Negotiation is a scary word.  At least, that is what we are hearing from most of the women we serve.  When we ask our clients if they are good at negotiating, many of them will tense up, shake their heads vigorously “no”, and back away as if to avoid something exceedingly unpleasant and distasteful.

The most common reason mentorship partnerships fail is because the relationship is NOT mentee-driven. When the expectation or assumption is that the mentor is the one managing the relationship, the mentoring partnership is already in danger.

Many attempts to start mentoring relationships fail repeatedly, both for individuals and companies, and we know why.

Do you think you are ready for a mentor, yet feel a little overwhelmed or intimidated about finding one? Have you tried establishing mentoring relationships before that have gone nowhere? 

Companies know that mentorship works, and companies know that their people are looking for mentoring. Yet organizations of all sizes fail time and time again to create successful, strategic mentoring programs, and we know why.

What do we do in the face of repeating patterns and longterm struggles?

Books we often share with our clients and colleagues.

Articles we often share with our individual and corporate clients.

In my career, I was an executive before the phrase Executive Presence was coined. You either had that job title or you didn’t, and moving up in the organization was based on bottom-line performance and who you knew.

The last thing we may feel we have time to add to our To-Do List is practicing mindfulness or sitting and meditating.

Many leaders instinctively embrace a collaborative and inclusive style of leadership. They often resist and struggle with the one-dimensional command-and control-leadership style of the past.

It reminds me of the quote I once heard that stated, "For a man to be considered a good leader he must be tough. For a woman to be considered a good leader, she must be both tough and caring." (Source Unknown)

What amazes and inspires me is the huge number of women, and many men, that stood up to their core values and beliefs for the greater good of the country, the social systems and the world we live in.

In our latest Women’s Leadership Roundtable “Leading in a Multi-Generational Workplace” we discussed how to navigate this new environment while leveraging differences and building bridges between each generation.

In Tiara, we work with the concept of generating clarity in our lives. Over the years, we have worked with thousands of women helping them get clear about what they truly desire.

Uncover strategies to clarify your desires and transform your dreams into reality with focused intention.

Now that you have a plan you like, (which is probably an integrated plan), you need to work it!

I once attended one of those particularly touching weddings that leaves you floating on a cloud of love and possibility.

Whether you work for a small, newly formed startup or a large, well established organization, you are likely part of a multi-generational workplace.

... in many corporate environments, what is said and what is done to boost women in leadership roles are not in sync. Results are limited, no meaningful change takes place and the benefits of having women in top spots are lost to them, despite their efforts.