September 08, 2014

Would a pay raise improve your work life balance?

 

                                   Pay raise

 

 

What would you do with a raise?

Would you make changes that would make your home and work life easier? Would you buy a more reliable car to drive to work?  Or how about hiring someone to care for your elderly parent while you're not home?

My son gets minimum wage as a bus boy at a local pizza restaurant. He works like a dog for each cent he brings home. Still, he doesn't think a small increase would make a big difference for the dishwasher who works a second job to support his family. I disagree and have told him that every penny counts when you are living paycheck to paycheck.

Across the country, fast food workers have been rallying for higher wages, trying to get food businesses to pay at least $15 an hour. Now that's a significant increase from the $7.93 a cook at a Miami fast food joint says he makes. The cook says that extra $7 an hour would  allow him to pay rent and have enough left to buy an ample supply of food for his family.

White collar workers are struggling, too. In some workplaces, staffers haven't seen a pay jump in at least five years -- even if they are busting their butts.

The good news is U.S. employers are planning to give pay raises averaging 3 percent  in 2015, on par with the 2.9 percent average raise in 2014 and 2013, according to a survey of nearly 1,100 U.S. companies by compensation consultant Towers Watson.

A small raise is better than no raise, right? But what if you feel like you're working harder than your colleagues?

Who gets a raise and why can create major contention. Employees believe that employers are falling short in how pay decisions are made, and that there is much need for improvement,'' says  Towers Watson managing director Laury Sejen. Only half believe they are paid fairly. Their big gripe is that employers are not differentiating pay for top performers as much as they have been in recent years.

The median annual salary among the nation's 106.6 million workers is now about $40,560, according to the Bureau of Labor Statistics.

"Base pay is the No. 1 reason why employees join a company or choose to leave,'' Sejen told USA Today.  "So there's value in companies making the effort to improve base pay."

Would a pay raise make a difference in your work life balance? How significant a raise would you need to see a real different in your lifestyle?

September 03, 2014

Who to go to for advice

A few nights a week, my husband and I walk around the neighborhood for exercise and talk about our days. We often discuss work related problems that come up in a typical day. While neither of us asks for advice, it's natural to give it.  Often, we view the same scenario differently and give suggestions the other person never considered. 

Knowing how I interact with my husband, I often have felt that my boss' spouse had more influence on my future at a company than any other high level manager.  A new survey proves me right.  Most CEOs admit they consider their spouses the person they turn to first for advice on tough business decisions, more than senior members of their staff. 

According to a survey from the staffing firm Adecco, 37 percent of CEOs and business owners say the opinion of their spouse is what matters most to them. This is followed by their head of business development department (16 percent) and operations department (13 percent).  

“A spouse can be someone to discuss ideas or decisions off of without judgment or agenda. If you’re in a partnership with someone, you hold their thoughts and opinions very highly,” Joyce Russell, president of Adecco Staffing in the US told Business News Daily. 

For most of us, seeking advice is tricky -- particularly from a significant other. While I appreciate the business advice my husband gives me, at times, resisting it has created marital tension. Sometimes, when I just want to vent, he chimes in with a solution that I don't want to hear. 

My friend Jill, who owns her own business, says it has taken her a long time to ask for her husband's advice without feeling guilty if she doesn't take it or getting upset by his more practical appraoch to problem solving. She's convinced listening to her inner gut or her female mentor, rather than her spouse, has led to better business decisions.

Have you ever taken — or totally resisted — business advice from your spouse/significant other? Do you feel like your spouse knows you best and guides you well or doesn't asking for advice open the door to resentment or problems down the road?

 

August 19, 2014

Working parents biggest fears

I shouldn't say I'm shocked but I am. How is it that in 2014, at a time when most mothers and fathers work, we still fear that we will be fired when our family needs interfere with work demands?

It's interesting that men almost fear bringing up child care issues with their boss more than women do. A dad I know once told me I was lucky that I had a flexible work arrangement and said his boss would get angry if he asked for one. I urged him to ask but I don't think he ever did. 

A new Bright Horizons Modern Family Index survey of 1,000 working moms and dads with at least one child under 18 still in the home shows:

  • working parents fear family responsibilities could get them fired
  • fathers are just as stressed and insecure about work and family conflicts as mothers
  • 39 percent of parents fear being denied a raise because of family responsibilities
  • 37 percent of parents fear they will never get promoted while 26 percent worry about a demotion because of family responsibilities
  • 22 percent worry that family commitments will cost them key projects at work
  • 19 percent believe they won’t be invited to important meetings because of family obligations
  • Working parents are nervous to bring up key family-related issues with their employers

That's a lot of fear, isn't it? We all know that business is about making profit or showing performance but workers are the ones who make that happen. When we have to choose between leaving a sick kid home alone or going to work, that's a tough choice we shouldn't have to make.

Here's something all employers should note: . Those working parents who do feel supported by their employer report strong loyalty.

David Liss, CEO of Bright Horizons Family Solutions, said it well:  "it is clear that working parents throughout the U.S. are still struggling to manage all of their responsibilities, and many still feel that they cannot be honest with their supervisors about needing to be available and active in their family lives."

As a working parent, showing vulnerability to the wrong boss can be career suicide. And so, out of fear, we lie. In the survey working parents -- moms and dads --  admitted to lying or bending the truth to their boss about family responsibilities that get in the way of work. Some revealed they have faked sick to meet family obligations. Others said they lied about missing a work event because of a family commitment or the reason why they didn't respond to emails.

Again, all very pathetic but shockingly understandable.

Over my years as a working parent, I found a supportive boss makes all the difference in being a successful working parent and achieviing work life balance. If I hadn't had a supportive boss when my kids were really little, I couldn't have kept my job. The survey shows 41 percent of working parents agree with me.

Have you ever been fearful that family needs will get you fired? Do you think fathers get less of a break at work and have more reason to be fearful than mothers?

August 18, 2014

Back to School: A teacher's work life balance

As we struggle with work life balance and adjusting to new school routines, we think teachers have it easier than we do because they already are at school - and/or have school hours -  and can be involved in their kid's education.

 

 

Not so, says Kerri Medina, a former teacher turned college adviser who reached out to me. Below is her perspective as the new school year kicks in. I think you will find it insightful:

 

Kerri2 (1)

 I worked for the Miami-Dade County Public School System for 11 years and have a son who is 15 years old and starting his 10th grade year. In all of my time working for the school system, I was rarely able to attend his school events, shows, be a room parent, be active in the PTA, volunteer for school events, or anything else school-related because I worked the same hours the events were taking place.

I wasn't able to even do something as simple as dropping children off the first day of school, which for most parents is an exciting time with their children. Unfortunately, educators are unable to share in this experience. For me this was especially painful his first day of kindergarten. I always thought it sad and ironic that those involved in education in many cases can't be as active as they might like in their own child's school.

This past year I left the school system and became an independent college adviser at International College Counselors. This last year, for the first time, I was able to drop my son off the first day (and any day I needed, or wanted to), attend my son's school performances (he's a musician at New World School of Arts), go on any field trip I wanted to, serve on the board of the PTSA, and really feel like an involved parent at my son's school.

I am thrilled to still remain in education, but now have a better work/life balance through my company's flexibility. I noticed the same scenario of other parents who were involved in education, that although they were making a huge impact on other students' lives, they oftentimes couldn't be involved in their own child's school.  

For most part with my son, I still take a minimalist approach. I do what I need to do to make sure he’s on track. I have never rushed a project to school for the child who forgot it,because I couldn’t do it before. Now, I'm still letting my son take the lead when comes to school work.  

As a working, single mother, I am constantly balancing work and life in many ways. But now, as the new school year arrives, I can approach it differently and strike a better balance. 

 

August 07, 2014

The business of work life balance

In my 12 years of writing about work life balance, I have watched it become a giant industry, and I would venture to say it is only going to get bigger. All of us are struggling to create boundaries with technology making that an increasing challenge.

I thought it was time to highlight the industry's evolution. Where do you think the industry is headed?

BY CINDY KRISCHER GOODMAN
BALANCEGAL@GMAIL.COM
At Perry Elllis corporate offices, a group of employees are gathered in the company conference room, stretching into various poses and and taking deep breaths. At the front of the room, a yoga teacher from Green Monkey gives instruction. In the increasing struggle for zen, yoga businesses like Green Monkey have discovered opportunity: a demand for restoring balance to stressed out workers.

The work/life balance industry now encompasses venders and consultants who make money selling services to employers increasingly concerned with wellness, engagement, morale and productivity. Workplace wellness alone has become a nearly $2 billion industry, projected to hit $2.9 billion by by 2016, according to a study by consultants IBIS World.

Newer to the scene are service providers who appeal to individuals — working mothers and fathers or stressed-out leaders — looking to take tasks off their plate, bring order to their lives or create easier ways to work remotely. The category includes personal shoppers and trainers, virtual assistants, meditation leaders, elder care consultants and life coaches.

What has changed most in the evolution of the industry is widespread acknowledgment that work/life balance is not a problem just for women or a concern that is going to be solved — but rather an ongoing challenge. “The recognition has made work/life balance the subject du jour,” says Jim Bird, founder of WorkLifeBalance.com. “It’s something people look at when considering a job or deciding whether to take a promotion and it’s probably the No. 1 reason people quit their jobs.”

Fueling the focus on work/life issues is research. Quantifying stress, distraction, perks, engagement and productivity has become a business in itself, with academics and consulting firms spitting out surveys on the factors behind dissatisfaction and turnover.

Inevitably the research points out one crucial finding: Employees are struggling more than ever before with the demands on their time. Though many companies remain reluctant to hire large numbers of new employees and beef up salaries, almost all large employers now survey employees on job satisfaction and work/life balance. Using results, the company typically goes on to provide some benefit to alleviate work/life friction and improve productivity.

“From an employer perspective, it’s no longer just about helping employees,” explains Rose Stanley, a work/life practice leader at WorkatWork, a nonprofit HR association for organizations focused on strategies to attract and retain a productive workforce. “It’s about tying it back into business strategy.”

Case in point: An estimated one million workers miss work each day because of stress, costing companies an estimated $602 per employee per year, according to HeathAdvocate.com.

Providers such as Bright Horizons Family Solutions are catering to employer demand. Twenty-eight years ago, when Bright Horizons CEO Dave Lissy approached a Fortune 500 company to offer on-site childcare to employees, the HR director’s first reaction was to ask why, he says. Today, “why “ is obvious and that same employer company now uses Bright Horizons Family Solutions also to provide employees with back-up elder care, elder care case management, sick-child care and other work life benefits such as college or educational advising.

“The core issue of child care remains a challenge for companies and their workers,” Lissy says. “What has changed is an acknowledgment of other key life-stage issues that cause the same friction. Companies now show more of an appetite to address those multiple issues.”

Bright Horizons, now a public company based in Watertown, Mass., has close to 1,000 corporate clients; in 2013, it grossed $1.2 billion in revenue. Lissy predicts even more growth. “Time is on our side. Those organizations who don't offer help with work/life concerns will be behind in a world where human capital is the competitive advantage.”

Emerging from the recession, employers are hiring vendors to structure flexibility programs as a tool for innovation rather than just as a benefit. They are tapping stress-reduction experts as a way to increase productivity.

Atlanta-based WorkLifeBalance.com is an 8-year-old company that sells training programs on time management, stress management and work/life balance, both online and on site. CEO Jim Bird said his company has seen an increasing interest from employers, not only of white-collar but also of blue-collar workers, who want to re-engage employees by helping them help themselves. “They are doing it for bottom line reasons,” he says.

Service providers who sell directly to individuals are finding success with a variety of approaches. In South Florida, for instance, Green Monkey has built its meditation/yoga business on the motto “Live in Balance,” targeting stress out workers of all ages and both genders. In six years, it has grown from one studio to three. It also has attracted more than 20 corporate clients with its on-site yoga programs.

Elizabeth King has found a niche in work/life conferences targeted at businesswomen. A licensed psychotherapist, King was running International Holistic Center in Fort Lauderdale when she noticed an increase in women suffering from adrenal fatigue. “They were stressed out and overwhelmed.”

Her answer: Suits, Stilettos and Lipstick, an annual conference in Fort Lauderdale addressing such concerns as making time for romance, health and spirituality. The event draws about 500 women. Her third conference, slated for Sept. 12, will focus on coping skills. “I want to help women build their careers without sacrificing their health and identities,” she says.

Of course, as the industry booms, new “consultants” are following the money. Some, such as life coaches and meditation instructors, may not have training or certification.

“Don’t fall prey to people who are not trained professionals,” King warns. “Work/life balance is a growing business, but if people are selective and ask the questions, only those vendors with experience and credentials will survive.”

August 04, 2014

Will blocking social media make you more productive?

 

 

 

 

 

 

Facebookvacay

 

My favorite part of summer has become looking at vacation photos on Facebook. I love seeing where my friends are traveling and how they are enjoying their summers. And, I admit, I often log onto Facebook during the work day to take a peek at who just posted a cool vacation pic? Doesn't everybody?

Social media has become a part of the world we live in, including the workplace, but the jury’s still out on whether employers should care about employee time spent on Twitter and Facebook and whether they have a real need to ban it in the workplace.

A recent survey by Proskauer Rose shows nearly 90 percent of companies use social media for business purposes. And on the Ohio Employer’s Law Blog, attorney Jon Hyman examines the question posed in an article in The Next Web, “Productivity vs. Distraction: Should you block social media at work?” Hyman says trying to stop workers from tweeting or posting photos on Facebook is a losing battle.

I like to argue that using social media at work can be productive. On social media sites you can learn about trends, new laws, news events and client needs. You can learn the bits of personal information about a customer that can help you create a bond. Currently, about 94 percent of recruiters are using social media as part of their hiring toolbox. 

After a quick look at Facebook, I feel like I just got up from my desk and chatted with a friend. I'm ready to return to the prior task with more focus. A short break to scan Facebook, look up a recipe on Pinterest, or engage in a conversation on Twitter might actually be the brain break you need to refocus and get more done.

Of course, there is a downside to allowing social media in the workplace. Employees posting negative, inappropriate, or downright inflammatory content can really put their employer into hot water. And, there are always workers who take it too far. Social media abuse can be a performance problem, but odds are the employee already has performance concerns. In that case, a boss should provide counseling and discipline if too much time is being spent on it.

Hyman suggests employers embrace the fact that employees will access their accounts from work and put policies and procedures in place to minimize problems and distractions. The best way to limit issues, says Hyman, is to train your workers about the various things that may come up when using social media (professionally or personally) and ensure that they understand what the company policy says.

Blocking social media at work won't necessarily make your employee more productive. With much more marketing happening online, it may become a necessity for more of us to use social media during our work day, anyway. Now all we need is to master self control.

 

 

July 31, 2014

Women can become law firm partners - and have a life

As a young lawyer, Tiffani Lee found a partner who believed in her ability and helped push her up to the top ranks of Miami’s Holland & Knight. Most often, the opposite is true: Organizational mechanisms at firms push out women and people of color.

But in a room full of women and minority lawyers, I heard some great advice on how to change that pattern. Here’s an employer and employee guide for how to navigate the challenges that lead people to leave.


Inclusion: Don’t leave women and minorities on the fringes. Amy Furness, a shareholder with the lawfirm of Carlton Fields Jorden Burt in Miami, says having someone in a leadership role who recognizes and shows a commitment to diversity by his actions can help the message of inclusion permeate throughout the firm, which can be particularly important for those partners who may not be thinking about diversity when they choose staff to work on their cases. “Getting leadership involved in ensuring inclusion prevents [diversity] from becoming marginalized,” Furness said.

Accountability: It is easy to create company policies that promote diversity, flexibility and volunteerism and work/life control. But there are some partners who will tell young associates that if they want to be successful, they should not take advantage of those policies. That is where accountability becomes crucial.

Tiffani Lee at Holland & Knight, said partners at her firm are evaluated — and even compensated — based partly on how many opportunities they provide to women and minority associates and what they’ve done to support diversity and inclusion. “The only way to drive change is to factor it into compensation,” Lee says. At her firm, partners “are asked about who is on their team and how they are working with the client to ensure the team is diverse and and how they are supporting the firm’s broader diversity efforts.”

She says ties between a commitment to values and compensation happen at all levels. Associates perform a self evaluation, too. They are eligible for a diversity kudos bonus if they have done something extraordinary.


Flexibility: At some point, the success of the firm – and the diverse talent pool — will depend on whether it offers flexibility, Most associates want a reputation for getting things done; however, they want control over how and when.

“We need to change the mindset around flexibility,” Says Manor Morales, president and CEO of the Diversity and Flexibility Alliance. “When managers hear flexibility, they think people don’t want to work as hard. Flexibility is not just reduced hours but also control over hours. It’s a different way to approach work and people actually achieve increased efficiency."

At most firms, men are taking advantage of flexibility – although informally and quietly. Morales found at one firm, a senior male partner works from home every Monday, but few realize it. "Flexibility will be embraced when firms encourage people who have power to be open about how and when they use flexibility."

Succession: While most law firms have eliminated a mandatory retirement age, many of the boomers at the top will begin paring back in the next decade. As leaders retire, it creates opportunity for the next generation – and for more inclusion. Some firms already are planning ahead.

Nikki Lewis Simon, a shareholder at Greenberg Traurig in Miami, says her firm has worked consciously to bring women and minority lawyers into leadership, onto the executive committee and onto committees that interact with senior management. This allows the firm to address issues of the next generation not just years from now, but today.

“I think the next generation of leaders will have a sense of mutual respect: With them, it isn’t us and them, it’s we. There’s an understanding that we all have stuff we want to accomplish outside the office.”

Transparency: Women who have made it to the top have this advice for others: Don’t over-explain.

Women tend to give a detailed explanation for why they need to leave early or work from home. “They give much more information than necessary,” says Yuliya Laroe, a lawyer and business coach. Laroe say that often hurts them when partners assume if they don’t see them in the office, they are with their kids. “We need to empower ourselves to believe it’s no one’s business as long as we have met our deliverables.”

Simon, a mother of five, says she advanced to partner while on maternity leave, and has been quite clear about her whereabouts to derail assumptions: “I let them know when don’t see me, it doesn’t mean I’m not working. It just means I’m not working here. I’m doing something to advance cause of the firm.”


Time management/work-life control: Getting to the top to become an equity partner and staying there is giant responsibility that requires the ability to bring in business and make a contribution to the firm’s bottom line while balancing home life and community involvement.

Morales tells lawyers to be strategic. “You could have activities that fill your plate but not all give you the same benefit,” she explains, adding that women tend to be on committees that don’t advance their careers. “When you’re asked, think, ‘Will this committee connect me with the right people? Is it valued in the firm? Or, is it just busy work?’”


Clearly, support for talented women and minorities needs to be evident at all levels. Says Laroe: “People don’t leave firms, they leave individual partners who make staying difficult.”


Image
Photo by The Miami Herald: Tiffani Lee with her mentees and her mentor pictured behind her.

July 25, 2014

How to negotiate workplace flexibility

After having two kids a year apart, I realized at that time in my career, I could not survive motherhood and news deadlines unless I negotiated flexibility. I asked for a four day work week. For me, the key to getting that schedule and finding some work life balance was the fact that I had proved myself and I was able to tell my boss exactly what he would gain by giving me flexibility. 

Today, my guest blogger, Tonya Lain, Regional Vice President at Adecco, the world's largest staffing firm, provides great advice for anyone who want to negotiate flexibility. Although Lain targets moms who want flexible schedules, there are dads out there who want them too. Her advice is useful to all.

 

Tonya
 

It seems a day doesn’t go by without reading or hearing about whether it’s possible for working mothers to “have it all” successfully, advance and balance their careers with their responsibilities to their children. Given today’s economy and cost of living, a family with two working parents is the norm, and in many cases an absolute necessity. A Pew Research poll shows that though the gap between the number of hours moms and dads spend with their kids and doing house chores has grown smaller in recent decades, women still spend more time than their spouses tending to the kids and home. This leaves mothers often feeling as though they are expected to be in two places at once.

 

A lot of this stress can be alleviated by pursuing a flexible work schedule – something 13 million Americans are doing. Stanford University conducted a study to debunk any misconceptions associated with the productivity, revealing that those working from home “were noticeably more productive, spending 9 percent more time on calls and handling 4 percent more calls per minute.” Even so, many of us aren’t prepared to have that conversation with our supervisors. Here are some ways to best make a case for a flexible working arrangement:

 

  • Do your research. Your company may already have guidelines about flexible working arrangements in the employee handbook. You may also want to consult with other moms in the company who have successfully negotiated a more flexible work schedule. This will allow you to develop a proposal based on what’s been done and what’s possible.

 

  • Determine what works for everyone. Really think about what arrangement would produce the best results for you and your employer—whether working from home three days a week or coming in later in the morning, allowing you to send your kids off to school. Consider how your employer will benefit as well. Will you be less preoccupied with how your children are being cared for? Will you gain two extra hours a day for working that you would normally spend commuting? Emphasize how this will produce results that will please everyone.

 

  • Establish quality control. Approach your employer with your research and a clear proposal on what your ideal flexible arrangement will be. This gives your supervisor a starting point to react to.  In the proposal, include recommended check-points to ease any doubts they may have on your performance. Suggest implementing frequent performance evaluations and communications standards, such as joining meetings electronically or establishing the expectations for responsiveness while you’re working from home. Emphasize a feedback system so concerns are communicated and rectified quickly. You may also want to suggest a trial run where both parties test the flexible working schedule for a month to three-month period before committing to anything long term.

 

Women today must take pride in all they have accomplished as far as their career and in their role as Mom. Carefully planning a conversation about work flexibility with an employer can help women gain the flexibility they need to make their lives less stressful and more productive.  

July 17, 2014

Lying to the boss about family obligations

Liar

 

A friend of mine who held a high position in an entertainment conglomerate told me that one afternoon, she lied to her boss about where she was going. She was going to her daughter's dance class. She had missed every class since her daughter enrolled. But she told her boss she was going to a business meeting. When she got to the dance class, she couldn't believe what she saw -- a top executive at her company who was there to watch his daughter. She begged him not to say a word to anyone and he seemed shocked that she would be worried about her job enough to hide her whereabouts.

I completely understood why she did it.

Working Mother Magazine reported today that some working parents (23 percent) admit to bending the truth to their bosses in order to meet family obligations.  

The Modern Family Index, sponsored by Bright Horizons Family Solutions, reveals that 48 percent of parents are afraid their family commitments and obligations could put their jobs in jeopardy. And 39 percent believe family responsibilities could prevent them from receiving raises. Many working parents also think that tending to family duties may prevent them from being considered in key projects (22 percent) and excluded from important meetings (19 percent). 

After giving birth for the second time, I asked for flexibility in my schedule. I remember feeling almost immediately that Iwas viewed in a new light and no longer included in brainstorming meetings about bigger projects.  

This new study found more than half of participants would think twice about asking their boss for reduced hours, working remotely or placing boundaries on responding to calls or emails. No wonder work life balance is a huge concern!

In spite of efforts in this country to promote and offer family-friendly workplace policies, many working parents still hesitate to tell employers that they need to tend to family responsibilities—and even fear job loss, according to the study.

Parents, what do you think about lying to the boss about family obligations? Is it necessary in some working environments? Do you think most bosses understand family commitments or as a country, are we not there yet?

 

July 14, 2014

How to sharpen your people skills

Last week I sat among other anxious parents at my daughter's college orientation. When the president of the university addressed us, telling us he was about to reveal the key to success in college and life, the reporter in me kicked in, eager scribble down notes on this crucial piece of advice.

And then, he said something so simple, I put my notepad down and just nodded my head in agreement. He told us the key to success is "people skills." In today's workplace, there usually is complaining, gossiping, and griping about anyone with authority who lacks the know-how to inspire, manage and get along with others.  After a few decades in the workforce most of us discover that its take people skills, rather than expertise, to be a successful leader. 

Today, my guest blogger is Corali Lopez-Castro is a shareholder at Kozyak Tropin & Throckmorton, who concentrates her practice on bankruptcy and commercial litigation matters. Lopez Castro recently attended an event that emphasized the importance of people skills for women who want to get ahead. Here's her take on the topic:

 

Cori LC 2

I recently attended an event hosted by Lean In Miami, a local group of professional women founded by Stonegate Bank’s Erin Knight that is committed to empowering women to lean in to their ambitions and potential for success.

 

The keynote speaker at this event was Marlene Green. She is a leadership coach, author and two-time Emmy nominee with an impressive track record having worked with Fortune 500 companies and executives.

 

Ms. Green’s discussion topic, “The Art of Attraction – Communicating in a way that inspires and attracts others in the business community,” focused on how we should lean in to our careers by mastering our interpersonal skills.

 

The event was a perfect reminder that being career driven is not only about your technical expertise, but also about nurturing the human element of business, such as the way we communicate with others, and how this impacts our relationships and ultimately the bottom line.

 

From being present and engaged in a conversation, to being open minded and aware of your habitual ways and how others perceive you, the key is creating an everlasting connection with people. This means building relationships by remembering a person’s names when you meet them, establishing commonalities and creating value for others.

 

According to writer Darren Dahl of Inc.com, “relationships are the fuel that feeds the success of your business.” This follows Ms. Green’s mantra about mastering the art of attraction. Those who are positive, radiate enthusiasm about their profession, and offer support to their peers are creating value for themselves and those around them, which is a driving force to building and fostering relationships.

 

Since hearing Marlene speak, I’ve been more conscious of my actions when meeting new people, especially trying to remember their names and repeating it at the close of our conversation. The key is being aware of the situation, and I am definitely playing a more active role in communicating with others as a result.

As we juggle the many tasks that encompass being a working professional, we sometimes need to take a moment and gather perspective on “big picture” thinking about becoming a magnet for new business or expanding existing relationships and networks. After all, there is always room for improvement.

I encourage people to look deeper at the human side of business and the importance of enhancing these skills to be a better leader. A professional’s level of success is dependent on becoming an attractive asset for new business opportunities.