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Women Managers’ Woes

There are many woes that face women managers today, but below are the ones most often complained about by employees and how you as a manager can resolve them.

Untapped Professional Potential — Don’t be guilty of negating the wealth of brainpower you have on hand. Ignore the old myth there’s no time to brainstorm for solutions. If you don’t give time and attention to problems now, then you’ll regret the time you spend on them later. It was secretary Bette Nesmith Graham, who invented liquid paper after many attempts at erasing and improving typed copy. Keep your eyes and ears open for contributions from all corners and don’t be in a hurry to dismiss ideas as unnecessary or impossible.

Unmotivated to Inspire Peak Performance — Not every job can offer exciting challenges and innovative stimulation. It can be difficult to ask those who work with you to bear down and focus on a needed, but menial task, especially when you know they’re not using their full range of talents and experience. Vary the personnel you assign to these tasks as often as you can.

Unappreciative — It is difficult to be told you don’t sufficiently praise your employees when you know you are pleased with them. But it could be it’s just not getting across. Could it be you need to vary your feedback? If you’re bankrupt as to different ways to praise your employees then nearly any management book will give you suggestions. A few are, in addition to verbal thanks, praising them in public at office meetings and writing an email thank you. Most personal thank you’s by hardcopy have gone by the wayside, so putting your thank you in a card will really stick out and make a lasting impression.

Weak Communication — Across the Board Communication misunderstandings are at the root of most, if not all, office breakdowns. Be attentive to how and when you say things. Listen carefully when others are speaking to you. Don’t multitask when an employee or supervisor comes into your office. If you’re distracted and can’t talk then, tell them when you can give them your full attention and be available at that time. Offer constructive feedback if asked.

Missed Course Corrections — Your job is to “manage” and that includes helping your employees learn the lessons from their failures. (Do you learn from yours? That’s a place to start.) Shorten their learning curve. Billion Dollar Lessons’ authors claim humans are hard-wired to come up with bad strategies regardless of their vigilance or evaluative processes. So help your employees to stress test their strategies, which should be done at the beginning, midway and as an important follow-up procedure.

Workable Teams — Too often managers feel they have to oversee or micromanage a project and have the final say. William Bridges of Managing Transitions, suggests the use of a shared power in using monitoring teams during any large project or change process. The teams are well-rounded employee samplings and their job is to offer feedback during any change process, to identify and report problems early on. They are also a great way to encourage employee feedback and value collective leadership.

Settling for the First Cut — Most of us are so relieved to come to any solution to a problem, we will settle prematurely. A management woe is having to backpaddle if solutions have not been stress-tested, which loses time, money and energy. Don’t ignore objectivity when presented with solutions and encourage this same thinking in your employees so they will examine other possible alternatives thoroughly, even considering their ideas would potentially fail. Only with that unattached thinking and open scrutiny can new, innovative and useful ideas emerge.

In today’s economic whirlwind, dealing with fluctuating budgets, personnel problems and reorganizing before and following layoffs are all important issues, along with many more. Regardless of what your woes are, seek the wisdom of peer managers and, without naming names, requesting input will likely result in seasoned advice. A coach who has dealt with those problems when they were a manager themselves, or through the situations of their clients, can also be a resource.

But no matter what you do, don’t try to be a lone wolf and tough it out yourself. If you’re afraid you’ll look incompetent, imagine how you’ll look if your situation gets out of control. Then imagine what it will be like when you are part of the solution.

Women Managers Leaving Corporations for Entrepreneurship

Increasingly, women managers are choosing to “opt out” when corporations fail to meet their professional needs. Opting out–the latest catch phrase within corporate circles–describes the growing trend of leaving corporate positions for alternative career paths.

A significant number of women managers are leaving large companies to start their own businesses. In fact,
women are quitting corporate jobs in favor of entrepreneurship at twice the rate of men, making a significant impact on the traditional and online marketplace, according to Cheskin Research, a California-based strategic market research and consulting company.

Recent research indicates interesting trends for women entrepreneurs. According to the Center for Women’s Business research, the number of women-owned U.S. businesses grew at twice the rate of all firms between 1997 and 2002. And the U.S. Small Business Administration reports that women-owned businesses account for 28 percent of all privately-owned companies. They employ 9.2 million people and contribute $2.38 trillion in revenue to the U.S. economy.

Why Women Managers are Leaving Corporate America?
Women used to be willing to devote their time, energy, and effort to the corporation’s needs–at the expense of meeting their own professional goals. But not anymore. They’re starting their own businesses in an effort to gain more freedom, recognition, money, opportunities and other rewards.

Fifty-one percent of women business owners with prior private-sector experience cite the desire for more flexibility as the major reason for leaving corporate positions, according to a study by Catalyst, a nonprofit research and advisory organization working to advance professional women. Twenty-nine percent said restrictive glass-ceiling issues drove them out the door. Of those women, 44 percent felt their contributions were not recognized or valued.

“As women walk out the door after years of training,” said Catalyst President Sheila Wellington, “what really walks out is the potential that those women would have brought to Corporate America.”

The Catalyst research–co-sponsored by the National Foundation for Women Business Owners, the Committee of 200, and Salomon Smith Barney–also revealed that:

o A third of the women surveyed by said they weren’t taken seriously by their employer or supervisor.

o Fifty-eight percent of them said that nothing would attract them back to the corporate world.

o Twenty-four percent said they could be lured back by more money, and 11 percent by greater flexibility.

Keeping Women in Corporations

Experts say corporate America isn’t doing enough to keep women from walking out the door. Companies need to focus on providing flexibility, as well as continuing challenges and opportunities for personal growth, to retain women whom they view as high-potential or who are already significant contributors, says Catalyst. In addition, companies should identify potential women managers early in their careers, reward women’s bottom-line contributions, and recruit female entrepreneurs to corporate boards and senior line positions.

Expanding opportunities for women in leadership will require corporate change, as well as accommodations on the part of women themselves. Corporate cultures must support initiatives such as giving women high-visibility assignments, making gender diversity a part of succession planning and holding managers accountable for women’s advancements.

Women managers can hone their leadership ability by seeking out risky, high profile assignments. If they need to strengthen their leadership skills to meet new challenges, they should consider hiring an executive coaching firm. For example, QuadWest Associates of Michigan offers a variety of business coaching and leadership development services to help executives optimize their skills and performance.

By investing in coaching services, women managers can position themselves to expand their boundaries. This can help them excel–whether they remain in a corporate setting or strike out on their own.

How Do Women Manage the Budget During the Time of Economic Crises?

It is easy to see that the global economic crisis has reached to zenith. Things are getting out of hand as many people are losing jobs on regular basis. In this situation it is important for women to step forward and help their family. Luckily, there are lots of work options for women to earn few extra dollars. And, the great thing is that many of these options don’t ask them to get out of their home.

Although there are many great options but few of the best ones are mentioned below.

o One great way for women to deal with economic crisis is copywriting. This is one of the very best options as there are lots of women who are already working in this field. If you know how to spin a yarn, you are a perfect candidate for this particular job. Just play with words and start earning few extra bucks on daily basis.

o Apart from copywriting, affiliate marketing is another wonderful solution for women. All a woman needs to do is marketing over the internet. Start a website and promote the products of a customer. The best thing is that women don’t need to maintain a large database of products. So, no need to invest anything.

These two are the most popular options but there are some other ways of earning money. For instance, search engine optimization, telemarketing, website designing, editing and proofreading are some other ideas to consider by women to manage budget in a much better way.