Diversity Woman Magazine

WIN 2018

Leadership and Executive Development for women of all races, cultures and backgrounds

Issue link: http://diversitywoman.epubxp.com/i/927951

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d i v e r s i t y w o m a n . c o m W i n t e r 2 0 1 8 D I V E R S I T Y W O M A N 23 By Ellen Lee E arly in her career, Jasmine N. Davis made her way around the networking circuit. She was put- ting herself out there, meeting new people, and following the prevailing wisdom for getting ahead. But she soon realized that she had nothing to show for it, except for a large box of business cards. Taking time to reassess, she realized that she needed to network with more purpose, such as see- ing if someone influential would also be at an event she planned to attend, and being ready with something thoughtful to say. "I've learned that everyone at a net- working event is there for a reason," says Davis, who worked her way up from bank teller to vice president and associate manager for Wells Fargo Advisors. "So I ISTOCKPHOTO Women often find it challenging to stand out in the workplace in a way that leads to advancement. Here are nine tips to draw attention to your work in a strategic way. stopped going to events unless I had a reason. For me, it wasn't about collect- ing business cards anymore. It was about meeting people who have impact and can have an impact on my life." She had been making a rookie mis- takeā€”and a common one. Climbing the corporate ladder takes more than simply working hard and letting your work speak for itself. As Davis and other successful women can attest, there are additional ways to raise your profile in the office. e reality is that strategies that work for men don't always work as well for women. A study by Catalyst, a nonprof- it that researches women in business, found that women can make many of the "right" moves, such as seeking high-profile as- signments, but still not fare as well as their male counterparts. Worse, women can be punished for using the same tactics as men: Another report on women in the workplace by McKinsey & Company and LeanIn.org found that women who take actions such as lobby- ing for a promotion are more likely to be called "intimidating," "too aggressive," or "bossy." Men, meanwhile, are more likely to say that they are rewarded with the raises and promotions they want without having to ask. e result: ough women have higher college graduation rates than men, their representation in the work- place narrows significantly as they reach the top. Only one in five C-suite leaders is a woman, the report said, and fewer than one in 30 is a woman of color. For women of color, visibility is also more complicated than simply stand- ing up to be recognized. Women of color tend to be "visibly invisible," according We Mean Business > Networking with Purpose Take the Lead

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