Why Do We Have To Call It Work?

Since most of us don't like the idea of work, then why don't we call it something else?

Stats and reports keep coming to let us know that most people are 'under this...' or 'over that...' - or not quite ready for anything new when it comes to the 21st Century world of work. I'm a stats junkie so I can't help but read and digest the stuff if only to discount lots of it and move on. Many of the details or concerns raised in various areas are quite valid and deserve a second, third, or continuous deep look followed by introspective actions. 

The world of work is one of those areas.

While examining report details over the last few weeks, a question came to mind and it's sticking around. The question is around this idea of work. The question is:

Why does work cause so many of us so much angst? Could it be that we have our definitions or frame of reference all wrong?

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Work is defined as the effort applied to produce a deliverable or to accomplish a task in exchange for services or payment

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The definition seems straight forward and simple enough. As far back as the beginning of time, the idea of work has been embedded in our cultures and lives. We crave the opportunity to do work for something that is important to us or with someone who shares our goals or with a company or organization that values us. For some of us work is simply "all about the benjamins" which is alright I suppose.

Before I ramble on too much, here are some stats that made me ponder the definition of work.

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Stat #1 - 72% of productive life span is spent working

Stat #2 - 70% of U.S. workers are not fully engaged in their work and are not reaching their full potential

Stat #3 - 71% of U.S. workers spend less than 10 years with their employers

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This is a problem only if...

Stat #1 is a problem only if we don't want to spend our productive time producing results. If we enjoy what we're doing, we'll look forward to spending a majority of our waking hours performing designated tasks and activities in exchange for services or payment.

Stat #2 is a problem only if we're doing something that we don't like or are with someone that we don't like being with for a majority of our working days. If we enjoy what we're doing, then engagement will be automatic and we will crave growth and development.

Stat #3 is a problem only if we believe that everything should stay the same giving us the opportunity to remain stagnant in our careers and in our lives. If we accept that change is inevitable and important to our progress, then we will embrace it as part of the norm.

Defining how we spend our productive time in disempowering ways limits our desire to engage. The definitions that we use may even make a majority of us regret waking up on Monday mornings! 

We can change that.

A New Definition of Applied Effort

We often become masters at reframing unpleasant situations when it suits us. For example, if children don't want to eat spinach and we know that it's good for them, then we may tell them that it will make them stronger and smarter. Remember Popeye the Sailor Man? He made spinach seem cool. I still eat my fair share.

If we can do that for children, then why can't we do the same for ourselves and reframe the definition of work to suit us? When someone asks you where you "work", why not think - then say?

• I add value as a Management Consultant for ...
• I make a daily contribution in Operations for...
• I deliver outstanding service to my customers and stakeholders in ...

Aren't these the kinds of statements that we put on our resumes or include in our work histories? If so, why don't we use these types of statements every day to help us reframe what we really do with our productive time? 

Perhaps Mondays won't seem so bad if we reframe the definition of work.

We add value. We contribute. We deliver.

I realize that simply changing wording won't completely fix certain complex work situations, but it can definitely produce a shift in attitude and perspective around work. If it helps even a little bit, then isn't it worth the applied effort?

I appreciate you taking the time to read my article. Let me know what you think by commenting, liking, or sharing.

How To Prevent "Double Jeopardy" From Jeopardizing Your Success

Double-jeopardy is attached and it's not the legal kind...

Several weeks ago I read a great LinkedIn article by Marianne Cooper that highlighted findings on gender bias in STEM fields. The focus of the article was a report published by Tools for Change in STEM which confirmed that gender bias does in fact exist in STEM fields. 

While I'm grateful that the study was performed and that Marianne brought additional visibility to the topic, I thought to myself - why do I need a study to validate what I already know to be true? 

Then I read (and reread) many of the details.

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The current body of social psychological work on gender bias has focused almost exclusively on the experiences of White women...

Double-Jeopardy? Gender Bias Against Women in Science (pg. 4)

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When I read that statement, I was glued to the report for the duration. I had to know more about what women of all types were revealing. For certain my personal and professional experiences would mirror those expressed by 60 scientists almost verbatim regardless of race or color, right? Almost - the report at once confirmed my experiences and enlightened me about how difficult this topic can be to examine.

Please Note!

The study's findings warrant a detailed examination by all professional women who are either just beginning their careers or who are well-underway - along with their leaders. While the study focuses on STEM careers, these same types of challenges are experienced in other professions as well. 

Because of reports like this one, today's career women have new opportunities to prepare effectively before they have to do battle as STEM leaders. It's a battlefield out there and that fact shouldn't be understated. Everyone should know what they're facing - and then do it anyway.

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You have to be okay with being ostrasized in every way

Double-Jeopardy? Gender Bias Against Women in Science (pg. 48)

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Though there are many efforts in progress to improve professional workplaces, there's a need for everyone in leadership to roll up their (our) sleeves and do whatever they (we) can to help resolve these challenges post haste.

As was so eloquently stated by Alibaba's CEO Jack Ma, "...one of the secrets of our success is that we have a lot of women." Many leaders and reports continue to point out that success in the 21st century requires more women actively engaged everywhere - especially in STEM. 

The 21st century keeps calling. Are we going to answer for gender equality in STEM or are we sending the call to voice mail? I predict that we will continue to answer the call.


Double-Jeopardy Bias Patterns Defined

Four STEM field bias patterns were examined (plus a short mention of sexual harassment) against the back drop of previous and current research. Bias categories include:

• [1] Prove-It-Again
• [2] The Tightrope
• [3] The Maternal Wall
• [4] Tug of War
• [5] Sexual Harrassment (mentioned)

[1] Prove-It-Again refers to the persistent need to reinforce one's competence and capabilities even though both have already been consistently demonstrated.

[2] The Tightrope is that space between exhibiting caretaker behavior on the one hand and standing up for one's self on the other.

[3] The Maternal Wall occurs when a woman's commitment to her job responsibilities is questioned after motherhood even if she keeps up with her duties while managing her family.

[4] Tug of War highlights that both women and men show bias against women in male dominated fields and situations.

[5] Sexual Harrassment (mentioned) as legally defined simply must not be tolerated. Period.

So what is double-jeopardy in the STEM context?

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Definition of STEM double-jeopardy:

Risk or disadvantage incurred from two sources simultaneously as in race and gender or race and age or gender and age

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Resolution? Metrics-Driven Bias Interruptors

Recommendations in the report include the implementation of Metrics-Driven Bias Interruptors (see pg. 49 of the report) along with best-practices in recruitment, hiring, promotions, and tenure activities. These are sound ways to move forward in any organization or company, but can often take a while for results to show. After you review the report, encourage your teams and leaders to do the same in order to leverage its insights to build bridges towards the future.

While there is still much more to be done everywhere, the U.S. is currently positioned at 20 of 142 countries benchmarked according to the Global Gender Gap Index with a score of 0.746. Index categories include:

• [1] Economic Participation and Opportunity
• [2] Educational Attainment
• [3] Health and Survival
• [4] Political Empowerment

Source: Global Gender Gap Report 2014 (pg. 364)

Okay - now that we have reports, numbers, perspectives, and context - what's next? We use the insights to build bridges towards successful outcomes.

I started out in male-dominated fields because I was interested in male-dominated subjects and no one stopped me - at least not for long. As a child I loved to play with bugs and mud pies in the back yard or I would examine squishy things in creek beds close to our home. Dad would often say to me "act like a lady" if I was climbing a tree or doing something else that was considered boyish. That's exactly what I was doing. I was acting like a STEM lady by exploring the world around me. 

I was curious about the inner workings of things so whenever I got a chance I would probe. I haven't stopped probing since and I never will. One has to be firm in their commitment to make a difference in STEM - or in any area of their choosing. 

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We must have perseverance and above all confidence in ourselves 

We must believe that we are gifted for something and that this thing must be attained

Marie Curie, First Woman to Win Nobel Prize (Only 2-Time Winner)

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How To Prevent Double-Jeopardy from Jeopardizing Your Success

If you're considering a role in a STEM field or are already in one, you're doing your part so here are some ways to prevent double-jeopardy from jeopardizing your success.

• [1] Prove-It-Again and Again - Do what you love and love what you do! There's a tremendous price to pay for shying away from an area because others don't want you there. If your passion and talents lead you to a specific field - scientific or otherwise, go there with all due haste. #YOLO (you only live once)! Surround yourself with a positive team of influencers, sponsors, mentors, coaches, and supporters who will help you to navigate. Don't go it alone! Make your success in STEM a team effort.

• [2] Walk the Tightrope Backwards and in High Heels - Nurture strong positive attributes such as assertiveness, confidence, kindness, and ambition daily. Focus on your career trajectory and on being a positive influence on and with others. "Square off" when necessary if someone is being beligerant or deliberately jerkish to you. Otherwise play nice in the STEM sand box, but don't allow others to walk on you.

• [3] Build Bridges Across The Maternal Wall - Becoming a mother doesn't guarantee you a sideline seat unless that's what you want. Evaluate your circumstances and make the best choices for you, for your child(ren), and for your family. If the company where you work doesn't support you having or raising valuable human beings, then find a new company! Better yet, build a new one.

• [4] Get On The Right Side of The Tug of War Rope - Working with women (or men) can be frought with challenges if there are feelings of insecurity in the mix. When it comes to gender strength, team up with professional women to build strong "pink links" and expand your network based on your strategic plan. Don't have a strategic plan? Build one. Know your game and play it well. Let others play their own game.

• [5] Don't Tolerate Sexual Harrassment - Period. End of story. Document, report, and move on if the issues aren't resolved right away in any environment where you find yourself. It may be a financial or professional inconvenience, but what price can you put on your self-worth or on your physical well-being? Remember your career will be over some day, but you will still be you.

Alrighty then - it's time to move forward. Lace 'em up and get ready for the climb! It won't be easy, but then nothing worthwhile ever is.

I appreciate you taking the time to read my article. If you would like to read more, just click on this link. Leave your relevant comments in the section below and let's keep the dialog going.

Beautiful Leaders, Beautiful Liars

How many times have you been told something by a leader only to realize that the truth is on another planet?!

I'm not talking about the "little white lies" that typically don't cause any damage (how did it get it's name anyway?). I'm talking about those gargantuan whoppers that baffle even the most creative geniuses. You know - the kind of statements and behaviors that topple companies or hedge funds and get us into all kinds of global trouble.

Have you ever wondered how those leaders were able to convince scores of people that they were qualified to take the reigns? I've wondered about it for years so I took a look closer at the personality traits of leaders and liars. Turns out that there is much to be learned and yes - there is a correlation between leadership and lying.

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Before I go further let me issue a quick (and humorous) disclaimer:

• Any characters or situations appearing in this post are fictitious.
• Any resemblance to real persons, living or dead, is purely coincidental.

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Leadership is both art and science - and is also apparently amenable to lying. Many argue about whether leaders are born or built. I believe it's both. Some people come with a leadership chip installed and others have to install leadership programs along the way. Either way leaders arrive at their stations and are - we believe - prepared to lead. Yet - we see time and time again the results of lies or unscrupulous behavior from leaders that have been trusted to take their companies and organizations where they need to go. How can this be?

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Rank does not confer privilege or give power. It imposes responsibility.

 

Peter Drucker

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High Power, Low Power

Many studies on this topic are available, but the study that I found most intriguing was completed by business students from Columbia University. By studying the effects of lies and truths between high power (leader) and low power (subordinate) individuals, they were able to show a clear difference in how both groups reacted.

Results showed that low power test subjects were significantly more impacted by the negative factors associated with lying than were high power test subjects. This means that people in high power roles were more comfortable with lying. For instance, high power individuals didn't respond as intensely to negative moral emotion, cortisol reactivity, and cognitive impairment compared to low power individuals. Thus the high power individuals didn't "feel" the effects of the lies that they told.

 

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Source: People With Power Are Better Liars (n=47)

 

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Leaders, Watch Yourselves!

We've frequently heard the phrase "Power corrupts. Absolute power corrupts absolutely." by Lord Acton. He believed that "great men are almost always bad men." Whether that's true depends on the awareness and actions of high-powered leaders. The world is full of individuals who have not been corrupted by their rank as they have found ways to balance themselves.

A study in Psychology Today gave further insight into traits that can be common between leaders and liars as shown below. All traits are desirable for leaders except manipulation which can be positively converted to influence. Surprisingly, the study showed that college-educated individuals lied more than non-college-educated individuals. It's clear that leaders who don't find a balance may tip the scale to liar very quickly.

 

I-Core Principles: Intellect. Integrity. Influence.

While contemplating what makes an exceptional leader without exception, three characteristics came to mind as I-Core Principles: Intellect. Integrity. Influence. My practice is built on these elements of human and leadership excellence. With each of these traits in high doses, a high-powered individuals will not stray into negative territory.

• Intellect - of or related to abstract thought, understanding, communication, reasoning, learning, planning, problem solving, and the application of best practices

• Integrity - of or related to consistent actions, values, methods, measures, principles, expectations, and outcomes leading to high personal standards

• Influence - of or related to the power to produce effects on the actions, behaviors, or opinions, or outcomes of a person, thing, or situation usually without direct or apparent force

Pay close attention to what you say and do. As a Leader, you may be lying and might not even know it!

Care to share your thoughts on leaders and liars?

Has Someone Moved Your Cheese?

It's inevitable... Someone will move your cheese. Perhaps it will be you.

Who Moved My Cheese? is one of my all-time favorite books. I hadn't read it in quite a while when I saw it in a store last week. Wisdom jumps off the pages in an entertaining tale fit for adults and kids alike. Naturally I had to buy a copy for my 10-year-old daughter.

I urged her to read it aloud on the way home so I could hear it too. She whined a bit, but quickly realized how funny the tale was and finished the book before we arrived in our driveway. The main characters Sniff & Scurry (mice) and Hem & Haw (miniature humans) were simply irresistible and we laughed out loud at their adventures. My goal is to ensure that she understands right now at her tender age that change is inevitable and vigilance is crucial. These life lessons can never be taught too soon!

After reading a message left by Haw on the wall of "Cheese Station C", there was a pause as my daughter contemplated what it meant. I related this insight to familiar topics like animals, technologies, cultures, jobs, products, and companies. I explained that it's important to stay fresh and ready.

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If You Do Not Change, You Can Become Extinct.

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Sniff & Scurry demonstrated these principles by moving on to find "Cheese Station N" after "Cheese Station C" ran out of cheese while Hem & Haw struggled to learn a new way. Haw finally got up the nerve to take the next steps when he asked himself a key question. Haw also realized that he had to leave Hem behind.

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What Would You Do If You Weren't Afraid?

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Has someone moved your cheese?

This is a rhetorical question. Our task is to be ready with our sneakers tied around our necks so that we can quickly move on to find our next "cheese" station - in our lives or in our careers.

How can you ensure that you're ready? Take heed to the message left by Haw on the wall of "Cheese Station N" and you'll be just fine.

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Lillian Gregory is a passionate advocate for Women in Leadership and Women in Technology. Connect on LinkedIn. Follow on Facebook or Twitter.

5 Leadership Lessons From My Father

I previously posted these 5 simple Leadership Lessons on 06/13/14 via LinkedIn. After spending time with my father this summer I came away with an even deeper sense of gratitude for his guidance and example over the years. I saw what true contentment looks like so it's worth sharing his guidance once again.

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My mornings often open with a call from my father - usually in the middle of a mad rush to get out the door or in the middle of a work meeting. He calls to say that he's thinking of us and that he's doing well. I feel guilty rushing through our conversations because I need to do something else at that moment. Whether it's to get my daughter to some place quickly - to school, to an appointment, to camp, or just to be somewhere that I've committed to go, I've been mostly on the run when he calls. The conversations go something like this: "Hi Dad - great to hear you! We're rushing to get to... How are things? Glad to know all is well. We'll talk to you again soon. We love you too." 

Father's Day is Sunday and I've taken the time to reflect carefully about the leader that my father has been for me and to share those lessons with you. At first pass you might be tempted to think that these lessons only apply to general character building. Dig deeper and consider how your business will benefit from these 5 simple leadership lessons.

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5 Leadership Lessons From My Father

• Leadership Lesson #1 - Respect your elders
• Leadership Lesson #2 - Set the bar high and keep it there
• Leadership Lesson #3 - Work hard and be an example for others
• Leadership Lesson #4 - Learn something new everyday
• Leadership Lesson #5 - Share what you know and have with others

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Leadership Lesson #1 - Respect your elders
 
As a rebel, I often went against the grain with my dad. Surprisingly I was his first child to openly disagree with him during discussions. In our family, dad's word was law. I challenged the law with new ideas - and lived to tell about it (likely because I'm the youngest). Southerners will know well what I'm talking about... Respect for elders is a long-standing Southern tradition. Calling an elder ma'am or sir are indications that one has an understanding of these traditions. I show a reverence for my father that catches many of my friends by surprise. I still call him sir when we talk. His longevity speaks for itself. At 86 years old, he has earned everyone's respect. Elders have much to teach that we would do well to learn.


Leadership Lesson #2 - Set the bar high and keep it there
 
 What I most appreciate now about my father is that he set the standard high for us and didn't move it. Squirm as we might (and did!), the standards remained the standards. Our rules were piled high, wide, and deep covering most aspects of our lives. No matter how far we went, we could always count on markers to find our way. Whether we continued to live by those standards or opted to change them, we knew where the bar was and it served as a stabilizing force. Still does. The ability to set the bar high and keep it there is a characteristic that I'm now emulating with my daughter. She's not squirming. Yet.


Leadership Lesson #3 - Work hard and be an example for others


At work dad was a very strong entrepreneurial leader. He always led his workers in ways that earned their respect. They would have walked through fire for him if he asked because they knew that he wouldn't ask unless he was willing to do it first. He demonstrated necessary actions and activities without complaining. In the scorching heat of southern summers, he would wear his shirt collars buttoned all the way up to the neck with long sleeves closed at the cuff. Why? Because that was his standard. He didn't try to change others who couldn't take the heat. He simply remained firm in his way. This type of demonstration was more powerful than words. The fact that I'm writing about it now is proof of the powerful impression that he made on me. To this day people who worked for or around him are amazed at his stamina - and thank him for his example.


Leadership Lesson #4 - Learn something new everyday
 
Even at 86 years old, my dad continues to learn about new technologies and concepts. I'm blown away that he can even use a cell phone! Of course he's had one for quite a while now. Still it's intriguing to observe him checking his voice mail or clicking from one phone call to another. He's still curious about how things work and why. He isn't trapped in the past as much as one might think except that his body limits his mobility. His sight is beginning to go, but his mind is as sharp as ever. At the adult center that he visits everyday, he writes, sings, dances, exercises, and meets new people. He loves it. Keeping the mind fresh isn't just for the elderly. This lesson easily applies to all of us.


Leadership Lesson #5 - Share what you know and have with others

Both of my parents are generous souls who shared what they knew and had with others including their opinions, ideas, and support. Even though resources were scarce for a family as large as ours, neither of them held back as a protective measure. They believed that whatever they needed would always be provided for us and they were right. On countless occasions I witnessed my dad putting his boots back on after just coming home from a long day's work. Why? Because someone needed his help. He never bothered about whether the person asking for his help was a nuisance. He just did what came naturally. A simple act of sharing carries a ripple effect far and wide. I'm a beneficiary of his ripples.

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If I do nothing else in my entire life except to work on mastering these 5 leadership lessons, mine would be a life well spent. Men like my father from times past had something remarkable that doesn't seem to exist today. They had stamina - and they had standards. My dad's standards and the lessons that came from those standards continue to sustain me today. In a couple of weeks I'll get to see him - and I'll be sure to tell him what his leadership lessons mean to me.

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Photo: Paul A. Gregory Senior (1928) - 17 years old; (2014) - 86 years old

Are Women the Real Power Behind Social Media Platforms?

Social media platforms are a tremendous phenomenon that even passionate technocrats like myself didn't envision when I entered the tech arena many years ago (I won't say how many years ago). Before I went into the military or went to college I was absolutely smitten by the possibilities that would some day come from the work that I would perform as an Electrical Engineer.

After graduating I relished in the challenges that came my way and immersed myself in the work of testing the earliest versions of ferro-electric thin-film capacitors and wireless data technologies. Wow! - I'm still amazed. I spent countless hours evaluating system designs, testing product releases, building and selling technology solutions, and creating an ever expanding awareness of the economics of leadership and human capital along the way - always digging deeper to create better, stronger, faster, more efficient systems and solutions for the companies where I worked for and more broadly for humanity in general. I still believe in the whole good of technology and what it does for us.

With all of my passion for technology and the good that it does, I'm deeply bothered by the gender gap and its impact over time - even more so after Oxford's research study. Much research has been done and initiatives have re-started to turn up the volume on this topic. I'm still perplexed about the 'how' and 'why' of the gender gap and of course I continue to examine ways that I can use my talents and capabilities to help close the gap just a little more. The urgency is real!

Social media platforms provide us with ways to connect, interact, and innovate at the speed of light. All one needs is an idea and a computer and the world is literally at your fingertips. Technology, education, and barriers to entry have virtually disappeared and market disruptions are everywhere as a result. The great equalizers - internet and education - are free making it possible for the entire globe to participate in reshaping our world. Yet the economic distance between men and women remains galaxies apart.

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There are two equalizers in life - the internet and education

John Chambers

Chairman and Chief Executive Officer, Cisco

World Economic Forum (2014)

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Social Media Platforms - Owners versus Users

Mashable's article reviewing the Top 10 Highest Rated Tech CEOs prompted me to think about who "owns" social media platforms versus who "uses" these platforms - and whether there is a way to leverage these platforms to dramatically change gender dynamics. To ask the question a different way - can women leverage time spent on social media platforms to help secure stronger leadership roles in companies or as influencers of policies that will drive the desired changes in leadership? There are may ways to answer this question, but the simplest answer is 'yes'. Alone social media platforms aren't the only answer and it would be silly to think so. There also must be 'push', policies, programs, and participation from the target audience - women - to change the trajectory.

 

Will Social Media Become Girl Territory Soon?

That's the question at the bottom of the infographic. If women use social media platforms to build and launch personal brands, to run their own businesses, and to add massive value beyond shares, likes, and comments - then yes - social media will soon become girl territory. If not, then social media will continue to provide even greater ownership and leadership opportunities for platform founders, leaders, and businesses without maximizing the opportunities at women's fingertips.

Technology's Devastating Impact on Women's Jobs

March 8th, tomorrow, is International Women's Day - a day for celebration of women's accomplishments.  The official UN theme for this year is "Equality for Women is Progress for All".

Before diving into the details about the pending challenges regarding women's jobs, take a look at the International Women's Day Doodle video for this year. Celebrate and acknowledge outstanding women. Ah hem - that would be ALL women.

Technology's Devastating Impact on Women's Jobs

 
Topics like are never pleasant to examine, but looking away from them won't change reality. Awareness is the first step towards change, right? Since the changes and challenges are already in progress, it's time to determine next steps.

As I reviewed the recent Oxford study which concludes that 47 percent of US jobs may become computerized in 10 or 20 years, I wondered about impacted demographics like as gender, age, and race - with a sharp focus on women. A close look at data tracked by the US Bureau of Labor Statistics for 2010 (the same year used in the study) shows how devastating the reality may be for women if a fundamental shift in skills doesn't occur.

According to our estimate, 47 percent of the total US employment is in the high risk category, meaning that associated occupations are potentially automatable some unspecified number of years, perhaps a decade or two.

The Future of Employment: How Susceptible are Jobs to Computerization?

 C. Frey, M. Osborne; Oxford University (September 2013

Why my focus on women in particular? Well - because women's productivity is the backbone of the global workforce - clocking 66% of all working hours on the planet. Simply put women's productivity drives global economies.

Women perform 66 percent of the world’s work, and produce 50 percent of the food, yet earn only 10 percent of the income and own 1 percent of the property. Whether the issue is improving education in the developing world, or fighting global climate change, or addressing nearly any other challenge we face, empowering women is a critical part of the equation.

Former President Bill Clinton 

Clinton Global Initiative (September 2009)

...The challenges to gender equality just got a whole lot more complicated.


Disruptive Technologies Are Disrupting Women's Jobs

Disruptive technologies will impact the most susceptible occupations in services, sales, administration, construction, and transportation. Most of these jobs are currently performed by women.

• Services jobs are being replaced by personal and household robots at a pace of 15% to 20% per year.
• Sales and related administration jobs are rapidly succumbing to automation and software advancements.
• Industrial robots may automate 15% to 25% of tasks associated with jobs in construction, maintenance, and manufacturing by 2025.

And on the story goes...


A straight-across look at the percentages by gender and job category show significant challenges for women who hold a majority of roles in sales, office, and services occupations. As if the flags weren't red enough in general, they are particularly red for women.

 

SALES-OFC - Sales and office occupations

SVCS - Services occupations

MGMT-PROF - Management, Professional, Related occupations

PROD-TX-MAT - Production, Transportation, Material Moving occupations

NR-CONST-MNT - Natural Resources, Construction, and Maintenance occupations

Now what? It's time to retool for the knowledge economy.

5 Ways To Increase Your InterNET Worth

Intellectual capital and intellectual property are compelling to think about, right?  We typically go about our lives educating ourselves, working hard, building families, and making a difference in the world without generally considering how much we’re truly worth.  Is this OK?  Sure it is - if we’re not interested in maximizing ourselves or our contributions. I challenge myself to ask better questions and to find different answers other than “that’s just the way it is” or “everyone needs to pay the bills”. Is that really just the way it is? There is overwhelming evidence to the contrary. We really can choose our destiny. Take a closer look.

In his essay titled The Nature of the Firm (Coase, R. H., 1937), Nobel prize-winning economist R. H. Coase (1910 – 2013) defined the legal concept of employee and employer as closely related to  the “master and servant” relationship.  He explored “...why a firm emerges at all in a specialized exchange economy.”  In this context the term firm refers to corporation or organized structure that controls and manages production of goods and services.

This is a complex subject made simpler by Coase’s flashes of insight about an individual’s desire to “...accept less in order work under someone instead of dealing with the stress normally laid on the advantage of “being one's own master.”  I suspect that this is the trap that many of us have fallen into and it can be difficult to get out - but hundreds of millions have taken the step.

According to an article by the Global Entrepreneurship Monitor (GEM, 2012), the number of entrepreneurs in the world approached 400 million across 54 countries in 2011!  That’s right 400 million—or 5.7% of the world’s population!  Keep in mind that these figures are from 3 years ago.  Let’s break it down further.  Of the millions of entrepreneurs, 39% are Women Entrepreneurs, 40% are Young Entrepreneurs (18—25), and 17% are Innovators, and 4% are Global Entrepreneurs.  Undoubtedly these individuals are dealing with the stress of “being their own master” in order to maximize their contributions and their worth in the world.

Not clear yet what this all means?  Take a look at this INFOGRAPHIC.  What can you do to increase your InterNet worth?  Here are 5 steps that you can take.

STEP 1 - Know Your Industry: Is the industry that you’re currently in growing or dying?  When will major shifts occur?  Who is the competition?  Where are they located?  What do you read to stay on top of it?  Who do you know that can help you stay smart?  If you think these types of questions are just for the “bosses” or strategists, you’re wrong!  These are the types of questions that every person should be asking themselves in order to create winning personal outcomes.

Step 2 - Know Your Numbers: How many people are there in your industry?  Where are the majority of workers located?  Has there been a shift in the number of workers in a particular location?  Is there a clear migration pattern emerging?  What is the market rate for your current position?  What is the top role in your industry?  What is the market rate for that industry top spot?  Is that role in the private sector or public sector - could be either?  Explore it!

Step 3 - Know Your Outcomes: Are you where you want to be in your career?  If not, why not?  Are you in the right industry?  What is your ultimate objective - to make a difference, to make more money, to solve a social problem, to support your family?  What alternative paths have you considered?  How much time do you intend to spend where you are before making a shift?  Have you explored higher education as an option?

NOTE: Higher education is a must-have just to remain status quo.  Don’t believe me?  Check out the competition!

Step 4 - Know Your Support System: Who do you have in your corner that can help you get to where you want to go?  Expand your networks and circles of influence. Do you have mentors or coaches?  Are you on your own?  No one gets to where they want to go on their own. Build a substantial and influential support team.  Don’t wait until the last minute to ask someone to “be your mentor”. Actively seek out individuals who have what you need and borrow with pride. This is called modeling and it’s not a crime. It’s what human beings do.  We model others to learn.

Step 5 – Know Your InterNET Worth: Social media profiles are a great way to let everyone know who you are and what you stand for. Watch your traffic! One of the first things potential employers, business partners, or curious bystanders do is to “google” you to see who you are. Are you leaving a data footprint that you’re proud of?  If not, change course and mind your data!  Clean up what you don’t want to be seen and be proud to tell the world who you really are.  My social media preferences are Twitter, Facebook, Google+, and LinkedIn along with my blog and my website.  Social media profiles are the new “business card” and I’m leveraging the advantages offered to increase my InterNET worth.

Do you know your worth - InterNET or otherwise. If not, find out. You're WORTH it!

Social Media Is Not Just "Social", It's Big Business

Social Media is not just "social", it's business - BIG business!  Unless you've been sleeping for the last five years you already know this. The number of technologies, apps, and platforms supporting the engagement, measurement, nurturing, and conversion of contacts into employees, customers, partners, clients, acquaintances, and friends continue to explode. Women and men alike devour content as fast as it gets generated and still want more. The 'free line' has moved. The free line is the boundary between the amount of content products, or services that are given for free versus what customers will pay for. Companies scream louder and louder to get the attention of potential customers - and we've gone deaf. Or have we?


Social Media Intelligence Reports Crazy Growth

RPV (revenue-per-visit) continues to shatter previous records. Whether you're on Facebook, Twitter, Pinterest, Tumblr, LinkedIn or any other social media platform, you undoubtedly see an increase in the unique types of ad traffic that's designed to get your attention. Reviews of CTR (click-through-rate) or CPC (cost-per-click) provide insight into whether a shift in strategy is warranted. Goldman Sachs recently increased its valuation of Facebook ads due to higher confidence in Facebook's ad ROI (return-on-investment) and mobile strategy.

Social media channels are picking up steam and have their eyes on capturing a greater portion of search dollars. The real race will not be between social media channels, but between marketer's allocation of dollars across search, display, and social.

Social Intelligence Report

Adobe Digital Index Q4 2013 

Internet Ad Revenue Tops $20B at HY 2013

The Interactive Advertising Bureau (IAB) and PricewaterhouseCoopers (PwC) report on internet ad revenue generated from more than 600 leading media and technology companies that are responsible for selling 86% of online ads in the US and is considered to be the most accurate measurement of revenue in this space. According to the IAB press release, internet ad revenues topped $10.7B USD in Q3 2013, a 15% increase over Q3 2012. Growth into 2014 and beyond is expected to accelerate.

Digital has steadily increased its ability to captivate consumers and then capture the marketing dollars that follow. Mobile advertising's breakneck growth is evidence that marketers are recognizing the tremendous power of smaller screens.

IAB Internet Advertising Revenue Report

2013 First Six Months Results October 2013

Battle of the Sexes in Social Media

So what do we do with all of these social media outlets? You might imagine that women and men use them differently and you'd be right. Take a look at how the battle of the sexes plays out on social media platforms.  If you're planning on using the platforms for business or for pleasure, it's helpful to know who is listening.