Lessons from a cat

I was a dreamy and introspective child. The world of my imagination was often much more colourful than the grey old London for the not so well off in the 50s and 60s.

On my long walk to and from primary school my wispy hair and scraped knees disappeared as I rode my elephant or winged Pegasus. Nobody likes a show off or whiny child, I was told. All things come to he (sic) who waits. And did I wait! I waited with patient expectation. What for, I had no idea - but something spectacular.

I wasn’t offered the part of Mary in the school nativity. That went to Rachel with the creamy skin and dark ringlets. And though I fervently wished and wished, I didn’t get the fairy off the giant Christmas tree at the rather grand party (Dad’s work?) I was lucky to attend.

I did get something though; a real live pet of my own. It was to be neither an elephant or a pegasus, but a rather ordinary tabby kitten. With clockwork regularity, I would pause outside the pet shop and peer in the window on my way home. My longing was so palpable that the owner couldn’t stand the tension…

Either that or she was sick of a kid getting in the way of paying customers! And so I was to rush home cradling Tiny Tim in my school blazer. My mother was - quite reasonably - outraged. I’m sure I promised the earth, sun and stars and somehow she never got round to taking Tiny Tim back to the shop as she threatened.

Tim was not just an aloof cat, he was fierce and wild, playing an important role in waking me up from the torpor of having four much older sisters or in other words, five mothers, to set the rules and expected standards of behaviour.

He became the bane of my mother’s life and drove many family guests close to an early grave. As the door from the family dining room to the hallway was opened, Tim darted past legs and burst out of the door and up the adjoining stairs, where he proceeded to claw at the hair of passing heads now on the same level.

But with me he was a benign and encouraging mentor. The first of many to whom I will be forever grateful.

Is it possible that we could all agree?

It was an astounding way to deliver a message.

Bodies constantly hurled through the air, spinning and tumbling to fall into strong waiting arms. Sometimes there might be three 'creatures' each made up of three individuals standing one on another's shoulders. Sometimes the 'organism' was made up of three platforms, layered one on top of the other, sandwiched between human forms successively bearing the weight of their colleagues. Seemingly perfectly synchronised, they flew, balanced, walked, danced, and even swapped places- sometimes those on top of another shoulders, sometimes those below.

 "The trust!," my companion exclaimed. "The trust is amazing!"

Part of the Festival of Perth, this was Compagnie XY presenting their indefinable show 'Il n'est pas encore minuit' (It's not yet midnight). Part theatre, part dance, part circus and certainly all acrobatics and artistry, the show was the result of collaborative training over a year and a half and then a mere four months to create as a collective.

At the endow the performance one member told a story. Someone asked them if they really built a tower of bodies using three platforms. "Yes" , came the reply, "But we do something much harder - we all agree!"

Companie XY tell us in their program they achieve their spectacular results through training, creating and living together as a collective.

They describe themselves as: 'a group of individuals sharing our differences, fears and hopes, cooperating with trust and care towards each other to foster the emergence of something great than we could achieve on our own'.

What a terrific goal for every organisation and every workplace. First step - build the trust. It's not yet midnight!

#Iln'estpasencoreminuit

International Women's Day - Be Bold for Change

I was delighted to be invited to be invited to make the inaugural International Women's Day Address at the new North Metropolitan TAFE - which incorporates the former West Coast Institute of which I was MD.

The national and state gender pay gap issues have been addressed in the media. But it is worth keeping in mind the impact for today's young professional women. Ann Summers, author of The Misogyny Factor, writes that a 25 year old post graduate woman earns $1 million less over her lifetime than the young man sitting next to her in class. Enough, she adds for an apartment - even in Sydney!

It is galling to contemplate the statement put out by the International Labour Organisation which speculates that pay equity will not be achieved before 2086!

It is without question a time to 'Be Bold for Change' and this can only be done in partnership with our male colleagues. Congratulations by the way to the two men who not only attended but supported NMT female staff in the BBFC goal setting exercise.

I also addressed something else that day that I believe is important for both men and women. Recent research shows that a massive two thirds of the workforce (based on universities and hospitals in the USA*) have difficulty finding meaning and purpose at work. I can't imagine how depressing that is and given that we spend on average 30% of our lives at work, it is genuinely a tragic waste.

To rediscover meaning and purpose, according to the 2016 Workforce Purpose Index researchers^, find ways to make a difference at work, look for a new challenge and establish genuine connections with others.

I would also add that particularly, but not only, for women workers it is important 'to fit your oxygen mask' first - find ways that work for you to de-stress and re-energise so you can better work with and assist others. And finally, check in every now and then as to whether what you are doing:

• adds value to the organisation,
• fits with your values, and
• moves you one step closer to your career goals.

*Wrzesniewski A McCauly C, Rozin P, and Schwartz B, 1997

^Hurst A, Pearce A, Erickson C, Parish S, Vesty L, Schnidman A, Garlinghouse M, Pavela A, 2016

A call for more sponsorship of potential women leaders…

This month’s Women in Leadership Summit held in Perth was one of the best conferences I’ve been to for a long time. The summit was attended by 120 fabulous women in leadership roles in state, national and international industries, including mining, health and community support services, finance sports and retail. Organised by Aventedge, it was held at the Pan Pacific Hotel. While it is unfair to single any one speaker out, it must be said the story told by Kim Travers APM, Superintendent Judicial Services, WA Police really struck a chord.

Not only was there a thrilling array of speakers, many high performing women leaders and a few males, but every presentation was made so generously and with such authenticity, that the event was compelling. I looked around several times throughout what can be long periods of sitting and listening, and was struck by the rapt attention paid to speakers and remarkably low reference to mobile devices. There were so many lessons to take on board.

And some challenging facts eg:

·      The widening pay gap in WA, now 30.9%

·      The 14%, on average, female participation in the mining industry

·      The fact that Richard Goyder and the senior team at Wesfarmers missed out on a bonus for failing to achieve an annual target of a 2% increase in women in management roles – bravo Wesfarmers all the same!

·       Despite policy, frameworks, and programs of mentoring and acceleration undertaken by one multinational firm, women still accounted for only 17% of partners - the same gap for years

·      Research shows that there was at least a 20% gap in between women and men actually expressing interest (when asked if anything were possible) in senior executive positions

However, it was uplifting to focus on the positive messages shared by speakers. Most spoke of battles won through persistence. Several had benefitted from being tapped on the shoulder by male sponsors.

I was fortunate to lead three roundtable discussions on the relative benefits of mentoring and sponsorship for women. At the end of the second day, all tables were filled. Honestly, what I found to be the most uplifting take-out from this conference was the calibre, commitment and generosity of the participants. To use a word I generally avoid, truly awesome.

A few other key take-outs to share include:

·      This isn’t a workplace battle but a societal one and the crucial element is breaking down unconscious bias, which cements stereotypes not only of our ‘bosses’, but male and females in working and stay-at-home roles. As one speaker put it, the need to fight ‘against being defined by gender’.

·      The imperative to redefine the concept of merit; hiring for potential not just experience

·      Establish flexible conditions for all staff, male and female, and - importantly under that banner – to establish legitimate job sharing at senior levels and to overcome the bias against part-time workers

·      The need for women to have courage, take managed risks and overcome fear of failure and a desire to be liked. As Gail McGowan , DG WA Department of Planning, called it: ‘Jump off the diving board and then learn to swim’.

·      The need for women to promote themselves and we discussed in my roundtables the option of ‘Presence training’, and most importantly

·      The need for widespread effective sponsorship of high potential women by senior male and female leaders, which has a measurable effect on women’s careers.

Thanks Aventedge and good luck to all those who attended as they move forward to face their leadership challenges.

Roundtable discussion.

Catching up with Lyn Beazley AO, former Chief Scientist of WA.

Presence to overcome prejudice

'Think of an Australian boss’, I heard Race Discrimination Commissioner, Dr Tim Soutphommasane say on ABC Radio recently.

If you duly pictured such a leader, the chances are, Dr Soutphommasane tells us, that the boss is male, Caucasian and has a deeper, often authoritative voice.

Dr Soutphommasane wasn’t discussing gender. He was presenting views on the question of cultural diversity and leadership. This is a very current topic for our nation at a time of increasing racial division and a time when Prime Minister Malcolm Turnbull and Opposition Leader Bill Shorten both spoke out in favour of a formal motion of racial tolerance in the Parliament.

Several of the women I coach are facing gender challenges as they ascend the formal leadership ladder or as they deal with male colleagues who don’t listen to or respect their contributions. I have also coached non Anglo-Celtic and non-European males, who similarly do not ‘cut through’ in the workplace, where their non-assertive manner, communication styles and, often, softer voices do not match leadership stereotypes. This is often referred to as a ‘bamboo ceiling’.

I am not sure then how you would describe the special challenges faced by non Anglo-Celtic/European women in the leadership stakes – especially those who are deferential to authority and have a soft speaking voice. Can you imagine the battle if any also have a disability?

Dr Soutphommasane led research which found 77% of the 201 CEOs of ASX companies had an Anglo-Celtic background and 18 per cent a European background. Our nation’s Parliament, despite small recent gains, was much the same, and all bar one of our 40 university vice chancellors have an Anglo Celtic or European background.

Dr Soutphommasane tells us when he talks about his work at the Australian Human Rights Commission at parties and other gatherings, he is sometimes asked if he works in technology or finance!

Why should we bother challenging our stereotypes? Because our workplaces are literally and figuratively the poorer for lack of diversity. Research by McKinsey supports a positive relationship between a more diverse leadership team and better financial performance.

There is some good news. The radio report I heard mentioned ‘Presence training’ being undertaken to overcome some of the cultural barriers for Asian lawyers. Indeed, communication skills to improve presence in the boardroom etc are readily learnt and I have witnessed successful outcomes at all levels as a result of coaching.

While we wait for our workplaces to catch up, let’s at least take note of our biases, conscious and unconscious, against those who are not mirror images of ourselves and be open to our genuinely diverse pools of talent in Australia.

Hidden treasure

Spring is in the air and it’s nearly time for our verge ‘junk’ pick up. Along with a few faint rays of sunshine, you can almost feel a frisson of excitement! Last year, neighbours snaffled great finds from each other. Close by, a young woman and her friend triumphantly carried home what they felt were VIP barriers to create a dramatic garden entrance. Another traded a piece of gym equipment which was in better condition than his own. My husband salvaged a very large piece of wood from down the street, which turned out to have been discarded from next door, and I must admit to being delighted to bag a matched set of red filing cabinets.

…which brings me to the subject of ‘best fit’ in people’s careers!

Heading up an organisation with some 350 permanent positions plus a large number of casuals, I was often fascinated to see someone who had been languishing or a downright irritant in one team become an asset to another.

Indeed, one of my best senior staff had been unpopular with his previous employer for speaking out too stridently. I found his views to be invaluable for testing new strategies, due to his searing intelligence and his constant search for improvements.

With the help of self-reflection and a better understanding of the different motivations and behaviours of others, often aided by Myers Briggs analysis and insights, some clients can overcome workplace obstacles and even discover they weren’t really very big challenges in the first place. It is clear from the beginning that others do have contributions to make, but not in their current workplace. In that case, leveraging their strengths, networks and personal interests to find a better fitting job may be the best answer.