NEW YORK, Oct. 23, 2014 /PRNewswire-iReach/ — In 20 years of working with the management teams of Fortune 1000 companies and as a former HR Executive, I’ve seen power at work in just about all its forms. I’ve watched people use it, abuse it, defuse it and refuse it.These experiences have given me a different perspective on power than most corporate types, especially as power relates to women and their advancement.
The 3 Sides of Power
The talent pipeline is drying up fast. Baby boomers are retiring, there are fewer 40-somethings to take on their leadership roles, and most millenials are not yet ready for top-level positions. One key solution is developing female talent, a talent waiting to be tapped. By harmoniously putting into play three types of power: the power of the organization, the power of the manager and the power of the woman herself, corporations can continually replenish their talent pipeline.
Unleashing all three of these requisite powers is not easy, especially since success in each case depends largely on a willingness to change. Organizational leadership must make sure the message is getting out loud and clear that growing female talent is a priority and a requirement. Everyone at every level needs to know that management is serious, requires measurable results and that corporate culture must change accordingly. That is the power an organization can and should exert.
Managers, once they understand top leadership expects them to find and nurture talented women, need to assess how they can be most helpful. They must look beyond a woman’s capabilities and help develop her potential. They must assure that the talented women who work for them understand that their long term prospects in the company are excellent. Managers must also check their own attitudes to see if they are in sync with the advancement of women, As the conduit between top management and talented women, managers can exert an extraordinary amount of power in helping women get ahead.
The “power” role of women themselves cannot be overemphasized. Again, change is at its core. Women must unleash what might have formerly been “hidden” powers: the power to communicate their success, the power to tap mentors and networks effectively, the power to take calculated risks, the power to grow and evolve beyond their comfort zone. In short, they must define their goals and work within and outside the corporation to achieve those goals.
I have deliberately used the word power in a variety of ways. Power is not one thing, one person or one approach. It’s a composite of characteristics and circumstances that, when working in tandem, allow for biases to be conquered situations to change and success to be achieved individually and corporately.
By unleashing this triple-edged power, which activates change at the organizational, managerial and individual levels, corporations are taking a giant step toward always having the talent they need to compete successfully.
About Dr. Rosina Racioppi
As President and Chief Executive Officer of WOMEN Unlimited, Inc.,Dr. Rosina Racioppi spearheads her organization’s initiatives to help Fortune 1000 companies cultivate the talent they need for ongoing growth and profitability. Under her leadership, WOMEN Unlimited, Inc partners with organizations across a wide range of industries to develop their high- potential women and to build a pipeline of diverse and talented leaders.
Prior to joining WOMEN Unlimited, Dr. Racioppi held executive management positions in human resources at Degussa Corporation, Nextran (a division of Baxter Corporation) and Beechwood Data Systems. She has over 25 years of experience in Organizational Planning and Development, Compensation and Benefits,.Training and Development, Safety, Quality Management, Staffing and Employee Relations.
Dr. Racioppi earned her Doctorate in Education from the University of Pennsylvania, a Bachelor’s Degree in Criminal Justice from Michigan State University, and is certified in the Hay Job Evaluation Process and the Crosby Total Management System.
Additionally, Dr. Racioppi is an active member of the Society of Human Resources Managers, the American Society of Training and Development, and the New Jersey Human Resources Planning Group. She also serves on the Advisory Council for the University of Pennsylvania CLO Alumni Network.
Media Contact: Rosina Racioppi, WOMEN Unlimited, Inc., (212) 572-6211, firstname.lastname@example.org
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