3 Plus International https://3plusinternational.com/ Programs for high potential women and companies which believe in gender balance Tue, 31 Jan 2023 17:16:56 +0000 en-GB hourly 1 https://wordpress.org/?v=6.1.1 https://3plusinternational.com/wp-content/uploads/2018/09/favicon.png 3 Plus International https://3plusinternational.com/ 32 32 110168151 How to manage a small team inclusively https://3plusinternational.com/2023/01/how-to-manage-a-small-team-inclusively/ https://3plusinternational.com/2023/01/how-to-manage-a-small-team-inclusively/#respond Tue, 31 Jan 2023 09:19:20 +0000 https://3plusinternational.com/?p=52195 Learn to manage a small team inclusively. D & I are not the preserve of large conglomerates and can be challenging in smaller environments. Read on if you run a small business or team.

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Tips to manage a small team inclusively


I often hear comments that diversity and inclusion initiatives are not necessary for managers of small teams, and even less so for small business owners. They may  even claim to be “families.”  But remember not all families are caring and nurturing. They can be highly dysfunctional and cause immense pain and damage.

 In small teams and businesses and flatter organisations, the chain of command can be less rigid, and the power dynamics can be influenced by personal relationships and informal networks. This is especially true if some of the employees are long-serving and have a strong loyalty to the” “boss. ”

But no matter how small your business or team is, being inclusive is still vital.

Debunking some myths

First off let’s debunk some of those myths around inclusion:

  • Diversity and inclusion initiatives are for large organisations – WRONG. The quote that “Diversity is a fact, and inclusion is an act” – applies to every size organsiation. Managers have to be intentional. It doesn’t require reams of jargon for someone to manage a small team inclusively. It is essentially down to YOU the manager or even more so, the OWNER of a small company to make a difference. It’s about daily habits.
  • Diverse and gender-balanced organsiations are automatically inclusive: WRONG. It is highly possible for a diverse organisation or team to be uninclusive, even within groups that were previously underrepresented. Bias and hidden commitments exist in all of us.
  • Small organisations are automatically inclusive  – WRONG in small organisations, sometimes the power dynamic can be enhanced and is part of the way things are run by the “boss.” Employees are intimidated and even more reluctant to speak up than if they worked in a large organsiation, because they are afraid of “causing trouble.”


manage a small team inclusively


7 tips to manage a small team inclusively

1. Recognise your privilege

  • Take the time to learn about the experiences and struggles of marginalised groups, and try to understand their perspectives. Do you have anyone in your organisation with such backgrounds? This can be around ethnicity, sexual orientation, religious or political beliefs, or socio-economic background. Sometimes these differences are not obvious.
  • This can involve reading books, articles, and blogs written by members of these groups, listening to podcasts, and attending events or workshops.
  • Continuously educate yourself and others about inclusivity and actively work to promote the concept within your team and organization.
  • Encourage diverse perspectives and actively seek out input from anyone who may belong to an under-represented groups.


2. Check your own biases

All of us have biases and prejudices, whether we realize it or not. They cannot be eliminated, only managed.

  • Make an effort to identify and challenge your own biases.
  • Take the Harvard Implicit bias test.
  • Unsure? Ask for feedback from trusted friends and colleagues.
  • Learn your own blind spots and pay attention to them.

3. Listen and amplify

  • Become familiar with the differences and preferences on your team around key issues such as communication and management style. Which situations make them most comfortable? Do you notice any differences between each team member? Can you accommodate them all, or do you have to find a compromise which also includes your own preferences and priorities?
  • Amplify the voices of colleagues or employees who tend to be overlooked in any discussions. Maybe they have a different personality or come from a different group.
  • Invite them to speak first if they wish to, especially in remote teams. Give them a platform to speak.
  • Recognise and validate their contributions and ideas.
  • Provide training and reading materials so your team can gain better insights into the experinces of others.
  • Share the content of under-represented connections on social media or sponsor an unrepresented group or cause.

How to step-up, speak up and self-advocate – 3 Plus International

4. Be an advocate

  • Use your privilege to advocate for any marginalised individuals on your team or in your company.
  • Sponsor them for stretch or high visibility assignments, network introductions, pay increases, or promotions.
  • Question established patterns such as manels, and panels composed of a dominant group.
  • Look out for pockets of resistance within your team. Find out what is behind that and establish what you can do about it. Frequently this is based in fear that any changes will hurt them, leaving them behind. Make sure they are aware of the benefits of inclusive organsiations. D & I are not pie – that is the more of the pie allocated to another group, the smaller their share becomes. Everyone benefits.

5. Practise inclusivity

  • Be mindful of cultural and other differences on your team. Some are visible, but many aren’t as you can see from the infographic above.
  • Actively seek out and value diverse perspectives.
  • Make an effort to create inclusive spaces which welcome people of all backgrounds, so that they feel psychologically safe. Psychological insecurity can happen, even on teams of two and three where the power of the boss can be more subtle.
  • Use inclusive language, be mindful of vocabulary and terminology, and avoid using language that may be exclusionary, especially jokes.
  • Consider accommodations for team members with disabilities or special needs.
  • Provide opportunities for professional development and advancement for all team members.
  • Recognize and celebrate diversity publicly.

6. Be an upstander

  • Proactively call out situations that make people from marginalised groups feel uncomfortable or unsafe. This could involve having those difficult conversations, which as the manager of a team, or the owner of a small company can be more challenging. You may be wary of causing problems between colleagues.
  • Understand that silence makes you complicit. See something. Say something. Do something
  • Create a safe and respectful work environment by setting clear expectations for behaviour and addressing any incidents of discrimination or harassment promptly. One of the best ways to do this is to establish a team charter where you agree among yourselves your team’s red lines, and how you are going to deal with any breaches collectively.


7. Check your systems

Even small companies have systems, even those which are very informal and embedded in “this is the way we do things here.”

  • Check your hiring systems. Do you hire from network referrals which tend to favour white men? How broad are they? Does that mean you hire from the same social group or educational background or university?
  • How do you develop your business?  Play a quick round of golf and finish off at the 19th hole?  Swing by a favourite bar on the way home?  How does this suit your team?
  • Give all team members actionable feedback in an appropriate setting, where they can confirm their understanding of a situation. This does not include having a “quick word” at the coffee machine.
  • How do you promote people or allocate tasks?
  • Make sure “office housework” is shared equally between all team members;
  • Are your meetings inclusive –  arranged at times which are suitable for all? Do you factor in remote workers.
  • Do you offer accommodations for workers with disabiliies whether physical or neurodiverse?

Overlap with Allyship

There are many areas of running a small team or business inclusively that overlap with being a good ally. As the manager, you have additional authority and responsibility to make things happen. This is heightened even further as an owner, when you are accountable for outcomes.

To manage a small team inclusively you need greater awareness of every day situations that make a person feel “less than.” This can be feeling psychologically insecure, unwelcome or excluded at any level. Sometimes these behaviours, especially in a smaller group where everyone is familiar with each other, are disguised as jokes, banter and ” just the way things are here.”

But diversity, equity and inclusion are not the preserve of large conglomerates. The “I” in inclusion is “YOU,”  whatever the size of your team or organisation.


Needs support creating bias free communications? Contact 3Plus NOW




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Jacinda Ardern highlights women and burnout https://3plusinternational.com/2023/01/jacinda-ardern-highlights-women-and-burnout/ https://3plusinternational.com/2023/01/jacinda-ardern-highlights-women-and-burnout/#respond Thu, 26 Jan 2023 05:40:26 +0000 https://3plusinternational.com/?p=52163 Following Jacinda Arden's emotional resignation speech last week, she is shining a light on a global trend around women and burnout.

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Highlight Women and Burnout


Following Jacinda Arden’s resignation, she is shining a light on a global trend around women and burnout


Jacinda Arden’s emotional resignation speech last week hit a chord with many women across the world. In telling us all that she didn’t have “enough in the tank” to do her job properly, she was sending a clear message that she had reached her limit.

Jacinda Arden has done women many favours over the years. Not just in her role as an inspirational leader but in the way she has demonstrated that taking care of herself and her nearest and dearest is a great priority and should not diminish her achievements. She has shown that handing over a responsible position to someone else is infinitely preferable to carrying on until she crashes and burns. Now she is shining a light on a global trend around women and burnout

She is also teaching us to let go of the idea that rest is a reward which can be deferred until we deserve it, not something vital we should do to survive.


Resilience in many circles can be seen as a badge of honour.  Like any other quality, resilience has a role to reach optimum performance, overcoming challenges or dealing with crisis situations. After which it can have downsides which can have serious consequences for the individual themselves and the people around them.

I currently talk to at least one woman a week who says that she has “had enough”  and they are on the verge of burnout. These are not isolated incidents, but part of a wider trend where women everywhere, are now openly saying the system is not working for them. Articles have been written about women and burnout when they leave professions such as H.R. which is heavily female-dominated.

Consulting companies carry out surveys and share that retention of female executives is at risk because they are not just carrying their own workload but the additional responsibilities of looking after their teams.

Workplace crisis in the wings

There are many factors that contribute to women and burnout which will result in a crisis for many companies.

 1. Workplace discrimination

The gender pay gap sits at 13% in the E.U. but goes up to 30% in some sectors. The glass ceiling in terms of pay and promotion opportunities is very real with very few women occupying senior positions, especially in Fortune 500 companies. The figure is better for SMEs where women make up 24% of CEOs and MDs

2. Sexism and harassment.

Women suffer from biases in every part of their daily lives which includes the workplace. Driven by outdated stereotypes around gender expectations and gender hierarchy, they experience microaggressions that demean and diminish them and serves to keep them in their place.

Research from JUMP reports the following experiences from women.

  • Sexist jokes (83%),
  • Inappropriate remarks (71%),
  • Insults (24%),
  • Whistling (9%)
  • Physical attacks (9%).

How to deal with sexism and harassment in the workplace – 3 Plus International

 3.  Lack of recognition and actionable feedback

Research from Textio suggests that women receive 22% more feedback about their personalities than men. A man might be described as bold, but a woman as pushy. Women are hysterical, but men are passionate. Men are also likely to be given more actionable feedback which they can integrate into a practical career plan.

This eventually impacts promotion prospects, career progression, and ultimately salary. Language matters.


women and burnout

4. Invisible office work

Women take on more non-promotable tasks such as E.R.G. activities, planning social events, and mentoring junior employees than their male colleagues.

5. Sexism at home

Women often take on more than their fair share of responsibilities at home than their male counterparts. During the global pandemic, we saw the unequal distribution of childcare and domestic responsibilities with women assuming 29% more of the workload than men. This is something that they need to look at with their partners including managing the mental load of running a family and household (birthdays, play dates, dentist appointents and so on).

6.  Harassment in the Workplace

Specifcally her workplace and that is the political arena. A new study has shown that 9 out of 10 hateful articles have targeted Jacinda Ardern.
An online hate tracker found Prime Minister Jacinda Ardern was the target of 93 percent of toxic posts against seven high profile politicians and officials, with a total of 5438 abusive messages.

University of Auckland researchers analysed the internet for posts mentioning Ardern. Senior lecturer in politics and international relations, Chris Wilson, said Ardern was  “overwhelmingly the target both of all posts, and of those deemed hateful or toxic.

Research conducted by Amnesty International revealed that women in politics are 27 times more likely to face abuse online than their male counterparts which discourages women from participating in the political system leaving women underrepresented.

Stereotyped expectations

Women are expected to submerge themselves and subjugate their own needs to take care of others both in the workplace and at home. Whole economies across the globe function on the basis of women providing unpaid, underpaid, and undervalued work. What is striking is their willingness to do all of that with only minimal complaint until they have had enough.

When women occupy public roles they recieve unprecedented abuse and hate attacks.

We are told to put our hands up. But if we do, the feedback is “ no… not like that, that’s too pushy.”

if we take time out for self-care we are denigrated for trying to “have it all” whatever that even means.

We have to improve women’s experience of the workplace and stop calling sexism, sexual harassment and bullying “non-inclusive” behaviours. They are workplace traumas.

And we shouldn’t have to wait until we are in crisis to give ourselves a priority. Jacinda Ardern has done women a favour in speaking up.

Self-care is not selfish.


Invest in yourself. Our Career Coaching can help you achieve your potential.

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Swing by for our online open-door coaching session https://3plusinternational.com/2023/01/swing-by-for-our-online-open-door-coaching-session/ https://3plusinternational.com/2023/01/swing-by-for-our-online-open-door-coaching-session/#respond Tue, 24 Jan 2023 05:12:11 +0000 https://3plusinternational.com/?p=52044 As a way of saying thank you for all the ongoing support from our newsletter subscribers, 3Plus Founder Dorothy Dalton will be offering an online swing-by, open-door, coaching session.

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Join us for an open-door coaching session with Dorothy Dalton

As a way of saying thank you for all the ongoing support from our newsletter subscribers, 3Plus Founder Dorothy Dalton will be offering an online swing-by, open-door, coaching session.

on Monday 30th January 2023 at 17:00 – 17:45 CET

This month she will be looking at the topic of  “Executive Presence” and how the concept sits in today’s post-covid workplace.

Are the old definitions still fit for purpose? Which bits are still relevant and which should be archived?


open-door coaching session


Definition of Executive Presence

Executive presence has always traditionally been referred to as the ability to project confidence, authority, and poise in a professional setting. It covers a variety of characteristics, including communication skills, leadership capabilities, and personal appearance.

It is the ability to command attention, inspire confidence and create a positive impression.

EP also includes being able to communicate clearly and effectively, having the ability to connect with others, and being able to project a sense of authority, authenticity and integrity.

But how relevant is that definition today in our fast-changing world?

 Bias in Executive Presence

In full transparency, we are seeing a shift in attitude to the old-school definition which in today’s workplace may seem outdated and filled with bias. These biases include:

  1. Confidence and Charisma bias – favours extroverts over introverts
  2. Gender bias: Research has shown that women are often held to different standards than men when it comes to executive presence.
  3. Racial bias: People of colour may face additional challenges in the way their executive presence is judged down to unconscious bias and stereotypes.
  4. Ageism: older people may be seen as out of touch, less adaptable, slower, or less physically able. Younger people may be considered to be lacking experience and gravitas.
  5. Appearance bias: People may be judged based on their physical appearance or the norms which are acceptable to the dominant group in an organisation.
  6. Physical ability: discriminates against anyone with a physical difference or disability.
  7. Nonverbal communication bias: Some people may be judged based on their nonverbal communication, such as their posture and facial expressions.
  8. Voice and accent bias: people receive some accents better than others.

So how can you navigate all the changes going on today and which pieces should you focus on? What do you do when so many of our meetings are now online?

Whether you come for 10 minutes or for all of it, join us on Monday 30th January 17:00 – 17:45 CET in this open-door coaching session.

Get the link by signing up for our newsletter here 


Watch out for our newsletter for the Zoom invitation link


Note this will not be the right forum for any confidential issues, you can always get in touch privately.


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Develop self-awareness to build new habits https://3plusinternational.com/2023/01/develop-self-awareness-to-build-new-habits/ https://3plusinternational.com/2023/01/develop-self-awareness-to-build-new-habits/#respond Thu, 19 Jan 2023 05:10:18 +0000 https://3plusinternational.com/?p=52059 Developing self-awareness can be a lifelong journey, but there are several practices that can help including using the SPACE model.

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Develop self-awareness

Developing self-awareness can be a lifelong journey, but there are several practices that can help, including using the SPACE model


It’s mid-January and most people are mainly back to normal by now. Two weeks ago they were filled with resolutions that they have probably already broken. I went a whole 9 days before I caved in.

Many are setting themselves challenges: dry January, Veganuary, giving up carbs, coffee, sugar, Netflix, and so on.

But if I was going to pick on one behaviour to take up than giving up I would suggest self-awareness. Self-awareness is the ability to recognize and understand one’s own thoughts, feelings, and behaviours. Developing self-awareness can be a lifelong journey, but there are several practices that can help.

Becoming aware of our triggers for negative thinking and self-sabotage is the first step to reframing those thoughts.


Develop self-awareness


“We are what we think, all that we are arises with our thoughts, with our thoughts we make the world.”




This is a really cool cognitive behaviour coaching tool.The SPACE MODEL






Get into a habit of recording your responses and reframing them. It may be hard at first but with practice it will become easier.


develop self-awareness


5 other ways to develop self-awareness

You can achieve this by:

  1. Meditation: This practice involves focusing on the present moment and being aware of your thoughts, feelings, and bodily sensations without judgment. Mindfulness can help you become more aware of your thoughts, emotions, and behaviour. There are a number of excellent apps which can help you with this. During COVID I used Calm which is a very affordable tool.
  2. Journaling: Writing about your thoughts and feelings can help you better understand them and how they affect your actions. Reflect on your day and what you did, felt and thought, and how it affected you. The SPACE model would fit in here
  3. Self-reflection: Take time to reflect on your actions, decisions, and feelings. Think about what you did well, what you could have done better, and what you learned from the experience. This can help you understand your strengths and weaknesses and identify areas where you can improve.
  4. Seek feedback: Ask people around you what they see or observe in you that you might not be aware of, or what they think your blind spots are. They might have a better understanding of you than you have of yourself.
  5. Coaching or counseling: Sometimes it can be helpful to work with a coach or counselor to help you understand any deeper thoughts, feelings, and behaviours which may be holding you back.

Be patient

It’s important to remember that self-awareness takes time and practice and that it’s also normal for initial progress to be slow.  Experts vary, but it takes between 20-30 days to build a new habit. When you have achieved this make sure you reward yourself with whatever makes you feel great. This could be a walk, an outing with friends, reading a book, or taking some exercise. Self-care doesn’t have to be solitary.

However, as you continue to practice these techniques and develop self-awareness to build new habits, you will start to master your emotions so that you have greater control of the things that matter to reduce any feelings of helplessness. Control will make you feel more empowered and confident.

Don’t wait! Start today!


Self-awareness is a crucial skill for career success. Download: Learn How to Identify your Transferable Skills.

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ChatGPT talks about itself https://3plusinternational.com/2023/01/chatgpt-talks-about-itself/ Tue, 17 Jan 2023 05:24:27 +0000 https://3plusinternational.com/?p=52076 ChatGPT is a powerful language model developed by OpenAI that has several benefits but not without some disadvantages

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ChatGPT is a powerful language model but not without some disadvantages



I have been playing around with ChatGPT for a few weeks. Here is what ChatGPT says about itself:

Advantages of ChatGPT

ChatGPT is a powerful language model developed by OpenAI that has several benefits:

1. Natural Language Understanding (NLU): ChatGPT is trained on a large dataset of human language, which allows it to understand and respond to natural language input in a human-like way. This makes it an excellent tool for natural languages processing tasks such as text generation, language translation, and text summarization.

2. Versatility: ChatGPT can be used for a wide range of applications, from chatbots and virtual assistants to content generation and language modeling.

3. Speed and Efficiency: ChatGPT can quickly and accurately process large amounts of text, making it an ideal tool for automating repetitive or time-consuming tasks.


4. Cost-effective: ChatGPT can be integrated into various applications, and it can significantly reduce the cost of human-powered tasks, such as customer service or content creation.

5. Continual learning: ChatGPT is a pre-trained model that can be fine-tuned to a specific task or industry, which allows it to continually learn and improve over time.

6. Easy to use: ChatGPT is available through an API, which makes it easy to integrate into existing systems and applications, without requiring extensive technical expertise.

While ChatGPT is a powerful language model, it also has some disadvantages:

1. Lack of context awareness: ChatGPT is a statistical model that generates text based on patterns in the data it was trained on, it may not always be able to fully understand the context and nuances of a given conversation or text.

2. Bias in the training data: As with any machine learning model, ChatGPT may be influenced by the biases present in the data it was trained on. This could lead to biased or discriminatory language in its generated text.

3. Limited understanding of world knowledge: ChatGPT is trained on a large dataset of text, but it does not have the same level of understanding and knowledge of the world as a human. This could limit its ability to answer certain types of questions or understand certain concepts.



4. Require fine-tuning: ChatGPT is a pre-trained model, so it may require fine-tuning on a specific task or industry before it can perform well. This can be time-consuming and requires some technical expertise.

5. High computational cost: Generating text with ChatGPT requires a significant amount of computational resources and can be costly, especially when you need to generate large volumes of text.

6. High energy consumption: The computational cost can also translate into high energy consumption, which could be a concern for some users.


All this text is AI-generated text from the platform itself. I didn’t write any of it. The only thing we did was put the topic headers in bold to make the post easier to read.


My input

This is ME writing this!

Although I haven’t used it much I have been impressed with the results so far. I have found it helpful for building a framework around specific topics, especially those I already have a deep understanding of because I know immediately if any information is not factually correct, rather than subjects I know nothing about. I anticipate difficulties if multiple people key in the same prompts, especially without declaring it’s AI-generated,  because then the internet will be awash with identical text. You are supposed to cite the platform when you use it in the way that I just did.

I can see huge potential in translation options but haven’t ventured there yet.

Currently, the platform is waitlisting, but I would encourage you to sign up and see for yourself when it opens up. The word is that Microsoft has put in a bid to buy it which will probably make it a fee-paying service.  And we saw what Microsoft did to LinkedIn. Would I pay for such a service? It would depend on the price.

Textio is running checks on any biases implicit in their results and I have signed up for the report. When I get it I will be sure to share it.


Be S.U.R.E about unconscious bias

When discussing unconscious bias normalise it, we all have biases. Here are the steps on how to be S.U.R.E about unconscious bias





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Will Gen Z women be the first to “have it all”? https://3plusinternational.com/2023/01/will-gen-z-women-be-the-first-to-have-it-all/ Thu, 12 Jan 2023 05:17:47 +0000 https://3plusinternational.com/?p=51985 It's a commonly held belief that women can't "have it all" But for the first time, it looks like this might be changing for Gen Z women

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Gen Z women  – The first to have it all?

It’s a commonly held belief that women can’t “have it all” But for the first time, it looks like this might be changing for Gen Z women


It’s a commonly held belief that women can’t “have it all” – that is, a successful career, a fulfilling personal life, and a healthy work-life balance. But for the first time, it looks like this might be changing for Gen Z women, thanks to the rise of hybrid work and the changing roles of men in the home.

Hybrid work, or the combination of in-office and remote work, is becoming increasingly popular as organisations adapt to the COVID-19 pandemic. This shift towards hybrid work allows for greater flexibility in the workplace, giving employees the ability to choose when and where they work. For Gen Z women, this can be particularly beneficial.

Young women today are often faced with the challenge of balancing their professional goals with the demands of personal and family responsibilities. Hybrid work gives them the opportunity to structure their work in a way that works best for them, whether that means working from home to care for children or working remotely to avoid long commutes. By providing this flexibility, employers can help Gen Z women achieve a better work-life balance and be more successful in their careers.

Worth a read: Sharing the load and keeping the peace – 3 Plus International


Gen Z women the first to "have it all"

Changing expectations of men

But it’s not just hybrid work that is helping Gen Z women “have it all.” Men are also starting to step up and take responsibility for their share in emotional labour, the often invisible and unpaid work that goes into maintaining a household and caring for others. This includes a wish to be actively involved in childcare and household management.The State of the World’s Fathers Report suggests that 85% of new dads want to spend more time at home with their new borns.

This generation are also assuming their domestic responsibilities such as grocery shopping, meal planning, organising schedules, as well as providing emotional support and care in a way that previous gnerations didn’t. Historically, emotional labour has fallen disproportionately on women, with many women feeling the burden of being responsible for the emotional needs of their families and communities.

But more and more men are beginning to recognise the importance of sharing in these tasks and supporting their partners in their careers. By taking on more domestic responsibilities and providing emotional support, men can free up time and energy for Gen Z women to focus on their own goals and ambitions.

Building on other generations

Men didn’t suddenly start to do the chores. Gen X and Millennial parents lead the way to some degree. Emotional labour is no longer dismissed in households, and domestic chores are more likely to be shared than at any other point in history. These parents changed the way homes were structured in order for gender equality come through.

The impact of Millennial dads taking on a more active role in parenting and household responsibilities can be positive for families and society. By challenging traditional gender roles and expectations, Millennial dads can help create more equal and fulfilling relationships within families and contribute to a more inclusive and supportive society.

The benefits of men stepping up in this way are significant. Studies have shown that when men take on a more equal share of domestic tasks and emotional labour, women are more likely to succeed in their careers and feel more satisfied with their relationships. This can be especially important for Gen Z women, who may be trying to navigate the challenges of the workplace and establish themselves in their careers.

Worth  a listen: Podcast – Share the load with Ian Dinwiddy and Dorothy Dalton

Greater progress needed

Of course, it’s important to recognise that the struggle for work-life balance and gender equality is far from over. Gen Z women still face a number of challenges, including a lack of representation in leadership positions, discrimination and bias, and a lack of access to mentors and sponsors. But the rise of hybrid work and men stepping up to share in emotional labour are important steps toward creating a more equitable and supportive workplace for women.


Gen Z women the first to "have it all"

So, is it finally possible for women to “have it all”? It’s difficult to say, as the concept of “having it all” is subjective and can mean different things to different people. But for Gen Z women, the combination of hybrid work and men stepping up to share in emotional labour may provide the opportunity to achieve a level of success and fulfillment that was previously out of reach.

As we continue to advocate for and support the advancement of women in the workplace, it’s important to recognise the role that hybrid work and men sharing in emotional labour can play in creating a more equitable and supportive environment for all. Gen Z women may be the first generation to truly “have it all,” and it’s up to all of us to do our part in making it a reality.


Contact us now to get support for the women in your workplace with one of our Coaching or Mentoring Programmes.


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Make commenting part of your engagement strategy https://3plusinternational.com/2023/01/make-commenting-part-of-your-engagement-strategy/ Tue, 10 Jan 2023 05:06:18 +0000 https://3plusinternational.com/?p=52020 Make commenting part of your engagement strategy. Commenting is helpful in a number of key ways so read on for why, what, and how.

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Comment as part of your engagement strategy


Make commenting part of your engagement strategy. Commenting is helpful in a number of key ways so read on for why, what, and how.


Many job seekers or anyone trying to develop a personal brand are reluctant to post their own content on LinkedIn. And although nothing bad can happen when you do, I get that it’s hard to take the first step, which is why I encourage baby steps.

Start by commenting on other people’s posts as part of your engagement strategy This is more than checking a “like” or other emoji. But any comment has to be meaningful. As a beginner start small. I saw one “expert “ suggest 20 comments a day. Most people in an actual job would struggle with that. It’s a big ask. You also don’t want to flood the platform as it would be quite difficult to make each comment top quality.

I am a big fan of the number 3. Three wise men, three little pigs, Goldilocks and the three bears, 3Plusand so on.

Three a day is a perfectly fine starting point to improve your engagement strategy.


engagement strategy

Why commenting is helpful

Commenting is helpful in a number of key ways to improve your engagement strategy.

  • Giving is always the first step in networking.  If you comment regularly on someone’s post and add value, they are more likely to engage with you when you start to post yourself.
  • Posting meaningful comments brings your name and profile to the attention of the post author and the other people who have also commented in the thread. Note this is unlikely with major names who have teams running their social media. So keep it real!
  • It’s a great opportunity to showcase your professional expertise and build your reputation as a specialist or trusted advisor.
  • You can also follow the author as an interim step.
  • You can leverage your interactions to connect with the author or other people in the thread using a personalised message option via LinkedIn. Be careful on mobile it doesn’t happen automatically you have to choose the option first.

 Creating a Networking Strategy – 3 Plus International

What makes a comment good

  • You can recognise the value of the content of the author
  • Quote a key element that stands out and explain why it resonates
  • Provide additional and relevant insights
  • Extend the discussion by asking a specific question
  • Tag someone else in your network who may find the content interesting
  • If your post sparks interest you can share the comment as a repost

How not to comment

Here are some key don’ts:

  • be disrespectful or negative
  • hijack the post for your own agenda by posting your own links. That is super tacky.
  • use profanity
  • leave a meaningless short comment “Thanks for the share”
  • feed the trolls – it is never worth it and you could slide into a rabbit hole filled with obnoxious comments or abuse
  • contest the facts of a post without backup data.

Commenting on LinkedIn is a time-effective and valuable way of raising your visibility which will serve you well as a part of a longer term.

What’s holding you back?


Download our free resource: Daily LinkedIn routine for today’s super busy women

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Why it’s important to develop a growth mindset https://3plusinternational.com/2023/01/why-its-important-to-develop-a-growth-mindset/ Thu, 05 Jan 2023 05:44:08 +0000 https://3plusinternational.com/?p=51975 One of the key components of successful goal setting and making change happen on any scale is to develop a growth mindset. When you develop a growth mindset, you believe you can acquire the knowledge and skills to help you succeed, and see every challenge as a chance to learn.

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One of the key components of successful goal setting and making change happen on any scale is to develop a growth mindset.  Someone with a growth mindset views intelligence, abilities, and talents as learnable skills which can be honed over time through effort. This approach is solution focused.  A person with a fixed mindset views those same characteristics as being unchangeable. It is a very problem-focused approach.

Here is an example.  A person with a growth mindset who has never had P & L responsibility during their career but aspires to be a CEO will devise a plan to acquire the necessary skills to make that happen. They may commit to doing a short finance course for non-financial people, shadow the company CFO, ask for a mentor from the finance function, or sit in on financial planning meetings. Someone with a fixed mindset will think that because they have never been exposed to numbers or involved in financial planning or budgeting, they will never be able to acquire the knowledge to succeed. They may even beleive they are too old to learn these skills that others have worked on since their university days. That is simply not true.


Mindset and achievement

Dr. Carol Dweck, studied human motivation and introduced the concept of growth and fixed mindsets in her book, Mindset: The New Psychology of Success. She suggests that ambiguous or challenging situations can be catastrophic for those with fixed mindsets because they believe that if they don’t already have the skills or intelligence to complete a task or achieve a goal, they can’t succeed or acquire the knowledge to get better if they only have the basic knowledge.

Dr. Dweck’s research noted that when students connected effort with results, they put in extra time and effort, leading to higher levels of achievement.

The characteristics of a growth mindset are:

  • You believe that achievements are down to effort, not just inherent talent
  • You’re willing to learn from your mistakes and find value in criticism
  • You believe that your intelligence and ability can be developed
  • You’re willing to ask questions and admit when you don’t know something
  • You seek out challenging tasks and take on risks

When you develop a growth mindset, you believe you can acquire the knowledge and skills to help you succeed, and see every challenge as a chance to learn.


Faced with challenges your career? Get in touch with 3Plus International for your Coaching Needs

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Can Cross-generational Mentorship Help Gen Z Leaders? https://3plusinternational.com/2023/01/can-cross-generational-mentorship-help-gen-z-leaders/ Tue, 03 Jan 2023 05:09:52 +0000 https://3plusinternational.com/?p=51900 Cross-generational mentorship can be a valuable tool for supporting the development of Gen Z female leaders. By offering guidance, support, and encouragement from a diverse range of perspectives

The post Can Cross-generational Mentorship Help Gen Z Leaders? appeared first on 3 Plus International.

Cross-generational Mentorship

Cross-generational mentorship can be a valuable tool for supporting the development of Gen Z female leaders. 


Gen Z women, also known as “digital natives,” are the first generation to grow up with widespread access to the internet and social media, and they bring a unique set of skills and perspectives to the workforce. However, as with any emerging generation, Gen Z women may face challenges and struggles as they navigate the complexities of the modern workplace. In this blog post, we will explore some of the specific challenges and struggles that Gen Z women may face in the workplace and discuss ways in which employers and colleagues can support and empower these emerging leaders.

Benefits of cross generational mentorship

One area where Gen Z women may struggle is in achieving equal pay and representation in leadership roles. According to a report by the World Economic Forum, women globally earn 77 cents for every dollar earned by men, and the gender pay gap is even wider for women of color. This pay gap can create barriers for women seeking to advance in their careers and can lead to feelings of frustration and discrimination. Similarly, women are underrepresented in leadership roles, with just 5% of Fortune 500 companies being led by women. This lack of representation can make it difficult for Gen Z women to find role models and mentors, creating a sense of isolation and lack of support.

cross-generational mentoring

Another area where Gen Z women may struggle is in balancing their professional and personal commitments. Many women, including those in Gen Z, face significant pressure to “have it all” and may struggle to balance the demands of work, family, and other personal commitments. This can lead to feelings of guilt, exhaustion, and burnout, and can make it difficult for Gen Z women to fully engage in their work and achieve their career goals. Sound familiar? That’s because it is. Gen Z women are still facing the same issues as Boomer, Gen X and Millenial women when they entered the workplace.

Is cross generational mentorship the answer?

Cross-generational mentorship, in which a more experienced mentor is paired with a less experienced mentee from a different generation, can be a valuable tool for supporting the development of Gen Z female leaders. By offering guidance and support from a diverse range of perspectives, cross-generational mentorship can help Gen Z women to navigate the complexities of leadership and achieve their career goals.

Mentoring – The Ultimate Guide – 3 Plus International

One of the key benefits of cross-generational mentorship for Gen Z female leaders is the opportunity to gain insights and guidance from mentors with a wide range of experiences and backgrounds. A mentor from a different generation can provide valuable perspectives on the challenges and opportunities faced by Gen Z women in leadership roles, as well as offer advice on how to effectively navigate these challenges. For example, a mentor from an older generation may be able to provide guidance on how to effectively communicate with and manage employees of different generations, while a mentor from a younger generation may be able to offer insights on how to leverage new technologies and social media to achieve professional success.

Cross-generational mentorship can also provide a sense of support and encouragement to Gen Z female leaders as they take on new leadership roles. Making the transition to a leadership position can be intimidating and having a mentor who can offer guidance and encouragement can be a valuable source of support. For example, a mentor can help a Gen Z leader set goals and develop a plan for achieving them, or provide feedback and guidance on how to effectively lead and manage a team.

More positive outcomes

In addition to the personal benefits of cross-generational mentorship, there are also a number of organizational benefits to be gained. For example, cross-generational mentorship can help to foster a sense of community and collaboration within the organization, as Gen Z women have the opportunity to learn from and work with mentors from different generations. Cross-generational mentorship can also help to improve retention, as Gen Z women who feel supported and valued are more likely to stay with the company.

Manscripts – why we need inclusive mentoring – 3 Plus International

According to a survey by the Center for Talent Innovation, 71% of women who participated in cross-generational mentorship programs reported an increase in their confidence, and 63% reported an increase in their career advancement opportunities. Additionally, the survey found that cross-generational mentorship programs were associated with increased retention of women, with 69% of women who participated in these programs reporting that they were more likely to stay with their organization.

In conclusion, cross-generational mentorship can be a valuable tool for supporting the development of Gen Z female leaders. By offering guidance, support, and encouragement from a diverse range of perspectives, cross-generational mentorship can help Gen Z women to gain the skills and confidence needed to succeed in leadership roles.

Check out our range of mentoring solutions to ensure women in your company succeed



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7 New Year Motivational Quotes https://3plusinternational.com/2022/12/7-new-year-motivational-quotes/ Thu, 29 Dec 2022 05:14:48 +0000 http://3plusinternational.com/?p=42239 7 New Year motivational quotes to inspire you in 2022 from 3Plus International

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Motivational Quotes for a New Year

Happy New Year 2023


From everyone at 3Plus, we wish you all good things for next year. Good health, happiness, and success in whatever is important to you.

It may be that both work and life have been challenging, and it may feel like life has stood still for some. A new year is a time for both reflection and planning toward your next step.

What path will you choose?

Will you decide to do something different and what will that be?

Remember every choice presents a chance to learn.


Thank you for all your support in 2022 and  we look forward to sharing our plans for 2023!!

Take a look at our Career Reflection Worksheets and make a plan


Here are some inspiring New Year motivational quotes to get you started.

1. Courage

“Every time we choose courage, we make everyone around us a little better and the world a little braver. And our world could stand to be a little kinder and braver.”

Brené Brown


motivational quotes

2. Kindness

“Carry out a random act of kindness, with no expectation of reward, safe in the knowledge that one day someone might do the same for you.”

Princess Diana

3. Self-care

“As you grow older, you will discover that you have two hands, one for helping yourself, the other for helping others.”

Maya Angelou

4. Resilience

“Rock bottom became the solid foundation in which I rebuilt my life.”

J.K. Rowling


motivational quotes

5. Imagine

“You must do the thing you think you cannot do”.

Eleanor Roosevelt

6. Overcome fear

“A lot of people are afraid to say what they want. That’s why they don’t get what they want.”

Madonna Louise Ciccone

7. Make a difference

“What you do makes a difference, and you have to decide what kind of difference you want to make.”

Jane Goodall


What will motivate you in the next decade?


If you need support to reach your goals get in touch!   



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