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Helping Women Get Back to Work

As I described in my last article, women – especially women of color – have been disproportionately impacted by job losses during the COVID-19 pandemic. In fact, according to data from McKinsey & Company, women accounted for 56% of people leaving the workforce since February 2020. This has turned back the clock for women in terms of their gains in leadership and pay equity. And it has widened the opportunity gap for women of color, many of whom were employed in the industries hardest hit by the pandemic, such as hospitality and care.

This issue should be a concern not only for the women who have felt forced to leave the labor pool, but also for companies that could potentially employ them. According to the Center for Creative Leadership, gender-diverse teams have higher sales and profits compared to male-dominated teams, and gender-diverse business units have higher average revenue than less diverse business units. Furthermore, a higher percentage of women in an organization predicts:

More job satisfaction
More organizational dedication
More meaningful work, and
Less burnout.

Fortunately, some companies are recognizing the gap that fewer women in the workforce will leave and are trying to address it. One example is Google, who recently announced an initiative to provide 100,000 Black women with career development and digital skills training by Spring 2022. The initiative is part of a $15 million commitment by Google to help Black job seekers grow their digital skills. The program will include training in resume writing, interviewing, online marketing and more.

A number of other large companies offer a variety of return-to-work programs for women who have left the workforce to raise their children or to care for an aging loved one.

What can you, as a small or medium sized company, do to create an environment that attracts and retains women? Here are some ideas:

Be clear about expectations and performance standards. The date when schools will fully open for in-person learning is still uncertain in many areas. This adds to the mounting stress for parents who may be worried about whether they will be required to go back to the office before their children go back to school. Or whether they will be able to secure childcare in time. Be as specific as possible about your return-to-office plans and give an adequate amount of lead time (and flexibility) to accommodate parental needs.

Implement flexible scheduling. Be creative about work hours, taking into consideration that during normal work hours parents, especially moms, may also be supporting their child’s distance learning or caring for an infant who would normally be in childcare. Consider allowing evening or weekend hours in place of daytime hours (not in addition to!) when the other parent or a relative/friend may be able to provide childcare support.

Practice empathy. Demonstrate that you understand that moms are going through a lot right now as they try to juggle work, distance learning support, and domestic responsibilities that traditionally fall to them. Make time for individual check-ins and co-create options that will ease the burden while continuing to advance the work. Assess priorities. Maybe the less critical goals can wait.

Don’t forget that that I will be participating in a panel discussion during a webinar – Professional Women Returning to Work – on Thursday, March 25, hosted by Phase2 Careers. You can register for the program here. Learn more about Phase2 Careers by visiting their website.

I hope you will join us!

The COVID Economy and Its Impact on Working Women

As we enter Women’s History month, we want to shed light on the impact of the COVID-19 pandemic on working women, who have been disproportionately affected by the COVID economy. In January of this year, women were down 5.4 million jobs from February 2020 as compared to men, who lost 4.4 million jobs over the same time-period.

Industries that typically employ a lot of women – education, retail, hospitality – have seen significant job losses over the past year.

But even women who were able to keep their jobs – either working remotely or because they are essential workers – have struggled because of the added burden of childcare issues, distance learning support, and domestic responsibilities that traditionally fall to women. These stressors can be even harder for women who face additional challenges such as poverty, race, having special needs children, or single parenting.

As a result, nearly 2.2 million women have left the labor force entirely, according to a report by the National Women’s Law Center (NWLC). This means they are no longer looking for employment and are no longer counted in unemployment statistics. School closures and the lack of available, affordable childcare are two of the main reasons.

At the beginning of 2020, women accounted for 50.3% of the workforce. The NWLC report noted that it may take years if not decades for women to fully return at that level. The long-term impacts of this for women include stalled career opportunities for higher-level jobs and reduced social security and other retirement savings.

So, what’s to be done?

In an open letter in the Washington Post, a group of men, including celebrities, sports figures, academics and a former Presidential candidate, declared their support for a “Marshall Plan for Moms” a bold 360-plan to get women back to work. The plan was put forth in January by 50 prominent women who called on the Biden Administration to provide direct payments to moms and pass long overdue policies addressing paid family leave, affordable childcare, and pay equity.

The men’s letter declared: “When more than 30 years of progress for women in the workforce can be erased in 9 months, the underlying system is broken. It’s time to create a new structure that works for women, that respects and values their labor. Men have a role to play. As partners and fathers, we need to start doing our share at home. Studies show we are failing.”

Employers also have a role to play. I’ll be talking about that in my next blog. In the meantime, I wanted to let you know that I will be participating in a panel discussion during a webinar – Professional Women Returning to Work – on Thursday, March 25, hosted by Phase2 Careers.

The panel discussion will provide tips and practical advice on:

Transitioning back into the job market
Professional development
The job search process and networking
Resumes and interviewing
Balancing work and family
Resources

You can register for the program here. Learn more about Phase2 Careers by visiting their website.

I hope you will join us!

Tackle Today’s Challenges with Executive Coaching

In the midst of the COVID-19 pandemic, many leaders are facing significantly more challenges than usual in accomplishing the results they want. Health and safety concerns, adapting to a virtual or reduced workforce, and trying to survive in a slowing economy have strained and stretched leaders to their limits.

Throughout 2020, many managers and leaders reached out to me for 1:1 Executive Coaching. They found that having input and support from someone outside their company gave them a fresh approach and new tools to tackle these challenges.

I launched my Executive Coaching Services in 2018 as part of Connect to HR. Since then, the senior executives and leaders I’ve worked with have come to see me as a trusted, confidential coach and advisor. Over the past two years, I’ve been fortunate to help people through Executive Coaching to become more effective leaders or navigate a significant career change.

My typical Executive Coaching clients are not new executives. They are well established in their careers – CEOs, Presidents of small to mid-size companies and Managing Directors, Senior Directors, VPs, and Executive Directors of nonprofits.

They are facing challenges such as:

A career transition. They want support with finding a new opportunity or moving into a new career field but are uncertain about the steps they need to take to make it happen.

A larger promotion or new role. They’ve been assigned a new role with different or increased responsibilities, but with little or no mentoring. Or they’re a leader who has been promoted but doesn’t have the appropriate soft skills to lead their team during these difficult times.

A restructuring that leaves them with more responsibilities than ever. They are feeling overwhelmed and are not getting much guidance or support.

One lesson from 2020 is that you can’t do it alone. I am opening up a few spots to executives who are ready to get support from a professional who can help them achieve their goals.

If you, or anyone in your network finds themselves in one of the situations above, and could use a safe, confidential place to talk about what’s really going on, and to strategize a solution, please consider me as a resource! The first step is connecting with me for a call. Click the link below to choose a time that works for you:

YES, I’m ready to learn more https://calendly.com/michellemendoza-connecttohr/30-minute-consultation

Stay safe, be well and I look forward to connecting with you soon!

– Michelle Mendoza, SPHR & SHRM -SCP

Resource for Professional Women Returning to Work

Professional women who have taken a break from their careers, for example, to start a family or care for an aging parent, often struggle to make the transition back in. Doubts about rusty skills, how to explain the gap on their resume, or how to fit into the current work environment can sap confidence and create barriers to moving the re-entry process forward.

If you’re in this position, I have a wonderful resource for you! Phase 2Careers is hosting a day of information, resources, networking and support for women just like you. Professional Women Returning to Work will be held Friday, March 20, 9:45 am -2:00 pm at the Sobrato Center for Nonprofits in Redwood Shores.

I’m thrilled to share that I will be a panelist in the “Preparing for Your Work Transition” session, which will also include other career transition experts.

The keynote address will be: “Using Your Life Experience for a Successful Career Transition.” Other activities include an employer roundtable, the opportunity to meet one-on-one with career coaches, and a resource area with a vast variety of educational and employment resources.

Click here to register. I hope to see you there!

Acting on Your Ideas

This year marks Connect to HR’s 10^th anniversary. As I mentioned in my first blog last month, throughout the year I’ll be sharing tips and lessons learned on my journey as a small business owner.

This month I share how I turned an idea into action.

On a random December day in 2009, an idea to start my own business suddenly popped into my mind. It came out of the blue. I had just wrapped up a second consulting project for Apple. I found myself thinking that it was the right time for me to consider starting my own business. I was enjoying consulting under another group, yet it occurred to me that I could do it on my own (little did I know how much work starting a business would take).

The idea of starting a business stayed with me. I couldn’t get it out of my mind. It kept me up a couple of nights. It was both exciting and terrifying. I didn’t know anything about running a business. I had no idea how to even get started. Could I really make money and contribute to my family income from my business? I had so many reservations about charting my own path. However, the idea wouldn’t go away.

After thinking about starting my own consulting practice for about a month, I decided in January of 2010 to do some research to see if I could turn my idea into something real. I attended a class at SCORE. I spoke to many business owners to learn as much as I could about running a business. I also decided to hire a successful business coach who had made a similar transition from corporate employee to owning her own business. Lastly, I joined the Santa Clara Chamber of Commerce where I started to attend a weekly networking group that helped me get my business off the ground.

Looking back, I still don’t know what prompted the idea of starting Connect to HR. It was such a risky step to take, and I typically played it safe when it came to my career moves.

There were two motivations that got me going and have become my “why.” The first was the need for flexibility and work-life balance in my life. My son was 3 at the time and I wanted to spend as much time as possible with him while also pursuing my career ambitions. The second was the variety consulting provided. These two motivations have been my guiding principles over the past decade.

My tip for anyone looking to start their own business is to do your research. Make sure you are grounded in your “why.” Also, don’t do it alone! Learn as much as you can from others. If possible, invest in a good business coach who can guide you as you get up and running. A good coach will save you time and money in the long run. They can help you avoid costly mistakes.

You don’t have to do it alone. There are so many great resources for those looking to start a business. Visit your local SBA (Small Business Administration) or SCORE office. Chambers of Commerce are also very helpful and supportive of small businesses.

Lastly, as Barbara Corcoran from Shark Tank said, “Don’t let today turn into tomorrow. You don’t have to get it right, you just have to get it going!”

Looking for a New Opportunity? Start by Gaining Clarity!

One of the trends I’ve noticed so far this year is that people are on the move. With the unemployment rate still low, more people are feeling that the time is right to search for a new opportunity. And I’ve had a number of calls asking for my advice on how to start the search, as part of my executive coach offerings.

Searching for a new opportunity can be both exciting and overwhelming. To make it more of the former and less of the latter, you need to have clarity, focus, a compelling message and a strategic job search plan.

Start by gaining clarity. What do you want to do next? What are the skills, experience and competencies required in order to achieve that? What kind of work environment do you prefer? Big company? Small company? Structured? Start-up? What are the roles, type of leadership, work culture, and experiences from your career so far that brought you the most satisfaction?

Take inventory. What are the skills, behaviors and competencies that have helped you succeed in the past? Which of those map to what you want to do next? Where are the gaps? What are the beliefs and/or behaviors that may have held you back so far from getting to where you want to be? Do you have skills or knowledge that you haven’t been able to leverage so far in your career but want to?

Create focus by identifying a target. Based on what you want to do next and your inventory, select a couple of target organizations/roles that are a potential match. Focus is incredibly important in your search for a new opportunity. It’s tempting to just throw out a big net in search of “a job” but if you want to have a fulfilling career, focus on the companies/roles/experiences that will propel you toward your personal career “vision.”

Develop your personal marketing campaign. This includes a compelling message about the value you bring to the table, and will include your resume, LinkedIn profile, a personal “elevator pitch,” and a list of people in your network (and in their networks) who might connect you to an opportunity. An important note about resumes. Remember that the purpose of a resume is to pique the interest of a recruiter or hiring manager so they will contact you for an interview. Keep it clean, concise, achievement oriented, forward looking, and error-free. It should not be a job description, but rather an account of what you did that made a difference to your role, your team, the organization.

Design your search plan. Once you’ve developed these components, create the action plan that will put them to work for you. Commit to paper your target, your key message, and your daily activity goals for your search. Keep active. Do something related to your search every day. Small steps every day lead to big results.

And remember, working with a coach can help you create your plan and accelerate results. If you find that your search for a new opportunity is leaning more toward the overwhelming side of the equation, contact me at michelle@connecttohr.com.

A Coach Can Help You Take the Next Step in Your Career

Advancing in your career doesn’t have to mean finding a new job in a different company. Often there are opportunities to grow right within your own organization. And companies who provide those opportunities are more likely to engage and retain their top performers. One of the challenges that organizations face, however, is creating a clear path for employees to traverse toward that next step in their career.

Whether you are an organization looking to retain top performers, or an individual wanting to move up within your organization or at another company, a good career coach can help you meet your goal.

Here are some ways a good career coach can help.

Provide clarity. Before you even begin to look for your next opportunity, you need to gain clarity around your target. What do you really want to do? What do you definitely NOT want to do? A coach can help you filter through your skills and experience and map them toward opportunities that have the potential to be fulfilling next steps in your career versus “just a job.”

Help you strategize. A good career coach will identify the skills and behaviors you need to move up within the organization, and help you create a plan to develop those skills and behaviors. They also know what works and doesn’t work in the job search process. So if you’re looking for a new job they can offer real world insight and ideas. Either way, they will help you put together a targeted, effective plan that will get you in front of the right people for the right opportunity.

Polish your pitch. A targeted, concise, compelling resume is your first opportunity to impress a hiring manager and differentiate yourself from other job seekers. Whether you are moving up within your organization or moving on, you should always have an up-to-date resume. A good coach will help you create a resume that gets results.

Keep you accountable. A good coach will keep you on track, encouraging you to make the regular small steps that will lead to the big result. They will celebrate your successes with you, and help you keep going when things don’t go as planned. They’ll help you tweak your strategy as necessary to achieve your goals.

Provide support. Your coach is there to help you succeed. They can be a sounding board if you get discouraged. They can connect you to resources within their network. Many will do mock interviews with you to help you prepare. They can give you objective feedback on your plan, your pitch and your approach.

Are you an organization looking to retain your top performers? Or an individual ready to take the next step in your career but don’t know how to get started? Do you know someone who is looking for a job but getting little or no results? I have worked with many senior leaders to help them develop and successfully implement an effective plan to get “unstuck” and take that all-important next step. Contact me at michelle@connecttohr.com

New Year New You? Start with a Plan!

January is the month of fresh starts. The month when we typically pack up the previous year and shift our attention to hopes and dreams for the 12 months ahead. Whatever your vision (or goal) is for a “new you” this year, it’s much more likely to become a reality if you make a plan. Remember, a goal without a plan is just a wish. Here are some guidelines to creating an effective plan.

Keep it simple. Make a list of what you want to accomplish or change this year, prioritize it, and then reduce your list to the 3-5 things you can realistically achieve.

Devote some time to it. Think it through. If you’ve been making the same goals/resolutions every year but not getting anywhere, you didn’t spend enough time making your plan. Research shows that 80% of New Year’s resolutions are abandoned by February. Why? Because they were too broad and didn’t include a plan.

Write it down. For each item on your list, add two or three specific actions you need to take to reach the goal. Give each item a reasonable due date. Remember to start with simple steps and one action at a time. Simple actions over time lead to big results.

Share it. Hearing your goals said out loud as you share them with someone else has a way of igniting your self-accountability. Sharing them makes them more real. Consider asking someone to be your accountability partner. Ask them to check in with you periodically to see how you are progressing.

Keep it visible. Post it in your workspace or keep it in your planner or whatever works for you in terms of keeping it visible. The more you see it the more likely you are to get it done. Use an app to help you keep track of your goal.

Be forgiving. Don’t beat yourself up if you get off track or miss a target date. Review your plan and see what adjustments you need to make to get back on track.

Celebrate! When you hit one of your goals, give yourself a pat on the back for a job well done!

In my work with individuals and organizations I’ve learned that the start of a new year is often when people begin seriously thinking about changing jobs or going after that promotion they’ve been wanting. Both of these efforts require a solid plan and can be facilitated by working with a coach. In my next blog I’ll share some tips on job searching or making a career change and how working with a coach can make the process shorter, easier, and more successful.

In the meantime, if you or anyone you know needs help in creating a plan for a job search or career change, please contact me at michelle@connecttohr.com.