When it comes to career advice, the more you can get, the better. However, some pieces of advice are more critical than others. That’s why I’ve gathered some of the best career takeaways from successful creative female powerhouses.
In honor of Women’s History Month, I asked a group of powerful women entrepreneurs to share some unconventional advice they have for other women looking to advance in their career. Here’s what they had to say:
Jaclyn Johnson, Create & Cultivate CEO & Founder and WorkParty author
“Networking is one of the most crucial parts of building a career or business. One tip I always share on networking is to network horizontally. Networking doesn’t always mean attending events or trying to connect with someone you admire. Networking can also mean getting close with the people in the trenches with you as you evolve in your career. Over the years, those people will move on to other positions and you never know how you can help each other in the future. “
Ginger Siegel, North America Small Business Lead for Mastercard
“You don’t need to do it alone. Access to mentorship programs and supportive communities are critical to career advancement.”
“I believe the most important quality to have to move ahead in your career is to show passion in every job you have. Even if you are not in your dream job, you need to put your best foot forward. You never know who you will meet or who will end up shaping your future. I would never be where I am today by taking my jobs for granted. I was able to build my dream team when I started PAIGE. Everyone I asked to come on the adventure with me said yes. I believe it is because I gave my best always.
“Remember that your career or business is a marathon not a sprint. Do not try to be an overnight success or a one hit wonder. Slow and steady wins the race. Take your time to develop the skills you need. No one expects you to know everything out of the gate.”
Sophie Kelly, SVP North America Whiskey
“Be audacious! Treat your career as an exciting story, one you want to tell, each chapter adding new experiences and capabilities to your professional and life journey. Be passionate, show up and do what you love. Push other women forward too.”
Julie Smolyansky, President and CEO of Lifeway Foods
“Go with your gut. Never doubt it. Nurture it. Make it stronger. Make listening to it part of your self-care routine. It will never lead you astray. Even if it tells you something you don’t want to hear, trust that voice; it will guide you to the right destination. If it recommends a career transition, a new job or circle of friends, trust it blindly. Make that a foundation you can always turn to in moments of doubt or on hard days.”
Bruna Schmitz, Professional Surfer, Model, and Roxy Brand Ambassador
“Make realistic goals and surround yourself with people you admire. Learn to work hard and embrace setbacks as part of the process. Accept constructive criticism, but most of all, stay open to new ideas and different ways of doing things. Exploring the unknown and welcoming change is an enriching experience.”
Sami Fishbein, Cofounder & COO, Betches Media & Ship
“One of the most important career choices a woman can make is actually the type of life partner she chooses. It’s critical to have supportive relationships when chasing your dreams, so that you can feel confident and strong enough to move past obstacles.”
By Shelcy V. Joseph
Source: Forbes
An estimated one in seven people in the UK are neurodivergent, yet many struggle to get into jobs or progress in employment. For example, just three in ten of autistic people are in employment, with many of these jobs unstable or below their skill level. In the engineering sector, the call to recognise and harness the unique capabilities of neurodivergent talent has never been more pressing.
A desire from younger workers to earn high salaries early in their careers is a desire based on needs and not wants, data suggests. When asked about the main reasons for compensation increases, 31% said to pay for all their bills and expenses and 25% said to save money for the future.
At a recent training I was facilitating, I invited people to ask me anything anonymously using polling technology. While the questions always give me great insight into where people are struggling with issues of diversity, equity and inclusion (DEI), this question seemed more universal: “What do I do if my manager is not inclusive?”
