Top Takeaways from a Women in Leadership and Learning Participant

My latest podcast featured an interview with Brenda Harvey, Managing Director of IBM Industrial. Piggybacking off of SHAMBAUGH Leadership’s new “Women Rise” research on women in..

Work-Life Integration: Try These Strategies to Optimize Your Time

The demands of the workplace—coupled with escalating expectations around our personal lives—continue to intensify. From the front lines of executive coaching, we’ve seen repeatedly at SHAMBAUGH..

Women’s Leadership: Living and Leading a Fully Integrated Life

As leaders, many of us are experiencing new challenges in the new workplace. To help women leaders navigate this, SHAMBAUGH’s Women in Leadership and Learning (WILL) program..

Women Are Rapidly Reentering the Workforce—Here’s What Companies Need to Do About It

On August 4, I was interviewed on Talk Radio WGCH to share my perspective on some of the key national and global changes that women in..

Women’s Leadership: Managing Burnout and Work-Life Demands

One of the biggest issues that I’ve seen in executive coaching and women’s leadership that has rippled throughout every industry over the past few years is..

Leading and Thriving in a Hybrid Work Environment

What does it take to be a great leader and excel in the new normal of hybrid workplaces? Most certainly the world we live and work..

Reentering the Workplace Post-COVID: What Women Can Do to Stay Off of the “Sticky Floors”

In my June post, I discussed the impact of the COVID-19 pandemic on women in the workplace and promised to share four strategies that can help..

The Impact of COVID-19 on Women in the Workplace

I recently gave a talk at Bryant University Women’s Summit, and the topic resonated strongly with the audience. I began by sharing my observation of a..

Integrated Leadership: Building on the Benefits

There are many reasons to foster an Integrated Leadership culture—one that values, leverages, and blends the strengths of both women and men—in your organization. Gender-balanced leadership perspectives can lead to a wide range of benefits at the organizational, team, and individual levels.

The latest research published at the end of 2015 in the Proceedings of the National Academy of Sciences tells us that men and women are not always different when it comes to thinking, communications, and problem-solving. However, studies have found that the diversity of strategies and approaches often seen between men and women go beyond gender and genetics.

Opting Back In: After the Choice Comes the Challenge!

Recent media coverage has stirred up a national conversation regarding women who opted out of the workforce for personal reasons and now want to opt back in. The reason most of these women left was to raise a family and many planned to eventually return to work. While the dialogue back then, about a decade ago, was all about the power of choice, the conversation now is about the challenge these “opted out” women are facing today. Unfortunately, it’s not been easy for these bright and competent women to return to the workforce and most have not been able to find positions anywhere close to the ones they left. A recent study indicated that 89% of those who “opted out” said they wanted to resume working but only 73% of them succeeded in finding jobs and only 40% got full-time work. On average, those returning to work made significantly less than they had been paid before they left and about 25% took jobs with lesser management responsibilities and a lower job title than they had in their last position.