Work Culture in a Hybrid Workplace

What is hybrid working?

A hybrid workplace model combines remote and in-office work. 

Companies and teams across the globe are adopting this type of work model because it gives employees more flexibility, autonomy, and improved work-life balance. Hybrid workplace models also give employees the opportunity to work in their most productive setting – whether this is in a highly collaborative in-office setting or quiet home office. 

However, the hybrid workplace model also poses some challenges for businesses.

If organizations want to transition to a hybrid model successfully, they’ll need to find a way to create a positive workplace culture that fosters collaboration, productivity, and communication.

A Hybrid Future

According to a study by the Society for Human Resource Management, 87% of business leaders expect to offer more flexibility, 23% expect the office to be the primary venue for work, 72% expect a hybrid model of working. 

Moreover, 54% of employees expect to work from home one day a week and 26% expect to work from home two to three days per week. Consequently, hybrid work is here to stay.

Business leaders need to find ways to build a positive work culture and create open communication systems that benefit all employees – no matter where they work from.

How to Build a Positive Hybrid Workplace 

Here are three ways you can build a positive company culture in a hybrid workplace:

1. Looking beyond perks 

Free lunches won’t do much for employees who are too stressed to eat and discounted gym memberships won’t prove beneficial for employees who are too busy to do anything outside of work!

Consequently, businesses need to consider how they can create the ideal workplace culture in a hybrid workplace. Giving employees more flexibility and autonomy when completing their tasks can boost employee productivity and engagement. Additionally, this shows employees that you trust them to get the job done – no matter where they work. 

Trusting your employees will also help you create a transparent, autonomous company culture. 

2. Setting up employees for success

Employees need the right resources to succeed at their jobs and be productive at work.

This includes:

  • Software: Ensure employees have the relevant communication tools, project management apps, and instant messaging apps to collaborate and communicate
  • Training: Ensure remote workers get the same level of onboarding and training as in-house employees.
  • Managers: Ensure the organization’s leaders and managers have the required training to supervise, manage, and mentor from a distance.
  • Team-building: Invest in virtual and physical team building activities so every employee has the opportunity to connect and interact with team members.

3. Employee involvement and work-life balance

Use surveys and one-on-ones to find out what matters most to your employees. This way, you can implement strategies and initiatives that make a real difference in your employees’ work and home lives.

You can encourage employees to block out lunchtime on their calendars daily and cut hour-long meetings to 45-minutes. These initiatives can benefit both in-house and remote employees.

If you want to ensure your employees and leaders thrive in a hybrid work model, visit the Corporate Class website today.

We offer tailor-made workshops that’ll teach your leaders and teams the importance of resilience and perseverance in times of uncertainty. During our workshops, your team will learn important life and business skills that will help them adapt to change while remaining productive and deal with the unique stressors posed by hybrid remote work environments. 

Contact us today to learn how we can help you create the most productive and effective hybrid work environment.

Create A Hybrid Workplace

The hybrid workplace model is the new way of work for many businesses and employees. 

What is a hybrid workplace?

It’s a workplace model that gives employees the flexibility and autonomy to choose where they work – remotely or in-office.

As businesses recognize the benefits of hybrid workplace environments and its ability to boost employee engagement and productivity, more organizations are figuring out how to transition to a work from home hybrid model successfully. This includes ensuring operations remain unaffected and making sure the system gives all employees an equal and fair workplace experience.

So, can your business transition to a hybrid company with minimal disruption?

While there are many different types of hybrid work models that businesses can adopt, we’ll cover the fundamentals of hybrid work models to help you transition as smoothly as possible.

Understand Your Employees’ Hybrid Work Preferences

You need to understand every employee’s ideal workplace schedule. Some employees prefer to work from home because it’s more peaceful and less distracting. On the other hand, some employees might work more productively in an office setting and thrive in environments where they can bounce ideas off colleagues quickly. 

Understanding your employees’ preferences and letting them work in their most productive settings can boost employee morale and productivity. 

Define The Office’s Primary Function

When shifting to a hybrid workplace, you need to make sure your employees know what work needs to be done in-office and what tasks can be performed at home. 

Defining the role of the office can also give remote employees more structure and create a positive workplace experience.

For example, employees can work from home on days when there are many individual tasks and team meetings. But when it comes to collaborative work and team-building activities, you should encourage employees to come into the office.

Equip The Team

Hybrid workplace employees need the right tools and equipment to do their work effectively.

As a result, organizations need to ensure that they have the right laptops, desks, chairs, internet access, dedicated office space, software, and more.

When it comes to software, ensure your remote and in-house employees have access to instant messaging tools and project management tools. This will help your employees communicate with ease and track project progress. 

Employees who lack the necessary office equipment and tools are often less productive.

Provide Training to Managers

Previously, most MBA programs, courses, and online resources were designed to train managers for traditional workplace environments that relied on in-house employees and face-to-face communication. Unfortunately, relying on traditional managerial skills isn’t going to cut it for hybrid and remote workplaces. 

Resultantly, hybrid companies need to prioritize resources and education that focus on different types of work environments. A well-crafted curriculum will ensure that managers can provide the necessary support to remote and hybrid employees.

Preparing managers to help employees thrive in a hybrid workforce and environment will need to be a major focus in the coming years.

If you want to get your employees a solid foundation while transitioning to a hybrid workplace environment, visit the Corporate Class website today.

We offer tailor-made workshops that’ll teach your leaders and teams the importance of resilience and perseverance in times of uncertainty. During our workshops, your team will learn important life and business skills that will help them adapt to change while remaining productive and deal with the unique stressors posed by hybrid work environments. 

Contact us today to learn how we can help you create the most productive and effective hybrid workplace for your business.

Hybrid Work Model

How can your business benefit from a hybrid work model?

In 2020, teams and companies across the globe quickly switched to remote work environments due to the COVID-19 pandemic.

However, as the pandemic came to an end, many companies requested their employees to return to the office.

The result?

97% of employees stated that they don’t want to return to the office full-time. In fact, only 3% of employees and entrepreneurs said they want to work full time at a physical office.

Consequently, many businesses had to find a middle ground and introduced a hybrid remote working model.

Hybrid work models are flexible work environments that combine remote and in-office work. It gives employees the flexibility and autonomy to choose where they work.

When done right, a hybrid work environment can benefit your company in many ways.

Here are three benefits of hybrid workplace models:

Increased Productivity & Employee Satisfaction

Hybrid work models give employees more flexibility and autonomy – they can choose to work in the workspace that boosts their individual productivity and happiness. This way, employees who prefer working in a busy office environment can do just that, while employees who thrive in quieter workspaces can work from home.

Giving employees autonomy can also boost employee satisfaction. If you get your employees the freedom to choose how, when, and where they work, your employee satisfaction scores will skyrocket.

You should also give autonomy to employees who have chosen to return to in-office work. Let them know you trust that they’ll get the work done – without micromanaging them.

More Opportunities for Continuous Learning

Showing your employees you care about their development and career by giving them continual learning and growth opportunities.

This is crucial since 94% of employees would stay longer at a company that invested in their learning and development.

Managers and leaders also need to understand that learning doesn’t only happen in formal training courses. Your employees can learn essential life and business skills through workshops, webinars, lunch and learns,” and more. 

You should also encourage managers to hop on one-one-calls with employees to learn about their goals and interests. This way, you can provide support and encouragement. 

Better Outcomes for Mental Health

A hybrid working model can help employees improve their work-life balance since every employee can fit their work and life together in a way that suits them. For example, if an employee has a stressful morning and can’t make it to the office on a certain day, they can choose to work from home and still get all their tasks done without the unnecessary stress of commuting.

For remote employees, ensure they establish clear boundaries between their home and work lives. This helps reduce stress and prevents employee burnout. Fully remote employees also lack human interaction. As a result, it’s crucial to organize some form of face-to-face team building activity once in a while. 

If you want to ensure your company and its employees transition smoothly to a hybrid workplace environment, visit the Corporate Class website today.

We offer tailor-made workshops that’ll teach your leaders and teams the importance of resilience and perseverance in times of uncertainty. During our workshops, your team will learn important life and business skills that will help them adapt to change while remaining productive and deal with the unique stressors posed by hybrid work environments. 

Contact us today to learn how we can help you create the most productive and effective hybrid work model possible.

Ways to promote diversity, equity, and inclusion in the workplace

Not sure if your company is doing all that it can to improve workplace diversity and inclusion?

Organizations that prioritize and promote diversity, equity, and inclusion reap tons of benefits for the business and their employees. 

Inclusive work environments often produce more motivated, productive, and outspoken employees. Additionally, productive employees often go the extra mile for the companies they work for, which can also boost company profits and revenue streams.

Moreover, inclusivity and diversity are common elements that job seekers look for when applying for a job. As a result, an inclusive work environment can attract more applicants.

But the above benefits are only realized once your organization promotes diversity and inclusivity properly.

Here are a few ways organizations can do this:

Mix up your teams

The easiest way to boost inclusivity and diversity in the workplace is to ensure every team and department has a diverse group of employees. 

Diverse teams are often more creative and productive since they consist of people with different skills, backgrounds, experiences, etc.

Be aware of unconscious bias

An organization with diverse employees may experience some internal unconscious bias. As a result, organizations must introduce unconscious bias training.

Unconscious bias encompasses feelings or attitudes that are held subconsciously. Consequently, it’s often hard to spot this kind of bias. As a result, organizations need to train their managers and leaders to recognize this form of bias. This way, the managing team can set clear standards for employees and help employees understand when they are biased towards a particular group or employee. Companies must nip this issue in the bud since prejudice and bias can make employees feel uncomfortable and undervalued.

Develop a strategic training program

Diversity and inclusivity training can help managers and employees understand how cultural differences impact day-to-day operations. For example, team members in a diverse team may have different communication preferences or styles. As a result, managers need to put clear processes in place to avoid miscommunication or missed deadlines due to communication issues.

Organizations should also ensure that their inclusion efforts align with their overarching inclusivity goals and identified challenges. Attendance in these training programs should also be optional as opposed to compulsory. This way, employees can attend and learn about one another out of their own free will. 

Promote pay equity

To promote equal pay, you need to consider whether or not your certain employees are receiving equal pay for similar roles or responsibilities. This way, you can identify which employees are underpaid for dedicating the same amount of time, skills, and knowledge. 

By using HR or people analytics, organizations can pinpoint salary or wage gaps within a particular department or team. Moreover, managers can spot payment gap patterns or trends within a specific minority group – people of color, women, people with disabilities, etc.

Communicate the importance of managing bias

Organizations can help employees understand the importance of managing bias through training and employee resource groups. Employees must know that it’s human to have unconscious biases, but that doesn’t mean it’s acceptable. Internal bias training can help employees and managers recognize when they’re stereotyping. This way, every team member can work towards creating an integrated, inclusive work environment. 

If you want to improve your company’s workplace diversity and inclusion, visit the Corporate Class website today. 

We over bespoke services that can help you improve workplace diversity and inclusion effectively while also boosting employee engagement and innovation.

The risk of confusing diversity with inclusion

Diversity and inclusion are two terms that are definitely interconnected but don’t mean the same things. 

A diverse work environment is one where groups of people with different backgrounds, ethnicities, capabilities, genders, and more, integrate and work cohesively. On the other hand, an inclusive work environment ensures that the diverse team feels valued, included, and appreciated in the workplace. 

When companies confuse diversity with inclusion, managers and team leaders could create a work environment that doesn’t genuinely make their diverse workforce feel like they belong. As a result, certain employees might not feel comfortable bringing their authentic selves to work or even staying with the company in the long run.

This blog post will cover how diversity and inclusion differ and how you can ensure both in the work environment.

Diversity And Inclusion: What’s The Difference, And How Can We Ensure Both?

Diversity is the “what,” and inclusion is the “how.” 

Diversity is about what kind of people make up an organization’s workforce. A diverse workplace should employ people from all walks of life – different age groups, religions, disabilities, sexualities, etc. On the other hand, inclusion is about how a company makes its diverse employees feel. An inclusive workplace is one in which every employee is given equal opportunities. This way, every employee feels valued, appreciated, and understood. 

Organizations often want to boost diversity in the workplace without prioritizing inclusion and the foundation needed to create a diverse workplace. As a result, hiring more women or other minority groups doesn’t mean much in the grand scheme of things if your company’s culture doesn’t truly embrace diversity and inclusion. This also makes it difficult for companies to achieve a long-term diverse work environment. 

Organizations can ensure diversity and inclusion in the workplace by training their leaders and managers. This way, managers are aware of potential biases and can set clear standards for employees in the workplace. Organizations can also implement diverse interview panels to show potential employees that the company prioritizes diversity and inclusion. 

Moreover, organizations should ensure that women and people of color are being promoted at the same rates and are paid equally for similar jobs and responsibilities. 

Another way to boost inclusion in the office is by introducing employee feedback surveys. This way, managers can uncover how employees feel and discover ways to improve certain business processes. 

Does Diversity = Inclusion?

Put simply, diversity is not the same as inclusion – there are two distinct processes businesses need to adopt to achieve inclusion and diversity.

However, many companies assume that workplace diversity is achieved once the recruitment team has hired people from varied demographics. As a result, they can check off the diversity box, making their annual report look impressive. But it isn’t that simple.

Organizations also need to adopt systems to counter bias, stereotypes, and prejudice to create a work environment that’s truly diverse and inclusive. Moreover, companies need to invest in employee resource groups, team-based decision-making processes, managerial training, D&I committees, etc. 

Consequently, it’s not enough to just hire people of different ethnicities, religions, genders, and sexualities. Organizations can only reap the benefits of a diverse and inclusive workplace once they invest in inclusion. Additionally, companies that invest in inclusion often outpace their competitors since their various employees feel a sense of belonging and psychological safety. This way, every employee feels confident enough to contribute to team meetings, projects, problem-solving processes, and more.

If you want to improve your company’s workplace diversity and inclusion, visit the Corporate Class website today. 

We over bespoke services that allow you to create an inclusive and diverse workplace while simultaneously boosting employee engagement and productivity.

The top challenges of diversity and inclusion

Interested in the challenges of diversity and inclusion in the workplace?

An inclusive and diverse workplace offers many valuable benefits for every organization. A diverse workplace gives employees a sense of belonging, and it allows companies to solve problems with unique insights and different perspectives. 

Moreover, an inclusive work environment can boost employee engagement as diverse employees feel accepted and valued. This, in turn, also reduces turnover rates and improves productivity.

But bringing a diverse group of people from different backgrounds can also bring about many challenges for organizations.

This blog post will cover some of the main challenges of creating an inclusive workplace.

Communication issues

There can be several reasons for communication issues in diverse teams. For example, language barriers, people who have hearing impairments, or even different communication styles and generational preferences. As a result, it’s crucial to address these issues before they hamper team productivity and business goals. 

An easy and effective way to address some issues is to create clear communication channels and set communication standards. For example, there might be generational differences in communication preferences where the younger staff prefers communication tools like Microsoft Teams and Slack, while the older team prefers emailing and phone calls. 

You can combat this challenge by stipulating when the team should use communication software and when phone calls and emails are needed. 

Additionally, if there are teammates who are struggling to follow discussions in meetings either because the language used is their second language or due to hearing loss issues, team leaders should ask team members to speak slowly and clearly. This way, all the attendees feel comfortable enough to contribute to the meeting.


The more diverse team members you have, the more likely your employees will experience biases, discrimination, and harassment. Consequently, some employees might not feel like they can bring their authentic selves to work since they’re afraid of being judged. Discrimination can hinder creativity, teamwork, and innovation.

Stereotypes and prejudice

It’s not uncommon for team members in diverse teams to experience some form of prejudice and stereotyping. Unfortunately, this can result in groups not communicating effectively or using stereotypes to avoid collaborating with their teammates.

Additionally, some team members may have particular views on a religion, race, culture, or even practice. This can also lead to ineffective team communication, isolation, and disjointedness in teams. 

You can combat this challenge by setting strict guidelines via a Code of Conduct. Additionally, you should mention that discrimination and prejudice will not be tolerated in the workplace during the onboarding and recruitment processes. 

Less trust

Diverse teams should have people from minority groups. However, these employees could feel as though they are mistreated compared to the employees from the major groups. As a result, they may think that senior staff members treat the major groups better. 

Consequently, the people from the minority groups might feel afraid to raise their concerns, work towards promotions, or voice their ideas and opinions, especially when they’re new to the job or in junior positions. This also hinders team creativity, and productivity since some employees in your diverse workforce aren’t giving their all during team meetings and other discussions. 

You can boost trust and transparency in your team by employing leaders who make every team member feel included, accepted, and valued. This way, every employee can trust the company and get a sense of physiological safety. 

If you want to improve your company’s workplace diversity and inclusion, visit the Corporate Class website today. 

We over bespoke services that allow you to create an inclusive and diverse workplace while simultaneously boosting employee engagement and productivity.

The Benefits of Having Diversity and Inclusion in the Office

Companies that prioritize creating a diverse and inclusive workplace can create a work environment that’s more accepting and productive. Additionally, employees in these work environments often feel more motivated to reach company goals, stay committed to the company, and avoid looking for other jobs. 

This blog post will cover six core benefits of prioritizing inclusivity and diversity in the workplace.

Bigger talent pool

Companies with a diverse and inclusive culture often have lower employee turnover rates and higher employee retention rates than others.

Additionally, job seekers often stay with companies that invest in diversity and inclusivity practices, programs, and resources. When your employees feel included and valued, they also perform better and work harder towards company goals. 

In fact, researchers found that 67% of job seekers considered a diverse workforce one of the crucial factors when applying for jobs. As a result, employees consider diversity and inclusivity to be paramount when searching for a job.

Increased employee engagement and trust

There’s no doubt that inclusive workplaces make your workforce feel more valued, understood, and appreciated. As a result, these employees feel more motivated to perform better and instill trust in the company. 

Additionally, employees are often more interested in a company’s culture, team-building activities, and goals when they know their voices and talents matter.

New perspectives and innovation

A diverse workplace encompasses many unique employees from different backgrounds. These diverse employees offer companies innovative ideas, creative solutions, and new insights into business processes. 

In Fostering Innovation Through a Diverse Workforce (a study conducted by Forbes researchers), researchers found that diverse employees offer companies unique life experiences and backgrounds and new problem-solving techniques. This way, diverse companies can outpace their competitors. 

Additionally, according to John Bersin’s research, inclusive companies are 1.7 times more likely to lead innovation in their respective markets. 

Better decision-making

Having a diverse group of employees with different opinions and skills can help companies get a blend of perspectives for every decision-making process. This way, companies can make more informed business decisions.

Moreover, companies that prioritize the opinions of their employees during decision-making often make their diverse workforces feel more valued. This can also boost performance and motivate employees to achieve business goals. 

Improved performance

As we mentioned above, diverse teams are more motivated and productive. As a result, they are more likely to stay committed to the company, work towards company goals, and work cohesively as a team.

Moreover, Gartner found that inclusive work environments can boost team performance by up to 30%.

Another study conducted by Great Place to Work shows that when employees know that they will be treated fairly at work, they are 9.8 times more likely to look forward to work and 6.3 times more likely to have pride in their work. These factors also lead to increased productivity and reduced downtime.

Stronger business results and profits

When employees feel included, appreciated, and valued, they’re more likely to engage in company processes and strive toward personal and business goals. Additionally, highly engaged employees often go the extra mile for the company. This can also lead to higher profits for the company. 

In fact, Harvard Business Review found that diverse companies report 19% higher revenue than businesses that don’t promote diversity and inclusion. 

If you want to improve your company’s workplace diversity and inclusion, visit the Corporate Class website today. 

We over bespoke services that allow you to support your commitment toward inclusive workplaces.

Want to know which Brene Brown books you should read to become the best leader possible?

Brene Brown is an experienced academic and researcher who rose to fame in 2011 after she led a TEDx talk in Houston. The theme of her speech was “The Power of Vulnerability,” and it shortly went viral. It’s considered one of the best TEDx talks of all time.

Brene Brown has challenged the notion of a conventional leader – someone who hides their vulnerability so that they can exude control and perfection at all times. 

Best-selling NY Times author Brene Brown challenges this idea by exploring the power of vulnerability and imperfections and how it can help people become courageous and mindful leaders. Brene Brown’s books showcase the power of being brave enough to show up even when you’re not in control of the outcome.

In this blog post, we’ll discuss four books by Brene Brown that you should definitely read.

The Gifts of Imperfection

The Gifts of Imperfection shows you how to understand and embrace your imperfections, weaknesses, and flaws. In doing so, you can accept your true self and let go of an image of perfection. The book mentions: “let go of who you think you’re supposed to be and embrace who you are.” This way, you can dismiss the importance of living up to other people’s expectations, especially when they diverge from who you are. 

The book also explores how perfectionism is self-destructive and an addictive belief system that people can use to avoid feelings of shame, judgment, and blame. But everyone experiences moments of embarrassment and discontent. When we learn how to recognize these feelings and be honest with ourselves, we can genuinely emerge from these moments and see our worth. 

Daring Greatly

This is one of the best books by Brene Brown that explores shame and the different categories of it. These categories include: 

  • Religion
  • Aging
  • Addition 
  • Family 
  • Parenting
  • Appearance and body image
  • Money and career
  • Trauma
  • And more

As a leader, you need to acknowledge that you’re only human and imperfections, fears, and shame are necessary elements that can help you move forward and improve yourself. Brene mentions that a courageous leader isn’t afraid to see someone for who they genuinely are. 

Many leaders are afraid of listening and really understanding their employees and, in turn, their employees’ concerns and feelings. Once managers and leaders genuinely understand themselves, they can start appreciating their employees. 

Rising Strong

Rising Strong is one of the best Brene Brown books and encourages you to embrace who you are and stop comparing yourself to others. If you constantly compare yourself to others, you won’t be able to experience growth, creativity, and joy. 

This ideal can also be applied to some managers and how they view employees. Leaders often compare employees to one another even though the work environment isn’t equal or stable. Additionally, every employee is unique – every person has unique emotions, skills, backgrounds, experiences, and more. 

When managers stop comparing employees to one another, they’ll see each employee’s distinct qualities and transform into more mindful leaders.

Dare to Lead

Brene Brown Dare to Lead is a book filled with actionable advice on how to lead an honest, vulnerable, and courageous life. It can help anyone find meaning in their work. Additionally, it can help companies promote an accountable, vulnerable, and transparent workplace through honesty, understanding, and mindful leadership.

If you’re looking to become a better leader or help your employees unlock their potential, visit the Corporate Class website today.

We’ve been helping Fortune 500 companies uncover human potential through world-class workshops, scalable learning solutions, private coaching, etc.

Visit our Dare to Lead page to discover how to become a mindful and courageous leader, as mentioned in the Brene Brown books.

The Top 3 Tips for Emerging Female Leaders

Emerging female leaders face challenges that male leaders don’t face. Discover the top three tips for emerging female leaders here.

1. Practice Resilience

Life has a habit of throwing us curveballs. Despite the best laid plans, everyone goes through ups and downs – from everyday struggles to catastrophic incidents that reverberate longer-term. Every shift has a different impact on people, bringing with it a unique set of perceptions, powerful emotions, and uncertainties. While these difficulties are undoubtedly painful and challenging, they do not have to define you.

As defined by psychologists, resilience is the capacity to handle difficulties mentally or emotionally and quickly return to pre-crisis status. By readily overcoming the stress of tragedy and trauma, adversity, threats, or failure, resilient women not only recover, but often emerge stronger on the other side.

While there is a genetic predisposition to resilience, psychologists have noticed various characteristics common to resilient people, including:

  • Optimism and a positive outlook
  • An internal locus of control – belief that you are the author of your destiny.
  • The ability to regulate emotions
  • The capacity to view failure as valuable feedback.

Follow these best practices to develop your resilience:

  1. Beat the negative impact of stress with good nutrition, sufficient sleep, regular exercise, and mindfulness or other spiritual practices. Building your body’s reserves helps you avoid unhealthy outlets such as drugs and alcohol.
  2. Develop and nurture relationships with people who are trustworthy and kind and who acknowledge your feelings.
  3. Practice introspection and emotional intelligence. Be proactive in looking for ways to deal with the issue, learn from your past behavior, and constantly refer to your moral compass and personal values.

2. Have Humility

Not to be confused with being meek, submissive, or lacking self-confidence, humility is “absence of vanity or excessive pride”. As part of a leadership style, humility is an attribute of great leaders.

The positive impact of female leaders redirecting positive attention from themselves to the performance of the team inspires increased employee engagement, greater job satisfaction, and lower staff turnover rates. These successful leaders treat everyone with respect, admit their mistakes, share the credit for successes, and grow by learning from what others have to offer.

If one of your professional goals as part of the next generation of women leaders is to heighten your humility, here is an action plan:

  • Listen. Spend time actively listening to others. Be open-minded and curious rather than protective of your point of view. Not only will others feel heard and valued, but you will also gain a better understanding of organizational needs. Hearing the insights of your team members will help you to make better decisions about performance and new opportunities.
  • Acknowledge. Gratitude lets you channel your drive back into the organization and leads to an optimistic, humble state of being.
  • Ask. Humility includes acknowledging that you don’t have all the answers. Women leaders who are humble ask for help, are open to innovative solutions, and seek feedback regarding their performance. This further serves as inspiration for a culture of personal development in the workplace.
  • Reflect. Review your actions to keep yourself in check. Those in top leadership positions are often mentors and coaches. You may find yourself slipping into those roles in situations when allowing rather than pushing would be more appropriate.
  • Accept. Women’s leadership ambitions focus on constant improvement. As valuable as that is, there is also a need to accept what is without judgement. Move from “seeking approval to seeking enlightenment”. Only once you dispassionately recognize your strengths and weaknesses can you appreciate and dovetail the competence and contributions of peers and employees.

3. Play to Your Strengths (Not Your Weaknesses)

Following on from the last action above, berating yourself for your shortcomings is counterproductive. But that does not mean that you shouldn’t strive to do better.

Globally, business leaders agree that focusing all your energy on fixing your weaknesses is a distracting and frustrating use of your time. Identifying what strengthens you and then cultivating your strengths will empower you. Playing to your strengths helps you to flourish and build a successful career in your leadership role.

If you want to step into your power with confidence, join fellow emerging female leaders for our Women in Leadership Masterclass. Contact Corporate Class Inc. for more information.

Boundless Women of 2022

Who are the boundless women of 2022? If we define boundless as “unfailing, dependent, infallible”, all women fit the description! However, for the sake of this article, the boundless definition applies to women whose power is rising – having been nominated, recruited, or advanced to a powerful position, attained tremendous wealth or acclaim, or used their resources and talents to forge meaningful change around the world?

The Women to Watch This Year

Mia Mottley became the first female prime minister of Barbados in 2018. She shot to international fame by castigating the leaders gathered at the COP26 U.N. climate conference, “Failure to provide enough critical funding to small island nations is measured in lives and livelihoods in our communities. This is immoral, and it is unjust.”

Shortly thereafter she cut ties with the British monarchy who had reigned over Barbados for 396 years and transitioned it as the world’s newest republic. Dame Sandra Mason was sworn in as the Caribbean island’s president.

Mottley then proceeded to win a landslide second term in January this year – where her Labor party (BLP) won a clean sweep of all 30 seats. In her victory speech, Mia Mottley vowed to “lead the country first to safety then to prosperity”.

Najla Bouden Romdhane became Tunisia’s first female prime minister in October last year. Originally a professor of geology by profession, her experience in politics comes from her 2011 appointment as the former director-general of quality for Tunisia’s Ministry of Higher Education.

Despite that, political commentators have been skeptical of the legality of Romdhane’s authority – she was, after all, recruited by President Kais Saied who suspended parliament and assumed executive authority for himself in July. President Saied is hoping that appointing the first ever female prime minister in the Arab world will illustrate that Tunisia under his rule is a progressive democracy.

Kathleen Courtney (Kathy) Hochul, the former lieutenant governor of New York, was sworn in as the state’s first ever female governor in August 2021. This followed a months-long investigation of sexual harassment and subsequent resignation of former governor, Andrew Cuomo. New York State’s 57th governor acknowledged the boundless “women that came before me… and I felt they passed the torch to me.

With degrees in both political science and law, Hochul was drawn to a career in public service. At the age of 35, she won a seat on the Hamburg Town Board serving as liaison for the local economic development agency tasked with boosting the economy of Western New York following the loss of its manufacturing base. That was followed by the role of Erie County Clerk and then serving in the U.S. House of Representatives.

As Lieutenant Governor, Hochul effectively spearheaded several initiatives and was noted as being “busier than any lieutenant governor in recent memory by far” by Robert Bellafiore.

Angela F. Williams is one of our women of faith with a Master of Divinity (cum laude from the Samuel DeWitt Proctor School of Theology) on top of her bachelor’s degree in American government from the University of Virginia and a Juris Doctor degree from the University of Texas.

Having been raised in a military family, after law school, Williams served on active duty in the U.S. Air Force Judge Advocate General’s Corps when few Black women served in JAG. From there she accumulated over 30 years of leadership experience in the corporate and nonprofit sectors:

  • Special counsel on criminal law on Sen. Edward M. Kennedy’s Senate Judiciary Committee
  • Prosecutor on the Civil Rights Division’s National Church Arson Task Force (DOJ)
  • Assistant U.S. Attorney
  • Vice president and also general counsel at Sears Holdings Corp
  • Interfaith liaison for the Bush-Clinton Katrina Fund
  • Executive VP, general counsel, and chief administration officer at YMCA of the USA.

Fast-forward to more recent times, and Williams was president and CEO of Easterseals, Inc., an organization that serves more than 1.5 million people with disabilities nationwide. Putting her talents and passions to work yet again, Williams was named on Forbes’ 2021 List of Women 50 Over 50 Creating Social Change at Scale, and presented with a 2021 CEO Today Healthcare Award. She is currently the president and CEO of United Way Worldwide, the largest privately funded non-profit in the world.

Are you an emerging female leader ready to step into your power with confidence? Repeat this: “I am boundless”, and then join fellow boundless women for our Women in Leadership Masterclass and other upcoming events. Contact Corporate Class Inc. for more information.