My Top 14 Highlights and Most Memorable Moments of 2014

Posted January 5, 2015 by Teresa Whiteacre

I’m a big believer that it’s not how you start something, it’s how you finish it. To say that 2014 was a transitional year for me would be an understatement; yet I can also say that it ended up being one of my most phenomenal years. By the end of 2013, I was clear on what my vision and goals were for 2014. Every year in December I take a personal retreat away from family, friends, home, work, and church to not only get some much needed rest and relaxation, but to reflect on the year and to assess what I did well, what I could have done better, celebrate my successes/achievements, and set new goals. This year I came to Cabo San Lucas and plan to stay in paradise for 8 days. As I reflect on 2014, I am amazed at how fast it has come and gone and yet, how much has happened. Here are my most memorable moments of 2014:

1. One major decision that I made at that retreat was to take the leap of faith and to finally venture out on my own to launch SDS Global Enterprises full time. I had been contemplating it for several years but I knew that it had to be done at the right time, in the right way, and with the right planning. And honestly, I had to build up the courage and faith to do it. I knew that it would mean living without a steady paycheck, great benefits, and all of the other perks that come with an executive level job. But in February of 2014, I walked into my boss’ office and delivered the news that I would be leaving SHRM in July (after our Annual Conference which is SHRM’s largest conference that occurs every year in June). And now, the rest is history. Read my blog on the announcement of my departure from SHRM http://drshirleydavis.com/wp-content/uploads/sites/4/Success-Doctor-Blog-Newsletter.pdf

2.Not all of my most memorable moments in 2014 were exciting and joyous. My closest and favorite cousin who I grew up with and was like one of my brothers broke the bad news to me in January that he had been given less than 6 more months to live. So in January we went to pick him up in North Carolina and brought him to stay at my home for 7 days. As soon as we got home, it snowed 18 inches and we were snowed in for a week. We spent every minute together laughing, crying, sharing memories, and taking pictures. He transitioned into heaven on April 8, 2014. What I was reminded from this experience was that life is so precious and that each day is a blessing. Tomorrow is never promised and you should never take for granted that your loved ones will be here tomorrow. As busy as I was, I made time for him and I’m so glad that I did.R.I.P. Robert Darren Davis.

3.I was asked to join the Board of Directors of the National Speaker’s Association—DC Chapter as Secretary. I couldn’t be more honored to serve.

4.Fortunately, I have a dad who has been in Car Sales for over 30 years so when it was time to purchase a new car, I put in my order for a Chocolate Fudge Ford Edge Limited Edition. And he delivered.

5.Being asked to keynote at a SMART Meetings Conference at the Park Hyatt in Washington, DC. was a big deal. It resulted in being featured on the front cover of their July issue as a Master of Reinvention and on the front page of their website.

6.I finally published my book, which I call my labor of love. I took on the role of life coach, mentor, and business executive and included more than 100 strategies that will enable you to transform your career, personal life, finances, and your relationships. As of today, more than 1,000 copies have been sold. In 2015, I hope to distribute it globally and sell more than 5,000 copies. If you need to Reinvent Yourself so that you can start your year off right and set yourself up for a successful 2015, click here for more details https://new.drshirleydavis.com/product/reinvent-bundle-book-workbook/

7.I attended the National Speaker’s Association Annual Conference in San Diego and I learned so many strategies, tips, and techniques that were instrumental in my launch into the full time speaking business this year. A highlight was being asked to speak at the Global Speaker’s Federation while there. What an honor to be amongst my peers.

8.I am so proud of my daughter. She is truly a ‘chip off the young block’ (LOL). In a lot of ways she is following in my example as an aspiring international performer, a former beauty queen, and a straight A student. She is also gorgeous, talented, grounded, passionate, and she’s my best friend.

She recently competed in her university’s talent showcase and took first place. I know that we as parents tend to exaggerate about our children’s talents, but believe me when I say, “this girl can sang.” Listen to her here and judge for yourself:

9.I had the honor to share the stage and to meet so many fascinating people in 2014. I was honored to be asked to be the Honorary Chair at the 2014 International Women’s Luncheon on behalf of the Texas Women’s Empowerment Foundation. I was also asked to be an executive coach at Diversity Woman Leadership Conference, the panel moderator for the National Sales Network’s Executive Women’s Session, and to be the closing keynoter at the National Association of African Americans in HR. Here are a few that you may know.

10.Attending the Executive Leadership Council’s Annual Gala featuring Secretary of State, Hillary Clinton, BET’s Debra Lee, and hosted by Brandy and Entertainment Tonight’s Co-host, Kevin Frazier escorted by my husband and my good friend and the Founder/CEO of Diversity Woman Magazine, Sheila Robinson.

11.Part of my business model when I branched out into my own was to engage in strategic alliances and partnerships in addition to my own channels of business. I am pleased to have established those with SHRM, Cook Ross, the Winters Group, and HR Spectrum as a Consultant and Contractor where ALL of my expertise in design, development, delivery, coaching, and consulting have been fully utilized. Looking forward to forging new partnerships in 2015.

12.I’m not ALL work and no play J. My husband and I spent our wedding anniversary at the Fontainebleau in Miami Beach and Boca Raton. We had a blast.

13.The companion study guide to the Reinvent Yourself book was released in September. This workbook has 120 pages of personal assessments, reflection questions, and exercises that will take you on your personal journey of reinventing yourself in 2015. If you need to Reinvent Yourself so that you can start your year off right and set yourself up for a successful 2015, click here for more details https://new.drshirleydavis.com/product/reinvent-bundle-book-workbook/.

And be sure to sign up for my E-newsletter—The Success Doctor’s Digest, and check out my book and workbook for Reinvent Yourself.

14.My end of the year retreat to Cabo San Lucas was absolutely fabulous. Every year for a decade I have celebrated the Christmas holiday with family and then headed out of town to some paradise by the water, with lots of sun and sand. I get rested, refreshed, refueled, and ready to take on a new year. This year was no different. Watch out 2015. I am ready to take you by storm and go to higher heights and deeper depths in my business, my personal relationships, my finances, my spiritual life, and in my health/well-being. I thought 2014 couldn’t get any better…..but I am excited to see what great things are in store for me in 2015.

If you haven’t already reflected on your year, now is the time to do so. If you don’t take inventory on what worked well and what didn’t, you are apt to repeat your performance. Here’s wishing you a prosperous, profitable, and productive 2015.

5 Key Drivers of Increasing Employee Engagement and Loyalty: Part 2 of a Three Part Series on Employee Engagement

Posted December 30, 2014 by Teresa Whiteacre

In part 1 of this three part series on Employee Engagement I outlined some of the dramatic shifts that will continue to shape the workforce in the next 10 years making it the most diverse, global, hyper-connected and virtual workforce than any other time in history. I shared some human capital challenges that will plague organizations who do not focus on employee engagement. I described the current state of employee engagement according to the latest findings from Gallup, Towers Watson, and the Hay Group revealing that the total number of employees who are Actively Engaged is only 30%, up 1% from the prior two years. That means that 70% of employees are Disengaged and Actively Disengaged. Finally, I listed five of the most common drivers of employee engagement including the work itself, the management environment, flexibility and inclusion, the ability to learn and grow, and trust and meaning from Leadership.

In this series, I will further describe each of these drivers and identify who’s most engaged and who’s not and why. I’ll also share what companies who are listed as Best Places to Work are doing to address this issue.

The Work Itself—Employees report that they want work that is challenging, utilizes their skills and grows new ones, provides meaning, and contributes to the company’s objectives.

The Management Environment—Employees today want leaders and not managers. Managers ensure that rules are adhered to, while leaders guide and inspire others to perform at their best potential. Employees also want an environment where leaders are authentic, respectful, inclusive, visionary, consistent, fair, capable and knowledgeable and invested in their development.

Flexible and Inclusive Workplace—More and more research reveals that inclusion and workplace flexibility are key drivers of why people choose to work for companies, why they stay, and why they are more productive. Organizations must adopt flexible work arrangements to accommodate the 21^st century workforce in which nearly 40% of them report that they would even be willing to take a pay cut if they could enjoy more flexible work arrangements.

Ability to Learn and Grow—Employees want to take on broader assignments and new projects that will enable them to grow new skills and experiences. It doesn’t always have to be promotional opportunities (as they are often slim the further you go up the organization). Help them to understand how lateral moves and stretch assignments can be meaningful and have longer term payoffs in their career.

Trust and Meaning from Leadership—Trust in leadership tended to be the most common reason why employees were disengaged at work. They want to see leaders “walk the talk,” behave consistently with the organization’s core values, and be genuine and authentic in their communications. In other words, tell them the truth about organizational changes, the state of the company, and the real reason behind decisions that are made.

So Who’s More Engaged and Who’s Least Engaged?

According to the Gallup Organization:

Americans who have at least some college education are significantly less likely to be engaged in their jobs than are those with a high school diploma or less.
Additionally, workers aged 30 to 64 are less likely to be engaged at work than are those who are younger or older.
Workers aged 65 and older are the most likely to be engaged in their jobs.
Men are much less likely than women to be engaged at work. There are no significant differences in employee engagement by income level.

I would love your thoughts on why you think these statistics ring true for each group.

Examples of What Companies are Doing to Increase Employee Engagement and Loyalty

There are a number of companies who have been consistently identified as Great Places to Work because of how they have built cultures of inclusion, flexibility, great leadership, and engagement. For example, Google has created an environment for employees to thrive that goes beyond stocking its kitchens with free gourmet food and on-site laundry service. Its corporate culture is one of the reasons it is consistently ranked a great place to work. Recreational Equipment (REI) uses social media to get intimate with employees. Its online “company campfire” offers associates and executives the ability to share their thoughts and participate in lively debates and discussions. More than 4,500 of its 11,000 employees have logged in at least once since it was launched last year– demonstrating that having a voice matters to engagement. DHL Express takes employee engagement seriously in the office, on the roads and in the air. It has an incredible culture of thanking employees, whether that’s through monetary rewards, honoring top performers at its annual Hollywood-style black-tie event or pinning notes of appreciation on the company corkboard. At SAP, communication is core to the culture. Employees understand the “why” behind their jobs – what they’re expected to achieve and why it’s important to the greater good of the organization. Collaboration is valued and teams communicate globally to get projects accomplished. Leaders listen to employee feedback and encourage it.

These are just a few examples of how companies are building greater employee engagement. They understand what employees are thinking; they create an intentional culture; they demonstrate appreciation for contributions at any level; they commit to open, honest communication, and they know how to communicate the organization’s stories.

In the final installment of this three part series (coming Jan. 13, 2015), I will share twelve strategies for how organizations and leaders can increase employee loyalty and engagement and how they can contribute to business success and greater profitability.

If you would like to access the recent webcast that I presented on this topic to see the slides and hear more in detail, click here: http://www.shrm.org/multimedia/webcasts/pages/1214davis.aspx

Are you disengaged at work and want to reinvent yourself? Check out my new book. It is chockfull of strategies and tips that will empower you to achieve success not only in your career but in every area of your life. There’s also a companion workbook full of activities, assessments, and personal reflection questions that will walk you through your journey to transformation. Click here for more details https://new.drshirleydavis.com/product/reinvent-bundle-book-workbook/

And be sure to sign up for my E-newsletter—The Success Doctor’s Digest

5 Key Drivers of Increasing Employee Engagement and Loyalty: Part 1 of a 3 Part Series on Employee Engagement

Posted December 13, 2014 by Teresa Whiteacre

This past week I conducted a webcast at the request of the Society for Human Resource Management (SHRM), whom most of you know is where I worked for the past 8 years as Global Chief Diversity & Inclusion Officer until launching my own global workforce solutions firm this summer. I am pleased to continue to work with SHRM on a contractual basis as a thought leader, speaker, and facilitator of their curriculum. I was asked to focus on a topic that—according to recent research—is one of the most important business challenges for CEOs today—Employee Engagement. More than 600 registrants joined me live, and I’m sure many more will access throughout 2015 (that’s how long SHRM keeps its webcasts archived). Here are a few highlights that I shared about the current state of the workforce and why employee engagement should be top of mind for every HR professional and other business leaders.

The workforce will continue to shift dramatically over the next 10-20 years making it more diverse, more global, more hyper-connected, and virtual. For example, by 2020 50% of the workforce will be made up of Millenials; by 2030, 54 percent of new workers will be people of color; today, the global workforce is nearly 50% women; the buying power of people of color is estimated to be $3 Trillion; nearly 40% of the workforce today works part-time; and 10% of the world’s population has a disability; to name a few. Additionally, in a recent study released by Deloitte Consulting entitled, “Global Human Capital Trends 2014: Engaging the 21st Century Workforce, human capital challenges will plague organizations who don’t focus on employee engagement NOW. The list below illustrates a few of the grave results reported by CHROs and CEOs.

86% – Don’t have adequate leadership pipeline
76% – Have a significant engagement and retention problem
77% – Don’t have right HR skills
75% – Struggling to attract and recruit top talent
26% – Employees plan to change jobs within a year
17% – Have a compelling employer brand

Moreover, only 40% of companies are focused on Employee Engagement, and 87% of C-Suite executives recognize that disengaged employees is the biggest threat to their businesses. When I conducted a live poll on the webcast asking: “for how many of you does your organizations administer employee engagement surveys at least once a year?” the results were pretty consistent with the stats above—46% reported yes. While 52% said that they were not. To NOT be focusing on this critical issue is a “going out of business” strategy because employee engagement is a key driver for talent acquisition, talent productivity and performance, and talent retention. There is a real cost to the bottom line when employees quit but don’t leave; when employees show up at work to get a paycheck but don’t produce; and when employees sabotage your employer brand and undermine every new program, policy and project. The Gallup Organization, Towers Watson, the Hay Group, and other global consultancies have been tracking Employee Engagement stats for years. The reality is that in most of the research, only 30% of employees across the country are engaged (globally only 35% are engaged). That means a whopping 70% of employees are either disengaged or actively disengaged. Either way, it costs companies billions in lost productivity and turnover.

What are the 5 Key Drivers of Employee Engagement?

The work itself
The management environment
Flexibility and inclusion of the workplace
Ability to learn and grow
Trust and meaning from leadership

In my next blog (coming Dec. 20, 2014), I will further describe each of these and identify who’s most engaged and who’s not and why. I’ll also share what companies who are listed as Best Places to Work are doing to address this issue. Finally, in part three of this series (coming Jan. 2, 2015), I’ll outline 12 strategies that you can implement to increase employee engagement and loyalty.

If you would like to access the recent webcast that I presented to see the slides and hear more in detail, click here: http://www.shrm.org/multimedia/webcasts/pages/1214davis.aspx

And be sure to sign up for my E-newsletter—The Success Doctor’s Digest -> here

“Bring Your Dog to Work Day” Every Day?

Posted December 11, 2014 by Teresa Whiteacre

Let me first open this blog with a disclaimer: MUST LOVE DOGS TO APPRECIATE THIS POST!!!! This week I had one of the most unique experiences while visiting a client’s site. It was Nestle Purina in St. Louis, MO. Much of the talk about Missouri these days is all about what’s going in Ferguson, which happens to be 20 minutes away from the client’s site. But I wasn’t there to protest. I was there to conduct a full day of sessions on Diversity & Inclusion, Unconscious Bias, Best Practices of Successful Business Resource Groups, Leadership, and Career Success. As I entered the lobby and approached the receptionist’s desk, I noticed a life size painting that draped the wall as the centerpiece of the lobby. It was this photo affectionately referred to as their Board of Directors:

Immediately after receiving my visitor’s badge, my hostess began to walk me towards the conference center down the corridor. The lobby was quite active as it was 8:00 am and associates were beginning to arrive to work for the day. But much to my surprise, I began to see workers arriving with dogs (on lashes of course) and I became intrigued. I turned to my hostess with all seriousness and asked, “Is today bring-your-dog-to-work day?” She laughingly replied, “I guess you could say that, but every day is bring-your-dog-to-day here at Purina.” Being a dog parent to 3 dogs and a major dog lover, I was in “dog heaven.” I couldn’t have been more impressed.

Once I got set up in their new state of the art training auditorium, I conducted the 2 hour first session with nearly 60 HR professionals at Nestle Purina, and it went great. But after the session, while lunch was being served, I couldn’t resist the urge to request a tour of the facility to see how the dogs live at work every day. My first introduction was to Duke and Ralph.

As you can see, dogs live the cubes with their owner and have doggie gates. Where the names of the associates appear on their offices/cubes, so does the name of the furry friend. Many of the cubes were their home away from home and were lined with their favorite toys, their beds, and water tins. In the back of the building is a dog park where they can go for a walk and to release. Dogs feel quite at home while at the office and everyone knows each other’s pet.

I was curious and asked the question if they had a pre-requisite that anyone working at Purina MUST LOVE DOGS, and the answer was, NO. I assume however, that it would be quite difficult to work there though and if you don’t like dogs, are afraid of dogs, or are allergic to pet hair. Nestle Purina has become the benchmark for how to work, live, and love your pets at work. They have shared their policies with other companies who have implemented their pet policy. In addition to their great pet policy, I had the opportunity to hear their CHRO reaffirm how important it was for them to take control of their work and life balance, prioritize and determine if they really needed to be in all meetings, and to be sure to stay home if they are sick. I so appreciated hearing this come from the CHRO. He was walking the talk!! Kudos to Steve.

I’m thrilled that all sessions went so well that I was invited back next year. But I have to admit that the highlight of my visit was seeing how Nestle Purina represents their company and values so well, and the new and innovative way to make our four-legged friends feel welcome and appreciated at work.

How Serious Are You About Achieving Success? Your Checkbook May Reveal the Answer

Posted November 25, 2014 by Teresa Whiteacre

By Dr. Shirley Davis

An excerpt from my newly released book, Reinvent Yourself, July 2014

I have coached many professionals, at various levels and stages in their careers, including entry-level and mid-level supervisors and managers, officers up to and including vice presidents, senior VPs, chiefs, and CEOs. And I often ask them how they define success in their lives. Consistently, their definitions have varied based on gender, age, ethnicity, and their stage in life. But there are some commonalities. Here are a few examples of some of the most common responses I hear.

Some say that success is about having a great job and making good money. Some say their fulfillment lies in their personal relationship with their spouse or their significant other and with their children. Some feel that success is being personally wealthy and being able to buy anything they want. It’s having the car of their dreams. It’s winning the lottery. Some even tell me that success is being spiritually grounded in their faith, having good health, and living a long life. For others, success is retiring and being able to travel around the world.

I’m sure that many of these definitions resonate with you, as they do with most Americans. Statistics confirm that 40 to 45 percent of Americans—that’s nearly 100 million Americans—make New Year’s Day resolutions and set goals under the premise that their lives will be better off and more successful if they accomplish these new goals. The most common New Year’s resolutions include losing weight and getting healthier, finding a new job, spending more time with loved ones and friends, quitting smoking, and getting out of debt. Even so, according to a recent USA Today article, nearly 50 percent of those goals are abandoned by the end of January, and only 40 percent of them are maintained beyond six months.

Where Do You Invest Your Time, Talent, and Treasure?

One way I encourage my clients to consider how they define success is to have them look at how and where they invest their mental, emotional, financial, spiritual, and physical energy. If I were coaching you, I’d want to know what you really spend the majority of your time doing and thinking about, and planning for and working toward. If I looked at your daily planner and your checkbook, and at your debit and credit card statements, what would it tell me about what’s most important to you?

I’m a big believer that where one invests one’s time, talent, and treasure is a clear demonstration of where one’s heart is committed. Where you commit your resources and energy says a lot about who you are and where you’re going, where you’ve been and what you believe, and what legacy you will leave. One of my favorite authors, John Maxwell, has written a number of great books on success and leadership (How Successful People Think; The Difference Maker; 21 Irrefutable Laws of Leadership, to name a few). He describes success as a journey. It’s like a cross-country trip—just use your imagination and envision such a trip with me. It’s a trip that’s filled with beautiful scenic views and signs and guideposts. But also along the way, the trip comes up against rocky roads, hills, valleys, mountains, and deserts. So in order to get to the right destination, you have to have a roadmap or a navigation system. Unfortunately, too many people take trips without using a roadmap and refuse even to ask for directions when they get lost. In other words, success doesn’t just happen. Like most things, it requires that you go through a process or a journey in order to achieve it. You may ultimately reach your destination, but along the way you will experience some peaks and some valleys. Successful people know this, and they’re willing to take this journey.

They actively invest in themselves. They require constant self-discovery. They’re growing and developing new knowledge, skills, attitudes, and perspectives. Plus, they’re meeting new people and expanding their network, and doing things that benefit others as well as their society.

Unfortunately, most of us are not making the right investment of our time; we are not doing things that lead to success. Research tells us that the average American spends 20 to 28 hours a week—that’s three to four hours a day!—watching television, when we could be using that time developing fresh skills or learning something new. The Consumer Expenditure Report published in 2011 by the Bureau of Labor Statistics revealed that individual consumers only spent $945 on education for the year. (This includes personal development activities such as attending a seminar/workshop, taking a college course, learning a new language, etc.) And purchasing reading materials made up only 0.2 percent of the average consumer’s income, which equates to about $118 a year. This means the average consumer spent only $9.83 a month on reading materials—Yes, that’s correct: only $9.83 a month!

A Huffington Post/YouGov poll conducted in October 2013 revealed that 28 percent of Americans haven’t read a book in the past year. And, what’s even more shocking, the Consumer Expenditures Report for 2011 mentioned above revealed that the average consumer spent nearly $2,700 on entertainment, almost $500 on alcoholic beverages, $323 on tobacco products, $588 on personal care products, and over $1,800 on clothing.

Wow! I don’t know about you, but the message is clear. If I were to look at the average American’s bank statements and credit card bills and daily planners and see where they’re investing most of their time and their money, I’d likely see time spent at the movies, video stores, concerts, shopping malls, liquor stores, restaurants, hair care product and nail salons, day spas, and other personal care shops. But I wouldn’t see much time spent at the library or buying a book from the local bookstore, or attending a seminar at the local college, or even listening to motivational CDs or DVDs or MP3s—and I certainly wouldn’t see time spent enrolling in a career or professional development program.

If you’re one of those consumers who finds him or herself spending frivolously and wastefully without anything to show for it at the end of the year, or at the end of each month, now is the time to redefine what success means to you.

Is success for you a repeat of that vicious cycle of dressing up outward appearances and having a short-lived good time on the weekend, only to wake up every day trying to fill a void and facing an emptiness caused by a lack of fulfillment? Do you want to enjoy life or endure life? Do you want success in every area of your life? If so, it’s time to Reinvent Yourself. And what better time than now to set forth a new direction and make the necessary investments towards your success. As 2014 comes to a close in less than 45 days and 2015 arrives, start by investing in your personal growth and development.

Remember, success starts with oneself, and it works its way outward—not the opposite. And when you have true success, when you have true fulfillment, it flows through every area of your life.

To read more about how to redefine success and to begin the journey of reinventing yourself, order the book, Reinvent Yourself and Workbook today. [button style=”btn-primary” url=”https://new.drshirleydavis.com/workbook-available-reinvent-yourself/” size=”” block=”false”] Order Here [/button]

Women’s Equality DAY – AUGUST 26 – Remembering the Struggle

Posted August 28, 2014 by Teresa Whiteacre

In honor of August 26 -Women’s Equality Day and the 94th anniversary of the 19^th amendment—granting women the right to vote, I had the pleasure of delivering the keynote at Homeland Security’s US Border Protection Agency’s Women’s Equality Day Program.

And in this blog, I’ll highlight a few of the pioneers that fought for justice and equality so that women were afforded the same rights and privileges of men.

Long before women had a right to vote, they had a vision; they had a voice and they were visible.

They had a commitment to the cause.
They possessed a courage of their convictions;
And they were conduits for change.

The foundational principle of the Declaration of Independence is that “we hold these truths to be self-evident—that all MEN are created equal.” But did it include women? For years and years a silent voice became louder and louder challenging the notion of whether “ALL MEN MEANT WOMEN too?

Abigail Adams, wife of the 2^nd president of the United States John Adams wrote letters to her husband frequently sharing her political views. She had a vision for this new country as we declared freedom from England’s rule. Her vision was simple: that women should have rights too.

In one of her most famous letters to her husband, Abigail writes:

“I long to hear that you have declared an independency—and by the way in the new Code of Laws which I suppose it will be necessary for you to make I desire you would remember the ladies, and be more generous and favorable to them than your ancestors. Do not put such unlimited power into the hands of the husbands. Remember all men would be tyrants if they could. If particular care and attention is not paid to the ladies we are determined to foment a rebellion, and will not hold ourselves bound by any laws in which we have no voice or representation.” In other words, “by any means necessary, women will fight and prevail.” And thus the birth of the women’s rights movement.

She was one of many others with a vision and a voice.

Elizabeth Cady Stanton: In 1840 Elizabeth married the lawyer, Henry Bewster Stanton. The couple both became active members of the American Anti-Slavery Society. Later that year, Stanton and Lucretia Mott, travelled to London as delegates to the World Anti-Slavery Convention.

Lucretia Mott, become a leading social reformer spoke widely for both women’s rights and the abolition of slavery. Her book, Discourse on Women, published in 1850 discussed the educational, economic, and political restrictions on women in Western Europe and America. After slavery was abolished in 1865, Mott supported the rights of black Americans to vote.

At the World Anti-Slavery Convention, both women were furious when they, like the British women at the convention, were refused permission to speak at the meeting. Stanton later recalled: “We resolved to hold a convention as soon as we returned home, and form a society to advocate the rights of women.”

However, it was not until 1848 with Lucretia Mott and several other women, Elizabeth Cady Stanton held the famous Women’s Rights Convention at Seneca Falls. At this meeting, the attendees drew up its “Declaration of Sentiments” and took the lead in proposing that women be granted the right to vote. She continued to write and lecture on women’s rights and other reforms of the day.

In 1866 Stanton, Lucretia Mott, Susan B. Anthony and Lucy Stone established the American Equal Rights Association. Susan B. Anthony founded the National Women’s Suffrage Assoc with long time friend Staton. She was the first woman to be arrested, put on trial, and fined for voting on Nov. 5, 1872.

Other suffragette sisters (Lucy Burns and Alice Paul) long before the civil rights movement of the 1950’s, were chaining themselves to rail stations and hosting hunger campaigns in the 1910’s, but always in the most ladylike manner. Alice Stokes Paul (1885 –1977) was an American suffragist and activist. Along with Lucy Burns and others, she led a successful campaign for women’s suffrage that resulted in the passage of the Nineteenth Amendment to the U.S. Constitution in 1920.

In 1912 Alice Paul met up with her friend, Lucy Burns, and they took over the National American Woman Suffrage Association (NAWSA) Congressional Committee, trying to get a constitutional amendment giving women the right to vote. By 1916, she formed the National Woman’s Party (NWP) that demanded a constitutional amendment guaranteeing women the right to vote.

Women started demonstrating in front of the White House for women to have the right to vote. By July, President Wilson was tired of all the demonstration going on and arrest started. Finally, President Wilson gave up fighting and said that he would support a woman’s right to voting.

After the amendment passed in Congress, Alice and Lucy and others began working for the amendment to be ratified by each state. That finally happened in 1920. That was the first year that women were allowed to vote in the Presidential election. Alice Paul just kept studying and earned a law degree from Washington College of Law in 1922 and a Ph. D. in law from American University in 1928. Alice wrote the first Equal Rights Amendment and in 1923 it was introduced in Congress. It was supposed to prohibit discrimination based on sex.

Gloria Steinem: an American feminist, journalist, and social and political activist who became nationally recognized as a leader of, and media spokeswoman for, the women’s liberation movement in the late 1960s and 1970s. A prominent writer and political figure, Steinem has founded many organizations and projects and has been the recipient of many awards and honors. She was a columnist for New York magazine and co-founded Ms. Magazine. In 1969, she published an article, “After Black Power, Women’s Liberation” which, along with her early support of abortion rights, catapulted her to national fame as a feminist leader.

Other notable women who had a significant impact on women’s rights and participation in the political process included:
Victoria C. Woodhull was the first woman to run for president in the United States. She was selected by the Equal Rights Party to be its candidate in the 1872 election.
The Equal Rights Party platform supported women’s right to vote and work, among other issues, but Woodhull was soundly defeated in the election by Ulysses S. Grant.
Margaret Chase Smith was the first woman to run for the Republican presidential nomination.
Shirley Chisholm also deserves recognition. In 1972, she became the first major-party black candidate for President of the United States and the first woman to run for the Democratic presidential nomination.
Elizabeth Dole is another woman who ran for the Republican presidential nomination during the 2000 elections. She campaigned for the position for several months in 1999, but dropped out of the race before any of the primaries due to a lack of funding.

We continue to hold on to the American fundamental principle that all of us were created equal. We celebrate those who suffered and made the sacrifices necessary for all women to enjoy the pursuit of life, liberty, and the American Dream. We commit to continue the fight for equality, inclusion, and justice for all women today and for generations to come. If we are to continue the fight for greater equality, we must possess the same traits and qualities of these pioneers and trailblazers:

a commitment to the cause;

a courage for our convictions,

and be conduits for change.

Yes there remains some backlash; yes there will be resistance; and yes there will still be blood, sweat and tears. But there will be progress and reward.

Executive Presence: Poise, Posture, and Professionalism

Posted August 13, 2014 by Teresa Whiteacre

This week I had the pleasure of participating in the National Sales Network’s Annual Conference in Dallas, TX. More than 500 sales professionals, sponsors, exhibitors, and speakers were in attendance bringing excitement, expertise, and energy with them. A special track was created specifically for women and I was asked to speak on Career Strategies for the Professional Women. My session was entitled, Executive Presence: Poise, Posture, Professionalism, and Perseverance under Pressure. Afterwards, I participated in a book signing of my newly released book: “Reinvent Yourself: Strategies for Achieving Success in Every Area of Your Life.”

Here were some of highlights of my key points:
Research continues to reveal that it does play a role in hiring decisions, promotions, and perceptions and that executive presence is not just required for executives—rather it is a sought after skill for high potential professionals. Moreover, executive presence is now the second highest reason why clients seek an executive coach. According to an October 2012 study by the Center for Talent Innovation, a non-profit research organization in New York, being perceived as leadership material is essential to being promoted into leadership positions. In fact, the 268 senior executives surveyed said “executive presence” counts for 26% of what it takes to get promoted.

What is more compelling is that 81% of women surveyed in the study found executive presence confusing and were unsure how to act upon it. Further interestingly findings just released by Brian Underhill and his research team in the US highlight that executive presence is now the second highest reason why clients seek an executive coach (behind the main driver which is leadership development).

So what is executive presence?

Executive presence remains an elusive term that leaves many professional women struggling with how to act upon it. Commonly included in its definition is poise, posture, and the ability to perform under pressure, among others. Most researchers concede that understanding exactly what defines executive presence is still difficult. It is also fraught with the gendered expectations of what traditional (typically male) leadership looks like, and this can be particularly challenging for women in managing these unwritten expectations.
The definition provided by the Hewlett study found that executive presence consists of a trilogy of the following qualities:

Gravitas – Described as self-confidence, poise under pressure and decisiveness, this was considered to be the core of executive presence by the 268 executives surveyed.
Communication – Excellent speaking skills, assertiveness and the ability to read the audience comprised this quality, which was considered a secondary but important skill, particularly in being able to talk the language of business and to convey opinions with conviction.
Physical appearance rated a much lower third and was described as “looking polished and pulled together”. However, the main takeaway was that if an individual’s appearance wasn’t managed well, it could detract from the two key qualities above, rather than being a central concern.

In my personal experience, executive presence has been referred to as the “wow” factor, an “aura” that exudes from you when you walk into a room, a magnetism that draws people to you that carries an ability to influence, and having “IT”—that thing that commands attention and respect. It’s not limited to an outward appearance, albeit a critical part of getting attention, but it also comes from a deep place of self-assurance and confidence from within. And when you speak, you use clear language, you speak with authority and intelligence, you display positive body language, give solid eye contact, a warm smile, and you exude passion and energy. On the outside, you are dressed professionally, appropriately, fashionably, and you are not overdone with too much jewelry, makeup, cologne/perfume, nor are you over-exposed with cleavage, tummy, and buttocks, distracting body piercings/tattoos, and tight clothing. It is not flattering and it brings the wrong kind of attention.

Additional research findings from the study quoted above by the Center for Talent Innovation, authors say the findings offer new insight into why fewer women make it to the C-suite. Women and racial minorities were found to struggle more with executive presence, likely because corporate culture has long been a bastion of white men. Some 56% of minority-race professionals feel they are held to a stricter code, compared to 31% of white professionals. Meanwhile, women said feedback on executive presence is often contradictory and confusing, which may be why a whopping 81% say they’re unclear about how to act on it.

A few strategies that I offer if executive presence remains an area of development for you:

Seek out a trusted advisor/coach/mentor who will give you honest feedback on how you carry yourself, how you are perceived by others when you walk into a room or when you make a presentation, and who will tell you where you can enhance your presence.
Study others who have “IT.” You know it when you see it. Observe the way that they enter a room, their posture, their body language, their dress/appearance, their verbal communication style, how they work a room, etc.
Consider working with an image consultant. Learn how you can enhance your outward appearance.
Work with a speech coach on how you can speak with power and passion. Presentation skills are a part of leadership responsibilities and a critical skill in gaining credibility.
Seek out resources on line. There are lots of articles, webinars, eBooks, and videos on You Tube that identify ways that you can make powerful and lasting impressions.
Identify your greatest assets and strengths and know what makes your package (YOU) unique and special. When you know this it helps build your confidence and authenticity. An important part about having “IT” is knowing what IT is.

Executive presence may remain an elusive term but it can be developed. While it is a real standard that is used for promotions, hiring, and perceptions every day, if you have a baseline of self-confidence, have identified your talents and expertise, and you have a willingness to develop all of these, executive presence can go from being elusive to being conveyed.

To book Dr. Davis to speak at your next conference click here

For more tips on how to enhance your communication, presence, and impact in the workplace order my new book, “Reinvent Yourself: Strategies for Achieving Success in Every Area of Your Life,” ($19.99) at drshirleydavis.com/store

Smart Meeting Magazine Cover Story!

Posted July 18, 2014 by Teresa Whiteacre

“Never get bitter, get better”—that’s one of the maxims that Dr. Shirley Davis lives by. An accomplished business executive, she speaks to companies and groups worldwide on such topics ranging from global workforce strategies to diversity and inclusion to career development. In the July cover story, Davis shares her story and explains how to increase your influence on the job and in your personal life.

Leaving SHRM & a Great Legacy-Launching a Full Time Venture

Posted June 13, 2014 by Teresa Whiteacre

June 2014 Newsletter

Please click on the link below to download/read the June 2014 The Success Doctor’s Digest. Dr. Shirley Davis outlines that she is leaving SHRM and Launching her own Full-Time Venture.

{ Success Doctor Blog & Newsletter }

Close-Up Talk Radio spotlights Dr. Shirley Davis

Posted May 21, 2014 by Teresa Whiteacre

Show dates:

Thursday, May 29^th at 11am EST

Thursday, June 5^th at 11am EST

Bowie, MD –What major challenges will your business face in the next five years? Most business leaders are concerned with growing their business, meeting the needs of their customers and developing new products and services. But without the right talent none of those objectives can be accomplished. Talent is the key to staying competitive.

“An organization’s human capital, the employees who show up every day, is their greatest asset and the difference between thriving and surviving,” says Dr. Shirley Davis, president of SDS Global Enterprises and thought leader on talent management. “You have to invest in your talent or someone else will.”

With recent advances in communications technology, businesses can now connect and collaborate with people from all over the world. As a result, the workforce itself has become increasingly more global and considerably more diverse; businesses must learn to leverage their human resources both virtually and remotely across borders to compete. Dr. Davis provides strategies and solutions to help business leaders and HR professionals better manage the challenges of the global workforce.

“I’m big on leveraging efficiency by cutting out unnecessary and unwanted projects and processes,” says Dr. Davis. “A lot of the work you do customers don’t care about. Companies don’t see it that way so the workforce is more stressed. They have higher levels of anxiety and lower levels of engagement, productivity, morale and retention. It’s not necessarily a long-term sustainable business model so we have to be more efficient.”

With a doctorate in business and organizational management and over 25 years of experience in human resources, Dr. Davis is also an international speaker on topics including talent management, professional development and personal enrichment. Dr. Davis is the author of Reinvent Yourself: Strategies for Achieving Success in Your Career, Personal Life, Relationships and Finances.

“I live, breathe and eat this stuff,” says Dr. Davis. “It’s about having expertise, experience and offering solutions in a practical and effective way so that audience participants “get it.” I love to connect with audiences but I can also go in the boardroom and the workroom, roll up my sleeves and implement strategies that can have an immediate impact. I’m not just talking about concepts. I make them happen.”

Close-Up Talk Radio will feature Dr. Shirley Davis in an interview with Jim Masters on May 29th at 11am EST and June 5th at 11am EST

Listen to the show www.blogtalkradio.com/closeuptalkradio. If you have a question for our guest, call (347) 996-3389.

Here is the recording from the 1st show on May 29th: Hear show

Career Strategies for the Professional Woman

Posted May 6, 2014 by Teresa Whiteacre

Getting a Seat at The Table

Posted March 14, 2014 by Teresa Whiteacre

This week I had the distinct pleasure of presenting to nearly 60 Chief Diversity and Inclusion Officers from across 22 government agencies ranging from the Department of Energy to the Internal Revenue Service, Department of Defense to OPM. For years, HR professionals have reported that one of their biggest challenges to being effective strategic business partners is getting a seat at the table. But in recent years as more and more companies make room for the role of the Chief Diversity and Inclusion Officer, many are finding that they have the title, but not necessarily the positional authority to make real sustainable change and to join their other ‘Chief’ counterparts at the C-Suite table. Following are excerpts of the tips/strategies I shared from my presentation for “How to Get/Keep a Seat at the Table:”

Earn it. Don’t just expect to get invited.
Know your organization’s business.
Know your leaders.
Be/become an SME.
Demonstrate strong leadership skills.
Get some quick wins. Measure outcomes and goal achievement, not work processes.
Be a partner/collaborator across the organization; set others up for success.
Demonstrate courage to speak up on the tough issues.
Think innovatively, strategically, and futuristically.
Secure a champion/sponsor for your efforts.
Get out of the office. Your seat may not be at the boardroom or conference room table.
Operate your office like a business owner. Even if you’re government, non-profit or faith-based, everyone can demonstrate entrepreneurial skills by looking for ways to manage costs, increase efficiency, and find innovative/creative ways to keep your doors open.

For this keynote and other topics that you’d like Dr. Davis to deliver at your next event, please contact her.

The Power Of Goal Setting For Your Business

Posted February 5, 2014 by Teresa Whiteacre

Recently I had the distinct pleasure of speaking at a conference called, “The Believers in Business Conference” held at one of the largest churches in the Metro DC area (Evangel Cathedral). More than 200 people convened to discuss strategies for launching and running a successful business. The Sessions ranged from how to transition from a J.O.B to entrepreneurship, how to secure financing for your business, how to establish and run a non-profit organization, how to set up the appropriate legal structure for your business such as LLC, S Corporation, C Corporation, or Partnership, etc. And there was my session on “The Power of Goal Setting for Your Business.”

With a packed room and very enthusiastic attendees, I shared the following tidbits of wisdom for how to ensure that your business is set up for success by setting goals and building a strategic plan.

Count up the cost. Starting a business is no easy or small task. It requires a lot of thought, planning, faith, knowledge, resources, support, time, effort, and yes, money. For some, it may be a small startup that requires little up-front capital, but it will still require a lot of effort, time, energy, planning, and knowledge of business. No one should make this step without first counting up the costs. Not only the costs of starting and operating a business, but the costs or the toll that it may take on your physical and mental health, your relationships, your family, and your finances. Some people empty out their bank accounts or their entire retirement savings to start a business. What do you do then if the business fails? Some people work 70, 80, 100 hours a week trying to get the business off the ground. What is the impact that this will have on your relationship with your significant other, or your children? How will it affect your health and well-being if you’re not eating appropriately, getting very little sleep, or don’t have any time to exercise. How will you handle the mental stress of operating a business? As in any new venture or new relationship, you have to ask yourself, “What am I willing to give up in order to follow my dream and to be successful.” Counting up the costs and knowing what you are walking into and then preparing for the journey is the first step towards business success.
Start with the end in mind. Too many times people start businesses based on a whim or a great idea that has not been properly thought out, researched, and written into a business plan. Anyone who has enjoyed a level of success in their business will tell you that they started with a plan. As the old adage goes, “failing to plan is planning to fail.” Having a good plan means thinking about what it is that you want to accomplish. Asking “what does success look like when it’s achieved? What steps do I need to take in order to launch a successful business? And “what resources do I need in order to get there.” Steven Covey, author of many best-selling books and one of my favorites in particular, “Seven Habits of Highly Effective People,” wrote that effective people start with the end in mind. A plan is simply thinking about the end and then backing up to lay out a strategy for how to get there. It’s like taking a cross country trip. In order to get from point A to point B, you use a map or your GPS to identify the route you need to take and to determine how long it will take to get there. Likewise in business, you have to start with a road map in the form of a business plan. It doesn’t have to be an elaborate 200 page dissertation but you should write down the type of business you’re interested in; identify what is your business vision and mission; know who are your competitors and what they offer; what you will offer that will be better, different, or unique; how much money it will take to get started; what kinds of supplies, equipment, and resources you will need; where the business will operate from; who will be your clients/customers; and what is your marketing plan for getting those customers. This process of thinking is called “Strategic Planning.” It can be this simple. And as part of this process you should give some thought to what will be your long term and short term goals for measuring success including setting specific timeframes. When you start with the end in mind you have something to start with and something to work towards.
Follow your passion and your calling. The worst thing that we can do as business owners is to get into a business that does not allow us to utilize our gifts, talents, and strengths and to do it simply because it sounds lucrative or glamorous and is popular. If you are not driven, self-motivated, and called to do it, you will struggle to keep it afloat. I’ve heard many business owners say, “In owning a business you will put in longer hours, work harder than you ever did when you were working for someone else, and you will wear many different hats as your own boss, but it is the most fulfilling job you’ll ever do.” People who say this don’t mind working hard at something that they are passionate about and at something that gives them meaning and fulfillment. And the only thing that will give you meaning and fulfillment is following your purpose and doing that thing that you were called to do. Granted, not everyone is called to start a business or to be an entrepreneur, but all of us are called to do something meaningful while here on earth. In order to be successful in business, in your career, and in your life, you must always follow your passion and your calling. When you’re setting goals, you will be more likely to stick to them and achieve them if they are the things that drive you, motivate you, and the things that you are passionate about.
Set S.M.A.R.T. goals. I’m sure everyone has heard this acronym and would consider it a bit overused. But as a success coach and a consultant working with business leaders and individuals on building their strategic plans, I can tell you that the skill in writing out SMART goals is definitely underdeveloped. Here’s a prime example. Every New Year, people set their New Year’s resolution. The most popular one is to lose weight. Research tells us that by Valentine’s Day, nearly half of the resolutions have been broken and by April 1, 70% will be abandoned. Why is this? The goals that are set are not SMART goals. Going back to the weight example. If you say that you are going to lose 20 pounds this year, consider a few other things to determine if this is a realistic goal. Have you lost that much weight in the past? How much weight have you lost in a given year over the past five years? What kinds of activities will you incorporate into your lifestyle to make this happen? Notice I said “lifestyle.” Most people don’t change their lifestyle. They attempt to do certain activities for a few weeks or months, but they do not make it a lifestyle change. Simply saying that you will lose weight is not enough. You have to make it measurable and realistic. If you don’t normally go to the gym, you may be setting unrealistic goals if you say that you will now go to the gym five days a week. If you know that you love meat and now you say that you are going to become a vegan with no real plan then you’re setting yourself up to fail. If you say you want to make a million dollars in your first year of business and you have no plan written down, nor have you made that much in the last five years of your business, you are not setting a SMART goal. Remember, a SMART goal must be specific, measurable, realistic (or relative to your ability to get it done), achievable, and time bound. Don’t make it too easy and don’t make it too hard. Customize it to you and your business and not to someone else’s standards.
Get away and reflect, refresh, and revise your goals as needed. I’ve developed an annual ritual, and I’ve done it for at least the last seven years, of getting away to a tranquil quiet place where I can think and reflect. I review my successes and accomplishments for the year. I look at setbacks I’ve experienced, and mistakes and missteps I’ve made. And I reflect on what I need to do differently to ensure success going forward and to avoid making the same mistakes. Whatever time works for you, I recommend that you just get away and do it. I do it at the end of the year because the first part of the New Year is approaching and it’s the best time to be thinking of making a new start. I try to identify those things that I need to put into place so that I have the rest of the year to make those things happen.

For me, it means getting away from home. I recommend you do that too because being at home, if you’re like me, makes it too easy to look around and see everything that needs to be done. If you’ve got children at home as well, obviously, you’re not going to have a whole lot of peace and quiet. There are just too many distracters. So it’s good to get away—even if you have to limit it to a day or two. It might be an overnight trip; it might be to a friend’s house where you know that it’s going to be a quiet place.

Goal setting is not that hard. It just takes time, commitment, and willingness to get it done. It means transferring your thoughts and great ideas for your business into a written format. And it means using it as a roadmap and a plan for your success. These tips will not only work for your business, but they will work for your personal life too.

If you’d like to access the slides that I used for this session, go to http://www.slideshare.net/shirleyatshrm/the-power-of-goal-setting-and-strategic-planning

To order my recently released audio on Reprioritize Your Goals, go to https://new.drshirleydavis.com/product/reprioritize-your-goals-audiobook/

2014 Believers In Business Conference

Posted January 16, 2014 by Teresa Whiteacre

Women Are The Biggest Emerging Market Ever Seen Globally

Posted January 5, 2014 by Teresa Whiteacre

There is a growing realization that women are the biggest emerging market ever seen globally.

More and more analysts and economists are drawing attention to the fact that women will be the key to success, growth, sustainability, and a competitive standing in businesses, governments, educational institutions, communities, and emerging markets around the world.

And though we are at a critical crossroad economically, politically, and globally, women we are on the cusp of changing the game.

And while I’m excited about the future for women, I’m not oblivious to the fact that there is still a journey ahead for us. There are some current realities that we must address:

Consider these startling statistics:

On average, women earn 77 cents to 89 cents for every dollar earned by men for the same jobs.
As soon as women leave business school they lag behind men by job level and in compensation and never catch up (a report released by Catalyst earlier this year). This is not a U.S. statistic. It’s a global reality.
This report surveyed over 4,000 alumni who graduated between 1996-2007 from MBA programs at 26 leading business schools in Asia, Canada, Europe and the United States. Women made on average $4,600 less in their first jobs and continued to be outpaced by men in rank and salary growth.
Additionally, the Institute for Women’s Policy Research revealed that men out-earn women in nearly every occupation where data is available (and there are over 500 occupational categories provided by the U.S. Bureau of Labor Statistics). For example, women administrative assistants earn 83.4 cents; elementary and middle school teachers earn 87.6 cents; and registered nurses earn 87.4 cents for every dollar that a man earns holding the same positions.
In the U.S. and European Union., most college students (57 percent and 55 percent, respectively) are women. Worldwide, almost half (49 percent) of college students are women.
Still today, less than 20 women serve on Fortune 500 CEOs and only four of them are women of color.
Women represent over half of the world’s population and 70% of the world’s poverty.
Gender inequality, polarization, and prevailing negative stereotypes remain a significant impediment to the upward achievement of women in the global workforce.

While there is still much to be done here’s what we can get excited about….

Women have made many other strides in the U.S. For the decade ending 2007, women increased their share of many prominent career positions: lawyers from 25% to 30%, physicians from 22% to 29%, and university faculty from 32% to 39%.
Women’s participation in the military during the same period also grew from 12% to 14%.
Almost all income growth in the U.S. over the past 15 or 20 years has come from women—while men have seen flat or even declining incomes.
By around 2028, the average woman is projected to earn more than the average man in the U.S. (Boston Consulting Group)
Over the next five years, the global incomes of women will grow from $13 trillion to $18 trillion. That incremental $5 trillion is nearly twice the growth in GDP expected from China ($4.4 to $6.6 trillion) and India ($1.2 trillion to $1.8 trillion) combined. (BCG)
By 2014, women’s income will jump by $5 trillion to $15.6 trillion.
Women own or co-own 40 percent of U.S. businesses.
Most important, globally, women control nearly $12 trillion of the overall $18.4 trillion in consumer spending.
By 2014, women will control $15 trillion.
By 2028, women will control nearly three-quarters (72 percent) of consumer spending worldwide.

So to NOT leverage the power, the strengths, and the contributions of women, it is a “going out of business strategy.”

Career Success Guide For Black Women

Posted December 9, 2013 by Teresa Whiteacre

So I was interviewed by Essence Magazine as a career expert and the article appeared in the April 2013 issue.

My 4 V’s of Career Success

Posted December 5, 2013 by Teresa Whiteacre

As a female professional, a person of color, and a single mom, a status that has traditionally and still in some companies today is considered three strikes against me, moving up the corporate ladder has been wrought with unique challenges, setbacks, and life lessons. Being identified as a “high potential,” or receiving the highest performance rating year after year didn’t always translate into new development assignments, coaching/mentoring from the company’s executives, or receiving a promotion or a raise.

One of the things being written about more and more is that mentoring and getting results is not enough, we need sponsorship. When you are identified in the succession planning process as a high potential or a high performer, that means you have demonstrated results and earned the designation of a “hi-po” but when you are added to the list as “ready in 5 years, or ready in 3 years or ready next year” and 3 years have passed with no development and no movement and you’re still on the list as ‘ready now,’ something is broken in that system. Succession planning is a futile exercise if it’s supposed to be inclusive and used as a tool for retention for women and people of color.

After years and years of asking “how much more do I need to do,” “how much longer do I need to wait,” and “how much harder do I have to work to prove that I am worthy of the next level” only to be told to take one more course, take on one more assignment, get a mentor, get a certificate, or get a master’s degree, I realized that I was hustling uphill backwards. I even attained a Ph.D. in Business and Organization Management thinking that the excuses would go away. Not so. Then I heard that I’m overqualified, too ambitious, and that I might not be challenged enough or that they can’t pay me enough.

But I didn’t get bitter. I got better. I finally decided to take control of my career destiny instead of leaving it in the hands of those who wouldn’t see or value the hard work of this woman in a skirt. I flipped the script.

Often times, women who aren’t getting recognized or rewarded for their performance leave and go to other companies and end up taking a step backwards in pay and position.

I became more selective about the types companies, cultures, and bosses that would “fit” for me; they were looking for a “culture fit”…Well so was I.

This time I did my homework and background checks on the companies that I selected to send my resume to. I was prepared to negotiate my salary up front; and I observed and learned from the men who seemed to be promoted more quickly, with less experience, less education, and less effort.

In all of those experiences, here are the 4 V’s of career success that I learned both from my male counterparts and from dynamic women like you in this room.

I’ll spend more time on this first one because it drives the other three:

1. Be a Visionary. Companies today are starving for visionary leadership—that is simply the ability to invoke followers without coercion, to recognize challenges and growth opportunities before they happen and to offer solutions, and position people to produce extraordinary results. And women have the Emotional Intelligence and the unique skills/strengths to do all three of these.

That’s the sign of a great leader, but if you call yourself a leader and no one is following you, you’re simply taking a walk.

A visionary leader has the ability to help others go further than they thought they could; to achieve more than they thought they would, and to soar higher than they thought they should.

But it starts with having your own personal vision. And then a vision for the work that you’re leading in your organization and one should spill over into the other…if you’re living your passion. For example, if your passion is to be a catalyst for change for women….that will spill over into your volunteer work, your career, your relationships, and your social life.

How many of you have a personal vision statement or a vision board?

Far too many women don’t have a clue as to what they were created to do during their time here on earth, where they’re going, or how they’re gonna get there. I’m a success and career coach to several mid-level and senior women in corporate America, and when we started out I asked them to articulate their personal vision and only one of them could do so.

And when you don’t know your vision, others will define it for you and I guarantee you that they will limit you or confine you. When you don’t know your vision, you can’t be your authentic self; you can’t be unstoppable or step into your awesomeness.

I’ve said this for many years, “many people die at age 30 but they don’t get buried until age 75.” Why? Because they don’t have meaning, significance, or a clear vision for their life. They go through life wandering and seeking direction, and by the time they get older, they’ve got more regrets then they have achievements.

I read somewhere that the “the richest place on earth is NOT the rich goldmines in Ghana, nor the oil-rich lands of Saudi Arabia or Mexico, nor the diamond mines in South Africa (which I visited a few years ago), but rather—the richest place on earth is the cemetery!” For there in the cemetery lie many dreams that were never attained, life changing and motivating songs that were never sang, cures to cancer and other diseases were never discovered, Nobel Peace Prize winners that were never known, bestselling authors that were never published…and so many other dreams that were never fulfilled that could have been a blessing to society.

One other point on “Be a Visionary”

A person with a vision will fall down, but they get back up. WHY? Because they stand for something.
A person with a vision will have haters, but they won’t be distracted by them. WHY? Because they have something bigger to fight for.
A person with a vision will have trials/tests/setbacks, but they aren’t defeated by them. WHY? Because they have something to live for.

What do female Fortune 500 CEOs, or the women who start their own businesses, or the three women who won Nobel Peace Prizes in 2011, or the women in political leadership roles, or female community activists all have in common? They are visionaries, they know their purpose, and they are changing the game—changing the world, rewriting the rules, and leaving a legacy…

And so can each one of us.

The second lesson I learned is to:

2. Be Visible. It’s important to seek broad exposure across the organization, your industry, and your community. Get to know the key players in your organization but more importantly, let them get to know you.

We’ve heard this saying that “it’s not what you know, it’s who you know.” Well I submit to you that “it’s not just what you know, but what they know about you and what is said about you.”

We can’t simply stay inside our offices and on one floor and not get out across the organization to know who are the key players and let them know who we are, what we’re doing, and why should they care. Being visible is also about how you show up and how you present yourself. So remember, you are projecting and selling a brand every day. YOUR personal brand.

Being visible is also about building alliances, working your network, and leveraging the relationships in a way that can benefit both of you. But it’s also about who you bring into your personal space and attach yourself to. Know what reputation they have and what associating with them might mean for your career. People make assessments and assumptions by the people you hang around because they know that association brings about assimilation.

My mentor and friend, Les Brown, once said, “show me your closest friends, I’ll show you your net worth.” He said “Shirley, if you are the smartest person in your group; you need to get another group because if you are an A and you surround yourself with C’s, you won’t be an A for long.”

“Surround yourself with people who are smarter than you, wealthier than you, and more successful than you because they will challenge you, and stretch you, and expand your thinking and worldview,” he directed. Great advice coming from one of the world’s best motivational speakers.

Not only is it important to have a vision, to be visible, but we must:

3. Be Vocal. A prevailing weakness of women in the workplace is that we often shy away from finding our voice in the organization. We must learn to speak up, speak out, and be willing to have courageous conversations.

Studies reveal that women are less likely than men to demand more pay, promotions, and are uncomfortable “tooting their own horn.”

Women still tend to think that their results alone will speak for themselves. We have to learn how to politically, strategically, and tactfully toot our own horn. It can be in the form of sharing a new idea that you implemented and the results you achieved; to recognizing the efforts of a project team that you led; to forwarding an email to your boss with feedback about you from a client or customer. Men do it all the time.

Use your voice to first speak to yourself—to remind yourself that you are smart, talented, gifted, anointed, attractive, beautiful, all that and a bag of chips. And that you don’t have to take a back seat to a male counterpart.

And finally,

4. Add Value. Never underestimate your value. Know that you have unique skills, gifts and talents that can be developed, perfected, and leveraged in a way that makes a difference.

Invest in your personal development. Just by attending this class and investing in your education puts you ahead of the average American.

The Consumer Expenditures report published in 2009 by the Bureau of Labor Statistics revealed that the average consumer spent $9.83 a month on reading materials. Similarly, according to a survey conducted in 2007 by the Associated Press, only one in four Americans even read a book that year. More shocking in the Consumer Expenditures report was that the average consumer spent nearly $2,700 on entertainment; $457 on alcoholic beverages; $323 on tobacco products; $588 in personal care products, and over $1800 on clothing.

Don’t settle for average and for living in your comfort zone. Nearly 60% of Americans are satisfied living a mediocre life. Let excellence be your standard and it will always set you apart.

Seize every opportunity, be willing to take risks. For some of you, you just need to jump first and grow your wings on the way down and stop talking yourself out of your blessing.

The last thing I’ll say about Value…is don’t just shoot for trying to IMPRESS the world around you, but aim to IMPACT every person that you come in contact with. Leave a legacy by being your authentic self and by being unstoppable.

And in the words of one of my mentors and friend, Mr. Les Brown: Live Full and Die Empty.

Give everything you’ve got; leave nothing undone, unrealized, or unachieved. And when you retire and you’ve done all that you were created to do….the world should be a better place because you lived out your vision, you were visible/present, you shared your voice, and you added value.

Reassess Your Personal Vision & Purpose

Posted November 5, 2013 by Teresa Whiteacre

The past few years have been wrought with the effects of a lingering recession: double digit unemployment, rising home foreclosures, overwhelming debt, and mental and emotional setbacks. Each year we engage in the age-old tradition of setting New Year’s Eve resolutions such as losing weight, working out, eating healthier, finding a new job, getting more organized, and spending more quality time with close family and friends. Unfortunately, according to research, by Valentine’s Day nearly 50% of those resolutions are broken and by the end of April nearly 90% of them are abandoned. Consider your resolutions now…..how many of them have you kept? Are you on track to accomplish what you set out to do in January?

As a Success Coach, I advise clients that instead of creating New Year’s resolutions that are likely to be broken, to develop a Life Plan for Success and use each year as a check in for progress made and new actions to take. In this blog I share a few excerpts from my newly released audio book entitled, “Reinvent Yourself: Strategies for Achieving Success in Your Personal Life, Career, Relationships, and Finances.” Now that nearly half of this year is already behind us, I hope that you will take the time to do a mid year check in and consider how well you’re doing against the goals you’ve set towards accomplishing your Life Plan. The first step is to understand your WHY.

REASSESS YOUR PERSONAL VISION AND PURPOSE

One of the most basic questions in life to ask: Who am I? Why am I here? What is my purpose? When you start answering these questions, you’ll bring new meaning to every aspect of your life, to your career, to your relationships, and to your responses to life’s challenges. Too many people go through life frustrated because they have no idea what they want to become or why they were created. They spend years trying to find their purpose, yet so few of them are living a fulfilled and meaningful life. I’ve said this for many years, “many people die at age 30 but they don’t get buried until age 75.” Why? Because they don’t have meaning, significance, or a clear vision for their life. They go through life wandering and seeking direction, and by the time they get older, they’ve got more regrets then they have achievements. It’s been said that the poorest man in the world is the man without a dream or vision; the most frustrated man in the world is the man with the dream/vision that never becomes a reality.

A vision is the promise of what you shall be one day—whether it’s becoming a senior executive in a corporation, achieving your MBA or Ph.D., running a successful business, getting better organized, or eating healthier. A vision is the blueprint for your life. It lays out what you’re aiming to be/become or to do in the future. It takes into account where you’ve been, where you are now, and what’s possible. It is a road map that guides and informs the choices and decisions you have to make on a daily basis. William Blake, famous painter and poet of the 18th century put it this way: “when people have no vision, development of the mind’s capacity to create is neglected and they fall prey to the human tendency towards victimization.”

Similarly, purpose is what you’ve been created and born to do. It’s your WHY. It’s the reason why you’re wired the way you are. It’s the reason that you possess the kinds of skills and talents that you have. Purpose has to do with your destiny [or your destination]. It will drive you and make you want to get up out of bed every morning; it will give you a strong sense of self worth; it will give you a dose of energy and passion for life; it will guide your choices and decisions in life.

We all have dreams, whether we know it or not. They are visual manifestations of our purpose and seeds of destiny planted in our hearts. What dreams and purpose do you have that you’ve yet to accomplish? If you don’t know, here’s a way to start to explore what it is. It’s the interest, hobby, or skill that has followed you from a young child; it keeps coming back to your mind year after year; the thing that you’ve always enjoyed doing and would do even if you didn’t get paid for it; the gift and talent that you have that comes easy for you; the thing that you would do if you knew you couldn’t fail and if you had all the necessary resources to implement. That’s your dream. And it’s tied directly to your purpose.

Discipline is necessary if you plan to bring that purpose into reality. It is the positive conditioning and controlling of one’s mind, desires, actions, beliefs, words, and habits. In order to obtain your goals, you must have the discipline to go through whatever it takes to succeed. That means that when things get tough, you get tougher; when friends no longer stick by you, you stand your ground anyway; when you start to lose hope and confidence, you keep pressing towards the prize and never give up.

To get you started in this journey of reinventing yourself first start with a few self-assessment questions and reflect on what you need to redefine, reassess, and reinvent in your life. I use these types of questions with my own clients as a success coach. They should spark some deep thought and introspection. Be as honest and as open with yourself as possible. This is a time for you to do your own self discovery and to be truthful with yourself. You may be experiencing a crisis at the crossroads, and in order to take your life to the next level, remember success starts with self.

How do you define success? What does it look like for you?
What do you value most in life and why?
Are you where you want to be in your life? If not, why?
What is your life motto?
How would you summarize yourself in less than two sentences?
What do you like least about your life?
What behaviors and attitude adjustments do you need to make?
What are you most proud of?
What mistakes do you keep repeating?
What lessons have you learned this past year?

For a complete list of self-assessment questions, see chapter 1: Redefine Success in my new audio book, Reinvent Yourself.

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