Tossing the Tiara –
Keys to Creating Powerful Women Leaders
by Jeanne Martinson
Women in leadership roles in good for business! When publicly traded companies have women in senior management roles, those organizations experience an average 47% increase in return on equity and a corresponding 55% increase in earnings. Women want to lead at the highest levels: when 1400 managers were asked if they had teh desire to reach a top management position such as a C-suite role, 79% of women said YES. Yet women hold only 5.8% of corporate executive positions and 14.5% of board positions. So how do we reduce the gap between reality and aspiration? First, we need to understand how fairy tale myth, media and our history of communication have shaped where we are today. Secondly, we need to make different decisions if we truly want to create powerful women leaders.
From Away –
Immigration to Effective Workplace Integration
by Jeanne Martinson
The belief of many new immigrants – and the managers that hire them – is that technical skills can be universally recognized and these skills are what determine the success of a professional, regardless of country. What we know is that extremely competent, educated new immigrants do not get hired – not because they aren’t competent – but because of cultural differences in the hiring process. If they do get hired, often they don’t get promoted because of communication differences that are culturally based. This book will help you as a manager to decode those cultural differences so you hire the best, keep the best and maximize the talent of the best.
Generation Y and the New Work Ethic
by Jeanne Martinson
Every generation has rebelled against the norms of the generation preceding it. This rebellion manifests itself externally in clothes, hairstyles, temporary and permanent markings and maskings. As time passes, often these visual distinctions are toned down or abandoned as that generation ages and begins to fit into mainstream work worlds, eventually falling for the tie and pantyhose cultural norms of the workplace. Many of today’s Generation Y cohort members may yet desert their desire for flip-flops and casual attitudes as they progress in their careers and organizations.
Managers ask me frequently “When will Gen Ys will grow up, quit rebelling and get with the program?” Unfortunately for managers and co-workers everywhere, there is more to generational difference than rebellion and a desire to be different from the previous generation. Our generational identity is also about the beliefs and values that were developed in our growing up years. By the time we hatch into the workforce, our perspectives of others, work and the world are well formed.
So why are we talking about generational differences now more so than in the past? Why has this last generation upset the apple cart so significantly? Because it is the perfect storm!
If you are a colleague trying to understand your multi-generational co-workers, a front line manager trying to get your youngest workers to show up and show up on time, or are a member of Generation Y and looking for ways to maximize your effectiveness and success in the workplace, this book is for you. Jeanne Martinson gets to the heart of the generational differences issue, with minimal psychobabble and statistical navel gazing, giving you concrete information about the different generations with a focus on work ethic and the motivations and values of Generation Y.
NOW IN AUDIOBOOK ON AUDIBLE!
War & Peace –
Diversity, Conflict, Understanding, Reconciliation
by Jeanne Martinson
Wonder why we can’t just get along? Why we react to each other the way we do?
Most conflict in the workplace comes from our differences – both our diversity in the big ‘D’ issues such as race, gender or ability but also diversity in the small ‘d’ issues such as values, marital and family status, age or thought processes. Diversity can be problematic and it can be wonderful. As individuals and organizations, we can benefit from the many perspectives that create the synergy to move an organization forward by leaps and bounds.
On the other hand, differences can bring conflict, toxic work groups, low morale, harassment, misunderstandings and employee turnover.
Many organizations adopt respectful workplace or harassment policies. But this isn’t enough to realize the benefits of a diverse workforce or to minimize diversity-based conflict. We need to shift how we perceive and work with others. This book illustrates how we have the choice of allowing conflict to spiral down into dysfunction or of taking charge, becoming aware and developing understanding. It’s all up to you!