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#Leadership : Dos and Don’ts: How To Use Your Girl Power In Corporate Culture…The Corporate World Changes so Fast that Your Employee or Colleague of Today can Become your Leader of Tomorrow, so it is Important that You Build Relations at Work.

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There’s no shortage of women entering the travel industry — but men dominate when it comes to senior management, especially in the hotel industry. According to a 2015 white paper produced by the Hospitality Industry Pipeline Coalition, women hold less than 40 percent of all managerial positions in hospitality, less than 20 percent of general management roles and just 5 to 8 percent of board positions.

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Laura Salles, a millennial employee on the rise at the Hotel Arts Barcelona, shares her tips for getting ahead. (Courtesy of Laura Salles)

Ritz-Carlton aims to change that: the hotel company is putting an emphasis on equal opportunities for women, in alignment with the UN’s goal for equality in the workplace by 2030. Through Community Footprints — its corporate social responsibility arm —  Ritz-Carlton has announced a mission to promote the rise of female employees into management positions by encouraging mentorship and other positive reinforcement.

The goal: “keeping women inspired to not only enter the workforce but to remain in the workforce and to then progress into opportunities for leadership,” says Nicki Allen, manager of Community Footprints.

 One Ritz-Carlton employee whose career is being fostered as a result is Laura Salles — the perfect example of girl power in action. The 24-year-old was recently named manager of international and domestic communications at the Hotel Arts Barcelona, a Ritz-Carlton property in Spain. After starting in 2013 as a trainee at the front desk, Salles has had a meteoric rise through the ranks — from pool supervisor to club lounge manager to her current role as public relations manager, which involves overseeing the property’s image and traveling around the globe to promote the property.

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Originally from Brazil, Salles says she has consistently been encouraged and mentored within her various roles. She wants to encourage other young women to pursue and follow their dreams, too. And yet, she recognizes there are unique challenges to navigating corporate culture, especially as a woman.

This go-getter reveals the top Dos and Don’ts that have helped her achieve her career goals — and that other young women can follow, too.

Dos:

1. Build genuine relationships (as opposed to kissing up to those you may assume could one day benefit you personally).

The corporate world changes so fast that your employee or colleague of today can become your leader of tomorrow, so build relations at work. Besides making your work environment more fun, this will cultivate good future connections.

2. Ask for responsibility, and believe in yourself.

During your career, not everyone will believe you should be promoted and might have thoughts like: “She is too young, she doesn’t have enough experience.” No matter how young you are, you need to demonstrate your capabilities by projecting confidence, and give your leader confidence to entrust you with new opportunities. Most importantly, believe in yourself and others will believe in you, as well.

3. Focus on balance: Cultivate a personal life, in addition to prioritizing work responsibilities.

Your personal life is as important as your professional life. You don’t want to look back with regret in a few years, saying: “I did not live in my 20’s.” You can work hard, but you can also play hard. Having friends and social life after work is vital. With breaks and fun time off, you’ll come back to work with even more creativity.

4. Maintain a positive attitude.

Young people are naturally positive, so play this up. Energy is contagious, as is empathy; you can impact your work environment and connect with your colleagues by behaving as you’d want others to behave.

5. Smile — always.

This simple act will help you in every interaction with others. Be approachable. Remember that this is an exciting journey, and there are endless opportunities to learn and grow.

Don’ts:

1. Don’t compare yourself with others.

Everyone has a different career and life. You are not better or worse than anyone — you are YOU. And that should be your point.

2. Don’t forget to breathe.

Allowing insecurity, anxiety or emotions to hold you back from accomplishment is you hampering your own potential.

3. Don’t talk too much; listen more.

Understand that many people have experienced more than you have. So give a chance to listen before you impose what you think. This is particularly important when you are young and starting out.

4. Don’t mix your private and professional life.

Everyone has personal problems but you need to try to control them when you are at work. Don’t let your emotions dominate you. You don’t want to transmit an immature or uncontrolled image.

5. Don’t take no as a stop sign.

Don’t get tired, don’t give up. “No” should be gasoline for you to continue and work hard to finally get to “yes” (opportunity). You will achieve your objectives when you strategically plan them. Running without a clear destination will not drive you anywhere.

Follow me on Twitter and Instagram and check out more of my work atlaurabegleybloom.com.

 

Forbes.com |  September 27, 2016 | Laura Begley Bloom 

 

 

#Leadership : How Women Leaders Emerge From Leaderless Groups…Women are More Likely to Take Command in Collaborative Work Environments—Including Those that are Predominantly Male.

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 In spite of a significant imbalance between male and female leaders in business, new research from the University at Buffalo’s School of Management suggests that in collaborative work environments where women are outnumbered, they often emerge as the natural group leader.

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The findings fly in the face of the reality of the U.S. workforce, where many fail to recognize the extent of the female leadership gap. Women represent just 3% of new CEOs in the U.S., 5.1% of Fortune 1000 CEOs, and 4% of Standard and Poor’s 500 CEOs. A recent survey by the Rockefeller Foundation also found that nine in 10 respondents thought there were more female business leaders than there really are, and further research by the W. P. Carey School of Business at Arizona State University found that those women are more likely to be targeted by shareholder activism.

“We tend to see the man as more leader-like than the woman,” says lead author Jim Lemoine, in a video interview by UB School of Management. “What we were interested in in this research were exceptions to the rule.”

In the study, researchers assigned nearly 1,000 participants to small groups and asked them to complete a series of tasks, later polling them on who emerged as the natural leader of their group. The study was replicated with participants of varying ages over both long and short-term periods.

 

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When the groups communicated a lot, or were more “extroverted” in Lemoine’s words, women were more likely to emerge as leaders. They were also more likely to emerge as leaders when the groups were predominantly male.

“When a group is composed of lots of extroverted people, they talk more,” he says. “They’re actually getting to understand each other’s strengths and weaknesses and who may be the better leader beyond this diversity demographics stuff.”

 

This getting-to-know-each-other phase is key to gender leadership balance, says Lemoine. “It makes the environment less masculine, more balanced, and gives everyone a chance to play on equal footing,” he says.

Lemoine adds that when he advises companies, he often encourages them to ignore strategy talk at first and instead spend some time getting to know the other people in the room.

“When we think of men, we think independent, aggressive, competitive risk takers, which is for a lot of people a stereotypical view of a leader,” he says. “When we think of women, we tend to think—true or not—more helpful, more cooperative, more caring.”

Lemoine explains that in spite of centuries of gender imbalance, he finally sees the tide beginning to turn in favor of female leaders. That is because when people are asked what kind of leader they want to work for today, the typical answer has evolved to describe stereotypically female characteristics. As he puts it:

People tend to answer this more now, ‘I would like to work for someone who is ethical,’ ‘I would like to work for someone who really cares about me, who understands me, who trains me, who puts me first, who’s very authentic. As our ideas of what a leader is changes, so do our ideas change of who a leader can be, so really the future is looking bright for more gender equality for who becomes a leader.

In other words, one of the key strategies for breaking the gender leadership gap in the workplace could be simple conversation between team members, in a setting that gives every member of the team a level playing field.

 

FastCompany.com | JARED LINDZON  | 09.12.16 5:25 AM