Women at work – Are you faking it?

A closer look at Imposter Syndrome

So in my final post for International Women’s Day, I am going to consider the issue of Imposter Syndrome, which can have a dramatic impact on a woman’s ambition. It used to be thought of as the domain of the high woman achiever. However, it is a syndrome also experienced by men, although originally was only identified in women and it was felt was far more prevalent amongst women than men. Amy Cuddy in her book ‘Presence’ talks about it being a female issue rather than a male issue as men are far less likely to talk about it for fear of social punishment for failing to conform to social stereotypes, i.e. that men are assertive and confident. Clance and Imes, the two psychologists who originally termed the condition found in their clinical experience that it occurs much less frequently in men and when it does occur, it is far less intense. However, more recent research published by the International Journal of Behavioural Science in 2011, shows that 70% of men and women have experienced it at some point in their lives. Millennial’s may suffer from Imposter Syndrome even more as they have commenced their careers at a time of extreme technological pace, where there are constant comparisons on social media between peer group members. Continue reading

Are Women Ideal Workers or ‘Bulldozers’?

Barriers to women’s ambition

In my second article leading up to International Women’s Day on the 8th March 2017 I am considering how despite all the time, money and great intentions which have been put into building a more diverse talent pipeline in many organisations, there are still some basic barriers, which have not been removed and get in the way of women feeling and being more upwardly mobile. A Bain Study in 2015 illustrates that an employee’s early employment experience influences their confidence in whether to actively pursue a C-suite career or not. Some of the erosion of or challenges facing ambition come down to factors such as whether women are perceived as ‘ideal workers’, whether they are getting sufficient support from their own direct supervisor, the organisation’s leadership development process and the dearth of real role models. These types of barriers can be explored and supported through coaching and mentoring relationships. Continue reading

Career Development – Don’t women like ambition?

The issue of ambition in women’s careers

Welcome to the first in a series of three articles as we lead up to International Women’s Day on the 8th March 2017, in which we consider the issue of ambition for women. Ambition still seems to be an obstacle for some women when developing their careers. Women’s presence on the Board has been proved to add competitive advantage to an organisation and despite there being roughly the same numbers of women and men in the workforce, there is still an unbalanced ratio in favour of men in more senior leadership roles. In the last two decades, many employers have shown enthusiastic commitment to gender diversity and women have made enormous strides in being able to compete on the same playing field as men at work, so what is going on? Continue reading

Do you want to be self-sufficient with your mentoring?

Mentoring Starter Package

Do you want to implement a new programme? Or enhance a programme you have already got running?

Mentoring is the most cost effective organisational development intervention you can use to develop, retain and motivate your employees. Bringing in external consultancy is not always an option, so based on our many years of developing and designing programmes we have produced a package to make you ‘experts’ overnight and to create the programme you need, quickly and hassle free.

It gives you a range of options, so if you do need a small element of consultancy support it is inbuilt but with the cost transparent upfront and with the intention of making you completely independent from day one! Continue reading

‘Tech-savvy and lazy?’, How to mentor millennials

Millennials at workThe way mentoring programme design was approached ten years ago needs to be reconsidered in the light of more recent generational differences in the workforce. By 2020 half the working population globally will come from the generation born between 1980 and 2000. As generations evolve, so do the methods for training, developing, coaching and mentoring people. Mentoring someone from the Millennial Generation (sometimes known as Generation Y) is not textbook developmental mentoring as we have experienced it previously. Understanding Millennials’ quite different career and value expectations is key if mentors are going to provide the right type of support to them, as well as the form of mentoring that Millennials relate best to, in order for organisational mentoring programmes to be effective.

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Avoid stress, burn out and low productivity in your leaders

vuca-image-moving-fastOperating in a VUCA world

We all know the VUCA workplace is stressful, understand how to develop your leaders so that they can survive, thrive and be more productive in this volatile, uncertain, complex and ambiguous world we operate in! Continue reading

Mentoring — a 1000% ROI

Two business men meetingI’ve been shocked this week after some conversations at a conference about the number of organisations who are dismissing mentoring as ‘too labour intensive‘, ‘difficult to keep the energy in the programme‘ or just plain ‘ineffectual‘. Anyone who knows me and understands my passion for mentoring will immediately understand the emotional response this has created. In the seventeen years I have been working designing and developing mentoring programmes, I have found that organisations who are focused and structured in their approach to mentoring get amazing results and it is not difficult or particularly hard work if you know what you are doing. Continue reading

Developing the next generation of leaders

Conference attendee20th October 2016
12 – 5pm
The Royal York Hotel,

York, YO24 1AA

Or call +44 (0) 1943 430107

 

Focussing on coaching and mentoring solutions, the conference brings together a wealth of practical knowledge and experience, to inspire and inform the development of the next generation of leaders within your organisation.

Our speakers are drawn from wide-ranging backgrounds, including academia, consultancy and the private sector. Each brings with them a vast amount of knowledge, expertise and enthusiasm, to inspire and equip you with pragmatic coaching and mentoring interventions.

Coach Mentoring Ltd clients include: BT, Amazon, Associated British Foods plc, MetLife, Cognizant, Unicef UK and Save the Children. Read on for further in-depth information on the agenda for the day, the speakers & workshop topics. Continue reading