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so many different tech tools, but people are hard to work with!
- tech tools cannot fix the human problem
- need to understand one another on a human basis
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"no, and" saying no is difficult, feels surrounded in negativity
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"yes, and" is additive, more diverse, collaberative
- creates more open atmosphere
- less afraid of making a mistake
- provide sense of positivity
- encourage people to listen to one another
- makes the ohter person feel heard by contributing to their idea
- build trust amongst team Understanding others
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people aren't typically out to get us
- if they are difficult, there is usually a reason
- competing comitments: why are they acting this way?
- is there soemthing they assume about me?
- do they have expectations coming from somewhere?
- am i communicating in a way that resonates with them?
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how do we communicate?
- MBTI (Myers-Briggs)
- The color code
- insights discovery
- 5 love languages
Caroline Winnett
- need to train our brains to think differently
- why are our brains hard to train?
- brains developed to deal with predators
- brains constantly take in information
- conscious mind can only take in about 40 bits per second
- "thinking fast, thinking slow"
- System 1 - System 2
- brain wants to stay in system 1
- bigger stronger animal walks into the room, you will pay attention to it
- brain does not like unfamiliarity (raised in same race)
- No matter where you are on the spectrum of loving / hating group speaking
- can own the room with authenticity
- passionate
- informed
- practice
What works
- in-group / out-group (not-included)
- Show and Tell organizational commitment
- train, coach, iterate
- network!
Nisha Kumari
Imposter Syndrome
- feelings: Dismissed success, dont belong, tricked others, someone else is more qualified
- based on a false perception of reality
- termed in the 1970's
- 70% of people experience it at some point in their lives
Combat
- set goals
- remember we are at different parts of our career, stop comparing
- it is okay to fail
- learn from the failure, have a growth mindset
- reframe thoughts
- "you dont deserve this" vs "i will one day deserve this"
- "I just got lucky" vs "I am a hard worker"
- dont put pressure on self to know everything
- raise your hand in the meeting to ask that question!
- track achievements
- tangible way to reinforce self
- open up to peers and mentors
- challenge negative self-talk
Danielle Sporkin
Dress for success
- dress the way that matters to the people who matter
- judged on how we look before we open our mouths
- take on the culutural ques, feel empowered
- you only get one chance to make a good profession
- business casual and weekend casual
- spend most business wardrobe dollars on the waist up (sit it most meetings)
- have a power outfit for feeling strong / confident
Come across with confidence
- dont bury the lead: say the need first
- speak and write in an active voice (no "going to" / "probably", instead "will")
- dont be wishy-washy ("like", "just", "I want", "I feel", "perhaps")
- use jargon sparingly
Interviewing
- get asked back for a 2nd interview
- may not always be sure about the position
- always give 100%
- they may remember you if you purposely do poorly
- come prepared, look at website, talk to someone who works there
- you are interviewing the company as much as they are you
- culture, work / life balance, co-workers
- ask questions, come prepared
- what are the next steps
Networking
- be sure to learn the name, repeat it back to them three times during initial conversation (start, middle, end)
- hand shake, confident, firm
- no iron grip, dead fish, lobster claw, endless shake
- review guest list in advance
- if you like someone, reach out to them in advance
- quality not quantity
- quickly find common ground
- if you walk in and everyone is already in a conversation
- find a way in, build up confidence
- its awk for everyone
Nurturing relationships
- follow up quickly
- make it personalized
- track connections
- sporadically reach out
meet for coffee
- separate the advisors from the connectors
- advisors: will give advice, drive career
- connectors: not directly in your field, but can connect you
- dont be transactional, ask about other parts of life
- be gracious
- believe in networking karma
stand out to senior leadership
- excel at what you do
- understand what you bring, keep track of what you complete / do
- raise your hand
- meet new people in the same company
- find a way in
- kick of a conversation with someone you are interested in
- get them engaged
when meeting with an exec
- come prepared
- what is going on in the organization, what you do / what they do
- ask questions, like the interviews
- where do you see the company going
- what can I do for you?
- they may want to understand something / know what is going on
- need a crew of brave / honest people to hold you accountable and remind you who you are
Grace Francisco
- you need to look for diversity, actively recruit
- open application process does not work
Beate Chelette
- learn what existing business is code is costing company
- skyrocket your people ROI
- know five elements for diversity and equality
- in 1985 35% of women were in tech sector
- in 2016 18% of women are in tech sector
- what changed? Now is holy grail
We want
- inclusion, men - buy-in and participation, exectutive leadership, team function
- want men to look at women and think
- that is someones daughter, wife, mother, sister, partner
- have a moral obligation: can terrorize women at work and go home and tell daughter to be strong
disengagement
- 51% of workforce is disengaged
- 16% are actively disengaged
- avg tech salary is 75k, loss is 23k - 50k
- loss for disengaged (-30%)
- loss for avtively disengagement (-50%)
- if not seen or heard at work, will not get the best work
- staggering cost
Solutions
- put one woman on the board of directors 66% ROI capital
- women are good for business
- it is bad for women in organizations
- "we hire & promote most qualified candidate"
- when airbags came out they be-headed children and killed women
- no women on engineering team
- diversity of thought
- experiences, values, innate personality, gender, EQ, culture environment expectations
- no single person is the most important on the team
- women are majority of American population, why spoken about as a minority?
- team intelligence increases with women
- we dont want the same, want what is equal
- can a system be built 100% by men and account for women?
What we do
- train women, train men, collaborative team training
- men lead on Power, Strategy, and Pursuasion
- women lead on compassion, uniqueness, and empathy
Rahnold Thomas
Be yourself
- be who you are to make a difference, stay true to who you are
- being who you are can open conversations to diversity
- queer, trans, race, etc.
equality drives innovation
- since year 2000, 52% of Fortune 500 companies have failed
- 76% of leadership says they regularly empower employees to innovate while 42% of employees agree
- mismatched
- systemic oppression across country and all levels
- broken at highschool level (acceptance of diversity into school)
- when compensation was fixed at Accenture (presenters company), within 2-3 years the gaps were back
- inherent bias!
- All kinds of advantages: Economic, color, gender
- Ask "How am I contributing to a system of oppression?"
- Have company wide goals:
- Achieve gender-balanced workforce by 2025
- Grow percent of women managing directors by 25% by 2020
- Diversity needs to come from the top down
- If senior leadership does not support, will not happen
- Middle management can not control
- have an honest conversation with leadership, anonymous feedback
- No diversity in leadership (leadership doesn't look like us)
- Not enough women
- Interact with people who don't look like you
- Challenge boundaries, get comfortable with being uncomfortable
D&I Fatigue
- Does not agree
- Change concept from D&I specifically to investing in people as a whole
- Create an Action plan