Statistics on the Number of Women Surgeons in the US

Statistics on the Number of Women Surgeons in the USStatistics on the Number of Women Surgeons in the USDespite ongoing efforts in medical schools and professional organizations, the number of women in surgery remains low with specialties such as orthopedic surgery taking even more profound hits. Although numbers are increasing, theyre not increasing at as rapid a satz as the industry would like. Women in Surgery in 2009 According to the Pittsburgh Tribune-Review (11/09/09) More women appear to be aiming for careers in surgery, long considered the last bastion of male-only medicine. There are approximately 160,000 surgeons in the United States only 19 percent are womenThe number of women surgeons only rose 7% between the period 1970 through 2008 yetIn 2008, almost half of the 42,200 applicants to medical schools in the United States were women.In 2008, U.S. Department of Labor Statistics projected employment of physicians and surgeons to grow 14 percent from 2006 to 2016. Tren ds and Changes According to the Association of Women Surgeons, as of 2015 Women constitute 8% of Professors, 13% of Associate Professors and 26% of Assistant Professors of Surgery.19.2% of American surgeons are women Some of the issues challenging women surgeons are the same as those challenging women in leadership positions across the spectrum. Specifically, they include Women facing greater work/life balance challenges than men, as they attempt to bear children while also going through grueling training processes and maintaining intense work schedulesOngoing pay deficits between women and men for same or similar services, even when identical educational backgrounds and skills are representedEven with an increase in women in academic and leadership positions, it is difficult for women to find mentors and support as they apply for and make their way through medical school. A Positive Perspective on the Future 2015-2016 President of the Association of Women Surgeons, Dr. Amalia Cochran, gave a speech on the position of women in positions of leadership in medical schools. Her perspectives on statistical change ...The most recent data thats available to us does show that 8 percent of full professors of surgery are women and sixteen percent of associate professors of surgery are women so we are still sorely underrepresented at the more senior levels of surgical education and academic surgery in the United States. She continues hopefully, However, the one place where weve seen tremendous growth even in the last three years has been in the number of chairs of departments of surgery. In 2014 we started the year with four women chairs of departments of surgery in the United States and Im delighted to share that as of February 29 of this year we now have 14 women who have been appointed to chairmanships in the US. Cochran concludes her speech echoing the same hopeful message carried forward by trailblazing women in physician studies since the days of Dr. Elizabet h Blackwell, This obviously represents a dramatic increase in our numbers and its a very exciting time for women in leadership. Im very hopeful that during the course of my professional lifetime we will reach a point where a woman surgeon is simply a surgeon.

The 2015 Salary Guides Are Here!

The 2015 Salary Guides Are HereThe 2015 Salary Guides Are HereThe just-released 2015 Salary Guides from Robert Half show that U.S. starting salaries for professional occupations are projected to increase an average of 3.8 percent next year.The largest expected gains in salaries among all fields researched are in technology, with an anticipated 5.7 percent overall increase in the average starting salary for newly hired information technology (IT) workers.Accounting and finance and creative and marketing professionals can expect starting salaries to rise an average of 3.5 percent, according to the research.Hiring demand is placing pressure on the supply of skilled workers in many specialties, particularly in the technology and financial fields, said Paul McDonald, Robert Half senior executive director. Its crucial for businesses to benchmark salaries to remain competitive, especially in a market where skilled candidates know they are in demand. The guides offer compensation data and hi ring trends for 2015, as well as tips to recruit and retain top workers.The newly-releasedSalary Guidesinclude2015 Salary Guide from Robert HalfRobert Half Technology 2015 Salary GuideThe Creative Group 2015 Salary GuideRobert Half Legal 2015 Salary GuideOfficeTeam 2015 Salary GuideThe2015 Salary Guidesfrom Robert Half can be accessed atroberthalf.com/salary-guides.Asalary calculator for each professioncan be used to determine average starting salaries in hundreds of local markets and also can be accessed via the links to theSalary Guidesabove.Following is an overview of findings from the 2015 Salary Guides, as well as a slideshow of ur Salary SnapshotAccounting and Finance Average starting salaries for accounting and finance professionals in the United States are forecast to rise 3.5 percent next year. Staff accountants, senior financial analysts and business systems analysts are in strong demand, and these professionals can expect to see higher than average salary increases. The r egulatory environment is driving hiring for risk, compliance and internal audit professionals.Technology Overall, base compensation for IT professionals in the United States is expected to increase 5.7 percent in the coming year. Mobile, security and big data will be three drivers for technology hiring in 2015. Mobile applications developers can expect the highest salary increases among all technology roles.Creative and Marketing Professionals in creative fields in the United States can expect average starting salary gains of 3.5 percent in 2015. Growth in the digital space, particularly mobile, is driving the demand for professionals such as digital marketing strategists and user-experience specialists. Businesses also seek content strategists, web designers and front-end web developers.LegalIn the legal field, U.S. starting salaries are anticipated to rise 3.0 percent, on average, in the coming year. Law firms are seeking mid- and senior-level lawyers in high-growth practice areas , such as litigation, general business and commercial law, and intellectual property. Paralegals also are in high demand by companies and law firms, and those with specialized skill sets can expect higher starting compensation.Administrative and Office Support Overall starting salaries for administrative professionals in the United States are expected to rise 3.4 percent in 2015. Demand for skilled executive and administrative assistants remains strong. There continues to be a need for support staff in healthcare, human resources and customer service.Below is a 2015 Salary Snapshot with an overview of 10 top positons to watch and five trends affecting hiringHow will you use the 2015 Salary Guides? Tell us in the comments section below.RELATED LINKS7 Tips for Salary Negotiation With a Job CandidateSalary Negotiation Tips What to Do When the Candidate Counters

What to Do If Your Boss Doesnt Like You

What to Do If Your Boss Doesnt Like YouWhat to Do If Your Boss Doesnt Like YouDo you feel like your boss doesnt like you? Is this making work difficult for you? Sometimes you can change the situation and improve your relationship with your boss, but sometimes you cant. Besides the obvious methods, heres what you should do when you have a poor relationship with your supervisor. There are some steps you can take if you feel as if your boss does not like you. Read below for suggestions for improving your relationship with your employer, and having a more enjoyable, productive time at work. Ask Around The first thing to consider is whether its just you who is having a problem with the boss. Are there other colleagues who report to your boss and have more positive relationships? Is there a different approach that they are taking or anything you can learn from their wertzuwachs? Try and get advice from those around you. Look At Yourself Consider, is it possible that you are avoidin g interaction with your boss or unconsciously conveying bad feelings due to your assumptions about how he or she views you? It is natural for us to act more coldly to people who we think might not like us, and then they, in turn, might act more coldly towards us. Try breaking the cycle by finding the opportunity to engage your boss and to show respect and positive regard in small ways. Improve Your Performance If you think your boss doesnt like you due to performance, then you need to act to alter that perception. Make sure that you update her continually on your activities and accomplishments, so she is aware of your contributions. Have a frank discussion about areas of kompetenzprofil improvement and enact a plan to address these issues. You might even ask for more frequent performance evaluations until you and your boss feel that your performance has improved. Most employers will appreciate that you are taking the initiative to become a stronger employee. Consider Leaving Sometimes there is just a poor personality mix, or your boss is a jerk or, worse, a bully. When all efforts to fix your relationship fails, then it might be time to consider alternative employment either in another department or with another employer. In this case, be careful not to act out in any way that might precipitate an untimely firing. Maintain A Positive Relationship Also, recognize that you might need a reference at some point in the future or a prospective employer might conduct a background check and reach out to your boss. So continue to work hard and maintain high-performance standards while you investigate options. If you do decide to leave, make sure you remain professional and cordial in your job resignation letter. Also, on job applications and interviews, do not dwell on the negative aspects of your job and your employer. If you complain about a past employer, the interviewer will likely side with the boss and assume that you are difficult to work with. Wh at to Do If Facing Employment Discrimination Sometimes, a boss might treat you a certain way for unfair, even illegal, reasons. In this case, you might consider taking more serious action. Employment or workplace discrimination occurs when you are discriminated against for factors including your race, color, religion, sex, or national origin. This kind of discrimination is illegal, and this law is enforced by the Equal Employment Opportunity Commission (EEOC). Its important to note that there are many other types of workplace discrimination not covered by the Commission. If you feel that you are being discriminated against, you can file a complaint with the Equal Employment Opportunity Commission. It is illegal for an employer to mistreat you after you file a complaint. However, keep in mind that this is a very serious step. You can also speak to your Human Resources department before filing a complaint, to get advice.

There is not just one normal way to retire from work

There is not just one modell way to retire from workThere is not just one normal way to retire from workWhy be normal, you might have asked yourself on occasion. Turns out, with retirement at least, theres really no such thing.What you might think of as the normal way of retiring - leaving full-time work at a traditional retirement age and never working again - isnt that common after all. Only 37% of U.S. workers retire from a full-time job and stay retired, according to a recent study, focused on people in their mid-50s through age 71, by the Rand Corporation, a nonprofit research organization.Meanwhile, about 14% of people retire to a part-time job. Another 17% quit their full-time job and retire, only to return to the workforce some time later, according to the study, which was based on data on 2,920 people who were surveyed over 14 years by the University of Michigans national Health and Retirement Study.About 26% of people continue to work, either full time or part time, past age 70, the study found.In the U.S., nontraditional paths are very common - only around a third of people are doing this traditional retirement, says Peter Hudomiet, an associate economist at the Rand Corporation and co-author of the report.Rick Kahler, a certified financial planner and founder of Kahler Financial Group in Rapid City, South Dakota, isnt surprised by the findings.Ive had clients quit and go back in two years, Kahler says. They get bored. At first its usually great because its like being on vacation, but for some people thats not really sustainable. Ultimately, a person that goes back probably didnt visualize or think through fully what retirement would be like.In other cases, a significant life vorstellung - such as a spouses death - or financial difficulties might play a part in people returning to the workforce.Personality plays a partThe study also looked at whether our personalities might affect our retirement decisions. A clear link was found between being ex troverted and staying in the workforce longer, in a part-time job, even after controlling for other factors.We saw that extroverts were more likely to work longer, but only in part-time jobs, Hudomiet says. (The Health and Retirement Study asks people to self-report their personality type, based on responses to a series of questions.)Of course, many different factors go into determining how and when we retire. The three strongest predictors of people taking the traditional retirement path, Hudomiet says, areWealth. The more money you have, the earlier you will retire, on average.Health. If you have health issues, youre more likely to retire and not return to work.A traditional pension. People with old-school pensions are likelier than others to retire and not return to work.What this means for your retirement outlookUnfortunately, no study is going to forecast your future retirement path for you. But this research shows how various factors can affect retirement timing.Here are some steps you can take to determine your retirement timelineCheck up on your savings. While there are lots of nonfinancial questions to consider before you retire, its also true - obviously - that finances are a huge factor in how and when youll retire. See if youre on track with a retirement calculator.Know what you want. Retirement is about a lot more than just money. Before you retire, figure out your goals and plans. Actually write out what you will be doing, Kahler says. What would a normal day, a normal week, a normal month look like? This forces someone to actually put pen to paper as to how a day looks. Read more about retirement planning at any age.Talk with your spouse. It sounds obvious, perhaps, that youd talk about retirement with your partner. But Kahler says one of the biggest hurdles for couples is when one spouse is suddenly home all the time. People make assumptions without gathering the facts, he says. What is the other person thinking? Do they even think the spouse will be home all day? Does the spouse assume something else? Does the spouse even know theyre serious about retiring? Talk together about how life is going to look when one or both of you is retired.Consider backup plans. You might plan to work full time until age 70, but what if you change your mind down the road, or your health deteriorates to the extent that you cant work anymore? One idea is to trim expenses now so you can hike your savings rate and improve your retirement outlook. Other potential backup plans include moving to a less-expensive locale in retirement, taking out a reverse mortgage, or figuring out other ways to cut costs or boost income, such as taking in a roommate.Prepare for major change. Retirement is a big deal, Kahler says. Some people are really ready and handle it fine, but fruchtwein people find the adjustment a little more daunting than they imagined, he says. We tell people Start preparing two or three years before.Andrea Coombes is a writer at NerdWal let. Email acoombesnerdwallet.com. Twitter andreacoombes.This article was written by NerdWallet and was originally published by Forbes.

The Chronicles of Listing References on Resumes

The Chronicles of Listing References on Resumes Finest approach to prevent that is to just notlage include things like personal interests whatsoever, and hopefully once you get called in for an bewerberinterview, youll have the ability to present some of your interests. It is essential that all references be made aware that theyve been listed on an application in case a prospective employee chooses to contact them. Listing a person for a reference without permission could be harmful to your job application. If youve maintained that fantastic relationship with a former employer you will find not only they are an effective reference, but theyll be watching out for a position beside you in mind. For that reason, its essential that the men and women you cite as references can guarantee your qualifications. References lists are a critical part of the work application procedure, together with cover letters, resumes, and interview follow-up letters. Your references ought to be warned about a possible employer calling them beforehand. Ultimately, adding references poses a danger of the applicant. Youll have better results in interviews if you stay positive. Thus, your information has to be clear, concise, enticing, and simple to understand at a glance. References list my post on how to generate your resume Aussie-friendly. As you can cut and paste your resume in the email, go through it to make certain bullets are in the most suitable place and sentences arent crowding each other. One of the absolute most important aspects of being a true teller is honesty. The Job Hunters Handbook provides you the tiny known inside tips and tricks to provide you with the inside running and can help you secure Your Dream Job Quickly and Easily. According to Presenter s some experts Name the work objective isnt necessary For example To get a research associate position that will let me utilize my prior research experience and analytical skills. Building an excellent job resume is simple, especially in the day and age of computers with spell check. The Argument About Listing References on Resumes When listing references be certain that you call each individual to verify their participation. In the same manner, you do not have to list references, but should you do, make it as specific as possible. Second, your references may not wish to openly share private information. When you must provide references to a possible employer, the best method to do it is to create a reference page you are able to share with them. You also ought to state the length of time you have known the reference. Instead, the primary aim of an abstract is to filter details. Youll also discover a sample reference list. Below youll discover a sample reference list. Listing References on Resumes - Dead or Alive? Dont forget that recruiters and hiring managers wish to be aware of if youre an excellent fit for the open position. Employers are looking for confident and posi tive people to fill their positions. They want to see how your past jobs have created new skills for you, so dont be afraid to show them that. Many prospective employers request a list of references in work application or at the conclusion of a work interview. References can boost your work application in a huge way. Job references should not ever be included on a resume. Also, it may appear obvious, but you need to never contact an overall manager if a position isnt open or a fellow professional is gainfully employed. Pay special attention to their customers to glean understanding of the types of businesses and industries the digital position will deal with. Specific experience that is related to the digital position is critical. Wait tables or tend bar, as an example, while you search for employment in your area.

The Idiots Manual to Resume Writing for Teenagers Explained

The Idiots Manual to Resume Writing for Teenagers Explained Resume writing can occasionally be a complicated task that not everybody is comfortable with. Finding a fresh pair-of-eyes to check at your resume will do wonders. Writing your very first job resume can be hard, but its manageable. A great means to start on your resume as a high school student is to take a look at examples of resumes and read tips about what to include and the way to format your resume. If you include all the information above when you write your resume, you will have a fairly good document to share. While the functional resume format may be an attractive choice for job seekers with minimal experience, most employers would rather have a chronological or hybrid resume format. Last, utilize an easy format for the resume thats uncluttered and simple to scan. Simple resumes must be clean and professional with regard to the plan, the formatting, and the content. Believe it or not, teenagers are in rat her significant demand for a number of jobs. Though your qualifications and experience could possibly be non-existent, handing over a resume demonstrates youre keen to acquire work. Some are still in the university while some have already graduated desperately seeking to get started working for a reliable business. Make sure that the skills are related to the job that you desire. Why Almost Everything Youve Learned About Resume Writing for Teenagers Is Wrong To begin with, teens come at a lower price than older workers. If youre looking for solid resume tips for teenagers, here are nine suggestions that can help you. This guide on how best to compose a simple resume will help you receive a feel for what you want to know to produce a resume that will get you noticed by a prospective employer. Its simpler to summarize when the remainder of your resume for teens is in the bag. The Importance of Resume Writing for Teenagers Failure to recognize your present career location c an cost you a good deal of time and efforts. You may choose to be aware that theres no single best method to structure a resume. Reading content backwardsawkward and time-consuming though it might beis an excellent way to catch minor mistakes that you may otherwise miss. Dont forget, your resume is just the very first step. The Demise of Resume Writing for Teenagers You should bethat applicant. You are also able to get a feeling of the internal language used within a specific industry or company. The objective is to show youre an ideal candidate for the position youre applying for. Generally, simple resumes are utilised to acquire right to the point, displaying the simple information a hiring manager needs to learn about the candidate with no excess fuss that may have a more creative resume or elaborated, professional resume for executives.

The Dirty Truth About Resume High School

The Dirty Truth About Resume High School The One Thing to Do for Resume High School If you wish to submit an application for a lifeguard ort, your resume objective should mention all certifications you have gotten. It is possible to also speak about your availability and techniques gained while volunteering with different organizations that make you a great candidate. If for no other reason, obtaining the resume will make it possible for you to easily finish all the on-line profiles teams require prospects to finish. An academic resume also makes it possible for you to determine which accomplishments to highlight. Getting the Best Resume High School All you will need is to have a look at the things which you have done before in school and highlight your abilities. If you dont have work experience, you may use the cover letter for high school students without work experience for a template. In the same way as any other aspiring applicants, a thorough and well-done resumes w ill be able to help you land work, particularly when youre a high school student with zero work experience. Developing a student resume isnt as difficult as you think that it is. School administrators want to learn what has made you successful before. High School Resume templates are a fantastic resource for such students. Since youre a teacher, you need to reveal you learn how to write well. Teachers who arent able to manage the classroom are challenged to create positive learning outcomes. Understanding Resume High School The academic resume really isnt the very same thing as an athletic profile that is a necessary portion of the athletic recruiting approach. Just remember to double-check whether adding social media to your particular resume is right for the job With persistence and patience, you will gradually land the job that you want. With the economy the way its, we all understand that even applying for jobs isnt straightforward. Just make certain it is totally clean of whatever you wouldnt need a possible employer to see. The objective is to show youre an ideal candidate for the position youre applying for. Following that, youll be well on your way to a good job. Depending on the place you reside, obtaining a job might be more competitive than in other geographic locations. The Battle Over Resume High School and How to Win It Students with minimum work experience may also add a section discussing their involvements. If you have work experience, thats excellent, and you are going to want to include it here. To find experience, you want to construct a strong one, yet to create a strong one, you require experience. With the chronological format, you must list off your work experience. Especially for a first resume, employing a template is an excellent idea. The application, which costs $100, can be found on the internet on their site as well as other program info. The application procedure is not particularly difficult, but it is necess ary to not just have a prepared resume, but a good cover letter. There are various kinds of resumes with corresponding purposes. However you make your your golf resume, you must have adigital presence. Possessing the capability to communicate in person is crucial, but having the capacity to communicate via technology is an expanding hot commodity in the current workplace. The sphere of collegiate coaching is fast paced and ever changing so you must be in a position to talk about your information quickly and in a sense thats easy for a coach to view. You may display your work history, but in addition fill in more space by talking about your abilities and other knowledge youve got. The Argument About Resume High School In years past a high school diploma was all that was necessary to find a decent paying job you could utilize to support your family members. If this is the case, you have probably thought about reaching out to college coaches, but you might be unsure of the ve ry best way. Next, you are going to find out how to earn a college resume prepared for the big leagues Youve precisely what it takes to be successful in college. Most employers arent expecting you to get extensive experience because an internship is generally the very first experience students have in their area. Resumes give eignung employers a means to learn about applicants quickly and readily, and theyre your very first step toward new job opportunities. Make sure that the skills are related to the job which you desire. Before you rush out to discover the ideal job or internship, you will need to compose your resume. Writing a suitable letter is just one of the most difficult characteristics of applying for internships. Detecting a job isnt likely to be the difficult part. Resumes are often requested when youre applying for employment or internship.

Change Management Strategy, People, and Communication

Change Management Strategy, People, and CommunicationChange Management Strategy, People, and CommunicationAs the speed of change continues to increase, change management is a fundamental competency needed by managers, supervisors, Human Resources staff, employees, and organization leaders. To tap the readers wisdom, we surveyed readers about their change management experience. The survey afforded the opportunity to consolidate hundreds of years of experience in change management into one article. Positions of survey respondents included Vice Presidents, Human Resources any other HR staff title that you can imagine independent consultants in change management strategies managers training and development professionals change facilitators organization development consultants regular employees and university professors. This article collected and categorized these readers thoughts and recommendations. Their words demonstrate the nuances and stages of change strategy, planning, implementa tion, and courage much mora graphically than any we can offer. Here, in the words of the readers, is their best advice about change management. Change Strategy and Planning I dont think that change is difficult to structure or navigate. I think we try to bend the rules we expect people to embrace the change because we like it or we are paying for it. I have never seen a poorly-structured change succeed or a well-structured one fail. I have seen well-structured changes poorly communicated, with the result being the pain on the way to the change Ive also seen badly-structured changes beautifully executed, with the result that no one changes.Human behavior is very complex, but I honestly believe that organizational change is often overcomplicated by bad execution and lack of clarity and a plan. Change principles are simple (does notlage mean easy). In my opinion, 70-90 percent of the successful change efforts Ive been involved in have focused very heavily on the basics... Those tha t failed usually did so not for poor intent or a bad company strategy, but because of bad CHANGE strategy and implementation. More MBA and other business degree programs should concentrate on Human Performance Improvement and Organization Development (and Design) principles. Better identification and selection of leaders would also help staff the top ranks of organizations with those who are better emotionally suited to produce change. Successful change management strategies require not only an awareness of human behaviorbut also workplace evolutionary trends.Many consultants only see half the picture and rely on historical evidence of successes. The workplace trends we are seeing do not have historical context, thereby this tactic will eliminate many potential solutions that previously may have worked. A lot of what I see regarding changehasnt changed over the years.....its repackaged, replicated, improved upon, etc. Basically, if you define the objective, train your people (give t hem the tools), communicate at all levels expectations/WIFM/RRs), (Note whats in it for me and rewards and recognition) and reward for success, change (and teams) will be successful.A theoretical framework to underpin the change.Doing risk assessments early on and having a specific mitigation plan for all the major risks. Clarity of mission, vision, and objectives for the change effort. Creating an urgency around the need for change.Creating and communicating a vision beyond the initial implementation.Change should be clearly related to an important, strategic business objective, otherwise, management attention will wane. Developing a clear, catchy sound bite that summarizes the behavior change enables people to remember the new behaviors. Communication During Change You cant communicate enough or talk to enough people. Most employees are quite satisfied with the status quo20-60-20. Focus on the 60% in the middlenot on the 20% that will never buy-in.You cannot communicate too much . Have measurable goals so you can track and communicate your progress towards the goals.Have meetings at least once a week including all members who will be impacted by or are driving the process together in the same room.Build skills in communication such that the real conversations can be held on a regular basis. Not trying to answer questions to which we had no answers yet...maintaining credibility.Communicating clearly and frequently, especially about measurements, results, and consequences.Getting the whole organization together can build momentum, create a memorable event, and build peer pressure for the change.Every change seems to bring new stuff to do in todays marketplace, folks have to have the vorkaufsrecht of dropping or reducing other tasks...we cannot go on adding forever. Consulting During Change Negotiating entry with clients. Having uncovered the people with decision-making abilities - and getting their co-operation. Never doggedly following a model of improve ment. Focusing heavily on the human side and relationship forming. Working with peoples enthusiasm as much as possible. Providing change resource - gophers, catalysts, analysts. Concentrating on evaluation so people can see change happening. Focusing on small cycles of change so that its not a one-big-bang approach. Consequences of Change Carry the wounded help the long-term stragglers find another place to work.At the same time, and again in scenarios of critical change, do not retain (for too long) any key management personnel who show no signs of willingness to accept change.Publicize rewards and recognition forpositive approaches and accomplishments,and celebrate each small win publicly.Provide positive consequence for change and negative consequence for not adopting the change. Set up some early wins. Employee Involvement During Change Lao Tzu... the best change is what the people think they did themselves... i.e., high involvement is better so long as itis not overlain cumbersome and doesnt interfere with people being successful in their regular roles.I find personally and I believe for most employees that it is critical that they are involved in the process. The level of involvement will depend on the employeeinviting suggestions and feedback, delegating aspects of the process, etc. The process is more successful, I believe when the employees are bought into the process and see that their input is valued and makes a difference. Hold facilitated groups to solicit input after a presentation that focuses attentionona specific area are most effective during the planning stages. Ive seen too many loosely organized wide open requests for group input that turn into free-for-alls. These generate frustration and hurt feelings, contributing to further resistance because there was no focused purpose to identify achievement. Leadership A change effort cannot be optional for the senior staff. They must lead or get out of the way. The new system will ultim ately have to stand on its own feet, but every new system needs hilfe and nurture.Change efforts must be coordinated by leadership. When change efforts are frequent and happening simultaneously on several fronts without coordination, the organization fractures. Employees become confused and frustrated (and hence angry) because they are being pulled in conflicting directions. Active management support isnt totally necessary, but active management antagonism is likely fatal. (Ive been thrown out by a middle manager who said, If were going to havechanged, were going to drive it ourselves, even after being invited in by first level management to help) .If the structure is not there, the change will fail. Lines of authority and control MUST be respected you cannot directly change what you do not control. You can influence those in control, but you cannot force them. (2) You probably cannot gauge the size of a change to its targets. What you can assess is the organizational structure and the likelihood that the change,however, large or small, will succeed. Informal leaders who participate in designing the change effort can sell the effort and deal with objections on a day-to-day basis.Just because change is required for organizational survival does not mean that cold-hearted meanness is required. I have experienced these attitudes, words, and actions from executives over the years, and it always bleeds through the communication to the organization and undermines the change efforts.Theres a huge difference in outlook between itsOK to fail (but it would be far better for you if you did not,) and you have permission to fail. (We expect you might and want you to get the most out of it.) Unless those seeking change realizethat change managementrequires them to sportsfreund their behavior and to develop their own skills, the change will go nowhere for the better.Too many companies spend too much time playing with esoteric theories and techniques du jour instead of just s ticking to the basic practices of effective, hands-on management.Ensuring or obtaining executive sponsorship and creating what Kotter calls a guiding coalition.Working with and developing a group of informal leaders throughout the organization plus senior management commitment, attention and role modeling. Having buy-in from the top and earning it with the front-line supervisors. Openness to Change People who are afforded clarity, honesty, dignity, understanding, and compassion have a greater openness to change.Expressing the reasons for change honestly and directly will help people be open to change. Learning and Training During Change Identify all necessary training and provide it. Try to involve the impacted groups up front. Pilot the change, if possible. Measurements and Benchmarks During Change Managers tend to view events as successful without knowing why-they have no measurements or clear expectations about what the change will produce. Staffseesthe shortcomings a nd fewer advances. Its vital for the group to know How will we know that we have gotten to success?Establish measurement systems around the desired changes and report the results frequently.Data defining the gap between current practices and desired practices is useful in establishing credibility. People Matter Most During Change People can become far more than many expect them to become if they are taken seriously, listened to, and given some help.Work on how each person will be affected and how to make that fit their needs as well as the organizations while broadening participation in the process.Belief in the value equality/role differentiation among people in the change.Prepare employees for the change. Outline detailed plans and timelines for the change.Dont fatigue people with constant small changes. Choose big impact changes that an important segment of your constituents will support immediately. Change for the good of the organization and your customers first, change for profit only second at best, change for yourself last. The organization and individuals must be able and willing to learn (as in double-loop, etc.) and take responsibility for themselves.The focus is always on helping transform the entire system to make it more what they want it to be.Do not assume that the level of enthusiasm will continue, put methods in place that will help sustain that enthusiasm during the long road ahead. Prepare for sabotage, not everyone gets on board and those that dont will sabotage implementation with or without known intent to harm. Capture the opportunities that exist within the times of transition, this is the most creative time for employees and given permission to explore, many wonderful things can result. Acknowledge and allow people to go through the stages of change (like Kubler-Rosss stages of dying - denial, anger, etc.). They will anyway, whether or not you accept it. And expecting it allows you to better cope with it, and not overreact to earl y denial or anger, which ultimately helps the overall change effort.Start at the top. Start with each individual. Start where they actually are (not where you want them to be). This means sometimes you start from short-term planning and sometimes vision andvaluesand sometimes individualmentoring. Persistence in Change Management You need to continuethe process until the change is anchored in the culture.You need to monitor the process through its entire lifecycle. A Sense of Urgency in Change Management Urgency does not equal fear. Fear hurts. Urgency helps.Keep the momentum up. 2 - 3 weeks without visible activity causes the effort to flounder.Anticipate and deal with objections and resistance. Like in a political campaign, if you let them sit, people will assume they are true. Stay flexible. Be willing to modify the process in the face of public opinion and evolving events.Set the stage by creating urgency and why the change is important - unfreezing through communication .The best change efforts a) like Socio-Technical Systems Planning involve external/environmental, technical and social issues concurrently. Faster is better. If things draw out too long without noticeable results and recognition, folks wear out and go back to old ways. Trust During Change Fix the trust thing. Everything else, the vision, values, shared sense of purpose, and purposeful change will all follow, simply because people want them to. Well end with this trust thing because this final comment is so true. If you fix the trust thing, youve removed many of the barriers to positive change. So, fix the trust thing walk the talk communicate tell the truth involve the people set goals help people learn and develop measure results. We know that these are the foundations, not just for effective change management, but for effective organizations as well. Now, go forth and create them in your organization. As one university HR department decided when given a guiding principle of Making People Matter, asHR professionals they are, People Making People Matter...Not Madder. More Information about Change Management Executive Support and Leadership in Change ManagementPlanning and Analysis in Change ManagementCommunication in Change ManagementChange Management Lessons About Employee InvolvementBuild Support for Effective Change Management

Flexible working If you cant trust your employees, why hire them in the first place

Flexible working If you cant trust your employees, why hire them in the first placeFlexible working If you cant trust your employees, why hire them in the first placeWhen I conducted some research with millennials, I found that flexible working welches vital for any modern employee, with 91% saying flexible working was important and 92% saying they wanted the option to work from home. Interestingly, however, 66% said they would prefer to work more in the office than at home and0% said they would want to work exclusively from home.As someone who has worked 100% in the office, 100% at home, a mixture of both and on the road traveling round the country, I have had a fair amount of experience of the various ways of working. Sadly, there is no utopian way of working aseach scenario has its positives and negatives.What is flexible working?The important thing to elende is that flexible working does not simply refer to where you work (i.e. Home or office) but also whenand how you work. Flexi ble working should mean that youhave the flexibility to manage your time and resources in a way that is most effective to you.This allows you to be the mostproductive so that thework is not only done, but gets done to best quality possible while maintaining a better work life balance.For example, when working in advertising agencies, it seemed that the more creative people did not like early mornings and preferred to work later. As such, I would rarely see members of the creative team in themorning but a few hours laterthey would be in, full of life and energy, ready for the day ahead. Come 6 p.m., they would often go for a drink with everyone else who were finishing work,beforeheading back to the officeto craft their next masterpiece late into the evening (often with empty pizza boxes and beer bottles as evidence on their desks the following morning).Work can happen outside the office, tooWhat I learned fromthis experience was that being creative and applying yourself does not just happen in the office between the specified hours of 9-5, so trying to force it was counterproductive.In such a competitive marketplace whereunterstellung creative and innovative thoughts are the things thatmove businesses forward and set them apart, it is vital to allow employees to work in a way that is best for them as it ensures motivation and creativity remain high and the best work is delivered time and again.This flexible approach to work also helps businessesretain their best talent, as they are givingtheir employees an option to do great work, but in a way that fits their lifestyle providing a win-win scenario for all.All this being said,the practicalities of business mean that you do need to have team meetings and be face to face at times, but this can easily be solved by having a few fixed days and times when everyone has to be in the office - for example, every Monday and Wednesday between 10 a.m. and 2 p.m. everyone has to be in.This means all core meetings and departme nt meetings could be held between these times, but then the staff have the ability to work flexibly for the rest of the week in order to deliver the work required. On the odd occasion whenkey meetings do need to happen outside of these allotted times, video calling and fast connectivity has improved so much that you can easily get on a video call or share your screen from anywhere.Trust is keyHowever, for all the benefits thatflexible working brings and the new ways of working offered by technology, none of it canhappen without trust. Sadly many companies have the mentality of out of sight, out of mind, i.e. if they cannot see you they do not think you are working.This is why the CEO of Yahoo, Marissa Mayers decision in 2013 to ban all remote working was so controversial,as many saw the decision as her saying she didnt trust her staff to work properly if they were not present in the office.Also, statistics show that people who do work away from the office overcompensate with their c ommunication and work longer to show their colleagues they are in fact working. This is in response to the negative view many have that thoseworking remotely are just having a day off.This mentality and lack of trust defeats the point of working flexibly in the first place as you end up working more hours and feel guilty, meaning working the set hours in the office would have been the better option.We need a modern approachModern businesses need to removethe old habits ingrained from the industrial erawhere you wentto a single place of work between 9 and 5 every day to perform standardized tasks. Instead they need to recognize that the world has moved on, modern tafelgeschirr based jobs are significantly different to the manufacturing jobs of the past, technology has improved and become widely available and people work differently.They need to trust their employees to take accountability of their own workload and time management to get things done, whether this is at 9 a.m. in the o ffice or 9 p.m. at home.If businesses cannot trust their employees to work flexibly then surely they cannot trust them with anything else such as confidential business informationand financial details?And if businesses do not trust their employees, then it begs the question why did they hire them in the first place?This article originally appeared on LinkedIn.Adam Henderson is the founder of Millennial Mindset.