Today’s Corporate Catwalk pick is this fresh, slimming sheath dress with an original envelope-hem dress. Loving the classic stripes on this sleeveless London Style Collection dress, perfect for work and after-hours. The black-and-white traditional pattern meshes well with the envelope hem, and is all in all a flattering addition to your wardrobe. Even better, this dress is on sale for $49.99 at JC Penney.
I’d pair this dress with an easy cardigan for chilly offices like this one, or this easy bolero shrug for added style.
Today’s Corporate Catwalk pick is a cool, breezy Casual Friday one! This Caslon chambray drawstring waist dress is as easy-fitting as it’s comfy. Love the original look of it,with its rounded neckline, short-sleeves and laid-back side pocket. Nice, original take on the more traditional denim shirtdress! This dress is $89 at Nordstrom!
I’d pair it with these “Risza” Open-toe wedge booties or these Steve Madden “Emalena” Ghillie sandals for a casual chic look.
We all know how important it is to get and receive feedback in your career…Yet, many of us usually wait until performance review time, or any other formally appointed time to use it. The downside to this is we only get to leverage the power of feedback once or twice a year, as opposed to using it to our advantage on a continuous basis.
I mean, feedback isn’t always exactly a piece of cake. Who wants to take the risk to hear about your performance, and possibly get some aspects of it criticized? It’s all fun and games until someone scratches your ego, and points out some mistakes you made, or ways you could improve your work, right? Especially when your paycheck depends on it…And even when it’s done to help you more than it is to hurt you…
Over time in my own career, I’ve learnt to fear feedback less, and actually seek it out more. Not to dread and avoid that time of the year when performance reviews come crashing down, but instead to look forward to it. To actually make feedback a part of my career on a consistent, continuous basis, rather than waiting for it with angst and stress…
There are many ways to leverage feedback into your career, but here are 7 ways I’ve found to be particularly effective throughout my career, and through precious advice I’ve received from mentors higher-ups and peers:
Schedule regular one-on-ones with your managers, mentors and peers
Some departments and companies already have the one-on-one process established. Yet if you happen to be in an environment that doesn’t, be proactive about scheduling one-on-one meetings with your managers, mentors and higher-ups.
These are checkpoint meetings you can schedule every week, or every couple of weeks, to provide updates as to your work status, and request or provide feedback on how you’re doing.
Get feedback on individual projects
Did you just complete a big project? Signed off on a huge audit? Get feedback on it! Obtaining feedback on individual projects allows you to re-calibrate and re-focus on time for the next project. It’s easy to go from project to project without really knowing what to improve.
Make sure to ask, even if casually, how you did on a single project, and what you can do improve the next time around. It’ll go a long way in showing you truly want to do better, but it’ll also provide you with valuable nuggets of information to take your performance to the next level.
Buy into the mentoring concept
If you don’t have a mentor or are not mentoring someone, you’re missing out! Period.
Seek out a mentor, or multiple mentors in and outside of your organization, and make it a point to reach out to them and seek feedback on a regular basis. Even better, become a mentor yourself. Whether you mentor one of your reports or one of your peers, or whether you become part of a reverse-mentoring arrangement (when you actually mentor someone in a more senior position), make sure to invest time and resources into mentoring!
Give and get peer reviews
I experienced peer mentoring early on in my career, and have to say it’s particularly powerful in getting the detail feedback some managers and higher-ups may miss when providing you with reviews.
While it can be challenging to get reviewed by a peer (think ego on fire), it’s also a practice that lends itself to teaching both you and your peer about effective leadership, and how to give and receive constructive criticism. This is especially important as it prepares you to deal with giving and receiving feedback to and from higher-ups.
Do you use any of these approaches to leverage feedback in your career?
If you’ve been following the Corporate Catwalk on this blog, you know how much I love wrap dresses (like this one, that one, and oh that one too…). So I was head over heels when I saw this summery, easy Topshop crepe wrap dress from Nordstrom.
I absolutely love the flattering silhouette of this dress, accented by comfy dolman sleeves and a customizable tie belt. The V-neck is modest, and perfect for any wrk occasions. It’s $80 at Nordstrom.
Picture this: Bob’s giving a presentation, and is doing a particularly terrible job at it. As he steps into the men’s bathroom during a break, Bill pats him on the shoulder and tells him: “ You’re doing a terrible job, dude. Looks like you’re trying to take off, so much your hands are all over the place. Stop gesturing so much!” Bob takes Bills advice, goes back into the conference room, and does a much better presentation. Now picture the same conversation in the ladies’ room between Mary and Sondra. What do you think Mary would think upon receiving the same piece of advice from Sondra?”
This simple, but compelling example, was given by Pepsico CEO Indra Nooyi at the Women in the World Summit in New York last April 2016. As you can imagine, the remainder of her address had to do with how women receive and give feedback at work.
As women in the workplace, we tend to give less feedback to each other, and be much less receptive to it when we get it from another woman. Which in turn makes for a less supportive work environment where women tend not to support each other.
As I listened to Indra Nooyi’s comments, I could hear many of the same complaints by other fellow women at work, myself included. I could also understand the wrenching feeling of loneliness that stems from it. Yet, I’ve been fortunate enough to work with amazing, supportive women who’ve mentored me through challenging times in my career. And having been on both sides of the spectrum, I’m relieved to say that when feedback is given and received proactively and efficiently between women at work, it can result in outstanding results for both the giver and the receiver.
Unfortunately, it seems this is more the exception than the rule. Especially when it appears women tend to get different feedback than men in the workplace. According to new research, women tend to be described in performance reviews in vague terms such as “supportive”, “helpful” and “collaborative”; while men’s reviews were twice as likely to include words related to their assertiveness, such as “innovate”, “tackle” and “drive”. Men also received 3 times as much feedback about specific business outcomes, and twice as many references related to their technical expertise. Women were also described as more “aggressive”, while men are promoted for taking “personal initiative”.
What’s the solution then, when performance reviews are already gender-biased as it is, and it seems feedback from women to their fellow peers still has a long way to go? As Indra Nooyi suggests in her address, we must change the approach we have when it comes to receiving and giving feedback at work.
From my opinion and from speaking to other women around me, here are a few ways we could at least get started:
Be more proactive about giving and receiving feedback to and from other women.
In order to better the way we approach feedback, we must first get used to more of it. Receiving more of it, giving away more of it, as well as seeking out more of it. It could be as simple as asking our peers for regular feedback, as well as our managers and bosses. If we happen to be in predominantly male groups/teams, we may want to seek out more mentoring relationships with other women outside of our group or company entirely. The more we get used to it, the better we’ll become at it.
Addressing our biases when it comes to feedback.
As Indra Nooyi pointed out in her comments, we tend to react differently when the feedback comes from a man than from a woman. While we could try and understand the psycholological reasons behind this, we can also start with acknowledging how giving and receiving feedback makes us feel.
Following up on feedback and learning from the results.
The most important step when it comes to feedback is actually implementing it, and learning from it. What can we learn from giving and receiving feedback to and from other women? Can we identify ourselves with it, recognize we share the same struggles and victories, and actually do better?
In closing, let’s take a listen to Indra Nooyi’s comments:
Do you think women are less receptive to feedback when it comes from other women?
In light of the recent disturbing events happening in our country, our thoughts are with all who are affected. This article from Upworthy tells us although we can feel helpless in the face of injustice, here’s how we can contribute to help end police violence;
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This is our weekly career and lifestyle news update, where we round up exciting news of the last week and we let you have it…ahem, news-wise that is…
We all know how important it is to get and
Picture this: Bob’s giving a presentation, and is doing a particularly terrible job at it. As he steps into the men’s bathroom during a break, Bill pats him on the shoulder and tells him: “ You’re doing a terrible job, dude. Looks like you’re trying to take off, so much your hands are all over the place. Stop gesturing so much!” Bob takes Bills advice, goes back into the conference room, and does a much better presentation. Now picture the same conversation in the ladies’ room between Mary and Sondra. What do you think Mary would think upon receiving the same piece of advice from Sondra?”
This is our weekly career and lifestyle news update, where we round up exciting news of the last week and we let you have it…ahem, news-wise that is…
