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October 31, 2020

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Five Questions

Lois Frankel, Nice Girls Don’t Get the Corner Office

Lois Frankel, bestselling author of Nice Girls Don’t Get the Corner Office: Unconscious Mistakes Women Make That Sabotage Nice Girls_3D book and spineTheir Careers, has updated her groundbreaking book to reflect all that has changed in the workplace over the last decade to help women identify 133 common behaviors that could be hindering their careers.

Women For Hire asked her five questions.
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Mason Donovan and Mark Kaplan: Diversity Pays

Mason Donovan and Mark Kaplan are principals of The Dagoba Group, a global diversity and inclusion consultancy focused on delivering measurable returns. They are co-authors of The Inclusion Dividend: Why Investing in Diversity & Inclusion Pays Off (Bibliomotion 2013).
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Five Questions: Adwoa M. Jones

Adwoa M. Jones is Founder & CEO of Crystal Clear Interviews, a job interview coaching program teaching talented professional women how to interview and get hired in any job interview, in any economy. She recently released her Free “Irresistible Interviews Blueprint: 5 Breakthrough Strategies To Interview For A Job And Motivate The Hiring Manager To Say Yes!” available for download at www.prepareforyourinterview.com.

On June 20, she imparted her expertise to at Women For Hire’s Nationwide Online Career Fair. We’ve compiled some of the most popular questions and her answers.
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Job Seeker’s Market on the Horizon: What Does Your Future Hold?

Beth N. Carvin is CEO of Nobscot Corporation, which makes exit interview management software. She has more than 20 years of business management and HR experience. We asked her Five Questions:

1) Now that the job situation is improving, some employees are bound to be looking to leave their current jobs and look for new ones. Is it a job seeker market yet?

No, it’s not a job seeker’s market yet but things are certainly improving for those looking for employment. The market tends to move in wide swings. When it’s an employer’s market, companies have all the power in the job negotiations. When it’s an employee’s market, employees can demand better titles, sign-on bonuses and higher starting salaries. In the late 1990s, some companies were giving out car leases on exotic cars in order to entice job seekers. That’s a job seeker’s market. We’re actually just beginning to make the transition from employer’s market to job seeker’s market. My favorite time is when the pendulum is swinging from one side to another. There’s a period of time when things are relatively even and each side needs to treat the other fairly. That’s where we are headed right now. With any luck we will stay there for a period of time before it swings too far in another direction.

Your Work Future? Expect Multiple Careers

In her book, Society 3.0, Dr. Tracey Wilen-Daugenti of Apollo Research Institute explores how rapid technological advancements are transforming the workplace and the worker. We asked her Five Questions: 

1) You write that American workers must face a truth: lifelong employment is no longer guaranteed. In practical terms, what does this mean?

People are living longer.  According to the Centers for Disease Control and Prevention (http://www.cdc.gov/nchs/fastats/lifexpec.htm), life expectancy in the United States has been on the rise for the last decade.  Some experts predict people will soon be living to age 100. This means that not only are people living longer—they are also working longer.  According to the Wall Street Journal, many people will work into their 70s and 80s to be able to afford retirement.  As part of our ongoing study of women in the workplace, we share this statistic with participants and ask: what does this mean to you?  What we consistently hear is that women realize they must stay educated, healthy and employed to be able to support themselves over a longer lifespan.  With increasing life expectancies, it is not unlikely that a person’s career could span 50-60 years compared to our parents’ 20-30 year careers. On a practical level, people can and probably will have multiple careers, and given economic cycles and market changes, it is unlikely they will stay with one employer unless they are self-employed.
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Banking As a Career Option

Donna Smith, a commercial banking executive with Associated Bank, Chicago, has more than 30 years experience in the banking industry. We talked to her about careers.

1) Banking has been a male-dominated industry since its inception. What drew you to it?

I’ve always enjoyed finance and I was drawn into banking because I knew it would allow exposure to an array of companies, industries and corporate cultures. Through my work early in my career, I found a passion for working with middle market companies to help them establish goals and grow their business. That passion continues to drive me today. Obviously, there are more male than female employees at many banking institutions, but I’m not sure I’m willing to say it’s still “male-dominated.” Women in my generation have made amazing progress in our industry and are now beginning to fill some the industry’s most prestigious top level positions.

2) You’ve seen women in corporate environments succeed and fail. What traits do women who succeed have in common?
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