Stephanie Vega Ziegler’s Post

So the dust has barely settled and I'm announcing next year's retreat. 12 places for women in leadership or business ownership who want to take time out to reconnect to who they are, what they really want and need. This year's retreat - last weekend - was simply incredible. So much support, openness, kindness and laughter. So much connection, compassion and friendship. Shifts in beliefs, aspirations and acknowledgements. If you're spinning all of the plates and *know* you really should put yourself first, even if it is just once a year, then this retreat really is for you. ---------------------------------------------------------------------------------- If you want to be kept up to date with the finer details, and to take advantage of the early bird pricing which will be released in January to the waiting list, please sign up through the link in the comments.

I had the pleasure of hosting a fireside chat with ESG Working Moms - Andrea C Barrack, Emma Rogers, and Adrienne Lo joined by over 100 in-person/virtual RBC colleagues as part of the Advancement of Women in Leadership Working Mom Community. We heard how working in a purpose-driven role connects to one's self-identify and personal value system at home. Some of the tangible advice and learnings we heard from these leaders: 1) "You can have it all, just not at once." 2) Follow the challenge. Look for career opportunities that allow for growth and development. 3) Practice un-distracted listening. Turn off notifications on your phone and place phones out of reach during key hours to maximize your attention. 4) Everything is a phase; "this, too, shall pass". So remember to be in the moment, embrace and enjoy the ebbs and flows. 5) Give yourself grace. Mom guilt is real, but recognize that you are doing your best and don't be afraid to ask for help, it takes a village! 6) A supportive partnership is important to navigating career and raising a family. 7) Don't lose yourself - carve out and protect those pockets for self-care.

Congratulations to all the winners! You are setting the standard we all aspire to reach. #ResponsibleBusiness #CSR #Philanthropy #ESG #Giving #SocialImpact #Sustainability #ThoughLeadership #CorporateSocialResponsibility #CorporateResponsibility #CommunityEngagement #Climate #Impact #EmployeeEngagement #Environment #Volunteer #Results #Metrics #CorporatePhilanthropy #Transparency #Reporting #Innovation #collaboration #communication #diversity #environmental #NetZero #environmentalmanagement #equity #governance #inclusion #innovation #socialcompliance #SocialImpact #StakeholderEngagement #strategy #SDG #Circularity #Inspiration #Collaboration #Transformation #Innovation #Leadership #Biodiversity #DEI

Great Leaders getting better !REX Roundtables for Executives

On day seven of our '12 Days of Christmas' series, we're celebrating our commitment to Change the Race Ratio, a campaign we joined as founding signatories.   Change the Race Ratio's principles – enhancing board diversity, fostering inclusive cultures, and promoting transparency in actions – resonate with our ethos. It’s also been encouraging to see the increased focus on the transformative power of diversity through pioneering initiatives such as the Parker Review, the Davies Review and the FTSE Women Leaders Review.   Our mission at Warren Partners goes beyond filling leadership roles; we're dedicated to reshaping boardrooms to reflect our diverse society. Joining Change the Race Ratio was a natural step, especially given our drive to address ethnic and racial representation at the highest levels.   Our ongoing efforts include setting ambitious targets for diverse appointments, enhancing our inclusive culture, and continuously educating our team on diversity matters. We're not just advocating change – we're living it every day.   Join us in advancing this crucial mission. Find out more about the work of Change the Race Ratio here - https://lnkd.in/dyrPgdV   #ChangeTheRaceRatio #DiversityInLeadership #InclusionMatters #WarrenPartners

As we continue honoring Women's History Month, Northern is thrilled to highlight the phenomenal women driving our leadership team forward. Today, we shine a spotlight on our remarkable Chief People (HR) Officer, Yu-Ching Ting. Yu-Ching shares her invaluable insights and tips for aspiring female leaders: “Leadership is not just a role or a title; it's person-based, not position-based; each of you can make a difference. It involves taking the initiative, inspiring others, and developing a culture of collaboration and growth.  I encourage you to reflect on your own leadership potential and consider how you can contribute to your team as a leader. Whether through demonstrating resilience or innovative thinking, there are numerous ways to show leadership qualities in your daily work. You can collaborate with your team in brainstorming and executing initiatives that encourage workplace diversity, equality, and inclusion. Whether through mentorship programs or professional growth initiatives, you can work together to inspire one another, drive positive change, and achieve your shared goals. To gain influence, you must first earn people's trust and respect. You can start that process by learning as much as you can. If you don't grow yourself, you can't grow them. "You'll know you've arrived as a leader when people follow you because they want to—and not because they have to," said Gilliland, author of Detour (Advantage Media Group, 2015) and Enjoy the Ride (Elevate, 2007)” 

How to improve diversity, equity, and inclusion The issue of diversity, equity, and inclusion has reached a critical point, with companies and organizations showing increased efforts and discussions on the subject. However, progress remains slow. To accelerate progress, it is crucial for leaders to have a clearer understanding of what works and what does not. Harvard Business Review (January 13th, 2023) refers to the DEI Lighthouses 2023 Report (https://lnkd.in/dbweiBUy) which identified five success factors common among initiatives that had the most significant impact on underrepresented groups. These factors include a nuanced understanding of the root causes, a meaningful definition of success, accountable and invested business leaders, a solution designed for its specific context, and rigorous tracking and course correction. By adopting these success factors, companies can create sustainable change and accelerate progress towards greater diversity, equity, and inclusion. Meaningful progress can be achieved through engagement at every level of the organization, ranging from individual contributors on the front lines to the board of directors and CEO. #interimmanagement #diversity #inclusion

The term “Glass Cliff” was first used to describe the experience of women who were promoted to higher positions when organizations were struggling or in crisis, and the chance of failure was high, essentially leaving them standing on a “glass cliff.” The term has now been broadened to describe the challenging position many leaders of color find themselves in when they follow white leaders. In 2022, BoardSource partnered with the Building Movement Project to develop a resource to assist boards in alleviating the Glass Cliff. In early Spring 2023, we went further and interviewed and surveyed more than 40 BIPOC leaders to share their experiences. Through these interviews and surveys, we determined: - The need and interest in a BIPOC-only executive retreat for leaders of color. - The interest in establishing a cohort of BIPOC executives that would provide peer-to-peer support and mentorship. - The need for case studies as sector resources. - The need for facilitated training for board members focused on roles and responsibilities, governance, and the realities of the glass cliff. Applying our new theory of change, we have created a groundbreaking cohort-based initiative to support nonprofit leaders of color to help them avoid their own glass cliff, with the goal of developing programming and tools for leaders and their board members that can strengthen and uplift the entire sector. Check out our initiative here: https://hubs.ly/Q02CKrNW0

Hey there, wonderful souls! It's time to reintroduce myself and the impactful topics I bring to the table. I'm Ber-Henda Williams, and I'm here to light up your events with inspiration, empowerment, and a whole lot of heart. Cultivating Female Identified Leadership including Intersectional Women’s Programs Let's explore the power of female leadership in all its dimensions. From uplifting intersectional voices to fostering an environment where every woman can rise, this topic celebrates the strength we derive from supporting one another. Building Solidarity in BIPOC Communities Together, we can create unbreakable bonds within our BIPOC communities. Through understanding, empathy, and collaborative action, we'll delve into how solidarity is the cornerstone of meaningful change. Youth and Girl’s Empowerment Our young leaders are the future, and nurturing their growth and empowerment is essential. Let's talk about how we can ignite their potential, boost their confidence, and pave the way for a brighter tomorrow. Art as Activism, Cultural Arts and Programming for National Heritage Months Art has the incredible power to spark conversations and shift perspectives. We'll dive into how creative expression can amplify the messages of important heritage months, celebrating the richness of our diverse cultures. I'm excited to bring these topics to life at your next event and infuse it with authenticity, energy, and a touch of magic. So, if you're ready to elevate your gathering with meaningful dialogue and impactful insights, let's connect! #BookBerHenda #EmpowermentSpeaker #InspireChange

Could the unique requirement in Denmark, allowing employees to elect representatives to the board of directors, be a differentiator in driving Diversity, Equity, and Inclusion (DEI) in corporate governance? I am thrilled to delve into this innovative opportunity and run for a position at the board of directors of Ørsted. Historically, boardrooms have seen limited female representation, a challenge that various global initiatives have sought to address. By empowering employees to have a say in who sits at the decision-making table, there's an increased opportunity for women and other underrepresented groups to break through traditional barriers. This approach could indeed be a significant step towards balancing the scales of corporate leadership, showcasing a proactive strategy to foster diversity at the highest levels of business operations. It's a move that not only promotes fairness but could also set a precedent for other countries to follow in enhancing chances of achieving prominent leadership roles for candidates from various minority groups. Excited to see what the future holds!