’ve got to this place of absolute acceptance had I not had a feedback session with Frieda. </span></p> <p><span style="font-weight: 400;">Frieda listened to what I thought of the report and how it made me feel. We spoke through some of the issues highlighted and discussed straightforward ways to implement change.</span></p> <p><span style="font-weight: 400;">It was invaluable. </span></p> <p><span style="font-weight: 400;">And let me tell you why….</span><i></i></div> </div> </div> </div><div class="et_pb_row et_pb_row_27 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_43 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_28"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/1.png" alt="" title="1" class="wp-image-1486" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_44 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_42 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><strong>You get to put the Enneagram Report into YOUR life context</strong></p> <p><span style="font-weight: 400;">Your report may contain some words which – traditionally – have a negative connotation. This will be the same for every archetype. There will just be some words that trigger you and in turn trigger your defence mechanisms. We all have a word that just rubs us up the wrong way e.g. impatient, manipulative, emotional, sensitive, self-absorbed, controlling, uncommitted, passive-aggressive. Words that we’ve been told are “negative” and certainly don’t like seeing in a report. And if you’re anything like me, I stressed about “my word”. I worried that I was that “word” in everything I did. It caused me immense anxiety. </span></p> <p><span style="font-weight: 400;">Simply because I read it in isolation, with all my preconceived ideas attached to it (which is a recipe for disaster). </span></p> <p><span style="font-weight: 400;">The truth is every archetype will have a trigger word. After all, we are only human. </span></p> <p><span style="font-weight: 400;">But the problem arises with </span><i><span style="font-weight: 400;">how</span></i><span style="font-weight: 400;"> we interpret the words and the challenges those words highlight. </span></p> <p><i><span style="font-weight: 400;">How do we process them? </span></i></p> <p><span style="font-weight: 400;">Instead of running away from these “negative words” or hiding under the covers for fear that you may actually </span><i><span style="font-weight: 400;">be</span></i><span style="font-weight: 400;"> that word, or perhaps ignoring them entirely, pretending you never read the report in the first place (sort of like an ostrich sticking its head in the sand – not a great look by the way) – a feedback session with an accredited Enneagram coach, allows you to gently explore the report. In its entirety. And most importantly, in context (less the preconceived ideas). </span></p> <p><span style="font-weight: 400;">In doing so, you begin to understand what everything actually means. Helping you to come to terms (and fully understand) your weaknesses or blind spots and how you can embrace your strengths and positive qualities. </span></div> </div> </div> </div><div class="et_pb_row et_pb_row_28 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_45 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_29"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/2.png" alt="" title="2" class="wp-image-1487" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_46 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_43 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><strong>The Enneagram Feedback Session helps you to hold yourself accountable</strong></p> <p><span style="font-weight: 400;">The other valuable point of the feedback session is accountability. </span></p> <p><span style="font-weight: 400;">How many times have we, as professionals, taken a report from an assessment we did (often because we had to), had a quick read through it and then done absolutely zilch with the information? Because there’s no one holding you accountable. It’s just another piece of paper with your name on it, categorizing you into a specific box. </span></p> <p><span style="font-weight: 400;">Sure, you may laugh and agree that some of the points are “totally you”, but </span><i><span style="font-weight: 400;">how does that add real value to your life? </span></i></p> <p><span style="font-weight: 400;">With the Enneagram, the feedback session is where you gain a real understanding of your archetype style. It’s how you get better acquainted with yourself. It’s how you implement the change suggested in the report. </span><i><span style="font-weight: 400;">Truly investing in you</span></i><span style="font-weight: 400;">. Because once you understand your core motivations, you can – in fact – become a more “</span><i><span style="font-weight: 400;">liberated, actualized and fully expressed version of yourself”</span></i><span style="font-weight: 400;">. You can gain insight into who you (really) are deep down, you can discover what your true purpose is and you can (as a result) reach your full potential. Naturally, leading to </span><i><span style="font-weight: 400;">living your life to the fullest. </span></i></div> </div> </div> </div><div class="et_pb_row et_pb_row_29"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_47 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_44 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p><span style="font-weight: 400;">Following my feedback session with Frieda, I have gained a far better understanding of who I am, acknowledging my challenges and areas for growth and looking forward with hope (and excitement) because I have realized </span><i><span style="font-weight: 400;">how much I have to give.</span></i></p> <p><span style="font-weight: 400;">I simply cannot recommend the Enneagram Feedback Session enough. Self-care with long lasting results that you can take with you as you grow.</span><i><span style="font-weight: 400;"> That’s what I’m talking about!</span></i></p> <p><span style="font-weight: 400;">You owe it to yourself to gain a better understanding of who you are – deep down – and perhaps even a better understanding of the team you work with. </span></p></div> </div><div class="et_pb_module et_pb_image et_pb_image_30"> <a href="https://bravingboundaries.com/enneagram/"><span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1920" height="1440" src="https://bravingboundaries.com/wp-content/uploads/2022/09/BB-Blog-images-Investing-in-You.jpg" alt="" title="BB - Blog images - Investing in You" class="wp-image-4841" /></span></a> </div><div class="et_pb_module et_pb_text et_pb_text_45 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p><span style="font-weight: 400;">As Frieda </span><a href="https://bravingboundaries.com/enneagram/"><span style="font-weight: 400;">sets out</span></a><span style="font-weight: 400;"> – </span></p> <blockquote> <p><i><span style="font-weight: 400;">“You can’t change who you are, but there are several benefits to having a deeper understanding of yourself:</span></i></p> <ul> <li style="font-weight: 400;" aria-level="1"><i><span style="font-weight: 400;">You can make the most of your strengths and become aware of the things that challenge you.</span></i></li> </ul> <ul> <li style="font-weight: 400;" aria-level="1"><i><span style="font-weight: 400;">You can face the hidden motivations and fears that rule your life and are holding you back in both your personal and professional life.</span></i></li> </ul> <ul> <li style="font-weight: 400;" aria-level="1"><i><span style="font-weight: 400;">You can work more effectively in a team.</span></i></li> </ul> <ul> <li style="font-weight: 400;" aria-level="1"><i><span style="font-weight: 400;">You can see what lies behind the decisions you make, why you see the world the way you do, where your blind spots and defence mechanisms are, what’s behind your anxieties, and what’s likely to trigger you.</span></i></li> <li style="font-weight: 400;" aria-level="1"><i><span style="font-weight: 400;">You can live up to your true potential and identify where you can grow and develop.”</span></i></li> </ul> </blockquote> <p><span style="font-weight: 400;">To find out more about the Enneagram Feedback Session, take a look at the </span><a href="https://bravingboundaries.com/work-with-me/"><span style="font-weight: 400;">Braving Boundaries website </span></a><span style="font-weight: 400;">and </span><a href="https://bravingboundaries.com/contact-me/"><span style="font-weight: 400;">get in touch</span></a><span style="font-weight: 400;"> with Frieda Levycky today. There are programmes for both individuals and teams.</span></p> <p><span style="font-weight: 400;">This is valuable self-care. At its finest. </span></p> <p><span style="font-weight: 400;">All that there’s left to do is to</span><i><span style="font-weight: 400;"> truly</span></i> <i><span style="font-weight: 400;">invest in </span></i><i><span style="font-weight: 400;">you.</span></i></p></div> </div><div class="et_pb_module et_pb_image et_pb_image_31"> <a href="https://bravingboundaries.com/enneagram-inquiry/"><span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="810" height="450" src="https://bravingboundaries.com/wp-content/uploads/2022/09/End-of-blog-post-CTA-image.jpg" alt="" title="End of blog post CTA image" class="wp-image-4842" /></span></a> </div> </div> </div><div class="et_pb_row et_pb_row_30"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_48 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_divider et_pb_divider_1 et_pb_divider_position_center et_pb_space"><div class="et_pb_divider_internal"></div></div> </div> </div><div class="et_pb_row et_pb_row_31 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_49 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_32"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/08/Alicia-Koch-The-Legal-Belletrist.jpg" alt="" title="Alicia Koch - The Legal Belletrist" class="wp-image-1704" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_50 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_46 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner">About the writer, <strong><em>Alicia Koch, Founder of The Legal Belletrist.</em></strong></p> <p>Alicia, an admitted attorney with over 10 years PQE, and now a legal writer and researcher, has established The Legal Belletrist to assist companies (in different sectors) to write well-researched articles that speak to each company’s core business, enabling growth and commercialism.</p> <p>Click here to visit <a href="https://www.thelegalbelletrist.com/">The Legal Belletrist website</a>.</p> <p><strong>Email: <a href="mailto:[email protected]" target="_blank" rel="noreferrer noopener">[email protected]</a> </strong></div> </div> </div> </div> </div> <p>The post <a href="https://bravingboundaries.com/investing-in-you-the-world-of-the-enneagram/">Investing in You – The World of the Enneagram</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></content:encoded> <wfw:commentRss>https://bravingboundaries.com/investing-in-you-the-world-of-the-enneagram/feed/</wfw:commentRss> <slash:comments>0</slash:comments> </item> <item> <title>FEMALE LEADERS in the workplace – breaking the glass slipper, ceiling & cliff</title> <link>https://bravingboundaries.com/female-leaders-breaking-the-glass-ceiling/</link> <comments>https://bravingboundaries.com/female-leaders-breaking-the-glass-ceiling/#respond</comments> <dc:creator><![CDATA[friedaL2020]]></dc:creator> <pubDate>Wed, 19 May 2021 06:53:05 +0000</pubDate> <category><![CDATA[Lawyer Life]]></category> <category><![CDATA[Leadership]]></category> <category><![CDATA[work-life balance]]></category> <category><![CDATA[Working environment]]></category> <category><![CDATA[assumptions about women]]></category> <category><![CDATA[beyond law]]></category> <category><![CDATA[bias]]></category> <category><![CDATA[big law]]></category> <category><![CDATA[big law life]]></category> <category><![CDATA[breaking the glass ceiling]]></category> <category><![CDATA[broken rung]]></category> <category><![CDATA[business women]]></category> <category><![CDATA[cinderella]]></category> <category><![CDATA[climbing the corporate ladder]]></category> <category><![CDATA[discrimination]]></category> <category><![CDATA[entitlement gap]]></category> <category><![CDATA[executives]]></category> <category><![CDATA[female]]></category> <category><![CDATA[female boss]]></category> <category><![CDATA[female bosses]]></category> <category><![CDATA[female business women]]></category> <category><![CDATA[female empowerment]]></category> <category><![CDATA[female entrepreneurs]]></category> <category><![CDATA[female lawyers]]></category> <category><![CDATA[female lead]]></category> <category><![CDATA[female leaders]]></category> <category><![CDATA[female leadership]]></category> <category><![CDATA[female role models]]></category> <category><![CDATA[females]]></category> <category><![CDATA[gender discrimination]]></category> <category><![CDATA[gender equality]]></category> <category><![CDATA[gender gap]]></category> <category><![CDATA[gender inequality]]></category> <category><![CDATA[girls supporting girls]]></category> <category><![CDATA[glass ceiling]]></category> <category><![CDATA[glass cliff]]></category> <category><![CDATA[great leaders]]></category> <category><![CDATA[inequality]]></category> <category><![CDATA[junior lawyer]]></category> <category><![CDATA[law]]></category> <category><![CDATA[law life]]></category> <category><![CDATA[law recruiters]]></category> <category><![CDATA[law students]]></category> <category><![CDATA[lawyer]]></category> <category><![CDATA[lawyer careers]]></category> <category><![CDATA[lawyer life]]></category> <category><![CDATA[lawyer lifestyle]]></category> <category><![CDATA[lawyer tips]]></category> <category><![CDATA[lawyers]]></category> <category><![CDATA[leadership]]></category> <category><![CDATA[male role models]]></category> <category><![CDATA[male supporters]]></category> <category><![CDATA[strong leaders]]></category> <category><![CDATA[the glass slipper]]></category> <category><![CDATA[the real world glass slipper]]></category> <category><![CDATA[toxic work environments]]></category> <category><![CDATA[toxic workplace]]></category> <category><![CDATA[unconscious bias]]></category> <category><![CDATA[woke]]></category> <category><![CDATA[woman boss]]></category> <category><![CDATA[women]]></category> <category><![CDATA[women bosses]]></category> <category><![CDATA[women empowerment]]></category> <category><![CDATA[women in business]]></category> <category><![CDATA[women in leadership]]></category> <category><![CDATA[women in the workplace]]></category> <category><![CDATA[women leaders]]></category> <category><![CDATA[women supporting women]]></category> <category><![CDATA[work environment]]></category> <category><![CDATA[working mom]]></category> <category><![CDATA[working moms]]></category> <category><![CDATA[working mum]]></category> <category><![CDATA[working mums]]></category> <category><![CDATA[workplace bias]]></category> <category><![CDATA[young lawyer]]></category> <guid isPermaLink="false">https://bravingboundaries.com/?p=2894</guid> <description><![CDATA[<p>Climbing the corporate ladder for female leaders still remains overly complex. It's time to break the glass ceiling & glass cliff for good.</p> <p>The post <a href="https://bravingboundaries.com/female-leaders-breaking-the-glass-ceiling/">FEMALE LEADERS in the workplace – breaking the glass slipper, ceiling & cliff</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></description> <content:encoded><![CDATA[ <p><strong>Article 3 of 3 in the <em>Female Leadership</em> series</strong></p> <h6 class="wp-block-heading"><em>CO-WRITTEN BY FRIEDA LEVYCKY (<a href="https://bravingboundaries.com/">BRAVING BOUNDARIES</a>) & ALICIA KOCH (<a href="https://www.thelegalbelletrist.com/">THE LEGAL BELLETRIST</a>)</em></h6> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <p>Think back to when you still played with dolls and had tea parties with your teddy bears. When we all still believed in magic and talking animals. When we all still watched Walt Disney with a certain sense of belief. And wonder.</p> <p><em>We all wanted to be the heroine in our own stories. We all wanted to be the princesses in our own fairytales.</em></p> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/05/gender-discrimination-in-the-legal-profession-Braving-Boundaries4.jpg" alt="" class="wp-image-2921"/></figure> <p>Take Cinderella as an example. Despite being, for want of a better word, a servant in the beginning of the story, we all still wanted <a href="https://www.youtube.com/watch?v=yY30B9ZMq4U" target="_blank" rel="noreferrer noopener">talking mice as friends</a> <em>like her</em>, we all wanted to <a href="https://www.youtube.com/watch?v=OSknj15TYuU" target="_blank" rel="noreferrer noopener">talk to birds</a> <em>like her</em> and we all wanted to have our own Happily Ever After <em>like her</em>. <em>We all wanted to be Cinderella.</em></p> <p>I mean, why not? At the end of the day she was rewarded for her hard work and strife with one night that changed her life. Forever.</p> <p><em>Swoooooon.</em></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><em><strong>The fairy tale</strong> – no glass ceilings or cliffs in sight</em></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/05/gender-discrimination-in-the-legal-profession-Braving-Boundaries11.jpg" alt="gender discrimination in the legal profession Braving Boundaries11" class="wp-image-2914"/></figure> <p><em></em>Donned in her one-of-a-kind, exquisite dress and glass slippers (all provided by her magical Fairy Godmother), Cinderella runs down the stairs as the clock strikes 12 (just before her carriage turns into a pumpkin) leaving behind one glass slipper – the <em>only clue</em> to her identity for her one true love to find.</p> <p><em>Umm, hello? Wouldn’t he just recognize her face, her laugh, her voice? Why the glass slipper? And – as an aside – if it fit so perfectly, how did it fall off her foot in the first place?</em></p> <p>Miraculously, prince charming by sheer wit and will alone (<em>whatev’s</em>) finally finds Cinderella, the glass slipper fitting her perfectly (I mean how unique <em>were her feet</em>?) and suddenly he recognizes her. Because of her glass slipper….. not because of her.</p> <p>And they lived<em> Happily Ever After</em>.</p> <p>Simple as that.</p> <p><strong>Preposterous!</strong></p> <p>I mean a shoe cannot be the key to a Happily Ever After, can it? (If so, then Alicia, here is the proof that your shoe fetish has been wholeheartedly justified).</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>The real world glass slipper</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/05/gender-discrimination-in-the-legal-profession-Braving-Boundaries3.jpg" alt="" class="wp-image-2922"/></figure> <p>If we’re really honest – we wanted the happily ever after part. We too wanted to get everything we had ever dreamed of.</p> <p>If we are <em>really, really honest</em>, we dreamt of having our own Fairy Godmother, of wearing the glass slippers and of having our own prince charming sweep us off our feet.</p> <p>We are both romantics at heart….. <em>and naïve.</em></p> <p><em></em>But it was only later that we discovered that stories like Cinderella were not only <em>wholly inaccurate</em>, they were also make believe. They were fairy tales. Some might even say that they were vehicles for keeping women in line – <em>be good, work hard and you will be rewarded with your prince charming. </em>A whimsical tale, which may even dissuade a woman from actually trying to climb the corporate ladder in the first place – <em>why do all that if you only need a prince charming to make you happy?</em></p> <p>And whilst we always had a taste for expensive heels, it was only later in our careers that the “<em>glass slipper”</em> magically appeared in our life. Just not in the way we had always imagined it would.</p> <p>You see, adulthood has a way of poking holes into even the most charming of fairy tales. And even the most innocent of wishes.</p> <p>Reality is no fairytale.</p> <p>So, let’s talk about the <em>“glass slipper”</em> <strong><em>in the real world</em></strong>….</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><em>Problem 1 for females in the workplace: </em><strong><em>The Glass Ceiling</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/05/gender-discrimination-in-the-legal-profession-Braving-Boundaries5.jpg" alt="gender discrimination in the legal profession Braving Boundaries5.png" class="wp-image-2915"/></figure> <p>Not a slipper at all, rather a ceiling. The glass ceiling can be described as an invisible barrier that <em>prevents women</em> from rising to higher ranks within a corporation. And women continue (even in this day and age. Perhaps, especially in this day and age) to struggle to get fair representation in corporate boards and higher management levels <em>because of it</em>.</p> <p>You know you have reached this glass ceiling when lesser qualified individuals than you keep passing you by, smugly being promoted to more senior roles.</p> <p>In fact in a study titled the <a href="https://www.ijrte.org/wp-content/uploads/papers/v8i4/D6923118419.pdf" target="_blank" rel="noreferrer noopener">Impact of Glass Ceiling on Stress, Well-Being, Self-Esteem, Effective Organizational Commitment and Job Satisfaction among Working Women</a>, the following was set out – <em>“even though there is a considerable increase in participation and subsistence of women employees in the workforce, the ingress of women into higher managerial positions remains restricted”</em>.</p> <p>And that was in 2019.</p> <p>It is clear that the glass ceiling is still being fought today. I mean we <em>can</em> <em>see through it</em>. We just <em>cannot break through it</em>. <strong><em>Still</em></strong><em>.</em></p> <p>In our article <a href="https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few/" target="_blank" rel="noreferrer noopener">Women leaders in the workplace – why are we so few?</a>, we highlighted the fact that based on the January 2021 S&P 500 list, women currently hold only 31 of the <em>total CEO positions</em> at S&P 500 companies. That makes up a meager 6.2% of total global top 500 companies.</p> <p>Startling.</p> <p>And we’re certain that a common thread with each of the female CEOs has been to fight tooth and nail for the role. Because they undoubtedly had to work doubly hard for the position. It’s a battle women around the world face in their workplace. No matter how “diverse” their oganisation may claim to be.</p> <p>And don’t forget, the effects of the glass ceiling can be felt long after you have bumped your head against it – year after year. In fact, in the afore mentioned study, the researcher wanted to “<em>throw the light on the need of equality which is only seen in policies / practices, but the fact is <strong>females are not taken as healthy competitors of males in professional roles due to the social taboo & how these things are affecting their performance, job satisfaction, work-life balance, stress levels & their confidence</strong>.”</em></p> <p>In fact, and according to <a href="https://www.healthline.com/health/mental-health/glass-ceiling-effect" target="_blank" rel="noreferrer noopener">health line</a>, the realities of inequality in the workplace can have a direct effect on women’s health and well-being. A stalled career and the inability to gain a higher income can leave you with a bundle of mixed feelings, including self-doubt, a sense of isolation, resentment, anger, stress, mood disorders, anxiety and depression. I am certain we have all felt it at one point or another.</p> <p>And whilst women have been chipping away at the glass ceiling for years, there is still <em>a long way to go</em>.</p> <p>However, the important take away is this – being held back <em>because of the glass ceiling</em>, is a <em>reflection on the company you work for</em>. And not on you or your abilities.</p> <p>You <em>can </em>manage the stress, depression and anxiety by talking to someone who understands you, who can listen and provide some guidance, like <a href="https://bravingboundaries.com/" target="_blank" rel="noreferrer noopener">Braving Boundaries</a>.</p> <p>So keep looking beyond that glass ceiling and focus on the stars instead.</p> <p><em>“Aim for the moon. If you miss, you may hit a star” – W. Clement Stone</em></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><em>Problem 2 for females in the workplace:</em> <strong><em>The Glass Cliff</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/05/gender-discrimination-in-the-legal-profession-Braving-Boundaries7.jpg" alt="" class="wp-image-2916"/></figure> <p>Michelle Ryan, a social and organizational psychologist at the University of Exeter, (and the person responsible for coining the phrase the <em>“glass cliff”), </em>described the<em> </em>research-backed phenomenon as when <em>women are promoted to senior leadership positions during a difficult time for a company, when the risk of failure is high. </em>And fail to lead <em>because of it</em>.<em></em></p> <p><em></em>It is a <em>sister phenomenon to the glass ceiling</em> and is seemingly one of the major ways that women can attempt to <em>break through the glass ceiling. </em>Unfortunately.<em></em></p> <p><em>It’s easy to understand why it is likened to a cliff – given the ease in which you can fall off it!</em></p> <p>And the crucial thing with the Glass Cliff is the <em>timing and manner in which women are promoted to leadership positions</em>. Are women only chosen for top positions <em>because of precarious times</em>, because employees are demanding diversity, because their stakeholders are demanding diversity?</p> <p>According to Michelle Ryan and in answer to the above question, (together with her colleague Alex Haslam), the “<em>failure to lead” </em>during difficult times is not <em>due to women being bad leaders, but because they were appointed as leaders when companies were failing themselves</em>.</p> <p><em></em>The conclusion? – <em>if women are only promoted during times of crisis the fact that they fail is <strong>not because they are unable to lead, but because leading in a time of crisis is more difficult</strong> and more precarious than leading when everything is smooth sailing. It’s the circumstance and not the quality of leadership.</em></p> <p>Seemingly obvious.</p> <p><em></em>And what inevitably results from “<em>failing to lead” </em>during these times of crisis is the assumption (and stereotype) that <em>women are unable to lead and are not good in leadership roles.</em></p> <p>Not only nonsense but outright unfair!</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>The glass cliff and glass ceiling in action</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/05/gender-discrimination-in-the-legal-profession-Braving-Boundaries8-1.jpg" alt="gender-discrimination-in-the-legal-profession-Braving-Boundaries" class="wp-image-2917"/></figure> <p>I (Frieda) once had a conversation with the senior heads of a global corporation about its lack of diversity in the executive team. Of the 20 members, not a single female was represented. When I pointed out the benefits that qualified and capable women would bring to the team, I was greeted by a roll of the eyes and a sneer: “<em>We’ve tried that twice before and look at how that turned out</em>.”</p> <p>I was pretty astounded by the response. I knew the women who had been appointed to these top positions: both strong, charismatic, clever women. Women who had dedicated the majority of their professional careers to the organization. And when I say dedicated – I mean dedicated. They’d sacrificed time with their families. Worked late into the night. Travelled the world to meet with consumers and staff. These were women whose hard work and integrity I admired. Whose dedication had warranted their promotion.</p> <p>But once they had jumped every hurdle possible to achieve the lofty heights of the executive suite – it became a never-ending battle to stay there. Instead of focusing on the capability, compassion, innovative way of thinking which they had brought to the executive suite, one was cloaked by rumours that she’d slept her way to the top – quite frankly, who cares who she was sleeping with (if she was). She was excellent at her job and deserved a seat at the table. And the other was knowingly promoted into a position outside of her area of expertise at a time when the company was really struggling. <em>Glass cliff – here we come!</em> A year later, she was replaced by a man. Back into familiar territory we go.</p> <p>The cards were written before the executive suite door had even been opened.</p> <p>Despite regaling this information to the senior heads, I’m sorry to say that it landed on deaf ears. The same corporation today still has a leadership team of 20 people – only one of them is a woman.</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>So how are the glass ceiling and glass cliff tackled?</em></strong></h2> <p>Not through positive discrimination – that’s for sure! Appointing women to higher ranking positions purely because quotas or external financing require it, doesn’t stop sexist behaviour – it fuels it. Positive discrimination suggests that women need a leg up to get to the executive level. What nonsense! Women deserve to be appointed because of their <em>talents, because of their hard work, because of their perspective.</em> Appointments should be based on <em>merit</em> not gender … or race, sexual preference or religion for that matter.</p> <p><em>So what can we do tackle the glass ceiling and glass cliff?</em></p> <p>It may seem like a <em>“Duh”</em> moment but it’s simple really.</p> <p>It <em>starts</em> by consciously changing the kind of sexist language that is no longer acceptable in the workplace today. And ladies, this applies to us too. We have adopted sexist language into our own daily vocabulary. Language that encourages the unconscious bias that companies have towards women in the workplace. Language that limits a woman’s role within the workplace. Albeit unconsciously.</p> <p>When preparing this blog post, we spoke with a number of our female friends in the corporate world and asked them for examples of recent sexist language used in the workplace. Take a look at the infograph below.</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <figure class="wp-block-image size-full is-resized"><img loading="lazy" decoding="async" src="https://bravingboundaries.com/wp-content/uploads/2021/05/what-women-dont-want-to-hear-in-the-workplace.png" alt="" class="wp-image-2944" width="660" height="1500"/></figure> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <p>These sayings or words may seem somewhat unimportant and petty. Especially when there are bigger issues at hand. But language and <em>how it reflects the role of gender in the workplace, how it can perpetuate the glass ceilings or cause the glass cliffs is crucial</em>. Think about it – <em>“oh it’s that time of the month again” – </em>eluding to the fact that a woman, especially in a senior role, cannot be entrusted to make a sound decision because she is on her period. It’s nonsense. And yet said. So often.</p> <p>These small changes in the workplace, like changing demeanour and changing language can place everyone – male and female – on a level playing field at an earlier stage in their careers. Right from the get-go. And in the right way.</p> <p>But language is only the beginning – how about when appointing women in senior leadership positions, you provide them with the support they require to succeed? Whether that means bigger budgets, more time, more flexibility or the support of others within the company. Whatever it is. They need to be set up to succeed. Not set up to fail. Just like a man placed in the same role. Equality is the goal!</p> <p>Logical. And easy to do. No?</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>Breaking through the glass ceiling and cliff: Is there a happy ever after?</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/05/gender-discrimination-in-the-legal-profession-Braving-Boundaries10-Custom.jpg" alt="gender discrimination in the legal profession Braving Boundaries10 (Custom)" class="wp-image-2925"/></figure> <p><em></em>There is a great saying: <em>“Teach your daughters to worry less about fitting into glass slippers and more about shattering glass ceilings.”</em></p> <p>Accurate. And appropriately thought provoking. But we think it goes beyond that..</p> <p>There is no doubt that fairytales have their place – they bring a magical quality to our childhood (and to our dreams) – but (more importantly) we need to teach the younger generation about how the real world works. We need to teach them about the importance of culture and diversity <em>in all aspects of life</em>. About equality. About how language impacts the way we see the world.</p> <p><em>About the realities of glass ceilings and glass cliffs. And not about the romance of glass slippers.</em></p> <p>Through teaching the next generation, we are not only seeking to eradicate inequality at the younger level, we are also bringing awareness to our own language and behaviour; to our own unconscious bias.</p> <p>And perhaps instead of just wearing our glass slippers, we can take them in hand and use them as tools to break the glass ceilings and glass cliffs. Turn the fairytale into something more empowering. We don’t need a prince to be our “happily ever after”. What we <em>do </em>need is awareness, strength of character and moral aptitude to do better. Be better.</p> <p>After all – isn’t that what a fairytale is for – showing you how good life could be? Well then, be rewarded for your hard work and strife. Take that darn shoe (glass or otherwise) and walk forward, looking ahead. Your head held high. Because you don’t need to rely on a fairy Godmother to make your dreams come true. <em>You have yourself for that!</em></p> <p></p> <p><strong>Other articles in the <em>female leadership</em> series:</strong></p> <p><strong><a href="https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few/" target="_blank" rel="noreferrer noopener">Article 1: FEMALE LEADERS IN THE WORKPLACE – WHY ARE WE SO FEW?</a><br><a href="https://bravingboundaries.com/female-leaders-in-the-workplace-how-do-we-break-through/" target="_blank" rel="noreferrer noopener">Article 2: FEMALE LEADERS IN THE WORKPLACE – HOW DO WE BREAK THROUGH?</a><br><a href="https://bravingboundaries.com/female-leaders-breaking-the-glass-ceiling/">Article 3: FEMALE LEADERS IN THE WORKPLACE – BREAKING THE GLASS SLIPPER, CEILING & CLIFF</a></strong></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <figure class="wp-block-image size-large"><a href="https://bravingboundaries.com/work-with-me/individual-coaching/"><img loading="lazy" decoding="async" width="810" height="450" src="https://bravingboundaries.com/wp-content/uploads/2021/04/struggling-in-the-workplace-CTA.jpg" alt="" class="wp-image-2690"/></a></figure> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <hr class="wp-block-separator"/> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <div class="wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex"> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:15%"> <figure class="wp-block-image size-large"><img decoding="async" src="https://bravingboundaries.com/wp-content/uploads/2020/08/Alicia-Koch-The-Legal-Belletrist-1024x1024-1.jpg" alt=""/></figure> </div> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:85%"> <p>About the writer, <strong><em>Alicia Koch, Founder of The Legal Belletrist.</em></strong></p> <p>Alicia, an admitted attorney with over 10 years PQE, and now a legal writer and researcher, has established The Legal Belletrist to assist companies (in different sectors) to write well-researched articles that speak to each company’s core business, enabling growth and commercialism. </p> <p>Click here to visit <a href="https://www.thelegalbelletrist.com/">The Legal Belletrist website</a>.</p> <p><strong>Email: <a href="mailto:[email protected]" target="_blank" rel="noreferrer noopener">[email protected]</a> </strong></p> </div> </div> <p>The post <a href="https://bravingboundaries.com/female-leaders-breaking-the-glass-ceiling/">FEMALE LEADERS in the workplace – breaking the glass slipper, ceiling & cliff</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></content:encoded> <wfw:commentRss>https://bravingboundaries.com/female-leaders-breaking-the-glass-ceiling/feed/</wfw:commentRss> <slash:comments>0</slash:comments> </item> <item> <title>Female leaders in the workplace – how do we break through?</title> <link>https://bravingboundaries.com/female-leaders-in-the-workplace-how-do-we-break-through/</link> <comments>https://bravingboundaries.com/female-leaders-in-the-workplace-how-do-we-break-through/#comments</comments> <dc:creator><![CDATA[friedaL2020]]></dc:creator> <pubDate>Thu, 15 Apr 2021 18:34:44 +0000</pubDate> <category><![CDATA[Lawyer Life]]></category> <category><![CDATA[Leadership]]></category> <category><![CDATA[work-life balance]]></category> <category><![CDATA[Working environment]]></category> <category><![CDATA[assumptions about women]]></category> <category><![CDATA[beyond law]]></category> <category><![CDATA[bias]]></category> <category><![CDATA[big law]]></category> <category><![CDATA[big law life]]></category> <category><![CDATA[broken rung]]></category> <category><![CDATA[business women]]></category> <category><![CDATA[climbing the corporate ladder]]></category> <category><![CDATA[discrimination]]></category> <category><![CDATA[entitlement gap]]></category> <category><![CDATA[executives]]></category> <category><![CDATA[female]]></category> <category><![CDATA[female boss]]></category> <category><![CDATA[female bosses]]></category> <category><![CDATA[female business women]]></category> <category><![CDATA[female empowerment]]></category> <category><![CDATA[female entrepreneurs]]></category> <category><![CDATA[female lawyers]]></category> <category><![CDATA[female lead]]></category> <category><![CDATA[female leaders]]></category> <category><![CDATA[female leadership]]></category> <category><![CDATA[female role models]]></category> <category><![CDATA[females]]></category> <category><![CDATA[gender discrimination]]></category> <category><![CDATA[gender equality]]></category> <category><![CDATA[gender gap]]></category> <category><![CDATA[gender inequality]]></category> <category><![CDATA[girls supporting girls]]></category> <category><![CDATA[glass ceiling]]></category> <category><![CDATA[glass cliff]]></category> <category><![CDATA[great leaders]]></category> <category><![CDATA[inequality]]></category> <category><![CDATA[junior lawyer]]></category> <category><![CDATA[law]]></category> <category><![CDATA[law life]]></category> <category><![CDATA[law recruiters]]></category> <category><![CDATA[law students]]></category> <category><![CDATA[lawyer]]></category> <category><![CDATA[lawyer careers]]></category> <category><![CDATA[lawyer life]]></category> <category><![CDATA[lawyer lifestyle]]></category> <category><![CDATA[lawyer tips]]></category> <category><![CDATA[lawyers]]></category> <category><![CDATA[leadership]]></category> <category><![CDATA[male role models]]></category> <category><![CDATA[male supporters]]></category> <category><![CDATA[strong leaders]]></category> <category><![CDATA[toxic work environments]]></category> <category><![CDATA[toxic workplace]]></category> <category><![CDATA[unconscious bias]]></category> <category><![CDATA[woke]]></category> <category><![CDATA[woman boss]]></category> <category><![CDATA[women]]></category> <category><![CDATA[women bosses]]></category> <category><![CDATA[women empowerment]]></category> <category><![CDATA[women in business]]></category> <category><![CDATA[women in leadership]]></category> <category><![CDATA[women in the workplace]]></category> <category><![CDATA[women leaders]]></category> <category><![CDATA[women supporting women]]></category> <category><![CDATA[work environment]]></category> <category><![CDATA[working mom]]></category> <category><![CDATA[working moms]]></category> <category><![CDATA[working mum]]></category> <category><![CDATA[working mums]]></category> <category><![CDATA[workplace bias]]></category> <category><![CDATA[young lawyer]]></category> <guid isPermaLink="false">https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few-copy/</guid> <description><![CDATA[<p>How do bring more female leaders into senior positions? It's time to be inspired. It's time to be brave not perfect.</p> <p>The post <a href="https://bravingboundaries.com/female-leaders-in-the-workplace-how-do-we-break-through/">Female leaders in the workplace – how do we break through?</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></description> <content:encoded><![CDATA[ <h5 class="wp-block-heading"><em>WRITTEN BY ALICIA KOCH, FOUNDER OF <a href="https://www.thelegalbelletrist.com/" target="_blank" rel="noreferrer noopener">THE LEGAL BELLETRIST</a></em></h5> <p></p> <p><strong>Article 2 of 3 in the <em>Female Leadership</em> series</strong></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <p>In our <a href="https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few/" target="_blank" rel="noreferrer noopener">last article</a>, we discussed barriers women face in the workplace. Things like the <em>broken rung effect</em> and the <em>entitlement gap</em>. Each explaining why there are so few women in senior roles in the workplace – a type of unconscious bias (both by women caused by societal ideas of the broken rung and the entitlement gap as well as the subliminal bias of their male counterparts) that women don’t belong in senior level positions.</p> <p>But we couldn’t disagree more – women have so much to bring to the workplace. Offering different benefits and positive additions to the workplace. </p> <p><em>This is <strong>not</strong> a male vs female thing. </em></p> <p>Rather it is women and men working together – with equal pay, equal say and equal standing in the workplace. Even in senior roles.</p> <p>Unfortunately, it just appears that women haven’t been given the “leg up”. And there is still a disconnect, despite surveys and studies to the contrary, between the notion that women offer a great deal to the organisations that they work for and there just not being enough women in real leadership roles in the workplace to take any guidance or motivation from.</p> <p>We are seemingly short of role models……</p> <p>The song <a href="https://www.youtube.com/watch?v=cv-0mmVnxPA" target="_blank" rel="noreferrer noopener">“Let the River Run”</a> by Carly Simon comes to mind – </p> <p><em>“We the great and small</em></p> <p><em>Stand on a star</em></p> <p><em>And blaze a trail of desire</em></p> <p><em>Through the darkening dawn”</em></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <p>And I am not sure about you but I am suddenly imagining Melanie Griffith in <a href="https://en.wikipedia.org/wiki/Working_Girl" target="_blank" rel="noreferrer noopener">Working Girl</a> commuting to New York City in her sneakers!</p> <p>And it is this movie that, in at least some ways, firmly represents what it means to break-through in the workplace. To become the person you know you are meant to be. Despite any previous notions to the contrary.</p> <p>And it is the most obvious example I can use in not only setting the tone for this article but also highlighting what we already know – we deserve to be here. We deserve to be in senior roles. We deserve to succeed.</p> <p>Working Girl, in my opinion, remains a timeless example of the working woman – women that are fierce, passionate, courageous and resilient all at the same time. Possibly ahead of its time (in its messaging), Working Girl celebrated the bravery and ambition it takes to <em>maintain your values while fighting for a place in a system that isn’t designed to accommodate you</em>. The real love story isn’t between Tess and Jack or even Tess and her job—<strong><em>it’s in the love and belief Tess has for herself </em></strong>(<a href="https://film.avclub.com/working-girl-s-message-is-timeless-even-if-the-hair-an-1841193320" target="_blank" rel="noreferrer noopener">Working Girl’s message is timeless, even if the hair and the shoulder pads aren’t</a>)<strong><em>.</em></strong></p> <p>And following on from Tess’s realisation, women need to believe that they are stronger than we give ourselves credit for and we are able to achieve more than what we have been led to believe (both by society and ourselves). We may think that we are alone and that we cannot breakthrough the <a href="https://bravingboundaries.com/female-leaders-breaking-the-glass-ceiling/">glass ceiling in the workplace</a> (something we will also be discussing in our next article – watch this space). But that simply isn’t true. Even if we cannot see it. </p> <p>And therein lies the seemingly obvious realisation – there are just not enough women in any industry to show us that <em>we can</em> – there are not enough role models to show the younger generation of women what is possible. What they can do. Who they can become and what they can achieve. </p> <p>But we can change that….</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading" id="female-role-models-in-the-workplace-just-a-few-shining-examples"><strong><em>Female role models in the workplace (just a few shining examples) – </em></strong></h2> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace2-1.jpg" alt="" class="wp-image-2736"/></figure> <h3 class="wp-block-heading" id="alyssa-carson"><strong><em>Alyssa Carson</em></strong></h3> <p>The 19-year-old astronaut in training who is on a mission to become the youngest person ever in space and one of the first people on Mars, graduated from the Advanced Space Academy at 16-years-old, becoming the youngest person ever to do so. </p> <p>In an interview conducted by <a href="https://www.thefemalelead.com/post/meet-the-teenage-astronaut-in-training-on-a-mission-to-mars" target="_blank" rel="noreferrer noopener">The Female Lead</a>, Alyssa was asked one question which has seemingly stood out – <em>When you first decided to train as an astronaut, did you have any preconceptions as to what one looked like?</em></p> <blockquote class="wp-block-quote is-layout-flow wp-block-quote-is-layout-flow"><p><em>“When I was younger I didn’t really have much of an idea of who astronauts were and I think that’s the biggest issue – so many kids are interested in space and haven’t always seen visible representation in the media, like women and younger people. One thing for me that I’ve been trying to change is to encourage younger people who are interested in space to go for it at any age. The youngest person, in the USA, to fly to space was 32 and I always just thought why is that. Of course, you have to do the training and attend University but why have we never sent anyone younger.</em></p><p><em>I think the next steps should be to get </em><strong>more women involved in the industry </strong><em>– which is already happening and is amazing to see – but also to capture the younger generation in this. </em><strong><em>Seeing more females of all ages working in the various roles throughout the space industry would be amazing</em></strong><em>”</em>.</p></blockquote> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <p>Alyssa was then asked – <em>How important are female mentors to you? </em>And her obvious answer was – </p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <blockquote class="wp-block-quote is-layout-flow wp-block-quote-is-layout-flow"><p><em>“</em><strong><em>Really important</em></strong><em>. So many female mentors have made me think that what I want to do is definitely possible”.</em></p></blockquote> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h3 class="wp-block-heading" id="jacinda-adhern"><strong><em>Jacinda Adhern</em></strong></h3> <p>Jacinda is the 40 year old New Zealand politician who has been serving as the 40th prime minister of New Zealand and leader of the Labour Party since 2017. She was first elected to the House of Representatives as a list MP in 2008, and has been the Member of Parliament for Mount Albert since March 2017. In 2017 (and at 37), she was the youngest head of state in New Zealand.</p> <p>Due to her amazing leadership, she will govern New Zealand for a second term after the Labour party secured a historic landslide victory in the general election in 2020, attracting so many votes it could become the first party in decades to be able to govern alone. </p> <p>She is an incredible leader transforming public assumptions about women in leadership, taking her daughter in 2018 to the UN, becoming the first world leader to bring their baby to the UN general assembly. She eliminated COVID-19 in her country announcing in April 2020 that there was no longer any undetected community transmission of COVID-19 and that her country had effectively “eliminated” the virus, with health authorities aware of and able to trace each current case. She banned military-style semi-automatics less than a month after the <a href="https://www.theguardian.com/world/2021/mar/13/they-are-us-christchurch-shooting-victims-remembered-two-years-on" target="_blank" rel="noreferrer noopener">Christchurch shootings</a>. She became the first NZ PM to march in an LGBTQ+ Pride event. In 2020, she pledged to provide period products to all girls committing to end “period poverty” by giving all school-aged people who have period’s free sanitary products. And those are just some of her highlights. There are so many <a href="https://scroll.in/video/942660/watch-new-zealand-pm-jacinda-ardern-take-less-than-three-minutes-to-outline-two-years-achievements" target="_blank" rel="noreferrer noopener">more</a>.</p> <p>But even a woman as highly regarded and as highly accomplished as Jacinda <a href="https://www.theguardian.com/world/2020/dec/21/jacinda-ardern-i-try-to-turn-self-doubt-into-something-more-positive" target="_blank" rel="noreferrer noopener">revealed</a> that she suffers from “imposter syndrome” and she tries to turn her self-doubt into “something more positive”.</p> <p>We can all understand it. No matter how well we do or how high we fly – we still doubt ourselves. An unfortunate result of decades of believing that we are not worthy. </p> <p>But we <em>can</em> overcome all of these doubts and misgivings and turn it into something positive. Just like Jacinda. </p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading" id="there-are-so-many-other-amazing-female-leaders"><strong><em>There are so many other amazing female leaders – </em></strong></h2> <p>Just take your pick!</p> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace3.jpg" alt="" class="wp-image-2737"/></figure> <p>There are other women in leadership roles that are shining examples of how women can (and do) succeed – take congresswoman <a href="https://ocasio-cortez.house.gov/about/biography" target="_blank" rel="noreferrer noopener">Alexandria Ocasio-Cortez</a> for example, or president of the European Commission <a href="https://www.forbes.com/profile/ursula-von-der-leyen/?list=power-women&sh=300ff75175d4" target="_blank" rel="noreferrer noopener">Ursula von der Leyen</a>, or CEO of Nasdaq <a href="https://www.forbes.com/profile/adena-friedman/?list=power-women&sh=2243c2f3245f" target="_blank" rel="noreferrer noopener">Adena Friedman</a>, or <a href="https://www.forbes.com/profile/oprah-winfrey/?list=power-women&sh=6c4454965745" target="_blank" rel="noreferrer noopener">Oprah Winfrey</a> for goodness sake. Or any of the other 100 most powerful women in the world as listed by <a href="https://www.forbes.com/power-women/#2e129b5a5e25" target="_blank" rel="noreferrer noopener">Forbes</a>.</p> <p>There are many powerful and successful women in senior and leadership roles. </p> <p><strong>We just need to look beyond our own insecurities, our own inabilities and be our own cheerleaders. </strong><strong><em>Believe that we can do it</em></strong><strong>. If the women listed in Forbes top 100 woman can do it, so can we! </strong></p> <p>We just need to look beyond our own fears to see them. <strong><em>And be them.</em></strong></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading" id="so-how-can-women-break-through-in-the-workplace"><strong><em>So how can women “break through” in the workplace?</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace5.jpg" alt="" class="wp-image-2739"/></figure> <p>I wish it was as easy as – “Abracadabra”. But it just isn’t.</p> <p>But we need to start somewhere. </p> <p>You often find that success is found outside of your comfort zone. And more so than that – by tackling the things that scare you to the core. </p> <p><a href="https://reshmasaujani.com/about/" target="_blank" rel="noreferrer noopener">Reshma Saujani</a>, founder and CEO of <a href="https://girlswhocode.com/" target="_blank" rel="noreferrer noopener">Girls Who Code</a>, said that while girls are taught to play it safe, smile pretty and get all A’s, boys are taught to play rough and swing high. <em>“In other words, we’re raising our girls to be perfect, and we’re raising our boys to be brave,”</em> she said in a <a href="https://www.ted.com/talks/reshma_saujani_teach_girls_bravery_not_perfection/transcript?utm_campaign=BeepBeepBites%20-%20Nieuwsbrief&utm_source=hs_email&utm_medium=email&_hsenc=p2ANqtz-8hrp2DddFfAf2NdFVByHUTn6FGOOYtdO-Tj4iaUlmmZM_y7TTWE3OK83RNrqqYeU-PawWa" target="_blank" rel="noreferrer noopener">TED </a>talk. Even when women are ambitious, the socialisation of perfection often leads them to risk aversion, Saujani said. So teach girls bravery,<strong><em> not perfection. </em></strong></p> <p>Leave the perfection to <a href="https://en.wikipedia.org/wiki/The_Stepford_Wives_(2004_film)" target="_blank" rel="noreferrer noopener">The Stepford Wives</a>. Spoiler alert – it is science fiction (aka not real and not realistic)!</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading" id="because-it-takes-bravery-to-succeed-not-just-being-perfect"><strong><em>Because it takes bravery to succeed not just being perfect. </em></strong></h2> <p>Every successful entrepreneur and business leader <em>did what they were afraid to do instead of just letting the fear rule their personal and professional lives.</em> Often the best way to overcome fear is to acknowledge it. Recognise that the fear is there, but go for it anyway. If we don’t, we may miss one of those serendipitous <em>“aha”</em> moments that could inspire us to take a different approach and, by so doing, achieving greatness. </p> <p>So it comes down to this – if we want to be viewed as equal in the workplace, if we want equal pay and equal opportunity. If we want the recognition that we deserve (and have earned). If we want the working conditions that are favourable to us. If we want to have that work-life blend and not fear having to always “be on”. If we want to simply excel, then –</p> <p><strong><em>We must stand our ground and demand the respect we deserve – and it starts by behaving as if the entitlement gap has been closed and the broken rung has been well and truly fixed. </em></strong></p> <p>Women need to lead by example in order to be role models to other young women entering the work force. </p> <p>In an article by Business News Daily titled <a href="https://www.businessnewsdaily.com/5489-female-leadership-advice.html" target="_blank" rel="noreferrer noopener">Key Steps Women Can Take to Be Strong Leaders</a>, the following was set out – </p> <blockquote class="wp-block-quote is-layout-flow wp-block-quote-is-layout-flow"><p><em>“As each woman in the workplace does her part to work toward gender equality in her workplace, the gaps will slowly but surely close. It isn’t a matter of the different strengths that men and women bring to their careers, but instead </em><strong><em>how we accept the meshing of those strengths to drive companies forward in meeting their goals and setting new ones while achieving individual success</em></strong><em>”.</em></p></blockquote> <p>And that’s the point really. We don’t want more than men. We just want the same. And it really <strong><em>starts with us simply standing up for ourselves (and each other) and being brave</em></strong>! </p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace4.jpg" alt="“Be bold and mighty forces will come to your aid” – Goethe " class="wp-image-2738"/></figure> <p></p> <p>So let’s do that! <strong><em>Let’s be bold, let’s be brave and let’s succeed!</em></strong></p> <p>In closing, we hope that these quotes will inspire you to do great things (whatever they may be) – </p> <blockquote class="wp-block-quote is-layout-flow wp-block-quote-is-layout-flow"><p>“<em>Each time a woman stands up for herself, she stands up for all women.” </em></p><cite>Maya Angelou</cite></blockquote> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <blockquote class="wp-block-quote is-layout-flow wp-block-quote-is-layout-flow"><p><em>“A strong woman is a woman determined to do something others are determined not be done.”</em> </p><cite>Marge Piercy</cite></blockquote> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <blockquote class="wp-block-quote is-layout-flow wp-block-quote-is-layout-flow"><p><em>“Life is not easy for any of us. But what of that? We must have perseverance and, above all, confidence in ourselves. We must believe we are gifted for something and that this thing must be attained.” </em></p><cite>– Marie Curie</cite></blockquote> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <blockquote class="wp-block-quote is-layout-flow wp-block-quote-is-layout-flow"><p><em>“She was powerful not because she wasn’t scared but because she went on so strongly, despite the fear.”</em> </p><cite>Atticus</cite></blockquote> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <figure class="wp-block-image size-large"><a href="https://bravingboundaries.com/work-with-me/individual-coaching/"><img loading="lazy" decoding="async" width="810" height="450" src="https://bravingboundaries.com/wp-content/uploads/2021/04/struggling-in-the-workplace-CTA.jpg" alt="" class="wp-image-2690"/></a></figure> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <div class="wp-block-columns is-layout-flex wp-container-core-columns-is-layout-2 wp-block-columns-is-layout-flex"> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:15%"> <figure class="wp-block-image size-large"><img decoding="async" src="https://bravingboundaries.com/wp-content/uploads/2020/08/Alicia-Koch-The-Legal-Belletrist-1024x1024-1.jpg" alt=""/></figure> </div> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:85%"> <p>About the writer, <strong><em>Alicia Koch, Founder of The Legal Belletrist.</em></strong></p> <p>Alicia, an admitted attorney with over 10 years PQE, and now a legal writer and researcher, has established The Legal Belletrist to assist companies (in different sectors) to write well-researched articles that speak to each company’s core business, enabling growth and commercialism. </p> <p>Click here to visit <a href="https://www.thelegalbelletrist.com/">The Legal Belletrist website</a>.</p> <p><strong>Email: <a href="mailto:[email protected]" target="_blank" rel="noreferrer noopener">[email protected]</a> </strong></p> </div> </div> <p>The post <a href="https://bravingboundaries.com/female-leaders-in-the-workplace-how-do-we-break-through/">Female leaders in the workplace – how do we break through?</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></content:encoded> <wfw:commentRss>https://bravingboundaries.com/female-leaders-in-the-workplace-how-do-we-break-through/feed/</wfw:commentRss> <slash:comments>2</slash:comments> </item> <item> <title>FEMALE leaders in the workplace – why are we so few?</title> <link>https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few/</link> <comments>https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few/#respond</comments> <dc:creator><![CDATA[friedaL2020]]></dc:creator> <pubDate>Thu, 08 Apr 2021 09:07:23 +0000</pubDate> <category><![CDATA[Lawyer Life]]></category> <category><![CDATA[Leadership]]></category> <category><![CDATA[work-life balance]]></category> <category><![CDATA[Working environment]]></category> <category><![CDATA[assumptions about women]]></category> <category><![CDATA[beyond law]]></category> <category><![CDATA[bias]]></category> <category><![CDATA[big law]]></category> <category><![CDATA[big law life]]></category> <category><![CDATA[broken rung]]></category> <category><![CDATA[business women]]></category> <category><![CDATA[climbing the corporate ladder]]></category> <category><![CDATA[discrimination]]></category> <category><![CDATA[entitlement gap]]></category> <category><![CDATA[executives]]></category> <category><![CDATA[female]]></category> <category><![CDATA[female boss]]></category> <category><![CDATA[female bosses]]></category> <category><![CDATA[female business women]]></category> <category><![CDATA[female empowerment]]></category> <category><![CDATA[female entrepreneurs]]></category> <category><![CDATA[female lawyers]]></category> <category><![CDATA[female lead]]></category> <category><![CDATA[female leaders]]></category> <category><![CDATA[female leadership]]></category> <category><![CDATA[female role models]]></category> <category><![CDATA[females]]></category> <category><![CDATA[gender discrimination]]></category> <category><![CDATA[gender equality]]></category> <category><![CDATA[gender gap]]></category> <category><![CDATA[gender inequality]]></category> <category><![CDATA[girls supporting girls]]></category> <category><![CDATA[glass ceiling]]></category> <category><![CDATA[glass cliff]]></category> <category><![CDATA[great leaders]]></category> <category><![CDATA[inequality]]></category> <category><![CDATA[junior lawyer]]></category> <category><![CDATA[law]]></category> <category><![CDATA[law life]]></category> <category><![CDATA[law recruiters]]></category> <category><![CDATA[law students]]></category> <category><![CDATA[lawyer]]></category> <category><![CDATA[lawyer careers]]></category> <category><![CDATA[lawyer life]]></category> <category><![CDATA[lawyer lifestyle]]></category> <category><![CDATA[lawyer tips]]></category> <category><![CDATA[lawyers]]></category> <category><![CDATA[leadership]]></category> <category><![CDATA[male role models]]></category> <category><![CDATA[male supporters]]></category> <category><![CDATA[strong leaders]]></category> <category><![CDATA[toxic work environments]]></category> <category><![CDATA[toxic workplace]]></category> <category><![CDATA[unconscious bias]]></category> <category><![CDATA[woke]]></category> <category><![CDATA[woman boss]]></category> <category><![CDATA[women]]></category> <category><![CDATA[women bosses]]></category> <category><![CDATA[women empowerment]]></category> <category><![CDATA[women in business]]></category> <category><![CDATA[women in leadership]]></category> <category><![CDATA[women in the workplace]]></category> <category><![CDATA[women leaders]]></category> <category><![CDATA[women supporting women]]></category> <category><![CDATA[work environment]]></category> <category><![CDATA[working mom]]></category> <category><![CDATA[working moms]]></category> <category><![CDATA[working mum]]></category> <category><![CDATA[working mums]]></category> <category><![CDATA[workplace bias]]></category> <category><![CDATA[young lawyer]]></category> <guid isPermaLink="false">https://bravingboundaries.com/?p=2678</guid> <description><![CDATA[<p>Women bring unique qualities to leadership teams, and yet women leaders in the workplace remain so few. Let's explore why!</p> <p>The post <a href="https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few/">FEMALE leaders in the workplace – why are we so few?</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></description> <content:encoded><![CDATA[ <h5 class="wp-block-heading"><em>WRITTEN BY ALICIA KOCH, FOUNDER OF <a href="https://www.thelegalbelletrist.com/" target="_blank" rel="noreferrer noopener">THE LEGAL BELLETRIST</a></em></h5> <p></p> <p><strong>Article 1 of 3 in the <em>Female Leadership</em> series</strong></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <p>Gender equality in the workplace is not a new topic of discussion. It has been discussed numerous times before. Seemingly falling on deaf ears. Not surprisingly as women leaders in the workplace are still a minority. And that is a fact.</p> <p>But we want to reiterate before proceeding any further that <strong><em>this is <u>not</u> a gender bashing or anti-men article</em></strong>. Having women in leadership roles and gender equality is not about disliking men or wanting dominion over them. Not at all. It is simply about wanting to be treated fairly and equally, to have equal pay, equal opportunity for senior roles, to have our concerns, our ideas and ourselves (personally and professionally) taken seriously.</p> <p>So let’s start off with the following quote (to set the tone) –</p> <p><strong><em>“I do not wish women to have power over men; but over themselves” – Mary Shelley.</em></strong></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>Women in the workplace</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace-Braving-Boundaries4.jpg" alt="" class="wp-image-2694"/></figure> <p>If this were 60 years ago the very notion of women being anywhere but in the kitchen would have been the punchline to a joke. But here we are in 2021 and women can be (somewhat) seen in the workplace fulfilling different roles in different industries. Performing very well, actually.</p> <p>But the question, on most (women) people’s lips, is this – <strong><em>how many women are really in senior roles or leaders in companies? Are companies merely paying lip service to the notion of diversity in the workplace?</em></strong></p> <p>According to the <a href="https://www.catalyst.org/research/women-ceos-of-the-sp-500/" target="_blank" rel="noreferrer noopener">Catalyst</a>, and based on the January 2021 S&P 500 list (which is not a static list and is updated annually with women who are counted from the date they officially take their positions), women currently hold 31 of the total CEO positions at S&P 500 companies. That makes up only 6.2%. <strong><em>In total.</em></strong></p> <p>To illustrate how significant these appointments of female CEOs are, <a href="https://fortune.com/2020/11/24/dicks-sporting-goods-new-ceo-lauren-hobart-women-in-business/" target="_blank" rel="noreferrer noopener">News</a> was made in November 2020 when Lauren Hobart was appointed as Dick’s Sporting Goods CEO, replacing Ed Stack, whose father founded Dick’s in 1948. According to <a href="https://www.businessinsider.com/women-fortune-500-ceos-reaches-new-high-2020-11?IR=T#a__text_Hobart_s_20appointment_20brings_20the_20number_and_20Linda_20Rendle_20at_20Clorox_" target="_blank" rel="noreferrer noopener">Business Insider</a>, this <em>appointment was significant</em> enough to note in a lengthy article on the matter. You see, Lauren’s appointment brought <strong><em>the total number of Fortune 500 Companies with female CEO’s to 41.</em></strong></p> <p>Women around the world “applauded” as the numbers rose from a previous “record high” of only 40<strong> female CEO’s. This is said with a certain amount of sarcasm – 41 is really not an adequate number. </strong><em>Is it?</em></p> <p>Honestly, I am not entirely sure that one increase in the number of female CEO’s is worth the applause. Although, as they say – “Beggars can’t be choosers”. A harsh statement to make, but it makes an impact. Especially under these circumstances.</p> <p>Whilst we can acknowledge that the representation of women in senior roles in the workplace is improving, we are still significantly underrepresented. And that is simply not acceptable. Not in today’s times.</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>But why are women so underrepresented in the workplace?</em></strong></h2> <p>Well there are quite a few contributing factors, including the <em>“broken rung” </em>and the <em>“entitlement gap” –</em></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h3 class="wp-block-heading"><strong><em>Women in the workplace – The “broken rung”</em></strong></h3> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace-Braving-Boundaries5.jpg" alt="" class="wp-image-2695"/></figure> <p>According to <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace" target="_blank" rel="noreferrer noopener">the McKinsey & Company September 2020 article</a>, the representation of women <em>was starting to improve</em>. Most prominently in senior management where the representation of women in senior-vice-president positions grew from 23% to 28%. But those percentages are still terribly skewed and women are once again not filling more of the senior roles.</p> <p>McKinsey claims that it is the <em>“broken rung”</em> that is still holding women back. With women continually losing ground at the first step up to becoming a manager. As an illustration (and putting it into perspective) – for every 100 men promoted to manager level, only 85 women are promoted. As a result, women remain significantly outnumbered in entry-level management, holding only 38% of manager-level positions, whilst men held 62%. With this being the case, women experience an uneven playing (and paying) field leading to persistent leadership gaps in senior roles.</p> <p><strong><em>You see, gender diversity is simply not a priority to most companies. Especially in times like COVID.</em></strong></p> <p>The McKinsey study showed that prior to COVID, <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace" target="_blank" rel="noreferrer noopener">Women in the Workplace research</a> had consistently found that women and men left their companies at comparable rates. However, <strong><em>due to the challenges created by the COVID-19 crisis, as many as two million women are considering leaving the workforce</em></strong>.</p> <p>Mothers are more than three times as likely as fathers to be responsible for most of the housework and caregiving during the pandemic. <strong><em>Where is the sharing of the load here</em></strong><em>?</em> In fact (and according to the Study), woman are 1.5 times more likely than fathers to be spending an additional three or more hours per day on housework and childcare. So much so that women who are employed full-time are often said to be working a “double shift.”</p> <p><em>I can hear a collective “Amen sister” as I write that. Because it is the truth, is it not?</em></p> <p>Now women (and mothers in particular), are taking on an even heavier load. The title of the Sarah Jessica Parker movie <a href="https://www.youtube.com/watch?v=MJPKOS9DZeg" target="_blank" rel="noreferrer noopener">“I Don’t Know How She Does It”</a> springs to mind.</p> <p>It therefore comes as no surprise that one in five mothers who don’t live with a spouse or partner, <em>face even greater challenges</em>. It’s enough to want to make you pull out your not so perfectly coiffed hair (which reminds me – I really need to book a colour and blow wave. <em>When I get the chance</em>.).</p> <p>So given these enormous challenges faced by mothers <strong><em>at work and at home</em></strong>, two things should come as no surprise – many mothers are considering downshifting their career or leaving the workforce altogether, and mothers are significantly more likely to be thinking about taking these steps than fathers are.</p> <p>The (additional) problem is this – if these women leave the workplace, there will be even fewer women in leadership roles. And we simply cannot afford that.</p> <p><strong><em>Keeping your head above water nowadays really does feel like swimming against the current. In shark infested waters.</em></strong></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h3 class="wp-block-heading"><strong><em>Women in the workplace – The “entitlement gap”</em></strong></h3> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace-Braving-Boundaries7.jpg" alt="" class="wp-image-2698"/></figure> <p>A study, which was led by Cambridge psychologist <a href="https://terriapter.com/" target="_blank" rel="noreferrer noopener">Dr Terri Apter</a> in collaboration with LinkedIn and the educational charity <a href="https://www.thefemalelead.com/" target="_blank" rel="noreferrer noopener">The Female Lead</a>, came to the startling (but not really surprising) conclusion that <strong><em>women have been socially conditioned to feel less deserving of men</em></strong>. Especially with regards to things such as pay rises, promotions or more suitable conditions (even when you know you deserve it). A phenomenon they term <em>‘the unentitled mindset’</em> or the <em>“entitlement gap”</em>.</p> <p><strong><em>This gap both aptly and accurately describes the difference between the ways that men may be quick to make demands on an employer and how women are reluctant to do so at all.</em></strong></p> <p>According to the survey of 2,000 UK workers (which was conducted as part of the study), the problem is widespread. <strong><em>The results show that 44% of women agree that women feel less entitled to promotions or increased pay in the workplace, with more than a third (35%) saying that they had experienced the entitlement gap themselves or had seen it experienced by others</em></strong>.</p> <p>In addition, men admitted negotiating pay for a new role more often than women (63% compared to 40%), and while nearly half of the men (48%) said they had asked for a pay increase or promotion outside of their annual review, only a third of women (32%) had done the same. And when it comes to applying for a new job, over a third of men (37%) said they would apply for a new role even if they felt that they met approximately 50% of the criteria required, versus just one in four (27%) women admitting to being “brave enough to do so”.</p> <p>Dr Apter has said that this entitlement gap effects women’s mental health, in two important ways –</p> <p>1. anxious energy and constant reflection that goes with knowing that you deserve more status or higher pay or better conditions while wondering whether you really do (imposter syndrome to the max), and</p> <p>2. the risk that the unentitled mindset doesn’t switch off even when you are not facing the specific challenge that activated it.</p> <p>Leading to women, who have been treated badly in one workplace, being reluctant to ask for the status and/or pay they deserve when being offered a position in another workplace. Why? Because instead of owning their value and worth, they feel ‘grateful’ or ‘lucky’ that another company is <em>even interested in them</em>. It’s like having <a href="https://www.healthline.com/health/battered-woman-syndrome" target="_blank" rel="noreferrer noopener">battered wife syndrome</a> – where women who have suffered from abuse start to believe that that’s all they deserve and lose sense of their self-worth and self-value.</p> <p>Although the entitlement gap impacts our behaviour, the study is keen to highlight that this mindset is not the fault of women – instead, <em>it’s the product of a wider societal problem and the only way to solve this gap is to make society-wide changes</em>.</p> <p><strong><em></em></strong>But that is easier said than done. And just like from the SJP movie, you begin to ask yourself – <strong><em>How do you keep your life together, without losing it?</em></strong></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>But women leaders have so much to offer…</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace-Braving-Boundaries2.jpg" alt="" class="wp-image-2692"/></figure> <p>Again, we want to reiterate that we are not just <a href="https://www.thesun.co.uk/news/10760207/woke-meaning-definition/" target="_blank" rel="noreferrer noopener">woke</a> women who are gender bashing our male counterparts without rhyme or reason. We are not just <a href="https://www.sciencedirect.com/topics/computer-science/liberal-feminist" target="_blank" rel="noreferrer noopener">liberal feminists</a> who believe that women are superior to men. No. We believe that women and men are equal. And should be treated accordingly. Both sexes have their own benefits that they bring to the table. Equally important. But not always the same. And we believe that there is space for both sexes in every company.</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>Why we need more women leaders in the workplace</em></strong></h2> <p class="has-black-color has-text-color"><strong>(Not that this should need explanation, but) <em>Here’s why –</em></strong></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h3 class="wp-block-heading"><strong><em><u><a href="https://hbr.org/2019/06/research-women-score-higher-than-men-in-most-leadership-skills" target="_blank" rel="noreferrer noopener">The Harvard Business Review</a></u> (HBR) – Women in leadership positions are perceived as being every bit as effective as men.</em></strong></h3> <p>According to the HBR, in an analysis of thousands of assessments, women were rated as excelling in taking initiative, acting with resilience, practicing self-development, driving for results, and displaying high integrity and honesty. In fact, they were thought to be more effective in 84% of the competencies that we most frequently measure. The conclusion? Women are equally as effective as men.</p> <p>I do sense a communal “Duh” moment here….</p> <p>But the HBR research also echoed that of the Entitlement Gap survey – when women were asked to assess themselves, despite their aptitude and ability to do the job, they are not generous in their own ratings. In fact, they have lower scores than men on confidence ratings, especially when they’re under 25.</p> <p><em></em>But what the HBR research concludes (something we already know) is that it is not a woman’s lack of skill, understanding, capability or competence that holds them back. <em>It is the scarcity of opportunities.</em></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h3 class="wp-block-heading"><strong><em><u><a href="https://www.ccl.org/articles/leading-effectively-articles/7-reasons-want-women-workplace/" target="_blank" rel="noreferrer noopener">The Centre for Creative Leadership</a></u> (CFCL) – Gender diversity is key for organisations’ bottom lines</em></strong></h3> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace-Braving-Boundaries3.jpg" alt="" class="wp-image-2693"/></figure> <p>To further this point, the CFCL has concluded that companies that don’t realise the importance of women in the workplace are missing out. Besides doubling their talent pool, more women may also improve a company’s performance.</p> <p>The CFCL research showed that gender diversity was key for organisations’ bottom lines:</p> <p><em>1. “Fortune 500 companies with the highest representation of women on boards financially outperform companies with the lowest representation of women on boards.</em></p> <p><em>2. Gender-diverse teams have higher sales and profits compared to male-dominated teams.</em></p> <p><em>3. A recent Gallup study found that gender-diverse business units have higher average revenue than less diverse business units”.</em></p> <p>But it doesn’t end there.</p> <p>The CFCL also found that having a higher percentage of women in an organisation reflected –</p> <p>1. More job satisfaction;</p> <p>2. More organizational dedication;</p> <p>3. More meaningful work;</p> <p>4. Less burnout, and</p> <p>5. Positively affecting employee engagement and retention.</p> <p>Specifically, when asked why they stay with their current employer, people from organisations with a high percentage of women were more likely to cite positive and meaningful organisational culture, including having a job that fits well with other areas of their life, opportunities for them to make a difference with employees claiming that under female leaders they are just able to enjoy their work more.</p> <p><em>Simple as that!</em></p> <p>In addition, senior-level women are more likely than senior-level men to embrace employee-friendly policies and programs and to champion racial and gender diversity (more than 50 % of senior-level women say they consistently take a public stand for gender and racial equity at work, compared with only about 40% of senior-level men).</p> <p>And these findings persisted regardless of the participants’ age, industry, organisation size, leadership level, ethnicity or gender.</p> <p>Women are also more likely to mentor and support other women (38% of senior-level women currently mentor or sponsor one or more women of colour, compared with only 23% of senior-level men). And that is hugely important – <strong><em>women have got to help other women!</em></strong></p> <p>It comes down to the personal approach that women just seem to have. Treating their co-workers and employees like people instead of machines. It’s about caring. And that makes all the difference.</p> <p>So whilst we agree that women are not superior to men, we do believe that we bring something (very) special to the table…..</p> <p>And the results really do speak for themselves.</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>But…. There is <u>always</u> a but.</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace-Braving-Boundaries6.jpg" alt="" class="wp-image-2696"/></figure> <p>Whilst studies prove that women are not only competent to do the work but are also very competent leaders, women still turn down leadership opportunities because they are uniquely concerned that their qualifications will not stand up to their male counterparts and are not sure that others in the organisation will support them. Instead, they express concern that they were being set up for failure – the so-called <em>“glass cliff”</em> positions where leadership opportunities are high stakes, precarious, and have a high likelihood of failure (we will discuss this in our <strong><em>upcoming article</em></strong> – so watch this space!).</p> <p>Unfortunately, research conducted by the <a href="https://hbr.org/2017/10/research-objective-performance-metrics-are-not-enough-to-overcome-gender-bias" target="_blank" rel="noreferrer noopener">Harvard Business Review</a> suggests that these concerns among women are valid. Studies show that organizations expect women to be more qualified than men for the same positions, and that <a href="https://hbr.org/2012/11/study-women-get-fewer-game-changing.html" target="_blank" rel="noreferrer noopener">leadership opportunities for men often come with more resources</a> compared to women’s leadership opportunities.</p> <p><em></em>Given the above, it is not surprising that many women (in general) have said that the single most important thing companies <em>can do to attract and retain talented women is to admonish sexism and offer gender parity in pay, experiences, and opportunities for success.</em></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>It doesn’t seem like a big ask. Does it?</em></strong></h2> <p>But there just seems to be a disconnect with just not enough women in real leadership roles. And leaders have got to start taking a long hard look at what gets in the way of promoting women in their organisations. Clearly, there is an unconscious bias (both by women caused by societal ideas of the broken rung and entitlement gap as well as the subliminal bias of their male counterparts) that women don’t belong in senior level positions. So, it’s imperative that companies change the way they make hiring and promotion decisions and ensure that eligible women are given serious consideration. Not just given lip-service.</p> <p>Following her presentation at the 3rd Annual Women in Insurance Conference, <a href="https://www.linkedin.com/in/carla-jordan-b3065931/" target="_blank" rel="noreferrer noopener">Carla Jordan</a> Chief Financial Officer of <a href="https://emeraldsa.co.za/emerald-africa/" target="_blank" rel="noreferrer noopener">Emerald Africa</a> has this to say about Female Leaders in the Workplace –</p> <blockquote class="wp-block-quote is-layout-flow wp-block-quote-is-layout-flow"><p><em>“As a women leader in business, I know first-hand that the road to success is a little bit more winding, with barriers and challenges along the way that perhaps our male counterparts never encounter or even know exist. I also know that you cannot let these things define you or stand in your way. With global gender equality estimated to take another 100 years or more, we certainly cannot sit on the sidelines and wait for the world to change and for opportunities to come to us. As women, we need to be more confident in ourselves and our abilities, and lead the change that we want for ourselves and future generations”.</em></p></blockquote> <p>And it is on this point that we undoubtedly agree – we need to be more confident, we need to speak up for ourselves and what we want. And in order to get those things, we need to lead the change that we want for ourselves and for the future generations of women that will follow in our footsteps.</p> <p>And that can only be done with action leading to positive change.</p> <p><em></em>Can you say – <em>“One giant leap for woman kind”?</em></p> <p><strong><em>And we know we can do it!</em></strong></p> <p>In our next article we will be highlighting some incredible female role models and discuss how we can break-through in the workplace. Stay tuned!</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <figure class="wp-block-image size-large"><a href="https://bravingboundaries.com/work-with-me/individual-coaching/"><img loading="lazy" decoding="async" width="810" height="450" src="https://bravingboundaries.com/wp-content/uploads/2021/04/struggling-in-the-workplace-CTA.jpg" alt="" class="wp-image-2690"/></a></figure> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <div class="wp-block-columns is-layout-flex wp-container-core-columns-is-layout-3 wp-block-columns-is-layout-flex"> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:15%"> <figure class="wp-block-image size-large"><img decoding="async" src="https://bravingboundaries.com/wp-content/uploads/2020/08/Alicia-Koch-The-Legal-Belletrist-1024x1024-1.jpg" alt=""/></figure> </div> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:85%"> <p>About the writer, <strong><em>Alicia Koch, Founder of The Legal Belletrist.</em></strong></p> <p>Alicia, an admitted attorney with over 10 years PQE, and now a legal writer and researcher, has established The Legal Belletrist to assist companies (in different sectors) to write well-researched articles that speak to each company’s core business, enabling growth and commercialism. </p> <p>Click here to visit <a href="https://www.thelegalbelletrist.com/">The Legal Belletrist website</a>.</p> <p><strong>Email: <a href="mailto:[email protected]" target="_blank" rel="noreferrer noopener">[email protected]</a> </strong></p> </div> </div> <p>The post <a href="https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few/">FEMALE leaders in the workplace – why are we so few?</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></content:encoded> <wfw:commentRss>https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few/feed/</wfw:commentRss> <slash:comments>0</slash:comments> </item> </channel> </rss>