The 1 Step You Cant Afford to Miss When Preparing For Your Next Negotiation

The 1 Step You Cant Afford to Miss When Preparing For Yur Next Negotiation For most of us, negotiations are daunting. And when you factor in the reality that the playing field is far from level for men and women at work, negotiations can be especially tricky for women. Were often starting from a place of disadvantage when we negotiate for urselves, whether were subjected to unequal pay or unconscious (or even conscious) biases.We know that getting educated, and arming ourselves with information, is the key to negotiating successfully. And fortunately, you now have the chance to spend a day doing just that. On May 8, Womens Insights on the Art of Negotiation (WIN) will be hosting a summit in NYC specifically designed to help women hone their negotiation skills. The WIN Summit will be packed with inspiring speakers among them Romy Newman, Fairygodboss co-founder and president Matthew Richards, director of Talent Acquisition at Cognizant Michelle Lee, editor-in-chief at Allure and Yxa Bazan, executive director, JP Morgan Chase Bank who will offer attendees actionable tips for negotiating effectively. Register for the WIN Summit TodayFairygodboss recently chatted with WIN Summit Executive Director Daniella Kahane about what attendees can expect to learn at the summit, who should attend, and why negotiation skills are more relevant than ever.Tell us about WIN. What are the main objectives of the organization?WIN Summit, in academic partnership with Columbia University, is a one-of-a-kind professional development learning event that centers around empowering women through negotiation skill building. Were unique in that we focus on empowerment through negotiation and sit at the nexus between academia and industry.Our summit combines interactive, hard skills-oriented workshops with industry and research-based panel discussions. We believe that through developing negotiation skills for women, and addressing the root causes around our statistically/historically proven discomfort around negotiation, we can elevate women and make strides toward the goal of achieving gender parity in the workplace.Essentially, we want women to leave the summit feeling more confident and competent in their negotiation skills, which will help them better advocate for themselves and their companies.How has it evolved since its inception?WIN Summit, ironically, was born by a man, which goes to show you the importance of creating male allies. Jack Simony, founder of WIN Summit, started as chairman of The Negotiation Institute, the longest running negotiation consulting company in the United States (founded by Gerard Nierenberg, the author of the pioneering books around negotiation).Because of his exposure to negotiation training, Jack realized that men and women had different needs and brought different skills to the table vis--vis negotiation. This knowledge, combined with the asymmetrical statistics around women negotiating, inspired him to found WIN Summit in order t o bring womens voices to the table to discuss the art of negotiation.What began as a simple panel and keynotes-based summit has grown into what it is today a fully immersive, interactive skills-based summit with workshops at the heart of it all.Rather than just talk about challenges and potential strategies, we wanted to help women obtain and grow their skills, and the best way to do this was in a workshop setting. We are constantly evolving and always listening to and attempting to better address the needs of our community and of women at large, but our focus has remained consistently and solely on the skill of negotiation. We want to be the premier destination for servicing and growing this skill.What should women know about the upcoming WIN summit? (What can they expect in terms of the schedule, speakers, etc? What should they expect to learn? How should they prepare)?Well for starters, we could not be more excited about our amazing lineup of speakers academics, C-suite leaders, founders, and professionals this year. We are also excited to be evening out the score in terms of female to male speakers (according to a recent Bizzabo study, manels, or all men panels are still the norm, and nearly 70 percent of all speakers at conferences were men). Nearly all of our speakers are women.In terms of our agenda, every year we choose themes under the umbrella of negotiation that feel most resonant and needed this years themes are leadership, diversity and inclusion, and integrative well-being. We start the day after our morning breakfast, keynote, and welcome, with our longest workshops focused on negotiation skills, and then divide the day into segments discussing and interacting with the themes as they pair with negotiation. We make an effort to intermix workshops and panel discussions so that women can choose which suits them best. And this year, for the first time, we will be featuring a co-ed panel to discuss how the MeToo movement has shaped the workplace. Do you recommend women in all career stages attend?Yes. Every woman will gain something significant from attending WIN Summit in terms of her awareness, her confidence, and her competence around negotiation. We encourage all women, but especially those climbing the corporate ladder, to advocate for themselves and coworkers by requesting their companies send them. Company support shows investment in their female workforce and creates an internal swell that forces the ordnungsprinzip to respond accordingly.What do you most hope attendees will take away?A lighter load of negotiation baggage ...and a sense of greater confidence and competence around negotiation and a desire to continue learning and practicing hopefully through our continuous year-round WIN Workshops and Master Classes.Why do you believe WIN is more relevant than ever?With the growing awareness around gender bias, the pay and opportunity gap, and in the wake of a historically explosive time for women with the MeToo movemen t, Times Up, the Womens March, and our new electorate, our country seems more poised than ever for change. And yet, the problems are still there. Awareness is one piece of the solution, and letting the light in and calling out the problems are the first steps.However, in tandem with that, change needs to come from an army of strong women, willing to advocate for themselves, confident in their abilities to stand alongside men as leaders, to populate boardrooms, to serve as founders and business leaders. Negotiation can refer narrowly to our self-advocacy in contracts and salaries, which is of course important and can, alongside industry awareness around built in biases, help bridge the pay gap. But beyond this, we need to view negotiation as communication- in our day-to-day interactions, with our teams, our supervisors, our clients, our customers, our families, and ultimately ourselves. Improving how we as women communicate will help us create the changes we want to see in the world. --Want to be a part of the WIN Summit?Register here

The Ultimate Handbook to What Is Resume Writing Definition

The Ultimate Handbook to What Is Resume Writing Definition What Is Resume Writing Definition Ideas Resume writing objective is a significant portion of the resume, without it resume wont leave its effects on the recruiter. For instance, you may have done a course with your college degree. You are also able to get a feeling of the internal language used within a specific industry or company. Regardless of whether you take advantage of a CV or resume, you should thoroughly edit your document. Make certain you have a summary at the start of your resume. There are plenty of statements one can utilize to make an effective resume. These instructions will provide you with a thorough guide to writing each section. The Basic Facts of What Is Resume Writing Definition Resume objectives can be somewhat controversial. If one of these categories is a region in which you excel, visit its particular page to learn how resume skills may be used to your benefit. As the most significant p ortion of the chronological resume structure, the work history section will require the bulk of your time and attention. Many times, the application instructions for a specific position will state if a CV or resume is requested. 1 advantage for employers to internet resumes is the considerable cost saving in comparison to traditional hiring methods. The absolute most important skill for the job which you are applying to should go first. In a CV, by way of example, if youre asking for work in education, you may want to set your teaching experience on top of your CV. Learn about the three kinds of skills youre able to highlight and the way youre able to incorporate them into your resume. You have the appropriate skills and you understand how to utilize it. Delegation In actuality, your delegation skills are associated with your teamwork abilities. It is better to list your abilities and achievements in bullet points. If youre trying hard to think of any, you can attempt uti lizing the job descriptions of ads inside your industry, and looking at LinkedIn profiles of folks working in similar roles. Since you are moving between jobs. A work analysis will supply the facts you must compose an accurate job description. It should be conducted as the first step in the recruiting process. Resumes may be used for a number of reasons, but most often theyre utilized to secure new employment. They may be organized in different ways. Resumes are written to be able to be called in for interviews so its vital to present yourself in the best way possible. Resume writing Objective is a central section in any sort of resume. Another means to think of totally free writing is stream of consciousness. Resume Writing Tips Before you may start to design your resume on paper, you must possess the words. Resume writing is quite important.

Updated Weekly Remote Product Remote Project Manager Jobs

Updated Weekly Remote Product Remote Project Manager Jobs Back in December, I wrote a post about the 10 best work-from-home jobs. I was looking for the kinds of remote roles that offer the freedom to manage your own time, the security of consistent monthly income, the support of a team, and the promise of growth. Because we capped the list at 10, some pretty exciting remote opportunities didnt make the list.Namely, product and project management. Both make for great remote jobs, but if youre sitting there scratching your head about what the heck a product or project manager does anyway and wondering if theyre the same thing, check out the key differences here firstSo, why can both of these roles be done remotely?Product managers and project managers are typically expected to work with and overlandsee contributors from a variety of teams, from engineering to marketing and sales.Even in instances where a company has a physical geschftszimmer (or offices), PMs often rely on virtual com munication because of the sheer practicality of communicating across all of these teams, which are very often in different physical locations. And because software engineers/developers arguably perform better when theyre given the flexibility to work remotely, its become extremely common for majority in-person teams to have at least a couple remote developers on a project.The implication? Product and project managers need to be communication pros, comfortable managing distributed teamsThe idea of product and project managers overseeing at least partially remote teams is nothing new, and with tools like Zoom, GitHub, Jyra, Slack, and Asana (the list goes on...), PMs have multiple means of communication at their disposal.Thanks to these technologies, tracking project milestones, assigning tasks, hosting ideation meetings, and articulating product vision can all be done virtually... and arguably, its easier that wayAnother point in the favor of remote product managers is that no matter where theyre located, they need to be comfortable using technologies to communicate virtually so they can talk with the users of their products -- wherever they areIf youre a virtual communication wiz whos ready to work from the comfort of your home, check out the open see details Remote see details Remote see details Remote see details Remote see details Remote see details see details Remote see details Remote see details see details see details All Jobs on PowerToFly All Remote Jobs on PowerToFly One of the biggest challenges in almost all industries today is achieving gender parity. Gender diversity provides huge benefits in the workplace. pWhile some industries have made significant advanceme nts in gender diversity, some industries lag further behind... and the construction industry is well-known for being in the latter category. If someone says, construction workers, youll likely picture a group of men in yellow hard hats analyzing an architects plans or laying bricks on top of a scaffold. And men at work signs only help to reinforce this image.pThis stereotype is rooted in reality. When was the last time you actually spotted a woman on a construction site? Or hired a female plumber or carpenter? Your answer is most likely never. In fact, the Bureau of Labor Statisticsreports that only 3.4% of the total of 8.3 million construction employees are women.pBut the construction industry has a lot more to offer than steel-toed boots and hard hats, and it needs women to help advance the industry in this era of rapid change. Here are 5 reasons why women joining the workforce or looking to make a pivot should consider a career in construction.h21. Fuel Innovation/h2pNot only is diversity the socially and morally right thing to do, but it is also actually an excellent business strategy. pResearch presented in the Harvard Business Reviewshows that diverse teams develop more innovative ideas. This is further supported by a study conducted by Gallupon the performance of gender-diverse teams versus single-gender teams, which found that the difference in backgrounds and perspectives led to better business performance and problem-solving. h22. Capitalize on Demand/h2pThe construction industry is currently experiencing a labor shortage. The industry itself is booming and projected to be one of the fastest-growing industries, with total spending projected to exceed $1.45 trillion in 2023/a. However, most construction companies are unable to meet the rising demand. pAccording to the Associated General Contractors of America/a, more than 80% of contractors are experiencing difficulties filling hourly craft positions that represent the bulk of the construction workfor ce.pAnd demand isnt limited to individual contributor roles. Given the industry boom, there are a number of open stable and high-paying roles (any project managers out there?) waiting for the right candidateh23. Leadership Opportunities/h2pAccording to the Bureau of Labor Statistics/a, women compose only 7.7% of the total 1 million managerial positions in construction.br/pBut given the highly collaborative nature of construction work, more women in leadership roles would help drive innovation and enhance productivity.Furthermore, as a woman in construction in a leadership position, youd have the unique opportunity to drive change for the industry and make it a more attractive option for other women.h24. High-Income Potential/h2pSalaries for many skilled positions in construction are on the rise, making a construction career a prime choice for women looking for a high-paying job,pThe 2018 Construction Craft Salary Surveyconducted by the National Center for Construction Education and Research revealed that salaries for many skilled craft areas are increasing. Project managers and project supervisors topped the list at $92,523 and $88,355, respectively. The next set of highest-paying jobs include those of combo welders ($71,067), instrumentierung technicians ($70,080), pipe welders ($69,222), power line workers ($68,262) and industrial electricians ($67,269). Of the 32 categories of workers in the survey, 19 positions earned an average salary of $60,000 or higher.h25. Sense of accomplishment/h2p The construction industry can give employees a unique sense of achievement. Yes, the job is stressful and the work can be demanding, but nothing beats the feeling of being able to build something from the ground up. pHow many professionals in other industries can point at a school, a hospital, or a skyscraper and say I helped build that?pThe construction industry has a long way to go in combating gender bias and supporting women in the workforce, but given the current dem and for workers, theres no better time to pick up a sledgehammer (figurative or literal) and smash the gender stereotypes plaguing the construction industry.

DeVries and Spanos to Receive ASME Honorary Membership at 2014 Congress

DeVries and Spanos to Receive ASME Honorary Membership at 2014 Congress DeVries and Spanos to Receive ASME Honorary Membership at 2014 Congress DeVries and Spanos to Receive ASME Honorary Membership at 2014 CongressWarren R. DeVries ASME Fellows Warren R. DeVries, PhD, and Pol D. Spanos, PE, PhD, are among eight leaders of the engineering profession ASME will pay tribute to this year during the Societys 2014 Honors Assembly. Dr. DeVries and Dr. Spanos will both receive Honorary Membership in ASME during the ceremony, which be held Nov. 17 during the ASME 2014 International Mechanical Engineering Congress and Exposition in Montreal, Canada.First awarded in 1880, the founding year of the Society, Honorary Membership recognizes a lifetime of service to engineering or related fields.DeVries, Ph.D., a professor of mechanical engineering at the University of Maryland, Baltimore County (UMBC) and former member of the ASME Board of Governors, is being recognized for distinctive con tributions to engineering education and research as a professor for dedication to advancing the frontiers of discovery and neuschpfung through public service and for striving to advance the recognition of engineerings contributions to humankind through leadership in professional societies. A leader in engineering education and a renowned pioneer in manufacturing processes and systems research, DeVries served as dean of the College of Engineering and Information Technology at UMBC from 2006 to 2014, where he worked with faculty and staff to build on UMBCs reputation for integration of education and research covering the entire spectrum of innovation, from knowledge discovery through technology commercialization.Before joining UMBC in 2006, DeVries served as director of the National Science Foundations (NSF) Division of Design, Manufacture and Industrial Innovation. Through its funding, the division enabled discovery, learning and innovation in universities, and managed the NSFs role in the government-wide Small Business Innovation Research and Small Business Technology Transfer programs. DeVries welches on assignment to the NSF from Iowa State University, Ames, where was chair of the department of mechanical engineering from 1996 to 2002. Prior to that, DeVries spent two years as a program director at the NSF, and held faculty positions at Rensselaer Polytechnic Institute, the University of Michigan, Ann Arbor, and the University of WisconsinMadison. DeVries, who is currently the Societys secretary and treasurer, has served the Society in a number of different positions, including as a member of the ASME Board of Governors from 1999 to 2002, and as senior vice president of the Council for Engineering from 1990 to 1999. He received an Outstanding Service Award from the Manufacturing Engineering Division in 1997, and the Societys Charles Russ Richards Memorial Award in 2005 and Dedicated Service Award in 2006.DeVries received his bachelors degree in letters and e ngineering from Calvin College in Grand Rapids, Mich., in 1971. He earned three degrees in mechanical engineering from University of WisconsinMadison a bachelors, with honors, in 1971 a masters in 1973 and a PhD, with minors in statistics, and electrical and computer engineering, in 1975. Pol D. Spanos Spanos, the L.B. Ryon endowed chair in engineering at Rice University, is being recognized with Honorary Membership for his contributions to the dynamic analysis and design of diverse mechanical systems for effective pedagogies that have advanced engineering education and for achievements resulting from a resolute commitment to societal improvement through engineering innovation. One of the worlds leading experts on the dynamics and vibrations of structural and mechanical systems, Spanos joined the faculty at Rice University in 1984, and has held the L.B. Ryon endowed chair in engineering since 1988. He was previously on the faculty at the University of Texas at Austi n from 1977 to 1984. Spanos emphasis in the area of dynamics and vibrations has been on probabilistic, nonlinear and signal-processing aspects, with applications to structural engineering, aerospace engineering, offshore engineering, biomechanics and composite materials. His work has been supported by government entities including NASA, the National Science Foundation, the Department of Energy, the Office of Naval Research, the Air Force Office of Scientific Research and the Defense Advanced Research Projects Agency and by industrial consortia. In addition, Spanos is quite frequently involved in forensic engineering matters serving as master-of-the-court and technical expert for the federal courts.Spanos served as secretary and chair of the Applied Mechanics Divisions executive committee, and as a reviewer and an associate editor for several ASME division journals. He is the recipient of the Societys Pi Tau Sigma Gold Medal, the Gustus L. Larson Memorial Award, and the Charles Russ Richards Memorial Award. A member of the National Academy of Engineering and the American Academy of Arts and Sciences, Spanos received his diploma in mechanical engineering and engineering science from the National Technical University of Athens, Greece, in 1973. He earned his masters degree in civil engineering (dynamics) and his Ph.D. in applied mechanics, with minors in applied mathematics and business economics, from the California Institute of Technology, Pasadena, in 1974 and 1976, respectively. He is a registered professional engineer in Texas, and a licensed mechanical engineer and civil engineer in Greece.

Rocket scientists, cab drivers, and football players have this in common

Rocket scientists, cab drivers, and football players have this in commonRocket scientists, cab drivers, and football players have this in commonIm not a morning person. To me, sunrises feel as energizing as a root canal. To prepare myself for what felt like a recurring battle each morning, I would set my alarm clock thirty minutes fast.You know the rest of the story.Kid, meet snooze button. In economics lingo, I would consume those thirty minutes instead of saving them by repeatedly hitting snooze like a proposition in a Skinner box.There is a phenomenon that explains my love-hate relationship with the snooze button. The same phenomenon shows why head and neck injuries increased in American football after players started wearing hard-shelled helmets to better protect themselves. It explains why installing anti-lock brakes- a now-ancient technology introduced in cars in the 1980s to avoid skidding- didnt decrease the number of accidents. It also explains why marking crosswalks didnt m ake crossing the street any safer- in some cases, it led to more fatalities and injuries.The psychologist Gerald Wilde calls this phenomenonrisk homeostasis.The phrase is fancy, but the idea is simple In some cases, measures intended to decrease risk backfire. Humans compensate for the reduced risk in one area by increasing risk in another.Marked crosswalks dont increase safety because pedestrians develop a false sense of security and assume drivers are more likely to stop. They become less vigilant about looking both ways for oncoming traffic before crossing.Before hard helmets were introduced in American football, players would wear leather helmets that provided little protection to the head. As a result, they would use their shoulders as the initial point of contact. After players started to wear hard helmets, they began to lead tackles with their heads, which led to increased injuries and fatalities.Over a three-year period, a study welches conducted in Munich. One portion of a taxicab fleet was equipped with an anti-lock brake system (ABS). The remainder of the cabs had traditional, non-ABS brakes. The cars were identical in all other respects. They drove at the same time of day, the same days of the week, and in the same weather conditions. The drivers also knew whether their car was equipped with ABS.The study found no tangible difference in accident rates between the ABS-equipped cars and the remainder. But one difference was statistically significant driving behavior. The drivers of the ABS-equipped cars became far more reckless. They tailgated more often. Their turns were sharper. They drove faster. They switched lanes dangerously. They were involved in more near-misses.Safety measures also backfired in the 1986 Challenger space shuttle tragedy that claimed the lives of seven astronauts. The explosion resulted from a catastrophic flaw in the O-rings- thin rubber bands that seal the joints of the rocket boosters that launch the shuttle and prevent hot gases from leaking out. There were two O-rings on each joint- a primary and a secondary, for good measure- because the function they serve is critical.On the morning of Challengers launch, temperatures in Cape Canaveral were uncharacteristically cold. As a result, two engineers at Morton Thiokol, the company that built the rocket boosters, recommended a delay of the launch, believing that cold temperatures could compromise the O-rings.But the upper management overruled the engineers recommendations. The managersdecidedthat the O-rings had a sufficient safety margin to enable them to tolerate three times the worst erosion observed up to that time. Whats more, there was a failsafe in distributions-mix They had faith in the secondary O-ring if anything happened to the primary.This belief boosted a sense of invincibility and led to catastrophe when both the primary and the secondary O-ring failed during launch. These rocket scientists were like football players tackling with their helm et-protected heads or German cabbies in ABS-equipped cars driving fast and loose.In each case, implementing the safety measure gave us the satisfaction of doing something about a problem. But each left unaddressed the human cause behind the technical cause- a la the dream within a dream in the movieInception.In other words, the safe felt more safe than it actually was. The corresponding behavior change eliminated any benefit from the safety measure. In some cases, the pendulum swung in the other direction The activity became less safe than it was before the safety measure was put in place.This doesnt mean that we stop fastening our seat belts, buy ancient cars that dont come with ABS, or take up jaywalking.Instead, pretend the crosswalk isnt marked and walk accordingly. Assume the secondary O-ring or the ABS brakes wont prevent the accident. Keep your head out of the tackle, even if youre wearing a helmet. Act as if your clock isnt thirty minutes fast or that you didnt receive an ex tension on that project deadline.The safety netmaybe there to catch you if you fall, but youre better off pretending it doesnt exist.Inspirations Gerald Wilde,Target Risk Malcolm Gladwell,Blowup William Starbuck Frances Milliken,Challenger Fine-Tuning the Odds Until Something Breaks.Ozan Varol is a rocket scientist turned law professor and bestselling author.Click hereto download a free copy of his e-book, The Contrarian Handbook 8 Principles for Innovating Your Thinking. Along with your free e-book, youll get the Weekly Contrarian - a newsletter that challenges conventional wisdom and changes the way we look at the world (plus access to exclusive content for subscribers only).Thisarticlefirst appeared onOzanVarol.com.

How to stop sabotaging your career with bad thoughts

How to stop sabotaging your career with bad thoughtsHow to stop sabotaging your career with bad thoughtsWhen youre in the wrong headspace at work (for whatever reason), negativity can slowly creep in and threaten your performance - or at least make the experience a lot harder to get through.Heres how to stop those negative thoughts from ruining your career.Leave your impostor syndrome at the doorIts easy to feel like you got your job because of pure luck, or that there are only so many hours until your boss finds out that youre a fake, but you shouldnt give in to impostor syndrome.Sure, when other people ask smart questions or make insightful comments during meetings, its also easy to think, Im way out of my league here. Everyone else is so much better suited for their jobs than I am.When your boss decides that your ideas for the latest project arent the direction the team should go in, you might also feel unproductive.But you should remember that you most likely got the job for rea sons other than luck - such as experience, skill, and leadership potential.So treat these experiences with others as opportunities to learn something - after all, youve probably contributed something to the team that someone else wouldnt have been able to come up with.Let negative coworkers stew in their feelings - without youResearch has found that witnessing rudeness in the morning can sabotage the rest of your day, but that doesnt mean this has to be the case every time - the study also found that a bit of confidence can go a long way.There also comes a certain point where you have to let people deal with their emotions in their own way, and move forward, remembering all that you have to be thankful for.The same goes for absorbing your coworkers bad mood(s) throughout the day - sure, you might have to deal with annoyedknow-it-alls, work martyrs and manipulators, but there are a few barriers you can put in place.For example, try to put yourself in their shoes, and dont lash o ut. Instead, just get out of their way so you can focus on your own work.Dont think youll never find careermeaning because you hate your jobDo you ever feel like youll never break free from a job you really dont like? When you walk in, both tired and anxious on a Monday morning, it can leave you feeling stuck without the option to pursue something you really love.You need to hold onto the fact that this isnt forever and you have the power to make decisions that can shape your life for the better.One way to create meaning at a job youre thinking of leavingis to write down all the lessons youve learned - even if you learned them the hard way. As you start to apply elsewhere, think of the position as a stepping stone to a job better suited for you.If youre not in a position to leave your job just yet, make connections with colleagues who can teach you something and look for a mentor.

This is what the cofounder of LOLA looks for when hiring

This is what the cofounder of LOLA looks for when hiringThis is what the cofounder of LOLA looks for when hiringIn case you havent heard, it is no longer taboo to talk about periods. And a big part of that is the growth of the natural tampon market as well as femtech companies and other feminine healthcare startups that are all about promoting honesty and transparency and empowering women by giving them more choices and control.One of the pioneers of this new market is LOLA, the organic tampon startup which launched all the way back in 2014 with its line of direct-to-consumer feminine care products. This was before the Womens March, before period shaming was a concept and before cofounders Alexandra Friedman and Jordana Kier had raised $11.2 million in funding according to Crunchbase (early investors included Lena Dunham, Allison Williams, and Karlie Kloss.)They also just launchedSex byLOLA, a new line ofnatural latex condoms, chemical-free personal lubricant and first of its kind 10 0% natural cleansing wipes, which marks the brands first expansion outside of menstrual care.Ladders spoke with Friedman about collaboration, what she looks for when hiring, and being a cofounder, and mother.On how they inspire collaboration with their teamWere lucky that ur team at LOLA is naturally very driven, creative and resurceful its inspiring to be a part of such a passionate team that so mission oriented. One of the best ways we inspire collaboration is through regular team-building activities and volunteer days that help ground us and remind us of our shared mission. Im also encouraged by our teams openness to lending a hand across the business, and willingness to engage in conversations about their own reproductive health, whether through sharing their first period stories or having really honest office conversations around pregnancy and sexual health. As a leader, I think its important to create and foster open and honest relationships with your team, especially at a com pany like ours that is built around destigmatizing taboo topics and sparking candid dialogue.On learning to be a better leaderI grew up in New York City with two full-time working parents who supported and empowered me in every way - but who also made it very clear that one day I would be expected to support myself. Being raised this way has shaped the kind of leader I am - I want my team to know they have my support, but to also realize that I expect them to be individually empowered to drive the success of an outcome.Ive also worked for a lot of different types of leaders, and from each experience have internalized lessons of what to do and what not to do in certain situations. Even some of the most difficult people Ive encountered in my career have taught me valuable things about what it means to lead well. While I dont know how to qualify better in terms of leading, I can say that each year brings new lessons that are humbling, give me perspective and help me lead with empathy and a more clearly defined vision.On what they look for in potential candidatesEveryone on our team here is passionate about LOLAs mission and who we are. I look for candidates who show real, genuine enthusiasm for our mission and vision. Having a passion for what were doing here is a must, and when we see that passion, we want to work with you.Another characteristic thats important to have in the start-up world is the ability to work cross-functionally in a team, learn quickly, and multi-task. LOLA is a high-growth environment as we expand into new product categories and become the first lifelong brand for a womans body. Priorities and workloads shift from one week to the next. We need to know that our team can run up a learning curve quickly, support those around you, and wear a bunch of hats.On being a mom and a cofounderBeing a mom, especially being a mom to a daughter, has motivated me and made me more committed to LOLAs mission of empowering women at all stages of their lives . As Ive encountered new and different phases of my own reproductive life, Ive realized the multitude of ways that were able to help women through our products and community at LOLA.