Do you exude confidence and credibility? Can you command a room? Sylvia Ann Hewlett, one of the world's most influential business thinkers, cracks the code of Executive Presence (EP) for men and women intent on winning the next plum assignment and doing something extraordinary with their lives. You might have the qualifications to be considered for your dream job, but you won't get far unless you can signal that you're "leadership material" and that you "have what it takes."
"Speaking Truth To The Rest Of Us!"
Who's pulling for you? Who's got your back? Who's putting your hat in the ring? Odds are this person is not a mentor but a sponsor. Mentors can build your self-esteem and provide a sounding board - but they're not your ticket to the top.
"Misleading title, focuses on women and minorities"
In this book, subtitled What We Can Do for America's Beleaguered Moms and Dads, two different parents with different backgrounds of their own, one black, one female, come together to assay what they describe in the prologue as the world's antagonism toward parents and parenting.
Today's overachieving professionals labor longer, take on more responsibility, and earn more than the workaholics of yore. They hold what the authors call "extreme jobs", which entail workweeks of 60 or more hours and have at least five of 10 characteristics, such as tight deadlines and lots of travel. The authors consider the shape and scope of these jobs in relation to increasing competitive pressures, vastly improved communication technology, cultural shifts, and other sweeping changes.
This month's issue includes three complete articles. From Forethought, Larry Winget offers managers some blunt advice in "Shut Up and Stop Whining". Then, in "Managing the Right Tension", Dominic Dodd and Ken Favaro offer some tips about how to make the most out of competing forces. In the third article, Sylvia Ann Hewlett and Carolyn Buck Luce look at the new breed of workaholics in "Extreme Jobs: The Dangerous Allure of the 70-Hour Workweek".
Millennials are probably the most maligned generation yet to enter the workforce. The demographic cohort born between 1982 and 1994 is often portrayed as disloyal job hoppers - self-involved idealists demanding a steady diet of recognition and raises. In short, a human resources nightmare, right? Wrong. A new study on Misunderstood Millennial Talent: The Other 91 Percent by the Center for Talent Innovation shatters the stereotype that all Millennials are entitled whiners just waiting to jump ship.