Archive for '3Plus'

Gender stereotyping propaganda from women? Enough!

BITCH  Slang.

Susannah Breslin in her Forbes piece How to be a bitch at work, outlines how being a bitch has helped her career and increased her salary. She mentions 3 strategies to achieve that worthy goal. But as you will see when you read the suggestions below, these are simply sensible, effective, professional skills and strategies. Why are the women who employ them considered bitches rather than successful professionals and why is another woman extending that myth?

Suggesting that this type of career approach is a form of ”bitchiness”, is perpetuating gender stereotyping that professionally-focused successful women are for some reason “malicious, unpleasant, selfish“, with behaviour that is somehow contrary and therefore not OK. Isn’t it time we women stopped doing that? Why is this even going on?

• TIP #1:  Don’t be available. “Making yourself seem overly available at work doesn’t make you seem like a hard worker. It makes you seem like a pushover“. Being focused, with effective time management and communication skills, with clear boundaries and the ability to distinguish between productivity and activity are excellent skills for any professional – male or female. If a woman demonstrates these skills she is not a bitch.
• TIP #2:  Don’t work cheap. “Agree to be paid little, and others will think you’re of little value. Agree to be paid a lot, and others will think you’re of great value.” Assertive negotiation skills, particularly in the area of compensation, are invaluable. Expertise in this area makes you a skilled negotiator – not a bitch!
• TIP #3: Don’t be a pleaser. “The most important battles you win professionally come when you refuse to say yes. Resist the pressure to make everyone else happy and make yourself happy instead.” Balancing defined personal goals with other obligations is important, rather than putting everyone else’s needs before your own, and requires clear and constructively communicated boundaries. Achieving this does not make you a bitch!

Women get enough mixed messages from a predominantly male corporate culture. Why would we even contribute and add to gender stereotype propaganda? Unless it’s to say……

                                                                                  Babe,

In

Total

Control of

Her life.

Stop apologising when you don’t need to!

Hi Dorothy  I have recently started a new job but am not sure how I’m doing and wonder if the man who hired me might even be regretting his decision. I have been corrected on a few things but the messages have been vague and although I have apologized, I’m worried that after my probationary period ends in 3 months, my contract may not be confirmed. I gave up a really good job and relocated internationally to accept this position.   Juliette, South Africa

Hi Juliette – thanks for your letter. Lots of things going on! Onboarding is normal after a new hire and everyone will want you to succeed, especially after the cost of an international relocation.

Here are some tips

Ask for feedback:  No one gets everything right in a new job to begin with. If you have any doubts about what you need to do to guarantee your own success – ask for feedback! Suggest to your hiring manager that you are enjoying the opportunity and would like to ensure that the transition is as smooth as possible and ask what you can you do to make that happen.

Request a mentor :  Request a mentor who can guide you through the cultural intangibles of starting in a new position, to make those things tangible and clear to a newcomer. You can’t be expected to second-guess all the intricacies and subtext of a new company in a different country without support!

Stop apologizing:  It is the responsibility of the hiring manager to make sure your job description and any targets are clear. If that hasn’t happened - you take ownership of that task. Also ask yourself if you are being overly sensitive and worrying about something that hasn’t happened yet! I am told that it’s women’s sensitivity that many male managers find annoying!

Create a paper trail :  The usual reason for onboarding processes to become unstuck is poor cultural fit. If in the unlikely situation of a worst case scenario of your contract not being confirmed, you have a paper trail showing you did your best to integrate into your new position which might be helpul in the future. Store that in a non-work related email account.

Hope this helps!

The 6 Distinctions of Highly Successful Women

Over the past decade I have had the privilege of working with thousands of women all over the world in seminars, workshops and through coaching.  I noticed common themes coming though and in 2003 we ran our first survey called, Women Leaders Speak Out.

This level of exposure to highly successful women meant that we were able to identify certain competencies that successful women share, and it was through these observations that we were able to create benchmarks.

For the benchmarks we identified 5 common leadership themes as follows:

• Leading Performance
• Leading Change
• Leading People
• Building Relationships
• Developing Self

It is the latter category that I want to discuss in detail as it is the most under-developed skill and yet, in my view, the most critical.

The most successful women that I have coached have all been highly-skilled in each of the following areas of distinction.

Distinction 1:  The ability to remain open to feedback and learning

The pace of life has increased. Clients are under increasing pressure and we are all paddling away trying to keep up with work pressures and the demands of family life.

Because of this we are giving our own personal development less attention and this, in turn, impacts our effectiveness and becomes a crazy loop where we lurch from stress to exhaustion.

It is vital to take the time out to reflect. How many times have you had feedback where you have chosen to take offence rather than learn? Growth isn’t possible when you have a closed mind and there is nothing to learn in taking fixed positions. It is the most adaptable people who succeed and the only difference between the adaptable person and the stubborn person is the willingness to learn and remain inquisitive.

Here is a quick and helpful strategy for staying open to feedback and learning:

• Listen to what the person is saying
• Reflect on their motive (love, anger, jealousy, stress)
• Be honest with yourself… is there a nugget of truth? (look for the Gold)
• Apply the learning or dismiss if the person was talking from anger or jealousy and there is genuinely no truth in the feedback

Distinction 2:  The ability to ask why and what for

Whatever your goals are, at one time or another, you will hit the wall. In other words you will come across a major challenge that looks like a deal breaker.

What do you normally do when you hit a wall? Most of us simply give up and do something else instead. But what makes some people find a way over the wall, under the wall or around the wall? People who succeed generally do so because those people know why they are doing something.

Consider this:

Scenario 1: I am working in a large corporation and its OK because it pays my bills. It’s not my dream job but it’s better than most I guess. I work to live. My real life is outside of work.

Scenario 2: I have a dream to take a sabbatical and sail around the world and my partner shares this dream. We are currently on track to start making concrete plans in 2012. I love getting out of bed every morning and doing my absolute best at work because I know every day is taking me one step closer to my dream.

Which person do you believe will make the effort to get over the wall somehow? What is your mission? Why are you going to work every day? Why do you do what you do every day?

Take the time for critical thinking so that when you hit the challenges you know that you are making the extra effort to achieve a personal goal or for the love of family or friends.

Distinction 3:  The ability to see the future and remain on track

Only 5 % of women set goals. Why? The reasons are usually because we prefer to be in flow, to trust our intuition or we simply don’t think about doing it.

I have developed a system specifically for women called SAW (Strengths and Weaknesses analysis) What most people do in goal setting is look for what they can do and not what they can’t do. I turned this on its head because it didn’t work for me. For instance, I wanted to be a speaker but I was scared of speaking in public. If I hadn’t used my own system I would have discounted speaking as a career choice because I lacked the skills. However, armed with the knowledge that I had a skills-gap I was able to set a goal to get training which led to a career that has, so far, lasted a decade!

Meanwhile, write down some lofty goals or dreams, chunk them down into manageable pieces, and each chunk into tasks. Put the tasks in your planner and take small steps every day.

Distinction 4:  The ability to use right brain as well as left brain processes

We are all focused on left brain process and rightly so. Most our work is of an analytical and intellectual nature.

However, it always amazes me how little we use our creative and, some would argue, the most powerful part of our brains in our daily interactions and in our work. As Einstein said, “imagination is more important than knowledge”.

Your right brain will empower you to utilize the tools of mind-mapping and speed-reading. If you haven’t yet heard about or don’t yet use these skills then please do look up a good training provider and go and learn!

Successful people value their time and use it wisely. It doesn’t make sense to use lots of time to take notes and it certainly doesn’t make sense, in this day of information overload, to read the long way!

Distinction 5:  The ability to be flexible and adapt quickly to change

Distinction number one was about remaining ‘open to feedback and learning’ and I know that the only thing that stops people from learning and growing is fear. Fear will keep people in their comfort zones and stop them from adapting to change.

Those of us who are most resistant to change and least flexible are less likely to build mutually beneficial relationships, least likely to see the opportunity and least likely to take the opportunity when it is offered – and it is usually fear that keeps us in our place.

Earlier in this article I mentioned that I had attended a speakers’ training course. What I didn’t share is that I was so afraid of speaking that I couldn’t even say my name in front of a group of people. One of the things I believe in is ‘learn from the best’ and so I attended a professional speaker’s bootcamp in Colorado, USA. I went through a lot of embarrassment and a lot of fear in those 5 days but I knew ‘why’ (Distinction 2 ) and I had a timeline and a goal (Distinction 3 ). I had used right brain processes to create my vision and my goals (Distinction 4) and I was calming my nerves using inner resources (Distinction 6).

Distinction:  6 The ability to rely on inner resources to respond with precision

This might be the most critical distinction of all. So many people seem to be resorting to unproductive behavior because of stress. People tell me that they don’t have time for the gym or to use relaxation techniques. Then because their bodies are running on acid they crave junk food and alcohol to – supposedly – help them relax.

One of the most important things you can do for your success is, take care of yourself first. Make time for exercise, drink at least two litres of water every day, eat healthy food and find some way to relax. The more stress and tiredness you are experiencing, the more out of balance you are.

Sharpen the saw if you want to cut the tree down quickly. You know it makes sense!

Make one change at a time. Make this one change into a habit and then apply another. Repeat until your life is transformed and you have Developed into the Self you want to be!

 

 

Working Women – Stop the Nonsense

Women Work

Dear Hilary Rosen, Ann Romney, Political Advisers, Members of the Press and Pundits:

Women have always worked, as have men. For most of human existence there was no boundary between home and work, and there is nothing new or newsworthy about working women and women working.

We roamed. We hunted. We gathered.

WORKING WOMEN. WORKING MEN.

We farmed.

WORKING WOMEN. WORKING MEN.

Then during the industrial era we divided work outside the home from work inside the home.

WORKING WOMEN. WORKING MEN.

 

In the “NO BIG DEAL” Department

Hilary Rosen, Democratic National Committee strategist and adviser, said Ann Romney, wife of presidential candidate Mitt Romney, had no expertise to speak on economic issues because:

“His wife has actually never worked a day in her life. She’s never really dealt with the kinds of economic issues that a majority of the women in this country are facing in terms of how do we feed our kids, how do we send them to school and how do we — why we worry about their future.”

Ms. Rosen’s statement should have been met with a yawn, but instead, some raised a ruckus and dubbed it “The Mommy Wars”.

Level-headed people know Ms. Rosen was not aiming a nuclear device at women who work hard from home base to take care of their families.

In response to Ms. Rosen’s comment, and possibly on the advice of a political wonk who saw an opportunity to divide and conquer the woman vote, Ms. Romney opened a twitter account and responded to the “accusations”. And so, the Mommy Wars began.

In my rarely humble opinion, the fuss is simply U.S. election year politics as usual.

Yawn.

In the MORE IMPORTANT THINGS TO DO Department

I suggest instead of wasting time over this nonsense we, men and women who are paid and those who are not paid, get to work on issues of importance. Reality: working women are both outside the home and inside the home. The world needs more women with clout making critical decisions in all sectors. Why? Until there are more women leaders making important decisions that effect children, women and men everywhere, we continue to operate at significantly less horsepower and less human intelligence than what is available.

And with that, I am off to work — both as a mother and as a paid consultant.

 

Our Lack of Self-Confidence is the Elephant in The Room.

Wherever you look these days, it’s all about the empowerment of women and girls. The global movement supporting and encouraging women to take leadership roles, to excel in the traditionally male-dominated industries as well as the access girls have to becoming scientists and engineers, is creating incredible and extraordinary changes for women everywhere.

Yet, it does appear as if the world is holding its collective breath. It seems to watch and wait to see what happens next before declaring that yes, women have made it. Unfortunately, the issue of self-confidence or rather the lack of it, continues to be the elephant in the room for many of us.

Destructive repetitive paralysis

By buying into our own limiting beliefs (that we are not good enough, no one will listen to us, we are not worth it and other negative statements of the same type) we habitually and unintentionally stand in our own way to success. We get stuck in the cycle of destructive repetitive paralysis; the cycle that disempowers us in moving forward because we lack confidence in our abilities and in ourselves.

And many of us insist on going it alone. Rather than reaching out to other women and asking for help to dislodge the paralysis and support us, we tend to retreat and try to figure it out by ourselves. It’s such a painful and debilitating cycle, it’s no wonder we end up losing any shred of self-confidence we possess. I believe removing the elephant from the room is the answer, and to do so we must connect with other women: encouraging each other whilst encouraging ourselves, as well as promoting and advocating positive female role models.

Female conversations and connections are captivating and unique to women. Our discussions are full of profound passion and inspiration; we identify with each other’s experiences; we sense a familiarity in stories that are shared; we celebrate the resilience and strength we see in each other. We have the power to nurture and motivate one another to become brilliant. In this type of environment, where we are supported and supporting each other, our self-confidence is unshakeable.

The elephant leaves the room.

 

 

Ladies: Retract the Claws – Viriginia Rommetty is One of Us

The Women’s Playbook

I have a bone to pick with women who publicly criticize Virginia Rommetty about her stance, or lack thereof, in relation to Augusta’s refusal to invite her, or any woman, into the exclusive Old Boys’ (golf) Club. This is not the first time, nor will it be the last, that women, or other non-in-power group members, pile on one of their own when she does not stand up in accordance with the preferences of a particular micro-group, be it feminists, or anti-abortionists, or, or, or. Maybe it’s just the nature of such groups to want those at the top to support all the “right” issues in the right way, aka the ones that are important to “me”. If so, I think we need to work harder to employ some new moves.

I agree, Augusta’s no woman policy and their refusal to change is infuriating and a throw back. In fact, it should be thrown away. Should men have access to all male clubs? Yes, absolutely. But this club is not about golf, but about powerful people and places where deals are brokered and where big names in business are made bigger or made to disappear. Augusta’s members include industry titans, the likes of Berkshire Hathaway’s Warren Buffet; CEOs of G.E., Rockwell International, Goldman Sachs, to name a few; as well as former U.S. Secretaries of Defense. This circle of men is critical to Ms. Rommetty and IBM’s success. If our woman Virginia is not mildly or wildly successful as CEO of IBM, no one will look back and say, “It is because they shut her out of the old boys’ club,” in all its various forms, including Augusta. It is however, an important truth that membership in the club will be a significant factor in the degree of success Virginia Rommetty achieves. There is no parallel Old, or even New Girls’ Group, where she can forge the kind of relationships and deals required. For now, big business is a boy’s game, and Virginia Rommetty is a lone woman in that game. Hopefully she will change it, but first she has to play and stay. So let’s be kind or at least not mean. Let’s support her, and if we can’t do that let us be quiet.

Better yet, we might instead consider taking a page from…

The Old Boys’ Playbook

Play 1:

SUPPORT EACH OTHER

If you can’t do that,

Lesson 2:

DO NOT PUBLICLY CRITICIZE EACH OTHER

Six Reasons Why You Should Support Virgina Rommetty

1. When one of us makes it we all make it.
2. Crticism is perceived as a success by those who employ a divide and conquer approach.
3. Criticizing other women is perceived as women not supporting each other, and it is true.
4. No single issue, for which you advocate, is more important than the whole – success for and by women in powerful places.
5. Eventually all the important issues will be addressed when there are more women in powerful places, so first things first. Let’s help more women rise to and stay in powerful roles.
6. We have no idea what Ms. Rommetty is thinking or how she is feeling. We don’t know what others are advising or pressuring her to do or not to do, and we have no idea what conversations are taking place behind closed doors.

In the end, I believe we can learn a lesson from the 2002 Hootie (yes, that is his name) Johnson episode. Hootie is the former head of the Augusta National Golf Club. In 2002 he responded to angry outcries from ardent feminists by stating that gender integration would not come “at the point of a bayonet.” I predict Augusta will change it’s no women policy based on gentle arm twisting from current titans of industry. So let’s either support Virginia Rommetty, or simply hold our collective tongues, until the end of the story is told.

The Siren Shoes and the Fairy Tale Sisters

Why do we love high heels?

They hurt our feet, put our back out, prevent running or walking rapidly. Looking sexy and having longer legs seems more important to us than being able to move fluidly and with grace. Many women wouldn’t dream of torturing themselves with high heels, while others cannot imagine a life in flats.

Magic
Shoes are connected with change and magic: Cinderella wore glass slippers to the ball where she met her Prince. Dancing in them would have been an excruciating experience. Her sisters were willing to cut their toes off to make the shoes fit. Were they really so keen on the Prince, or was it the shoes? Dorothy had only to click her ruby glass slippers to return from Oz to Kansas. Shoes themselves are often made by Leprechauns or Pixies or other magical creatures.

The custom tying of an old shoe to car bumpers of newlyweds dates back to a time when the bride threw shoes instead of a bouquet to the bridesmaids and her father gave her old shoes to the bridegroom to take into their new home. Freudian theory places shoes as a sexual symbol. Wearing expensive but impractical shoes can be a way of signalling wealth. If you arrive by limo or taxi you don’t have to worry about whether you can walk in your shoes.

It’s easy to start a conversation at a business women’s networking event around shoes. “I love your shoes” is a great ice-breaker. For some women wearing high heels simply complements the line of their suits. For others high heels are more about feminine bondage than bonding. Shoes are something a woman buys herself. They are not only objects of desire in their own right but can be symbols of success and self-expression. Few women wear high heels all the time – most vary the shoes and the heels to suit the occasion.

Shoes replace hats
Shoes seem to have taken over the role that hats once filled for Western women. Changing shoes can be a way of changing our mood. The deep pleasure of kicking off our shoes as we get in from work, or the anticipation we feel as we climb into our favorite dance shoes are transition points in our day. Shoes retain their magical power to signal a transformation.

The modern woman moves her own shoes from house to house – often creating special storage areas to accommodate them. The average woman owns around 30 pairs of shoes. We still like our sparkly shoes. We know the time will come when we have to click our heels together. And we know we aren’t in Kansas anymore.

Asking For Help

I have a confession to make. I’m not very good at asking for help. There are probably a lot of reasons for it, none of which are interesting enough to dissect here. There was a time, though, when I thought it didn’t matter… that in fact, asking for help was a sign of weakness. And, it meant obligation. Besides, there was always that, um, rejection factor.  You know the one.

Lately though, I am learning that the weakness does not lie in the asking.  More likely, it lies in the not asking.

So, if you are like me and want to get better at it, where might we start?  Well, here’s what I’ve been telling myself lately:

Before asking for help, know what you need help with

In my experience there is never a shortage of people willing to help. In fact, helping is, I think, something that comes quite naturally to most human beings. Having said that, people who are willing to help should not be mistaken for mind readers.  Some may be super intuitive and able to discern what is needed without much discussion. But, most people will need some guidance and direction. The less specific we are in explaining our needs, the greater the possibility they will not be met.

Note to self: Be more thoughtful. Know what you need. Learn to express it clearly.

When you know what you need help with, ask the right people

It is one thing to know what to ask for. It is entirely another to know who to ask. This requires us to understand and appreciate others and what they might be willing and/or able to help us with.

Note to self: Ask your favorite computer geek to help you understand more about the Internet. Do not ask him to help you fix your leaky faucet. No doubt, he has one of his own at his house.

Accept what is offered with grace

Sometimes the help that is needed is advice, or another perspective on something we have been struggling with. When what we really want is validation and what we need, and get, is something different, it’s tempting to rationalize it away. The thing is, people who offer another perspective on a particular situation, (even if it doesn’t fit with our view of the world), are giving us an opportunity to think and do something different to help ourselves. And that is an offering not to be discounted.

Note to self: Say “Thank you” not “Sorry I asked” no matter what someone might tell you. A risk was taken to offer it.  Gratitude trumps disgruntlement.

So, what do you think? What benefits have you experienced from simply asking for help? What gets in your way? What is the value to you of getting better at asking for help?

Shake or Stir! The 3Plus Mini-Mentoring Cocktail

Take the following ingredients:

1 super bossy facilitator

8 highly experienced and accessible mentors willing to support other women

40 more open-minded women looking for answers and some fun

Mix together in a room, add a glass of wine (any), a few chips, some great questions and even better answers.

Shake or stir – and voilà you have a 3Plus Mini-Mentoring Event!

Over 50 women gathered in the Renaissance Hotel in the centre of the Brussels EU area last week for the first European 3Plus Mini-Mentoring Event. The diversity of nationalities was incredible, with women hailing from all over Europe and beyond: Bulgaria, Slovenia, Denmark, Netherlands, UK, Croatia to name but a few and beyond, US and Russia. There were even some women from Belgium! The result was an energizing evening with lively discussion and more than a few giggles.

The participants represented all levels in both the public and private sectors, demographics ranging from entry level to seasoned corporate professionals to entrepreneurs. Some were networking debutantes, others were polished and experienced at working the room.

The 3Plus Mini-Mentoring event, coming hard on the heels of its sucessful New York counterpart, was a pilot to establish if there was a place for women to get together to talk about the challenges they encountered in the workplace in Europe.

The feedback was a resounding YES!

Topics covered included advice on how to move from the Public to Private Sector, how to know if you are too comfortable in a job, how to find a mentor, how to cope with working in an all-male environment, and many more. Here are some of the comments:

“…They were all so pleasant, open-minded and accessible, all of them very eloquent and full of good advice. This morning we were still wondering how this will affect our lives and in what unexpected directions it might take us…”

“Great event! Perfect occasion to meet and exchange with the panel, but particularly in the small groups! Looking forward to a next one.”

“Fantastic event – I wanted it to go on for hours longer!”

The main take-away messages were:

• Always step up and ask!
• Don’t be afraid of moving out of your comfort zone.
• Create networks with both women and men, online and actually.
• Look for a mentor.
• Support other women.

Feedback

The most consistent feedback was a request for more time and this will definitely be factored-in in future. We weren’t sure how late busy working women could stay.

A couple of participants asked for specific introductions from the mentors, but with 8 mentors a decision had been made that this would take at least 25 minutes and would take too much time from the schedule. Detailed bios were available in the printed program and also in all the publicity prior to the event. Others suggested participants introduce themselves, but with 40 women present that also was not be possible.

One strategic networking tip I often share before any event, not just this one, is to research the list of attendees via LinkedIn (found on the Event Brite registration page) and to arrange to meet on the night. This is especially effective for introverts and a tactic I use before all the events I attend.

Another suggestion was to have a male mentor on the panel and that is definitely something worth thinking about for a future event.

Megan Browne won the Personal Branding prize including make-over and professional photo. The results of her new image will be published shortly.

So many thanks to all our mentors: Isabella Lenarduzzi, Els Blaton, Gay Charles, Ilse Haest,  Danielle Moens, Staci Plopan, Mireille Punt and Valérie Tanghe. Thanks also to Ralitza Soultanova and Aleksandra Delvaux for the image production and Evelina Srna and Anna-Rita Mastroserio for support on the welcome desk. And a big thank you to all the women who participated!

The next 3Plus Mini-Mentoring Event will be in Boston in September. For Brussels – watch this space!

Meet our Brussels Mentors

Meet the inspiring group of women who led the 3Plus Mini-Mentoring Event in Brussels on Thursday! They did a wonderful job and the feedback has been brilliant! THANK YOU! I am waiting for some more photos and will give you the whole story! I was honored to be the facilitator!

Overview:

• 200+ years combined experience
• 20+ different functions
• Every type of organisation from SMEs, public sector, private sector, international conglomerates, B2B, B2C, start-ups and as entrepreneurs
• Every type of personal relationship: married, divorced, widowed, single, with and without children
• Joined by a single common thread – a willingness to support other women in the pursuit of their goals

 

Isabella Lenarduzzi, Founder and Managing Director of JUMP: Isabella has 25 years experience as a social entrepreneur and expert in communication, event and conference organization. Her areas of interest include the empowerment of women, education, training, entrepreneurship, innovation and European integration (EU advocacy). Isabella established the European student fairs and is editor of 2 monthly magazines “Univers-Cité” and “Kampus” aimed at young readers aged 15-25. She has distributed the Student Welcome Pack to more than 1 million students across Europe. The annual JUMP Forum is becoming an international flagship conference promoting the advancement of women in the workplace.

Valérie Tanghe, Head of Sales Operational Support Belgacom: Valérie studied engineering at the University of Leuven where she graduated in 1995 specializing in telecommunication. She has worked in a range of positions in different companies gaining valuable technical experience, as well as business and management exposure. In her current role she leads a team of 50 offering a variety of specialized services to the Sales Forces. Valerie has also headed the “Woman and Engineering” think thank for several years, resulting in the launch of large projects (‘De Wereld aan je voeten’) designed to encourage young people, especially women, to choose science and engineering degrees.
Els Blaton, CIO AXA: 3 times nominee for CIO of the year, Els has a Master’s Degree in Physics from the University of Antwerp. Her early career was as a teacher and consultant, before entering the Financial Services Sector. Joining AXA in 2001, she maximized her complementary competences gained in IT, organization and banking, rising to the position of CIO of AXA Belgium and member of the executive committee in 2007. Here she tackles the challenge to make a fundamental transformation of the AXA IT environment and to direct the evolution of IT talent to prepare for the future.

Gay Charles, Head of Diversity Equal Talent Practice Odgers & Berndtson: With over 30 years in Executive Search, successfully leading and delivering top level management and Board searches, Gay has an in-depth company and functional knowledge across every industry sector, working on numerous cross-border, high-level searches for large international organizations in both the private and public sectors. She also specializes in Equal Talent with a strong network of top women executives. Gay is multilingual and has a BA degree in European Administration and an MA in European Humanities.

Ilse Haest, BNP Paribas Fortis Finance Transformation Manager: Ilse assumed her current role after 8 years of audit and M&A experiences at PricewaterhouseCoopers. Ilse has a Masters in Applied Economics at Antwerp University and a Masters in European & International Accounting & Auditing from University of Ghent & Göteborg (Sweden). She is also the first President to a newly-created network within BNP Paribas Fortis, called MixCity Belgium. This network is open to all, women and men, employees and managers, working within BNP Paribas Fortis, and has a clear goal: enhancing women’s visibility, and improving gender diversity at all levels in the Bank.

Staci Plopan, Global Account Manager Altera: With a degree in Electrical Engineering from Michigan University, Staci re-located to Paris 18 months ago to assume a global account management role. She has 10 years experience in the semi- conductors industry in the U.S and Europe and, very often, has found herself the only woman in the room on both sides of the Atlantic. Already an experienced mentor herself, she brings a valuable Gen Y reverse-mentoring perspective to the event.

Danielle Moens, Partner Femco: Danielle began her business career in a highly masculine and tech sales and marketing environment at Nashuatec, before certifying as a professional Coach at The School for Coaching and Leadership. In 2005 she decided to concentrate on coaching women and men in management, to empower them to build successful and balanced careers. She developed the training program, “Effective Leadership for Women” (followed by more than 450 women in Belgium in an in-company and open format). She is highly conscious of intercultural differences and the benefits of cross-cultural coaching. Danielle is passionate about Balanced Leadership and personal development.

Mireille Punt, Chief Corporate Controller Alcopa: Mireille has a long career in the B2B automotive sector in different roles but for the last 5 years has been a Finance Director covering different geographic areas: EMEA, Asia Pacific and Emerging markets. She has occupied her current position for 18 months after a long career at Cummins, a US multi-national. Her main responsibilities were in the area of business partnering, including strategy, business planning and analysis, budgeting & forecasting, reporting, analysis, etc., as well as the coaching and the development of staff. Mireille has never encountered any difficulties as a woman in a male-dominated environment.

 

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