Marks and Spencer’s Post

Yesterday, I was able to attend the Juntos - Hispanic Heritage Month Celebration, a virtual event hosted by Procter & Gamble! ✨ I heard from leaders like Maite Iraolagoitia, Vice President of Global Material Development and Supply Organization, which was truly incredible. Her honest discussion about imposter syndrome resonated with me and changed my perspective on what it means. It's a feeling that never goes away if you always put yourself in situations where you are forced to grow. Jorge E. Amadeo, Senior Vice President of Sales at Procter & Gamble, highlighted P&G's commitment to mentorship and allyship. He described how his mentors offered him different and unique points of view plus new ways of thinking. He stressed the value of leadership and shared a powerful belief for future leaders: "Do right by the people, and you do right by the business." It was encouraging and inspiring to see so much representation at the event. Said by Jorge, my favorite quote from the event was, "Representation is starting to match the population." I believe this is a testament to P&G's commitment to diversity and inclusion. Overall, the event left me feeling excited about the future. Shout out to Cyan Perez and Felipe Zuniga for the insightful breakout session on a career in Information Technology at P&G! #HispanicHeritageMonth #PG #Leadership #Mentorship #Diversity #Inclusion #NeverStopLearning

What can business leaders be doing to increase profitably outside of winning more work? 🤔 Double down on your people and your brand!! Here’s a few ideas that you could implement before the end of the year that will improve the quality of your output and/or the awareness of your services in market. - Empower your senior team with leadership training based on their personal career goals - DISC profiling and ways of working sessions with an external partner - Improve and streamline process with a part time ops manager - Build a content strategy and library showcasing recent work - Have an offsite day to realign and update values - Use your updated values to showcase your EVP and purpose - Build a referral program for your clients and partners - Host events for your target audience - Put together a grad program & hire the best interns There’s heaps of things you could do outside of the traditional BD methods that can get the vibes pumping and client wins flowing!

Promotions aren't everything. Growing up, I was always taught to go for the promotion and move “up the corporate ladder.” I spent years at companies like Coca-Cola and Pinterest trying to make the jump. Then, one day, I sat down with a senior executive who gave me some of the best career advice I ever received. He said the best employees play the long game. They take on lateral positions and learn departments inside out. This is what helps them build breadth and depth in their domain. And subsequently, these are the people leadership hires for significant leadership roles. That advice stuck with me for a long time. I started taking on responsibilities outside of my normal day-to-day. I joined committees, led onboarding initiatives and drove cultural change. The results and promotions spoke for themselves. Taking lateral responsibilities and positions skyrocketed my career growth. Stop thinking that the next step has to be a step up. Round yourself out. Play the long game.

Six classes short of my Bachelor's degree I left College. I was working full-time for a national retailer and had made my way to Assistant Store Manager. When a new national chain offered me an opportunity to help open up forty stores. It offered excellent compensation, career paths, leadership training, and travel. The relationships and success of those stores led to an abundance of opportunities over the next 20 years. I gained a reputation as a fixer working with HMOs, NonProfits, Publishing, Retail and Software organizations. Yet my real expertise, I knew how to build high-performing teams. I recruited the overlooked and underserved who were flexible, hungry, smart, and questioned norms. I found if I set the parameters and allowed them to self-govern, they would excel. My role was to invest in them: coach, counselor, mentor, training, and resources. I learned from them critical thinking and strategic planning. I am glad that some companies are getting a clue - you do not need a degree, especially an advanced degree for many of the positions advertised. I never returned to college, except to speak to students. Some of my critics said that the decision blocked my ascension. But my perspective: they missed out on an exceptional talent and outstanding outcomes. My recommendation is to balance your career advancement with academics, experience, and positive relationships. I got two out of three right. #careeradvice #careeradvancement

Five Opportunities Found At A Virtual Conference & Career Expo ▪️Gain Unique Perspectives and Experiences: Explore how you can help change the balance of power in the workplace by championing the successes of women, amplifying their voices, and mentoring the next generation of women leaders. ▪️Sharpen Your Leadership Skills: Gain valuable advice through company pop-ups and leadership development workshops. Three of today’s successful business leaders will share their perspectives on front-and-center leadership issues. ▪️Set a Course for Long-Term Success Discover and learn about a wide array of career opportunities and network with successful businesswomen, recruiters, and company representatives during the Virtual Career Expo. ▪️Accelerate Your Career Meet Fortune 100 recruiters, connect with 15+ leading companies, explore company culture, and learn about employment opportunities. ▪️Grow Your Network Create meaningful connections with 600+ women peers from various regions and industries as you build a powerful, engaged professional network of influential colleagues. 📆 Virtual Women’s Conference and Career Expo March 28, 10 am - 4:30 pm ET 🆓 Register {FOR FREE} today! #MoreWomenLeading https://lnkd.in/gy7KznZm 

Best advice, regardless of the stage you are in your career.

Feeling overlooked at work? You're not alone, try this: Many skilled professionals just like you feel stuck. Repeatedly passed over for promotion opportunities. It's frustrating when you put in the work. But don't see progress. You know you have more to offer - But how do you get the recognition you deserve? Use my guide to get promoted, and fast. Some quick facts: 12% feel positive people get promoted more 54% of employees require significant re- and upskilling 85% of managers feel unique ideas lead to promotions Your next promotion isn't just about what you've done. It's about how you've done it and who knows about it.

I spent a lot of time supporting others to make a step up – in fact, it’s one of my favourite bits of the job. And now it’s my turn. Friday was the first day in my new role as Director of Learning and Development at Mills & Reeve. I am 80% excited and 20% nervous, which feels about right for the challenge ahead. As ever, any transition brings both beginnings and endings. Trevor Comyn is stepping into a new role at M&R as a consultant focused on some very exciting leadership development programmes. We will continue to work together closely but in a different way. What a journey we have been on together for the last 13 years and his impact on my development and career has been immeasurable. I can't thank him enough. In the new role, there is so much I want to do in all areas of the career cycle e.g. supporting the integration of new partners and smoother transitions into retirement. The new 2030 strategy has tonnes in it we need to go at. We will definitely be recruiting in the next few months to continue to scale up the L&D team…. (watch this space, it’s a great time to join the firm!). But today I am focusing on the shift into leadership. Questions I am holding for myself: ❓ Who do I need to be in the next 6 months to make the most of this opportunity? ❓ What do I want to let go of?

Maintain a proactive approach & prepare yourself for the forthcoming advancement in your professional journey.

 “Thinking in 6G requires organizations to undertake the hard work of figuring out how to become employers-of-choice for every generation (not just the younger ones), anchored by a compelling employer brand that is both authentic and attentive to each generation’s workplace needs and preferences.” Really excellent article from Harvard Business Review on leading a workforce that, for the first time in history, may span six generations (6G). #leadership #executivesandmanagement