How do you get to the top? Decide you can.
Last month, I had the privilege of being part of Mayor Breed’s Be Invincible Summit, to empower and celebrate women in the Bay Area. I spoke on a panel about knowing your worth and navigating the workplace, alongside Stacy Brown-Philpot (CEO TaskRabbit), Janet Lamkin (California President, United Airlines), and moderator Meena Harris (Founder, Phenomenal Women Action Campaign).
Here are some takeaways from our conversation:
How do you get to the top? Decide you can.
Somebody has to make it—so take some risks, leverage your relationships, and trust that you can be the one to do it. Focus on building new skillsets that will help you move to the next level. And then master the art of reinvention to your colleagues. They may know you in one way, but you have to show them that you can tackle new kinds of responsibilities and challenges as you grow.
Embrace negotiation (even if it sounds scary).
60% of the time, men are offered higher salaries than women for the same role at the same company. And despite the fact that women are nearly half of the workforce and receive more college and graduate degrees than men, it’s still a challenge to move up the corporate ladder. That’s why it’s so valuable to know how to advocate for yourself and build your case.
Negotiation starts with asking for feedback.
It’s important to understand how you’re performing and how others see you in the workplace, because negotiation is most effective when you’re doing well and committed to doing better. Have the conversation early (rather than when you’re one foot out the door) and tie it to your goals. Don’t ask for a promotion or raise just to ask for it—make it about how you hope to contribute more to the organization.
Know the data.
Women generally don’t share compensation information with peers as openly as men do. But it’s important to be equipped with as much knowledge as you can about what companies in your industry are paying. Start by creating a network of peers with whom you’re comfortable having these kinds of conversations. Then use tools like Glassdoor to gather more facts, or talk to a recruiter who knows your industry and function—they have real-time data on compensation that’s helpful in building your understanding of the landscape.
Seek mentorship in a variety of different ways.
There’s no doubt mentorship is critical when it comes to advancing your career. And while some mentors become life-long relationships, they don’t have to be. Think more broadly about how you seek mentorship so that you don’t miss opportunities to get advice where and when you can. If someone is really senior and you fear they’re too busy, ask them for a 15-minute call and be very specific about what you’re hoping to get out of it. After all, a great pearl of wisdom can still come from a brief conversation like this or while networking at an event.
Strategic Business Leader
5 年All great points. Thank you for sharing. I'd like to add a point.? Its been my experience that sometimes women at an executive level can be harsh and not very supportive of other women in the workplace.? If we get to those executive positions or any leadership roles for that matter, lets pay it forward and be uplifting to other women in the workplace.? I feel that women take criticism from other women more harshly than from men.? I think its important to keep that in mind.?
Chairwoman, Guido & Associates
5 年Jana- Thanks for sharing. Yyou hit the bulls-eye. I've personally used these tactics to advance to the top and have been sharing them with my clients who are also advancing and growing. Keep up your excellent work!
Board Director of Valvoline (NYSE: VVV), Venture Partner Oregon Venture Fund, former CMO of ESPN and Cambia Health and head of Global Digital for The Coca-Cola Company. Advisor, speaker, successful entrepreneur
5 年Jana I agree about the need for women to be better negotiators when it comes to moving into new opportunities, and around compensation. As an executive, I found that the men in my department went for open jobs even if they were only partially qualified, whereas women were hesitant to go for a role unless they had 80+% of the qualifications. Men seemed to view the qualifications as guidelines and women seem to take them more literally. I always encourage women to go for jobs that are a stretch, and to understand what their transferable skills are and how to communicate that...well actually I should say I encourage men and women equally, it just seems that some women need a little more encouragement. And also people need to understand that going for another role within your company, and not getting it, isn’t the end of the world. It lets more senior colleagues know that you’re looking for more challenges and opportunities. It also may be helpful for women to talk to a male friend or mentor when negotiating comp to get a different perspective...
Recruiter/Consultant/President @ EASearch, LLC | Corporate Coaching, C Suite Executive Support
5 年We have come a long way since I started in business and so important to march forward together with tenacity and strength.? Thanks to Jana and? a great panel!
Digital Commerce Leader / DTC GM / GMM
5 年So important. Wish I’d thought and known more about this when I was in my 20’s and 30’s. Glad it’s part of the conversation now.