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THE PEOPLE'S EXECUTIVE |
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THE PEOPLE'S EXECUTIVE What you don't know about your resume, cover letter, and personal branding strategies are affecting the outcome of your job search . and career. Put a top resume writing firm and leading career strategist in your corner for a shorter and smoother job search, a higher salary, and more successful career. Being a good executive isn't always easy. There's a fine line sometimes between keeping the customers, shareholders and employees all happy. It's a constant juggling act that sometimes results in executives dropping all of the props and making a huge mess of things. There's no shortage of executive missteps and bad behavior. Think Enron and you have the poster child for the poor executives. But Enron crossed the line into criminal behavior, which is more the exception than the rule. There are plenty of incidences that outline what to do and what not to do from the executive suite. A recent example involved the struggling media giant Tribune Co. As the industry has continued on a downward spiral over the past few years, Tribune executives received millions in bonuses after securing a deal to take the company private. Originally, a pool of $6.5 million was set up to pay 32 executives when the transaction closed. Two weeks
after the bonuses were made public, including a $400,000 windfall for
Scott Smith, president of Tribune Publishing, the company set in motion
another round of job reductions throughout its properties. The idea that
executives were receiving lavish bonuses one week, while cutting back its
workforce to trim costs the next week, naturally created a high level of
resentment among Tribune employees. Smith, who later forfeited his
$400,000 bonus, insisted that the pool was appropriate Nevertheless, the actions and Smith's comments are perceived by compensation experts as a major misstep by a company that's struggling to connect with a disgruntled, disenfranchised rank and file. Tribune executives aren't the first, and certainly won't be the last, to make bad decisions that alienate their employees. There are, however, standards that can be followed by the CEO's, CFO's and all the other C's at a company to remain in the good graces of their human capital, while still hitting the bottom line. For starters, a good executive must understand the business. Some believe if you've managed a company that makes widgets, you should be able to manage one that makes computer chips. Wrong. If an executive comes into a business as an accounting or marketing wizard, he or she should have a working knowledge of how the new business works before making critical decisions. Second, executives in charge of other managers must build a team around them. One that focuses on expanding the footprint of the business and taking on responsibility. There really is a skill set to delegating assignments. It's something that can make or break an executive. Finally, avoid the hatchet man/woman label. The only thing employees resent more than executives who lavish themselves with riches are the ones whose only solution to pumping up the stock price is to get rid of the workers. In business,cutting loose employees are sometimes a necessary evil, but all too often it's the first resort instead of the last.
EMPLOYERS GO EXTRA MILE FOR MOTHERS Guilt is one of the biggest side effects working mothers have to deal with, so it's certainly nice when a company comes along that goes the extra mile to support them. Roughly 77 percent of women with school-age children (6-17) work, according to government statistics, while 67 percent with children under 6 years old are employed Therefore, finding a mother-friendly environment is crucial for many working women. Working Mother magazine puts out the quintessential list every year of the 100 best companies for working women. There are many ways these employers stand out, but the No. 1 benefit working mothers look for is flexibility. Since companies realize they'll either lose or won't attract qualified female employees without providing customized schedules, a growing number are thinking creatively in order to meet the demands. IBM is a consistent leader. The company, which has been on Working Mother's list every year since it began 21 years ago, offers working mothers access to 71 on-site or near-site day care centers, eight weeks of fully paid maternity leave and a policy that grants new mothers up to three years of unpaid job-guaranteed time off.
Another standout is Boston Consulting Group,
a new edition to the latest list. The company requires just 20 hours per
week for employees to be eligible for health insurance, has a child-care
referral service and gives new mothers 12 paid weeks off after giving
birth or adopting. Even new dads share the wealth, getting one week
paid time off after the arrival of a new baby.
Recently, New York research
organization Catalyst recognized four companies for their efforts to boost
the ranks of women among senior-level management. PepsiCo Inc., one of the
four, has focused on a program that identifies and nurtures women of
color, which have doubled in numbers from 72 to 144 among the number of
executives since 2001.A Catalyst study reported in January said that it
would take 47 years for women to obtain parity with men in the
executive suites at the current rate. Most of the companies,
which boost healthy levels of female employees - 70% at Scotiabank Canada
in 2003 - want to make sure those numbers are represented better in
the executive ranks. They have all created programs that make sure
women are Pricewaterhouse keeps
working mothers in the loop as well with its Full Circle program. The
international accounting and consulting firm helps mothers stay connected
while on leave with training and coaching paid for by the company. |
Writers
Profile Teena Rose Book
Author/Columnist/Published Resume Writer/8-Year Resume-Writing Veteran
Resume to Referral
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