• 一月 11, 2018
HCMx Radio 74: Women in Action

Guest:

Tara O’Sullivan, Chief Creative Officer, SkillSoft公司

Host:

雷切尔·库克, 首席运营官, 布兰登·霍尔集团

在这一集HCMx电台, we interview Tara O’Sullivan, Chief Creative Officer at SkillSoft公司. Tara has more than 23 years of experience in B2B technology marketing, including leadership positions in Oracle, IONA Technologies, SAS and TES Global. She is regularly featured in the news, 含 The Huffington Post, 培训杂志We are the City.

We discuss the successful initiative Skillsoft launched on Women in Action.

Tara offers advice on the changes that need to be made and talks about what women need to do, and some things other people – including men – need to do.

Tara begins with what women need to do:

  • Where we sit – Stop sitting at the edge of the room. Sit in the middle of the conference table, which conveys status, and raise your hand. Take part and help drive the conversations.
  • We need to own our success – Women often credit anything good that happens to the team, or to good timing, while men attribute theirs to innate qualities and skills. They own their success, and we undermine ours.
  • 刚, 不, sorry – This language choice is such an issue that there is a Gmail plug-in for it. The plug-in analyzes your emails to make sure you are not using diminishing words like “sorry,” “just,” or “I think.” We need to stop qualifying our message and diminishing our voice.
  • Ban bossy – Stop calling women bossy – it’s called leadership skills. When a woman speaks in a direct style or pushes her ideas, she is often called “aggressive” and “ambitious.” When a man does the same, he is seen as “confident” and “strong.” When women are being talked about negatively because their behavior is perceived as too aggressive, we need to pause and challenge it.
  • Step up – Men apply for jobs when they meet 60% of the criteria; women wait until they have 100%. We need to help boost other women’s confidence and encourage them to reach for all opportunities they’re interested in applying for.

She wraps up with how men can play an instrumental role with these simple take-aways:

  • Stop mansplaining – Women get less airtime in group discussions. We are interrupted more — by both men and women — and given less credit for our ideas. When a woman is interrupted, interject and say you’d like to hear her finish.
  • Sponsor (not mentor) 今天 — Mentorship and sponsorship are key drivers of success, but unfortunately women often miss out. Men tend to gravitate toward mentoring other men because they have shared interests. Commit the time and energy to sponsor a woman today.
  • Feedback on style - 66% of women receive negative feedback on their personal style, such as “You can sometimes be abrasive,” compared to less than 1% of men. Men are expected to be assertive and confident, so co-workers welcome their leadership. 相反, women are expected to be nurturing and collaborative, so when we lead, we go against expectations—and often face pushback from men and women.

To listen to the interview, you can download or stream the podcast anytime at the HCMx电台网站.

 

-雷切尔·库克, 首席运营官, 布兰登·霍尔集团

RachelCCooke

Rachel Cooke

首席运营官 Rachel Cooke Rachel is responsible for business operations including overseeing client services, 研究活动和项目管理. 在加入布兰登·霍尔集团, 雷切尔是AC增长的首席运营官联合创始人. 瑞秋有超过 15 多年的销售经验, 市场营销, 业务发展, 与销售绩效管理. 此前AC增长, 她担任过多个高级管理职务,是对领导团队Be​​rsin & 联营, 在电子学习,现在业界领先的人力资源和人才研究公司的先驱分析公司. 在她的高级总监的角色, 雷切尔制定的战略,并导致解决方案提供商垂直的商业运行, 并成长垂直成公司最大的细分市场. 在她担任销售总监的角色, 瑞秋开发和率领的高级客户经理,专注于收购全球战略帐户. 雷切尔是全权负责制定重要的业务关系,与超过90的公司包括行业图标, 例如: 阿迪达斯, 惠普, 丰田, 神谕, 星巴克, 安富利, 波音公司, Kaiser Permanente的, 西夫韦公司, 富国银行, 普华永道, 高乐氏和Affiliated计算机服务. 雷切尔开始在银行业她的职业生涯, 媒体和酒店业. 这些行业, 瑞秋举行的几个关键高级管理和执行销售职位. 蕾切尔收到社会科学跨学科研究的学士学位从佛罗里达大西洋大学的荣誉. 瑞秋继续她的研究生教育由美国管理协会在完成了一系列的高管教育课程.

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