I have been in on numerous meeting that have resulted in, “I told you so” moments.  One meeting in particular?  It wasn’t actually said out loud but it was felt by all in the room. Being a part of a team can be a wonderful, exhilarating, delightful, excruciating, debilitating, and/or harrowing experience. Navigating the roads to a successful partnership can be dangerous and filled with trepidation that must often be cajoled with tenacity. But without the stubbornness that must be honed as business partners/owners, we may become nothing more than corporate doormats; laid out for all to wipe their feet on.

Knowing when to utilize strength in the office or on a team is a difficult line to walk.  Too much and you run the risk of ostracizing yourself from the rest of the team, not enough and yep, wipe your feet here.  Attaining sufficient self-confidence will enlist some of the gumption required but also, acting on your knowledge and experience may be the right prescription. Sometimes, we fear that we will be wrong or that our own personal assessment of the situation is inaccurate or the dread of ridicule may cause inaction when we know the right course of action.

Reminiscent of the old, “whole is greater than the sum of the parts…,” But is the whole greater? Wouldn’t it be more accurate to state that the whole is equal to the sum? and vice versa? For without one, you cannot have the other.  This isn’t to say that good teamwork is always hunky-dory, for friction is what creates the fire. Why come together at all? To solve a problem or complete a task.  There are times when it cannot be done efficiently or sufficiently enough individually.  Teams fail when members refuse to take advantage of or even recognize each other’s strengths. One team member may be excellent at providing feedback, another may know the required tech inside and out, and still another may be an organizer and able to quickly identify the right strategy with which to proceed. When each member is strong in their particular arena, it may be difficult to ascertain who the leader it.  One may develop merely by default. Some leaders are born in the middle of the project, without much effort or contemplation, they simply emerge.

“None of us is as smart as all of us.” ~Ken Blanchard

“Synergy is the highest activity of life; it creates new untapped alternatives; it values and exploits the mental, emotional, and psychological differences between people.” ~Stephen Covey

 
 
Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology.  She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs.  Connect with her on LinkedIn.

Glass Ceilings:  One size does not fit all

This subject comes up several times throughout any given year.  It always refers to women in the work place and how they either sabotage their own rise up the corporate ladder  or they choose not to climb on the ladder in the first place.

A glass ceiling will be different depending on parenthood - – one word that changes everything.  Yes, marriage changes a lot – - but not as much as parenthood. The rest of this blog is for those who’ve chosen parenthood.

Just ask any working Mom who has to find an emergency baby sitter – - or has an important presentation at work and a child at home who is not only sick, but really wants only his Mom to be there to take care of him/her.

I can speak from the standpoint of been there  motherhood, done that participated in the corporate ladder race.  No corporate ladder is worth short-changing the lives of your children.  I’m not talking about isolated incidences  I’m talking about long-term career responsibilities that are in direct conflict with parenting.

You do not get over with your children.  They pass through your life one time -  – one 1^st grade Christmas pageant where they have an important, or minor, role in the choir.  One middle-school debate competition where their team wins (or comes in 2^nd).  A winning free-throw for the State Basketball Championship.

Corporate titles and responsibilities will come and go.  Companies are merged/acquired, you’re promoted; you move to a different company.  Your career path as a working parent will have many detours  – - but you will only have one opportunity to be a part of the growth of your child  at all the different stages.

So glass ceiling – - yes – - there is.  Companies rarely understand when you say noto a promotion or added responsibilities.  However, there’s more to life than ceilings (glass, wood, gold or silver).  Sometimes, it is the smile on your child’s face  or the look of delight when you greet them at the door.

And – - eventually – - it is that awesome moment when you hear Nana- – so, true confession- – I’m now a Grandma.

Photo Credit Jill Stanek.

Kay Stout is a Managing Partner in Pacheco Stout Consulting and work as an executive career advisor for Oklahoma Professional Search, a leader in career transition.  Kay is a regular on the Behind The Mike Radio Show and a is contributor to CareeRocketeer. Visit her blog, Another Point of View.

First the NFL, the Marines, and now the SEC.  Is your company next?

What a difference a year makes.  Twitter and other social media platforms like Facebook and Friendfeed have grown at an enormous rate over the last 12 months.  According to Quantcast, a website quantifier, there were 26.5 Million Twitter users in the United States in June 2009 compared to a little more than 2 million users in June of 2008.  Last year these sites were not even on the radar screen of company executives, professional sports teams, and others.

The NFL has had an existing policy barring the use of PDAs and cell phones by its players and as of July 2009 had begun enforcing a social media policy banning players from using social media platforms during training camp, practices, and games.  The policy has resulted in several fines although it has not been finalized but that hasn’t stopped the NFL from enforcing their policy.  According to the Associated Press, the San Diego Chargers fined cornerback Antonio Cromartie $2,500 for complaining about the food at training camp on his Twitter account. Cromartie linked the quality of the food to the Chargers’ failure to reach a Super Bowl.

The Marines issued an order also earlier this month banning their soldiers from social media sites like Facebook, Twitter, and Myspace stating that these sites increase the risk that sensitive and secure information might be leaked or received by advisories.  And now the SEC.  The South Eastern Conference just released a new social media policy placing restrictions on how much tweeting, blogging, and video blogging reporters can do at games, practices, and news conference.  In addition, the SEC’s policy also includes restrictions for fans in the stands attending SEC sporting events banning them from using Twitter, Flickr, Facebook, blogging, or video blogging in an effort to keep fans not in attendance glued to the SEC’s preferred television network for the most up to date and complete coverage.

Can they do this?  Yes, they can try but the bigger question is how.   How does the SEC plan to police the 90,000 fans inside University of Florida’s Ben Hill Griffin stadium as well as the 100,000 tailgaters who remain outside the stadium updating their social media profiles and tweeting real time action and updates?  The Social Media Police. We’ll have to wait and see.

As these organizations try to develop a control mechanism and system to monitor and police the use of social media platforms, the rest of the world including corporate American is waiting and watching.  Corporate American Information Technology and Human Resource Departments over the last year have rushed to put in place strict social media and security policies to protect company assets.  However, what they are doing is creating a larger social media divide that could negatively impact the company’s culture and brand reputation.  Unfortunately, the very decision makers who seek to police and enforce with social media policies fail to understand the full scope and power of social media.  And even if companies block employees from viewing social media platforms on company computers, employees still have access to unrestricted internet sites using smart phones like Palms, Blackberries, and iPhones.

First the NFL, the Marines, and now the SEC.  Is your company next?

***As of August 18th, the SEC has issued a revised social media policy that includes the following:

No Bearer may produce or disseminate in any form a real-time€ description or transmission of the Event (i) for commercial or business use, or (ii) in any manner that constitutes, or is intended to provide or is promoted or marketed as, a substitute for radio, television or video coverage of such Event. Personal messages and updates of scores or other brief descriptions of the competition throughout the Event are acceptable. If the SEC deems that a Bearer is producing a commercial or real-time description of the Event, the SEC reserves the right to pursue all available remedies against the Bearer.

Corporate restructuring, also known as downsizing or rightsizing is something that many of us have faced in our career and might yet experience in the future. Lately, you might have noticed on the news all the doom and gloom coming from Wall Street and the NASDAQ. Fear not, with a little preparation and a plan you can be on the offensive instead of the defensive if and when you are faced with a “coporate restructuring.”

I have myself been a victim of corporate restructuring a time or two. There were times I was able to survive each and every one of them while others were let go.

Corporate restructuring refers to when your employer makes changes in the number of staff or headcount and other cost cutting measures. These costing cutting measures can include fewer products, plants, and divisions. Most companies that are driven by stockholders and Wall Street “restructure” from time to time. The name of the game is making money while keeping customers and stockholders happy.

Restructuring is also a common practice for corporate restructurings to occur because of mergers and acquisitions where the new combined company decides to lower overhead and expenses by laying off extra staff. The end result is the same regardless of because of a merger or lowering overhead, it basically means people end up losing their jobs and the people who are left working for the company often end up having to do more work.

Obviously, being a victim of a corporate restructuring is a setback to your career but surviving a restructuring can be equally disheartening especially if you feel that the writing is on the wall and that you might be affected during the next round of layoffs.
Also, after a corporate restructuring you might find that your job and work situation in general is not as desirable as it was before especially if your job, your manager and/or your compensation structure has changed.

Whether you are a survivor of coporate restructuring or affected by a layoff, the restructuring change can leave you even more worried and stressed than relieved because you wonder how tenuous your position is with the company especially if you question your company’s future direction and financial viability.

Here are things you can do to remain positive during times of change which will allow you to move quickly should things deteriorate that require you to take action:

1. Position Yourself.
Do your best to promote the value you bring to the company. Employees that are considered key players and essential to the success of a department or company are often survivors of corporate restructuring. Develop metrics or measurables you and your team can communicate to upper management. Develop a plan to promote these metrics and position yourself as an essential member of the team and an important part of the future success of the company you work for.

2. Develop your Marketing Plan.
I speak quite frequently in this blog about your marketing plan. Always keep your plan up to date so you are able to spring into the job search very quickly and prepared. Your marketing plan is more than just a resume and coverletter. It includes a wide variety of marketing materials like your business cards, websites, online blogs, networking connections and the research you have done on various positions of interests and the qualifications required. (See Marketing Plan and the 5 P’s of Marketing for previous posts regarding this topic.)

3. Always keep your resume up to date.
Ensure that your resume is always ready to send out in case you need to send it out and quickly. Be proactive not reactive. Always make sure to include your new responsibilities. Don’t get complacent. My resume is always posted on large job boards and with several recruiters of choice. One phone call and several emails can put my resume into play very quickly.

4. Always be on the lookout for job openings.
There is no company allegiance any longer. Employees and candidates need to protect themselves and look out for their best interests. Always continue to be on the look out for new opportunities by networking through online sites, attending business functions and staying connected with close friends and business partners.

5. Stay informed about company and industry facts and figures.
Stay informed by viewing financial statements and reading articles about the company you work for as well as your industry competitor’s. I always like to keep my friends close but my enemies closer. This has been particularly successful for me when I am recruiting employee competitors or looking to make a job change. By doing so, you shouldn’t be surprised if and when your company announces a restructuring.