topSkip to main content

Organizations

I am one of the lucky ones. The commute to my office is less than a minute, usually in slippers.
When Dr. Carol Greidner — a single mother and molecular biologist at John Hopkins School of Medicine — received the call that she had won the Nobel Prize, she was folding laundry.
During a meeting with female leaders from more than 20 Fortune 500 companies, the conversation turned to women’s employee resource groups.
In October, I attended a commemoration and celebration of the 50th anniversary of the Black Panther Party at the Oakland Museum in California. I didn’t expect to be impacted so deeply.
When leading change, leaders should be on the alert for people who feel change will adversely affect their power, prestige or both.
One of the world's largest human resources consulting firms – Mercer – recently published “When Women Thrive, Businesses Thrive,” a revealing study of more than 3.2 million employees in 583 companies and 40 countries.
Our country’s “diversity” conversation started when our Founding Fathers wrote the Constitution. “Diversity” then became a common business term in the 1990's and has evolved from being “the right thing to do” into a business strategy that will positively impact the bottom line.
Good leaders are quick to acknowledge that success is driven by their teams. Every business situation calls for different types of talent and there is no more critical act than identifying who you need — and finding them.
I am an associate brand director for a large consumer packaged goods company, and for the past five years I have been doing the role from my home office — almost 3,000 miles and two time zones away from our headquarters.
 If your team members are not as productive, motivated or satisfied as you'd like them to be, it's time to do something about it. Teams require routine maintenance.