Core Impact Transformation

In our work with women's programas and inclusive leadership we at Core Impact Transformation often come across the push back, even from women themselves, saying a women's program is not necessary or questioning why we would focus on gender equity in 2024. In this eye-opening article, which references the 2024 Women in the Workplace 10th anniversary report by LeanIn.org and McKinsey & Company, draw attention to the fact that gender equity is not a given. The gender wage gap increased this past year for the first time in twenty years, and younger women are experiencing the same challenges as women in their 50s at work. 🙅♀️ Women get the first promotion to manager at lower rates: 81 women to 100 men this year- and the gap is not improving much in the past 6 years (79 women in 2018) 😡 Sexual harassment remains equally as prevelant as 6 years ago. 🚸 Women do a disproportionate amount of housework and childcare just as older women do and did. 👧 Younger women are not taken seriously- ageism is not just against older folks! etc. etc. Authors Cooper and Fielding-Singh, as do we at Core Impact, advocate for companies taking these and other steps to make sure that we continue to go in the direction of gender equity in organizations: ℹ Monitor and get data on female representation in your organization. We need to measure it to understand it and to see where to focus efforts! And this type of statistic, in my experience, is impactful when shared with the existing workforce. As Kotter would say, it will help create a sense of urgency for people to actually see what is happening. 💬 There must be best practices put into place to put in inclusive hiring strategies. Trainings and inclusive leadership programs can help leaders and employees see unconscious biases that are at play when women are passed over for career enhancing work or promotions to first level manager. 🗯 "Youngism" needs to be part of the conversation around gender. The fact that young women are facing bias and not being taken seriously (in the form of interruptions, ideas ignored or sexual harassment) only exacerbates an already uneven playing ground for women. Women need to be seen for their potential leadership skills the same way men are in order to breach this gap. If you are wanting to take a step toward self-awareness, inclusive leadership and uncovering unconscious bias in your organization, please reach out. We would love to have a conversation with you about what we offer and how we can support you. #genderequity #inclusiveleadershiptraining #ageism #diversityequityinclusion #leadership

World Menopause Day: Shifting the Narrative to Empower Women in the Workplace. This is a day to bring much-needed awareness to a pivotal, transformational period in every woman's life. Menopause is often seen, if seen at all,  through the lens of its challenges—hot flashes, mood swings, insomnia, weight gain and more. However, this phase, while undeniably tough, and I can personally vouch for how hard this hormonal rollercoaster can be, it is also a time for reflection, growth, and renewed strength.  Menopause: A time for awareness and support Normalizing menopause at work is the first step. It is often a taboo or quiet topic in many workplaces.  Women often manage symptoms in silence, trying to maintain their performance amidst physical and emotional strain. Women should feel safe discussing their experiences without fear of judgement or stigma. Workplaces can offer simple but meaningful support—whether through wellness programs, flexible schedules, or fostering open conversations that acknowledge the realities of menopause.  Creating awareness and offering support within organizations isn’t just an empathetic choice, it is a strategic one. Changing the Narrative: Youth to Wisdom Beyond the symptoms and giving support, it's time to shift the narrative about this period in a woman’s life. Too often, society has focused on the physical aspects of femininity—youth, beauty, and fertility. As these aspects naturally wane, what emerges is a profound, powerful new phase. This is a stage where women can bring their wisdom and maturity to the table and fully embody their professional and personal power. We can offer unique insights, balanced decision-making, and resilience from our life experience.   Harnessing the Power of Women in the Workplace Menopausal and postmenopausal women are an invaluable asset. Their depth of experience, coupled with a sharpened sense of self, makes them ideal mentors, leaders, and innovators. Transforming the workplace to not only accommodate but also celebrate this stage of life, organizations can harness a wealth of talent and wisdom often overlooked. This #WorldMenopauseDay, let’s change the conversation.  Let’s make menopause a topic of awareness, support, and celebration of the wisdom and power that maturer women can bring to the professional world. What are your thoughts and experiences on this? #femaleempowerment #itsourtime #menopause

This week I had the privilege of leading a group coaching session for a women's program that I am co-facilitating during a 5 month period. It was following a powerful in-person day and individual meetings that we started the small group coaching sessions. We began by sharing something about ourselves and then each participant brought a recent success and a challenge that they are currently facing to the table. The women opened up and discovered that behind their leadership titles and on the other side of their zoom screens they were humans in all their brilliance and all of their vulnerabilities. They asked each other questions, shared experiences, tips and helpful habits. They empathised with and encouraged each other until each woman had made a commitment to taking a concrete step toward her goal. And then we closed and considered what had blossomed during the session. It inspired me to hear and see that in this program we had cultivated connection, trust, inspiration and the understanding that we are more similar underneath it all than we ever knew. The participants leave each session feeling that they are not the only women facing these challenges, saboteurs, and doubts, and that they are now creating community transversally throughout their organisation, and their collective wisdom can propel them over obstacles and through glass ceilings. There is the power in designating a space of their own for womn to grow in their leadership, set lofty goals to expand their impact and share their creativity, perseverance, empathy, experience and wisdom. It is with this understanding and intention that we, Core Impact Transformation, are passionate about working with women and their leaders to create inclusive organisations where women are empowered to lead, innovate and realise their full potential in any form that make take. #femaleleadership #diversityequityinclusion #inclusiveleadership #leadershipdevelopment

El próximos jueves 3 de octubre, tendremos el placer de dinamizar el espacio de Networking del Congreso #WeBarcelona “Liderar los retos de hoy, creando las oportunidades del mañana”! 🚀 Gracias a Lidia Codinachs y María Freiría por crear un espacio tan inspirador que apoya e impulsa el desarrollo y talento femenino para una sociedad más inclusiva, igualitaria y diversa. Con Jose Bhanu Powell Powell y Kristin Berry Core Impact Transformation 🗓️3 de octubre 🕕De 9h a 17h 📍Auditorio Esade Campus hashtag #SantCugat del Vallès #Barcelona #Liderazgomujeres #Talentofemenino #DEI

¿QUÉ ES LO QUE VERDADERAMENTE TRANSFORMA UNA EMPRESA? En el entorno empresarial actual, estamos rodeados de innovaciones y #herramientas diseñadas para facilitar los cambios que muchas empresas desean emprender. Desde plataformas tecnológicas que automatizan procesos y analizan datos, hasta herramientas para la gestión de clientes y marcos ágiles como #Scrum o #Kanban. Sin embargo, ¿son realmente las herramientas las que transforman una empresa? Mi experiencia me ha mostrado que, a menudo, la implementación de herramientas ágiles, por ejemplo, no garantiza un cambio real. He visto empresas donde el Project Manager ha pasado a llamarse #ProductOwner sin que ocurrieran cambios sustanciales en su forma de trabajo. O equipos supuestamente autogestionados que no comparten la responsabilidad de los éxitos y fracasos del conjunto. Esto es esperable ya que cualquier sistema se resiste al cambio, priorizando su propia supervivencia y percibiendo cualquier transformación como una amenaza. ¿Y quién se resiste? “Las personas” que constituyen el sistema. Las herramientas, metodologías y marcos de trabajo son excelentes medios para generar nuevas realidades en la empresa, pero por sí solas no vencen resistencias ni generan cambios reales y sostenibles. Lo que verdaderamente transforma una organización son las personas y su capacidad de cambiar su mindset, su mirada hacia sí mismas, hacia los otros y hacia el mundo, enfocándose por ejemplo en: · Mentalidad de #crecimiento dentro de la aceptación de los límites. ¡No lo podemos todo, pero podemos mucho! · Mirada de #excelencia versus exigencia. Nada que ver con la indulgencia, sino que es mucho más ambicioso. · #Autogestión y responsabilidad versus la búsqueda de culpables afuera (a otros compañeros, departamentos, etc.), sin cargarme con lo que no me toca. ¡Se puede aprender a pedir y ofrecer! · Enfoque en el #valor, más allá de lo planificado. Estamos al servicio de la entrega de valor, no de cumplir meramente con los objetivos, que también nos sirven. · #Liderazgo transformacional, que inspira el desarrollo, empatiza con las personas sin comprar la historia cuando aparecemos como víctimas. Estos son solo algunos conceptos que reflejan una transformación profunda y de alto impacto en las personas, tanto como individuos como parte de un sistema. Solo con un nuevo #mindset las herramientas cobran vida, impulsando el verdadero cambio cultural que florece en cada persona y en la organización en su conjunto. #CAMBIOCULTURAL #liderazgo #tecnología #agilidad #herramientas