The many reactions, thoughtful op-eds, and often times angry commentary have been pouring in ever since the controversial Anti-Diversity memo from a now ex-Googler leaked into the mainstream last weekend and caused an uproar within the tech community.
As we look at the changing landscape of business, it’s hard to find an industry that hasn’t been affected by technological disruption. Sectors ranging from transportation to the music industry have had to accept and quickly adapt to the age of change. One of the latest fields currently undergoing a renaissance of sorts is the legal field, with the emergence of what insiders are calling “legal tech.” Turns out, disruption is not above the law.
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When one thinks of the legal industry, diversity isn’t a word that usually comes to mind. And perhaps rightfully so, as the legal profession is one of the few remaining industries to yet undergo a diversity revolution. According to the National Association of Women Lawyers annual survey, women make up about 18% of equity partners, an increase of 2% since 2006. Not great news for female lawyers who can expect to achieve gender parity by the year 2176 at the current rate of progress.
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We all know that vision is one of the cornerstones to effective leadership. Yet despite this well known fact, I’ve worked with many leaders who struggle to effectively communicate their vision, and I am always surprised at how often many leaders overlook this important step. After much analysis, I’ve come to the conclusion that there are two types of thinkers: Big Sky Thinkers and Detailed Thinkers, and depending on where you fall on that spectrum, it could determine how well you communicate and execute your vision.
Since the feminist movement began, the power and position of women has changed drastically. Today, women not only make up 51% of the population, they also influence 85% of all consumer spending in the US. Undoubtedly the biggest economic opportunity of the 21st century for businesses, it is also one of the greatest opportunities for women. As more and more move into key leadership roles, they are changing the world as we know it, as we see in Marissa Meyer, Hillary Clinton, Sheryl Sandberg, and others.
During a recent coaching session, a client of mine who manages several teamsexcitedly reported he was utilizing coaching skills with his direct reports. "Instead of just telling them what to do, or correcting their mistakes for them, I'm coaching them to learn from their mistakes, think outside the box, and take ownership."
The way we work is shifting. We see that in subtle ways and other times in not so subtle ways. Even traditional companies like Deloitte are investing in people development, realizing that it is the best resource they have to stay ahead of the curve. Those with a real competitive advantage intuitively understand innovation and creativity as essential to meeting market demands and crucial in facing our collective sustainability challenges. The future of work as we know it is shifting from an outdated directive approach toward collaborative frameworks that inspire us to engage in new and different ways with our work and with each other. Read the rest of the article here.
Both men and women have qualities that are both over expressed or under expressed. When a woman takes on the qualities of a man in a leadership context, forgetting her natural feminine gifts of empathy, listening, or openness, she becomes imbalanced in her approach, and thus not as effective as she might be. However, these gifts and capacities that women bring to the table, when fully expressed and balanced with more masculine traits like being direct or decisive, make them better overall leaders.
There's lots of data to support this now and it's up to both men and women to embrace the qualities that make them more balanced. Read Tony Schwartz's opinion about this topic here.
The biggest challenge people face during collaboration is direction, purpose and decision making. Without one person leading, those questions can sometimes stunt the collaborative process. What is our collective purpose and goal/objective? Who will make the final decision? What is my role in this group and how can I contribute well? All questions that need clarification early on or else they might lead to a circular process like a dog chasing its own tail.
Here are some good tools on how to address these challenges to make the collaborative process constructive and most of all, well, fun. Click here to read more.
All of us have heard the stereotypes about millennials in the workplace: they are entitled, narcissistic, demanding and lazy. Recent studies show that not all of those are true, and that we might want to reconsider your world view about the "lost" generation. How would your relationships with millennials change if you let go of these biases and assumptions? What might be possible if you embraced their needs and values, and kept an open mind about how they work?
An interesting read that just might change the way you work, view the full article here.