3 ways Hispanic women can navigate corporate America

3 ways Hispanic women can navigate corporate America 3 ways Hispanic women can navigate corporate America The journey to the C-suite can be a daunting and long road. Few are able to complete it and join the highest level of leadership within America’s top businesses and organizations. This can be especially true for women and minorities. A recent study shows that women account for 15 percent of C-suite executives and 5 percent of CEOs at Fortune 500 companies. Minorities are even more underrepresented in the Fortune 500, with African-American, Asian, and Latino CEOs each in the range of 1 percent to 2 percent. Claudia San Pedro, executive vice president, chief financial officer, and treasurer for Sonic Drive-In, is one of the few Hispanic women to have successfully joined this exclusive club of C-suite executives. And she understands how to navigate the road to success. San Pedro’s cultural background provided her with valuable tools and lessons that served her well over the course of her career. Asked to share some advice on the best strategies for young Hispanic women to navigate the corporate world, San Pedro recommends three ways to set yourself up for success and rapid career growth. 1. First and foremost, focus on doing your job well. Whether you are a man, woman, Anglo, African-American, or Hispanic, the most important way you can distinguish yourself is by doing your job well. Learn the most important technical and emotional intelligence skills you need to succeed, be open to constructive feedback, and constantly say yes to new opportunities and projects. Establishing good relationships with well-respected people in the organization across different functions and levels will help you learn how to effectively collaborate and succeed within the organization. This should include support staff, administrative assistants, peers, or superiors. There are times when being a Hispanic woman may feel like a disadvantage to your career growth. Close friends, family, and faith can provide a tremendous source of support for you when you need to vent or seek counsel. The key is having the resilience and energy to get up and keep going. “Your colleagues are one of the best resources your organization has to offer you as you grow in your career,” says San Pedro. “You should constantly seek out knowledge and constructive feedback. Identify someone in the company with experience and a track record of success, learn from their example, and focus on impressing people with your work product.” 2. Strategically navigate your career. When you start your career, don’t get discouraged if you don’t land your dream job right off the bat. You have to pay the bills, right? The first part of your career is about demonstrating your competency, work ethic, and ability to effectively work with others. As you build your credibility and experience, more career opportunities become available, allowing you to choose your own path. Be intentional about the organizations you want to work for to ensure they align with your work values and ambition. Every person has a different set of values and needs they seek to meet in their professional career. For some it is working in a fast-paced, individually competitive environment. For others it is working in environments that place a high value on collaboration, teamwork, and the success of the organization. You may love to work and need to like the people you work with. It helps to be confident that your competition is another company or organization, not the person sitting in the cube next to you. Understand what is important to you and be true to that. “As I began my career the workforce was more balanced between men and women, but as I advanced in my career, there were fewer and fewer women in top leadership positions,” says San Pedro. “This is true in many career fields. Fortunately, I have sought out and had the opportunity to work for organizations that focused on building highly effective teams comprised of diverse individuals.” 3. Your culture and unique perspective are invaluable. Growing up as a person of color or as a new immigrant can be difficult and lonely at times but it is really a gift. It also instills resiliency, empathy, and perspective. Your ability to succeed and function effectively in your chosen career is dependent upon your ability to understand and respect different perspectives. “My parents constantly reinforced balancing the duality of both Mexican and American cultures in education and at work,” San Pedro says. “We learned English but spoke Spanish in our home and were constantly reminded of the importance of maintaining our heritage and taking pride in it. At the same time, my parents always reinforced the fact that no other country provides opportunities like the United States and it is the best country in the world. Celebrating your heritage and roots while honoring our country’s ideals and values are not contradictory but very complementary. Understanding this teaches you early on to have more empathy, look for agreement on fundamental principles, and consider alternative solutions.” Technical proficiency is important in your career, of course, and emotional intelligence is equally important. Leveraging your multicultural background and experiences to achieve high emotional intelligence helps develop leadership capabilities and can allow increased openness to feedback on how you can improve.

Whatever They Told You About What Is the Current Advice for Resume Writing Is Dead Wrong...And Heres Why

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Automation Threatens to Put Accountants Out of Work

Mechanization Threatens to Put Accountants Out of Work Mechanization Threatens to Put Accountants Out of Work As per research led by Oxford University and Deloitte, two of the ten employments most in danger of being completely mechanized in the next two decades are money related records administrator and clerk. Considering this agitating news, graduate occupations discussion WikiJob gave a review asking graduates keen on bookkeeping vocations how they felt about the danger. Are they concerned? Is this issue making them consider elective vocation ways where mechanization is a less noteworthy danger? Machines Make Accountants Nervous WikiJob found that three of every four alumni (74 percent) hoping to seek after a vocation in bookkeeping are worried that robotization could make their job repetitive inside two decades. In excess of 50 percent of studied alumni said they think accounting is the zone of bookkeeping most at danger of being supplanted in the medium or long haul by machines. This overview shows the apprehension that numerous alumni are feeling when they see potential professions in bookkeeping [in the more drawn out term], says James Rice, head of advanced showcasing at WikiJob. It most likely is consistent with state that zones like accounting and assessment will battle to pull in higher-bore graduates over the long haul on the grounds that the employer stability will look progressively tricky. The calling is healthy right now, yet it must do everything it can to convince newcomers that their jobs are ones that cant effectively be robotized later on. Something else, bookkeeping could wind up confronting an enrollment emergency in years to come. In an amazing unforeseen development, less than half of the alumni reviewed by WikiJob said bookkeeping was a decent profession decision. (Keep in mind, WikiJob explicitly studied alumni who demonstrated they were fascinating in bookkeeping professions.) Almost 40 percent said that they were uncertain about the possibilities for a bookkeeping vocation, and 66% of respondents were thinking about professions in elective ventures. Pull in Candidates by Downplaying the Bean Counter Image Numerous alumni who are seeing professions in bookkeeping understand that delicate aptitudes are progressively significant today. The review recommends more alumni are keen on the consultative side of bookkeeping, where there is substantially more human cooperation and an elevated level of vital arranging, making the positions hard to robotize. To soothe the nerves of applicants and guarantee newcomers about their drawn out professional stability, the bookkeeping business needs to present a solid defense for those bookkeeping jobs for which there will be long haul request and which will be hard to supplant with computerization. A portion of those jobs may even be made as an outcome of new innovation, says Rice. Bookkeeping firms need to show how delicate abilities, organizing, the board ability, and inventive reasoning will be crucial to the future bookkeeper â€" and state how that is something to be thankful for, the same number of the all the more exhausting undertakings will be detracted from laborers, which should make their errands all the more fascinating. Albeit many preparing programs and instructive courses presently can't seem to change their ways to deal with bookkeeping, those alterations might be just around the corner. As it were, it may help bookkeeping as it moves from the accountant generalization toward a picture dependent on counseling, proficient connections, budgetary understanding, and imaginative answers for business issues, says Rice. I figure preparing projects will begin to concentrate more on territories where individuals can offer some incentive that machines cannot convey.

Ferry International Executive Recruiter Index

Korn/Ferry International Executive Recruiter Index Statistics fascinate me: you can slice them, you can dice them, but when they come from one of the worlds premier International Executive Search providers one has to take a harder look. In Korn/Ferrys recently released International Executive Recruiter index the following questions were asked to 198 international recruiters with some interesting results: Generally speaking, what is the best time of year for a job seeker to look for a new position? The first of the year 41% Spring 32% Fall 22% Summer 3% Holiday season 2% Rank the following forms of networking, in order of how effective they are for job seekers (with 1 being the most effective and 7 being the least effective) Regular social interactions 1 Membership in business/trade associations 2 Attendance at conferences and seminars 3 Alumni organizations 4 Direct Mail 5 Online networks and communities 6 Involvement with non-profit organizations 7 What is the best way to get an executive recruiters attention? Work for a highly-regarded company 36% Proactively develop relationships with recruiters In your region/industry 29% Be the highest performer in your department/function 20% Personal Branding 11% Take on high-profile, risky assignments 2% Acquire international experience 2% When comparing finalists for an executive position, what gives one candidate the biggest edge? Cultural fit 42% Character/personality 32% Work experience 17% Growth potential 8% Educational background 1% As a professional who interacts with clients at the senior executive level, these figures do not surprise me. In fact, they emphasize the job search strategies and techniques I have been saying to my clients for a long time.