The New York Times’ Post

I recently came across the following article from #newyorktimes discussing the concept of the "glass cliff." It's fascinating how companies, in times of crisis, tend to appoint women to leadership roles, potentially setting them up for failure. The example of Stephanie Pope at Boeing really highlights this phenomenon. I’m fascinated as to why this trend occurs – some believe it could be linked to the perception that women possess the necessary soft skills to navigate challenging situations. However, it's concerning that this pattern is not only limited to the corporate world but extends to other sectors like government, sports, and academia as well. Curious. Have you encountered instances of the glass cliff in your own observations or experiences? If so, I’d love your thoughts. #GlassCliff #Leadership #GenderBias #WomenInLeadership #CorporateCulture #CrisisManagement #DiversityandInclusion #SoftSkills #WorkplaceDynamics #GenderEquality

Great analysis about a phenomenon that is not unique to the private sector. The Glass Cliff also applies to persons of color in leadership positions. #leadership #crisis #diversityequityinclusion https://nyti.ms/4eYkbsS

For those women who have experienced this phenomenon, what are your recommendations to best navigate through this process? Many of the positions I’ve had during my career involve navigating through these situations. Some key areas I have found to be helpful is to be upfront with teams you’re working with of upcoming changes, being sensitive to most people being resistant to change, and being open and willing to ask for help.

This "glass cliff" phenomenon is truly thought-provoking. I heard about it for the first time, but I have a couple of such cases in my background. It is important to support women in leadership positions, especially in crisis situations, while ensuring they are set up for success rather than failure. #GenderEquality #LeadershipChallenges #GlassCliff

🚀 𝐇𝐨𝐰 𝐭𝐨 𝐌𝐚𝐤𝐞 𝐭𝐡𝐞 '𝐆𝐥𝐚𝐬𝐬 𝐂𝐥𝐢𝐟𝐟' 𝐖𝐨𝐫𝐤 𝐟𝐨𝐫 𝐘𝐨𝐮! 💼✨ Have you ever been handed a seemingly impossible task during a crisis? You're not alone! The concept of the "glass cliff" often describes situations where women are appointed to leadership roles during times of crisis, setting them up for potential failure. While this scenario can be challenging, it also provides a unique opportunity to demonstrate your resilience and capabilities. Here’s how administrative professionals can turn the glass cliff into a pathway for career growth and success: 📅 Create a Crisis Management Plan: Draft detailed plans with clear roles and timelines. Stay organized with tools like Trello or Asana. 📢 Enhance Communication: Set up regular updates and open forums for Q&A. Transparency builds trust! 🤝 Foster Collaboration: Form cross-functional teams and use tools like Google Workspace to keep everyone in sync. 🧠 Solve Problems Like a Pro: Use frameworks like the 5 Whys. Run scenario workshops to stay ahead. 💖 Show Empathy: Schedule one-on-ones and recognize achievements. Support builds strong teams. 📚 Seek Development: Take online courses, join professional associations, and find a mentor. 📊 Use Data: Set up dashboards and hold regular data reviews. Train your team to be data-savvy. 🌐 Build Networks: Attend conferences, join online communities, and network internally. 🧘 Advocate Wellness: Launch wellness programs and promote flexible work options. 🎉 Celebrate Wins: Recognize achievements and share success stories. Plan fun team events! In your opinion, what’s the most crucial skill for navigating the glass cliff?🌟 #CareerGrowth #Leadership #AdministrativeProfessionals #GlassCliff #ProfessionalDevelopment #WorkplaceWellness #TeamSuccess

How does a 118 year old British institution, see tech-style uplifts in value? 🤓   Culture.   CEO 'Turbo Tufan' credits a culture shift for the 250% increase in Rolls Royce's value.   Complex engineering is reserved for their products, not their processes evidently.   A culture of everyday productivity coupled with high accountability wins for Rolls-Royce (any many others).   It comes down to individuals owning their roles and contribution, wholly. Measuring people on what they do. Letting them set their targets of improvement. Holding them to account on them in regular intervals. And continuing to do it. Over and over again. No exceptions.   It's cool to see a UK company driving real positivity in the UK market as there seems to be only doom and gloom around companies not choosing to list in the UK at the minute.   Are your internal productivity and performance processes as simple and sleek as a Rolls?   What processes do you find awkward? Drop them in the comments 👇 and let us find a RR-style solution.   ----- Hey 👋 I'm Bex, I love the type of productivity that energises, not that type that drains. I work with leaders and teams to help them succeed without compromising on their priorities at work and in life.   Like this post?   ♻️ Share it to help someone else who might need it  👉  Or follow me for me ideas on how to be productive and build environments that get the best out of you and those around you, at work and home #culture #productivity #rollsroyce #ukcompanies https://lnkd.in/gijssVCk

If you want to destroy a company, make DEI (Diversity, Equity and Inclusions) its primary focus, and place it above merit, good engineering practices, and internal promotions based upon ability. Furthermore, put "bean counters" in charge and place profits above quality and safety. #DEI #Diversity #Equity #Inclusion #goodengineeringpractices #beancounters https://lnkd.in/g4YsBWSf?

Musk faces backlash for criticising diversity efforts at United Airlines and Boeing - HRreview https://lnkd.in/eZ5kyjWV #ContinuousPerformance #Pulsitude #Trust #PulseSurvey #Reputation #EmployeeEngagement #Goals #Goalvana #Development #OwnYouPerformance #CognitiveDiversity #OptimizeTeamSuccess #EmployeeExperience #Wellbeing #OKR

Consice update on the pursuit & withdrawal cycle facing current Diversity, Equity & Inclusion initiatives by The Washington Post: "Some companies are bucking the trend. The J.M. Smucker Co., Victoria’s Secret & Co., Michaels Stores, Moderna, Prudential Financial and ConocoPhillips were among big corporations that expanded their DEI teams by 50 percent or more in 2023, according to REVELIO’s data. Packaged-food giant Conagra Brands and NASA - National Aeronautics and Space Administration both doubled the size of their DEI teams. With 30 years’ experience in diversity work, Cristina Jimenez, head of DEI at RHR International, a leadership consulting firm, says she has 'watched the pendulum swing back and forth' between support and resistance. But this moment seems particularly fraught, she said. Her clients feel like 'they’re in a battle zone all the time.' 'They’re not sure what to do next,' Jimenez said, 'but they understand if they don’t do something, their talent strategies, their culture, their ability to succeed is all at risk.'” #DiversityEquityInclusion #DEI #Diversity #Equity #Inclusion #HumanResources #Culture #Talent

Culture is everything! When I was with the 82d Airborne Division now two decades ago (yikes!), every single day was dedicated to knowing our history and living our culture. I'm not sure people there would have described it like that, nor was is completely intentional -- but that's what we did. History and culture. And it worked. We understood the past, lived the present, and prepared to create the future, ready every single day to get the call to jump on and seize an enemy airfield. Wanting every single day to do so! It was our life, our calling, and our dream to write the next amazing chapter. This caused us to work relentlessly and prepare to meet that calling. No matter what organization we're in today, we need to know our history and live our culture. By developing a strong narrative of past-present-future, we're able to articulate to others why we do what we do. It's powerful and important. Are you communicating this to your team? https://lnkd.in/grBg4E97