Shearin Group Training Services

Klyftan mellan män och kvinnor i företagens värld är inget nytt. I många branscher, män fortfarande tjäna mer pengar, ockupera mer ledande positioner och avancera snabbare än kvinnor gör. Det växande antalet kvinnliga chefer, särskilt i Fortune 500-företag, är ett lovande tecken, är löneskillnaden fortfarande påverkar kvinnors karriärmöjligheter på ett betydande sätt.

En ny rapport från American Management Association föreslår att denna skillnad helt enkelt inte existerar eftersom män har "alltid varit" en dominerande kraft inom arbetsplatsen. Kvinnliga VD: ar kan faktiskt innehas till en högre standard än manliga ledare, som orsakar dem att överföras över och lämnade bakom när avancemang möjligheter uppstår.

Trots det faktum att kvinnliga ledare, i genomsnitt, bättre utbildade och mer kvalificerad än sina manliga kolleger, de fortfarande inte tjänar så mycket eller framåt så snabbt som män. Enligt rapporten är kvinnor 33 procent mer sannolikt att tjäna en högskoleexamen än män, med 36 procent av kvinnor (jämfört med 28 procent av männen) i ledande positioner hålla STJÄLKEN grader. Studien fann dessutom att kvinnliga chefer deltog högskolor och forskarskolor som var rankas högre i genomsnitt än de skolor där män. Och ändå, bara 4,8 procent av Fortune 500 chefer är kvinnor, och endast 1,1 procent av kvinnorna tjänar $150.000 eller mer per år, jämfört med 4 procent av män. [Tips kvinnliga ledare kan ta i styrelserummet]

"Statistiken verkar visa att kvinnor hålls till olika, om inte mer krävande, normer än män," sade Jeremey Donovan, chief marketing officer för AMA och författare till rapporten, i ett uttalande. "Vad vi lärt oss antyder detta gäller kvinnor på alla nivåer. Det finns diskriminering, medvetna eller omedvetna. Företagskultur är fortfarande mansdominerat, en fenomen kvinnor är väl medvetna om, även om män inte kanske."

För att hjälpa organisationer av alla storlekar nivå spelplanen mellan män och kvinnor i deras C-sviter, erbjöd Donovan några förslag för att utveckla starka kvinnliga ledare.

Utvärdera din politik för att säkerställa att könsdiskriminering, oavsett om det är avsiktligt eller inte, är inte förekommer i din organisation. Detta inkluderar ersättning riktlinjer, hyra praxis, karriär utvecklingsprogram, etc.

Ge möjligheter till nätverksarbete till kvinnorna i ditt företag genom interna affinitetsgrupper, lunch-och-lärer och företagsevenemang.

Tilldela dina kvinnliga anställda med ledarskap potentiella en mentor. Amas forskning visar kvinnor som gör det till toppen ofta anlitad internt. En relation med en mentor kan hjälpa kvinnor navigera politiken i en organisation och utsätta dem för nya möjligheter. Du kan också erbjuda dem privat coaching för att ge nytta av utanför råd.

Få kvinnor deltar i projekt för att brudgummen framtida ledare, och se till att upprätta tydliga riktlinjer. Kvinnor behöver erfarenhet med hög profil och komplexa projekt att bygga förtroende och trovärdighet och få insyn inom organisationen.

Erbjuda flexibla arbetsarrangemang. Medan män allt dela rollen som primär vårdgivare med kvinnor, många kvinnor fortfarande känner dig pressad att framgångsrikt jonglera moderskap med sina karriärer. Flextid, arbetsdelning, distansarbete, komprimerade scheman och andra alternativ för flexibelt arbete kan verkligen göra en skillnad för arbetande mödrar. Donovan noterade att vissa företag Tjänster erbjuder även kvinnor ett något annorlunda ledarskap spår, ger dem möjlighet att ta ett mindre krävande jobb under barnuppfostran med alternativet att återgå till en mer krävande roll senare.

För att ladda ner rapporten med hela listan med tips för kvinnors ledarskapsutveckling, besök Amas hemsida.

As leaders in the accounting profession come to understand the business case for diversity and inclusion, they often have a similar quandary.

“The next natural question is, ‘So what do I do about it?’ ” said Kenneth Bouyer, CPA, chairman of the AICPA National Commission on Diversity & Inclusion and EY Americas director of Inclusiveness Recruiting.

New tools released Monday at the AICPA fall Council meeting are designed to answer the question of how to expand diversity and inclusion at a business or firm—and across the accounting profession as a whole. Both tools are available at aicpa.org/diversity.

The Accounting Inclusion Maturity Model gives firm and business leaders an opportunity to perform a comprehensive self-assessment of their progress in fostering diversity and inclusion. Firms and businesses can use the model to assess their practices in the workforce, workplace, and marketplace, and in community and supplier relations.

A second offering, the Recruiting and Retention Toolkit, highlights best practices for attracting, recruiting, and retaining a diverse workforce.

The National Commission developed the tools using the input of accounting leaders and others. The tools are part of Institute-led efforts to help the accounting profession better reflect the diversity of the clients and public that CPAs serve. In 2012, 11% of the people employed in the United States were black or African-American, and 15% were Hispanic or Latino, according to Bureau of Labor Statistics research.

In that same year, blacks or African-Americans accounted for 4% of the accounting employees and 2% of the partners at CPA firms, according to the most recent AICPA Trends supply and demand survey. Hispanics or Latinos made up 5% of the accounting employees and 2% of the partners at CPA firms.

While the maturity model will help leaders understand where their businesses and firms stand with relation to diversity and inclusion, the toolkit describes specific methods for improving their diversity and inclusion.

“This is going to answer the ‘Now what?’ question,” Bouyer said. “This toolkit will be a playbook to help you devise a strategy and a focus.”

The toolkit describes the business case for focusing on diversity and inclusion in the accounting profession, and provides steps businesses can take to improve their diversity and inclusion. It includes best practices for:

• Attracting diverse candidates. This section discusses how organizations prepare themselves to be attractive to under-represented minority candidates by doing such things as obtaining leadership buy-in, setting clear short-term and long-term goals, and assessing employee engagement around current opportunities for creating a more inclusive work environment. “What does your brand look like?” Bouyer said. “How are you positioned to be successful? How well do your folks in your organization understand the need and why you’re focusing on this space?”

• Recruiting a diverse workforce by perfecting job postings to better define how candidates will fit into the larger picture, developing recruitment plans, training recruiters and human resources professionals to recognize the obstacle of unconscious bias, and delivering consistent interview experiences for all candidates. Bouyer uses a fishing analogy, saying that leaders and recruiters may need to fish in a different pond to catch different kinds of fish. “You have to do different things to attract diverse talent,” he said.

• Retaining under-represented minorities at an organization. Tips include conducting “stay interviews.” Turning exit interviews on their heads, these give employees an opportunity to share what’s working for them—and what can be done to improve the overall workplace culture.“You’re not the only organization that’s interested in the power of diversity and inclusion and diverse talent,” Bouyer said. “So your folks will be highly sought after in the marketplace. You have to think about different retention strategies to retain and ultimately advance this really talented group of people that you’re spending a fair amount of effort to get into your organization.”

As more organizations use the maturity model, an anonymized database will be built to allow them to benchmark where they stand on diversity and inclusion compared with similar organizations.

I denne uge jeg står over for mine dæmoner.

I betragtning af den formidable opgave at fremlægge på kvinder i medier og kommunikation Leadership Summit, delte jeg scenen med et imponerende line-up af kvindelige ledere.

Det tvang mig til at stå over dæmoner inden for: disse stemmer tyder på, at jeg virkelig ikke var god nok til at være der.

Og dermed blev jeg ramt igen af hvor svært kvinder kan gøre lederskab for sig selv.

Panik og forberedelse

I hele min karriere har jeg været plaget af mangel på selvtillid.

Jeg ville aldrig have troet i min evne til at være en leder, hvis det ikke var for de mandlige ledere og mentorer, som identificeret mit lederskab potentielle – længe før jeg så kapacitet inden for mig selv.

Og hver gang jeg præsentere store grupper, jeg sygeplejerske min angst med timers forberedelse og øjeblikke af panik.

Nu, hvor jeg arbejder med, og træner, direktører på ledelse og kommunikation, er jeg ofte slået af hvor hurtigt kvindelige ledere turn diskussion tillid spørgsmål.

Under min præsentation, jeg talte om arbejdet jeg har gjort i hele min karriere at konvertere min indre stemme fra fjende til ven, og det syntes at genlyd med publikum. Mange kvinder indlagt til at føle at de var nødt til at "fake det, indtil de gjorde det", og blev trøstet at vide de var ikke alene over for "bedrager syndrom".

Karakter og kompetenceudvikling

Temaet for min præsentation var "opbygge tillid til relationer", som det har været den drivende kraft bag min karriere. For mig er bygger intet succes så hurtigt som hastigheden af tillid.

Tjene og give tillid er en faktor af både karakter og kompetence. Det er nøglen til at opbygge højt ydende hold og er altafgørende at vinde executive support og fremme kundeloyaliteten. Evnen til at danne pålidelige relationer bringer professionel succes samt personlig tilfredsstillelse.

Den mest kritiske tillidsforhold til langsigtet succes er imidlertid den, vi har med os selv.

Succes og tilregnelighed

Som virksomhedsledere skal vi være i stand til at støtte os. Mine tips til opbygningen af tillid er enkel at forstå, men svært at udføre løbende.

De er ikke desto mindre vigtigt at bygge din succes samtidig med at gemme dine tilregnelighed.

1. administrere dit sind:

a. nederlaget negative selv-snak med rationel positiv tænkning

b. Brug visualisering teknikker til at skabe stærke mentale billeder af din succes

2. Vær dig selv, og passe på dig selv

3. virkelig forpligte sig til succes: du har brug for beslutsomhed og udholdenhed til at nå de mål du har sat dig selv

4. sæt små mål, nå dem og fejre succes

5. må ikke tage det personligt: Prøv dit bedste, men løsrive dig fra resultatet

Jeg var virkelig glad for den overvældende støtte, foredragsholdere og deltagere gav til hinanden og engagementet, denne gruppe, og mange andre, er nødt til at forbedre de alarmerende lavt kvindelige ledelse tal i Australien.

Selvtillid kan dog kun komme fra ét sted. Hvis vi går ud fra vores retmæssige pladser som co ledere på denne planet, vi har brug at kigge efter os og vi skal tro på os selv.

Neurologist Dr. Romie Mushtaq says that there’s science that supports the benefits of being focused and “in the moment.”

Employers such as Google, eBay, Intel and General Mills offer classes on it. So do Harvard Business School, Ross School of Business and Claremont Graduate University, among other campuses. Mindfulness is not just a social media buzzword or a corporate trend, but a proven method for success, according to neurologist Dr. Romie Mushtaq.

Mindfulness – being focused and fully present in the here and now – is good for individuals and good for a business’s bottom line, according to her. How can people practice it in a workplace where multitasking is the norm, and concerns for future profits can add to workplace stress? (More than 80 percent of employees report being stressed at work.)

“Even if a company doesn’t make it part of the culture, employees and managers can substitute their multitasking habits with mindfulness in order to reduce stress and increase productivity,” says Mushtaq. “The result that you and your colleagues will notice is that you’re sharper, more efficient and more creative.”

Mushtaq, who is a mind-body medicine physician and neurologist at the Center for Natural and Integrative Medicine in Orlando, Fla., did her medical education and training at the Medical University of South Carolina, University of Pittsburgh Medical Center and University of Michigan, where she won numerous teaching and research awards. She says the physiological benefits of clearing away distractions and living in the moment have been documented in many scientific and medical studies.

“Practicing mindfulness, whether it’s simply taking deep breaths, or actually meditating or doing yoga, has been shown to alter the structure and function of the brain, which is what allows us to learn, acquire new abilities, and improve memory,” she says. “Advances in neuroimaging techniques have taught us how these mindfulness-based techniques affect neuroplasticity.”

Multitasking, on the other hand, depresses the brain’s memory and analytical functions, says Mushtaq, and it reduces blood flow to the part of the right temporal lobe, which contributes to creative thinking. In today’s marketplace, she adds, creativity is key for innovation, sustainability and leadership.

Mushtaq offers these tips for practicing mindfulness in a multitasking business:

Focus on a single task for an allotted amount of time. You might say, “For 15 minutes, I’m going to read through my emails, and then for one hour, I’m going to make my phone calls,” suggests Mushtaq.

If your job comes with constant interruptions that demand your attention, take several deep breaths and then prioritize them. Resist the urge to answer the phone every time it rings (unless it’s your boss). If someone asks you to drop what you’re doing to help with a problem, it’s OK to tell them, “I’ll be finished with what I’m doing in 10 minutes, then I’m all yours.”

When you get “stuck” in a task, change your physical environment to stimulate your senses. Sometimes we bounce from one task to another because we just don’t have the words to begin writing that strategic plan, or we’re staring at a problem and have no ideas for solutions.

“That’s the time to get up, take a walk outside and look at the flowers and the birds – change what you’re seeing,” Mushtaq says. “Or turn on some relaxing music that makes you feel happy.”

Offering your senses pleasant and different stimulation rewires your brain for relaxation, and reduces the effects of stress hormones, which helps to unfreeze your creativity center.

Delegate! We often have little control over the external stresses in our lives, particularly on the job. How can you not multitask when five people want five different things from you at the same time?

“Have compassion for yourself, and reach out for help,” advises Mushtaq. “If you can assign a task to somebody else who’s capable of handling it, do so. If you need to ask a colleague to help you out, ask!”

This will not only allow you to focus on the tasks that most need your attention, it will reduce your stress, she says. “And who knows? The colleague you’re asking for help may want to feel appreciated and part of your team!"

While it is possible to practice mindfulness in a hectic workplace, Mushtaq says she encourages business leaders to make it part of the company culture. Stress-related illnesses are the No. 1 cause of missed employee workdays.

“Offering mindfulness training and yoga classes or giving people time and a place to meditate is an excellent investment,” she says. “Your company’s performance will improve, you’ll see a reduction in stress-related illnesses and you’ll be a more successful businessperson.”

Although personal positive traits and skills may vary, most experts agree that excellent leaders tend to view the world in a consistent way. A stable set of values is particularly essential, as is a passion for maintaining high ethical standards. The most prevalent characteristics seen among these exceptional leaders include:

1. Leadership by Example – working as a model for others.

2. Visionary – setting a sense of direction for others.

3. Strong Communicator – listening and contemplating, including verbal communication.

4. Clear Thinking – simplifying things to facilitate awareness and reduce confusion.

5. Professional – being respectable both publicly and privately.

6. Open-Minded – welcoming constructive dissent or negative views.

7. Calm – remaining cool under pressure, even when the going is rough.

8. Trustworthy – living a consistent, highly moral, and just life.

9. Nurturing – exhibiting respect for others, their views, and their ability to attain valuable gains.

10. Supportive – assisting others develop their strengths and showing sincere appreciation.

The above article is a repost from Shearin Group Training Services

Although personal positive traits and skills may vary, most experts agree that excellent leaders tend to view the world in a consistent way. A stable set of values is particularly essential, as is a passion for maintaining high ethical standards. The most prevalent characteristics seen among these exceptional leaders include:

1. Leadership by Example – working as a model for others.

2. Visionary – setting a sense of direction for others.

3. Strong Communicator – listening and contemplating, including verbal communication.

4. Clear Thinking – simplifying things to facilitate awareness and reduce confusion.

5. Professional – being respectable both publicly and privately.

6. Open-Minded – welcoming constructive dissent or negative views.

7. Calm – remaining cool under pressure, even when the going is rough.

8. Trustworthy – living a consistent, highly moral, and just life.

9. Nurturing – exhibiting respect for others, their views, and their ability to attain valuable gains.

10. Supportive – assisting others develop their strengths and showing sincere appreciation.

The above article is a repost from Shearin Group

Shearin Group Training Services Inc. is a company based in Avignon, France. As well-respected Leadership Development and Personality Assessment firm, we have earned the reputation of providing excellent training programs through the quality of our programs and the expertise, track-record and professionalism of our mentors and writers.

Shearin Group Training Services’ unequalled programs center primarily on tested and clear results. We collaborate with you to assure that leadership abilities in all tiers are completely enhanced, thus, allowing your personnel to function according to their full individual potential. We practically develop leaders for you who thrive in their positions, ones who will inspire enthusiastic and progressive teams, thereby considerably increasing productivity targets.

We pride ourselves of having more than one hundred contented and regular clients. Our wide client base is a clear proof of our accomplishment.

Shearin Group Training Services leadership programs have been assisting companies in France. With leaders at different levels have availed of our leadership training programs.

Centered Leadership

Centered Leadership is a tested leadership program gaining many benefits from it. This leading executive development program introduces excellent, modern leadership abilities to executives, senior and middle management personnel.

Shearin Group Centered Leadership is an effective vehicle to a new leadership approach in the 21st Century. It is designed to bring out the hidden potential of your people and to mentor them to achieve in an atmosphere of trust and respect. It empowers each one in an organization to attain outstanding results. It produces a mode of leadership – a well-rounded set of skills – to allow you and the company to grow and progress. It is an approach toward individual change and consistent improvement. It is a leadership program developed to effectively create a difference.

Our training programs aim to:

- Transform managers into effective leaders.

- Improve profitability, cooperation, integration and customer/client service.

- Develop personal accountability in attaining results.

- Motivate personnel, create a culture of accomplishment, trust, respect, and fun.

- Address crisis through reducing management problems.

- Effectively foster increased results in target achievement and success.

- Provide dynamic and interactive modules through a small class size (10 participants).

Program Description:

Centered Leadership engenders an environment where shared decisions allow members inside an organization to grow, develop personal accountability and responsibility for actions and results attained. What arises is a corporate culture where proper leadership qualities and personal abilities are not merely acquired by a few; they can be provided to as many people as possible, and eventually, allowing them to work effectively as a harmonious unit to produce greater success. Participants are inspired to describe the challenges they encounter at the workplace and to create practical and actual solutions during every session. The facilitator, action plans, case-studies, workbooks, self-assessments, spaced and multi-sensory learning methods act as effective tools and structures to facilitate practical application.

Individual Leadership

Individual Leadership program strengthens the belief that each tier of supervisors is called upon to create an environment where people realize what is expected of them. Leaders must be able to communicate effectively with their team, make sure that they are involved in the decision-making process, and they take accountability for the tasks entrusted to them. Based on this shared responsibility and accountability, observable increase in productivity is attained.

The program is a hands-on program that aims to ensure that your Supervisors gain not only management skills but leadership abilities that inspire others achieve their highest potential.

The program’s objectives are:

- Enhance profitability and results.

- Encourage people, develop workplace satisfaction.

- Improve teamwork.

- Improve levels of target achievement.

- Mitigate conflict, lack of discipline and crisis management.

- Be among more than 2500 supervisors who have finished the program in the last 16 years!

Program Description:

This is a participative and practical supervisory development training program that develops qualities and traits that will produce an effective and successful front-line leader. Train your Supervisors to really “lead - not just manage” and see how your organization can attain greater levels of achievement.

Primary Advantages to the Organization:

- Improved teamwork.

- Enhanced productivity and results.

- Greatly inspired people.

- People taking on personal responsibility and accountability.

- Effective communication.

- Reduced conflict.

- Lesser performance and discipline issues.

- Less crisis management.

- Increased levels of attainment of targets.

Primary Advantages to the Individual:

- Improved overall management skills.

- Improved individual time management.

- More effective communication and coaching abilities.

- Having more sense in control.

- Reduced stress.

- Greater confidence.

- Greater empathy and understanding of people.

Advance Leadership Skills

Most of today’s respected Managers have a certain level of knowledge and training in sound Leadership Skills. The burden or difficulty for these leaders is determining how to apply these skills in practice to attain positive results. The Advanced Leadership Skills program is a participative, hands-on program that will allow the front-line leader not merely to apply existing knowledge and skills, but also acquire new skills to attain greater profitability, assure effective communications, address conflicts readily, develop and sustain solid teams, and comprehend and create positive change.

The program aims to:

- Develop a top-quality team.

- Promote trust and enhance productivity.

- Guide team-members from attaining merely effective to highly exceptional results.

- Improve rapport among people.

- Ease conflict resolution procedures.

- Enhance negotiating and problem-solving abilities.

- Assist team-members go through change.

Program Description:

Advanced Leadership Skills is a participative, hands-on program that allows the front-line leader not merely to apply available knowledge and abilities and gain new skills but to attain greater productivity, assure more effective communication, settle conflicts efficiently, develop and maintain solid teams, and to comprehend and produce positive change.

Participants Will:

- Establish leadership objectives and programs; allowing them to use these skills right away each session.

- Use leadership behaviours and modes that produce a culture of common responsibility and accountability.

- Undergo within 5 minutes “on-the-spot” leadership activities.

- Communicate and engage team-members in readily and effortlessly going through change transitions.

- Get actual exposure to the advantages of applying 4 communicating modes.

- Lead team-members through the various step in of the development process.

- Go through actual resolution of conflicts as a team.

- Furnish applicable performance feedback.

The Effects Leadership has on an Organization

When effective leadership abilities merge with good management abilities, an organization turns into an agent for change, growth, and improvement. A manager or supervisor with leadership capabilities utilizes the innate power of every person within his/her team by being an example for self-management skills and a mentor for individual development and growth. Furthermore, an effective leader assures that every member of the team understands his or her part within the overall organizational objective and embrace accountability for achieving individual results.

Effective leadership is both a trait and a skill, which is, in turn, appreciated and required in successful organizations. Shearin Group Training Services’ tested leadership training programs provide a means for developing these leadership abilities in all levels of your company.

With our assistance, leaders will attain excellent experience in target-setting, time management, decision-making, delegating, team-building, problem-solving, resolving conflicts, leading change, motivating workers, managing stress and improving communication.