Not for Women Only: Anyone Can "Have It All"
Source: ConvergenceCoaching, LLC Inspired Ideas
The following includes excerpts, reproduced with permission, from a blog post by Tamera Loerzel.
I'd like to expand the exploration of the issues that are traditionally associated with “women's issues” to be more inclusive, because I view them as broader business challenges.
Let's explore four strategies we can employ more broadly to create a culture in our firms that allows everyone to benefit, and ultimately “have it all” – which is what we're all striving for anyway!
- Flexibility programs. Firms that are mastering flexible options for their people understand that it's a one-size-fits-one definition for each team member and an evaluation about whether the program works for the firm, clients, and other team members.
- Results-oriented success measures. Your top performers want to be measured on the results they deliver and not on whether they are doing the work in the office on a Thursday night or are logging in from home Thursday night after they've played a game of softball or had dinner with their children.
- Technology enablers. If technology is a roadblock to working remotely or “anytime/anywhere,” you'll not only disengage women, you'll run the risk of being perceived as old school by your rising stars who are the future of your firm.
- Career path clarity. Foresight is required to look out over the next several years and identify the skill sets, experience, and levels needed in your organization. Planning is also required to understand what team members envision for their careers and their roles in your firm so that you can map their goals to the firm's vision.
Pick one of these strategies to implement (and you'll likely find that you'll make strides in the other three, too, because they are integrated).
For the complete blog entry, read “Having It All Isn't Just a Women's Initiative.”
From ConvergenceCoaching, LLC Inspired Ideas, March 6, 2013, http://blog.convergencecoaching.com.