March 2019: Are You Part of the Team, or Leading the Pack? View this email in your browser
March 2019: Are You Part of the Team, or Leading the Pack?
Is Superwoman Syndrome Your Kryptonite?
March 8 was International Women’s Day. This year, I marked the occasion by speaking at an event about the “Superwoman Syndrome.” It’s defined as “the perception that one must be perfect in all things: perfect on the job, at home, in one’s body image, in one’s relationships, etc., and it is exacerbated by other social pressures.” There’s no doubt, it’s tough to be this type of Superwoman. Read my recent blog article to learn why it’s even harder for some people and the harm it can cause.
Ethics: Do They Come From the Top?
A while back, I shared this article on social media about everyday unethical work behaviour including “stealing office supplies, inflating business expenditures reports, and engaging in behaviours that raise conflicts of interest.” The authors point out that over time, these violations reduce trust and taken together, their effects can be quite harmful. In my role as an HR Consultant and Career Coach, I often talk about leadership – and how it’s important regardless of our official job titles. As individuals and as leaders who have responsibility for others, our behaviour is what sets the tone. 
Many people want to do right but may be unsure of what to say or do. It makes me think of the political situation in Ottawa right now. Ironically, building a more diverse and inclusive caucus means there are more opportunities for conflict and misunderstanding. After all, an all-male caucus of like-minded people avoids certain problems because there are few differing opinions. On the other hand, in a like-minded, uniform group, it’s easy to miss opportunities to come up with innovative solutions and approaches. Much depends on finding the right balance.
Don’t Sell Yourself Short; Sometimes Different is Better
Sometimes I work with people who hold advanced degrees in super-specific niches or who are foreign-trained professionals. In both cases, job applicants need to help employers understand how their credentials and experience are worthwhile and will add value within their organization. This is not a marketing exercise; these clients need to demonstrate clear and legitimate advantages to their potential employers. In this recent blog post, I show that I don’t just talk the talk, I walk the walk. Read When Different is Good. 
Leaders Wanted: No Experience Necessary
I usually work with professionals who are trying to squeeze maximum value out of their advanced degrees and experience. Often, lawyers, engineers, teachers, PhD holders, and others, are extremely good “individual contributors.” This means that they’re knowledgeable and effective in their domain. For talented professionals, there is usually a point in their careers where they realize that in order to make the next step, they need to become better leaders. This may because they plan to establish or grow their own practice, take on a more senior leadership role, or take on other bigger mandates or goals. In each of these circumstances, it’s helpful to get some precise feedback about one’s strengths and weaknesses, or as I call them, “blind spots.” In many organizations, the performance feedback mechanism just isn’t enough to get this kind of information. Our managers/superiors are too busy. Plus, most people are uncomfortable giving honest feedback. Equally important, they don’t always know how to help us improve. This is also a problem for business owners and others who don’t have a boss, supervisor, or Board of Directors on site who sees them on the job and can provide feedback. Then, add the complications of most modern workplaces: #MeToo, diversity, inclusion, and rapid changes due to automation and other pressures. It’s for these reasons that I am working with more and more leaders and aspiring leaders. As a Career Psychologist, I have access to powerful assessments that can give you objective information about your strengths and weaknesses. This will give you precise feedback about how to get the most out of your strengths – and better awareness of what could derail you if you can’t work around your weaknesses. This is one area where my approach is definitely “More than career coaching, it’s career psychology®.” If this sounds like something you’d like to explore, get in touch via email helen@ioadvisory.com or DM (direct messaging) through your favourite social media platform. I’m on Twitter, Facebook and LinkedIn. I promise absolute confidentiality and discretion.
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