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From Peer to Team Leader: 5 Keys to Making a Successful Transition

The first promotion is a special moment. Make the most of it by having a clear understanding of how to effectively transition from peer to team leader. Here are the 5 keys to achieve a successful transition!

“Mary, I want to congratulate you on your promotion. It’s official!” This is one of the most anticipated phrases by most of us with careers in large corporations. At first, a promotion fills us with pride, feelings of accomplishment and self-realization. Especially if it is one of the first promotions in our careers. The one that propels you from peer to team leader.

In my experience as a HR executive, ambiguous feelings tend to arise for those who have been promoted. For example, the desire to lead vs the concern of being perceived as authoritarian; an interest to position yourself positively in the eyes of the boss vs. the fear of being isolated from the team due to being perceived as a brownnoser.

It’s natural to be concerned about the transition from individual contributor to leader of those who were until recently your own co-workers. The people with whom you shared common codes and an easy camaraderie. This transition is certainly a challenging process. My goal is to share 5 strategic keys for you to make a successful transition from peer to team leader.

Going from peer to team leader is an awesome step in your career

Going from peer to team leader is an awesome step in your career

From peer to team leader in five simple steps

1Establish yourself in the new role organically while securing a few quick wins

You should aim to adapt organically to your new role as a leader. That is, avoiding drastic changes that could alter the climate and team performance. Trying to impose ideas, avoiding social gatherings or showing little availability for the members of your team are some of the pitfalls to avoid. The ideal solution is to adopt your leadership style gradually. Keep in mind that the first 90 days in your new role are extremely important as they set the tone for the team as to what to expect of you. According to Michael Watkins, author of “The First 90 Days” published by the Harvard Business Review, you must secure some quick wins during this time. If you want to know how to do it watch this 2 minute-video where Watkins explains it.

2Build Your Own Leadership Style

While you should give yourself some time to adapt to the new role, it is also important to think about your own leadership style. While you figure it out, try to avoid making drastic personality changes that may cause bewilderment, anxiety or resentment among your teammates. For example, if you were known as a person with a good sense of humor, it would be odd to stop smiling or making a harmless joke here and there. You can learn more about different leadership styles by taking this quiz.

Whatever leadership style you decide to adopt, I suggest you avoid any extremes: neither too authoritarian nor so friendly that you lose your team’s credibility and respect. Positive influence, a democratic approach to decision- making and active listening are three qualities to keep in mind for a leadership style that fits well in today’s workplace.

In your career progression, you will go from individual contributor to team leader. Being prepared is a big part of your success.

In your career progression, you will go from individual contributor to team leader. Being prepared is a big part of your success.

3 Identify any teammates that may not be taking your promotion well

When a team member transitions from peer to team leader it is likely to cause changes in the internal group dynamics and in the relationships between its members. It is important that as a leader you make an initial diagnosis of the situation after your promotion and identify whether any of your former peers is dissatisfied with your appointment. Consider for example, that perhaps one of your colleagues applied for the same promotion and may now be frustrated for not having been selected. Whatever the case, it is good practice to hold individual meetings with every team member. They are great occasions to share your strategic vision for the future and let them know about your current double role. On the one hand, you will support their individual professional development and on the other you will focus on the success of the team as a whole. Finally, you have to be willing to accept that after the rules of the game have changed some people may decide to leave. This will be a sensitive issue both for yourself and for your team but rather than letting yourself be frustrated by this situation, focus on your future plans.

4 Seek the advice of those who have successfully transitioned from peer to team leader

A common mistake is to believe that now that you are a leader, others expect you to solve everything on your own. Asking for help is not a weakness. On the contrary, experienced professionals often ask for help in order to be successful at their job. Therefore, I suggest connecting with other leaders within the organization to ask about their own experiences and breakthroughs when they were promoted for the first time. You can also request recommendations for any internal training courses available for first time managers. In addition, if you have a mentor, this is a great time to exchange thoughts, share any concerns and ask for advice.

Here's a great  article to get the support of a mentor

Last but not least, your direct manager is also a key player and you should ask for his support if there are difficult or more complex issues that you don’t know how to approach.

Wearing the badge of boss proudly will involve learning how to successfully transition from being a peer to team leader

Wearing the badge of boss proudly will involve learning how to successfully transition from being a peer to team leader

5Partner with HR to learn about team management practices and policies

When you go from individual contributor to team leader, the development and management of the team becomes a priority in your agenda. Now, you will be in charge of team management decisions such as:

  • Identifying the training needs of the employees
  • Requesting the necessary budget for a job opening
  • Evaluating performance to allocate salary increases

Don’t let the new items on your agenda overwhelm you. Take it easy and learn every aspect of the talent management cycle based on need. Build a strong partnership with Human Resources from the get go to accelerate the learning curve of internal policies and procedures as well as the unwritten rules of the organization. For example, you may run into an unwritten rule when trying to get approval for a new job opening. The official procedure may be to create a job requisition through the ERP and to wait to obtain the approval in the system. But the unwritten practice may be to connect in advance with the regional director and obtain his/her approval informally before the formal request arrives at their desk. This informal practice is as important to your effectiveness as the formal procedure.

When you are promoted for the first time it may create feelings of ambiguity.

When you are promoted for the first time it may create feelings of ambiguity.

Finally, I would like to invite you to celebrate the new journey you are about to begin. Becoming a leader is extremely rewarding, and meaningful leadership is built daily. Transitioning from peer to team leader is the first step. So there’s nothing better than to start off with the right foot!

Does your personal brand open or close doors for you?

Your personal brand lives in the minds of others. Just like when you think Starbucks, “coffee” and “predictable taste and quality” come to mind, when someone thinks of you an image forms. What is it? And does it open or close doors for you?

Why is your personal brand relevant in your career? Because if, for example, your network thinks that you are “an ethical accountant with international experience,” you will be the first one they call when an opportunity arises. But if no one has any idea of ​​what you are good at, or if they have doubts about your reputation, it’s unlikely that your phone will ring.

What we call personal brand refers to a combination of elements that include your career path, your interests and your reputation. Over time these elements come together to build your image. An image that is not static but changes according to your activities, passions, and behavior.

Read more about how to find out what your personal brand is.
Your personal brand and you as a human being

Your personal brand and you as a human being

Your personal brand has as much to do with your quality as a human being as with what you do. Think of someone like Shakira. We could define her personal brand as “a talented, innovative and respected singer-songwriter, dancer, record producer and philanthropist.” But when those who might be interested in hiring her think of her, they also consider how easy it is to work with Shakira, what her work ethic is, whether she is a perfectionist, and if she is known for finishing projects on time. Does she treat the people she works with respectfully? And so on. That is, they not only think about what she does but how she does it. And that’s where your reputation comes into play.

Work until you no longer have to introduce yourself. This is the benefit of a powerful personal brand

Work until you no longer have to introduce yourself. This is the benefit of a powerful personal brand

Building your personal brand. An example for you

Here I share my own case study for you to use as an example when evaluating whether your personal brand opens or closes opportunities for you.

1My career – As with most people, my interests have changed throughout my career. I began at an educational book company where I did a little bit of everything. Gradually I started to create programs to involve parents in the education of their children, then developed teacher training, later training for professionals within companies and today I lead a women’s leadership training company. As a writer, each one of my books took me in a slightly different direction. I went from being an expert on parental involvement to an expert in education, from an expert in professional development to an expert in diversity and inclusion.

2My interests – While I have always had multiple interests, my focus has been on the education, and professional development of Latinos in the United States and in the last few years in women’s leadership. If you dig a little, my underlying personal brand has always been: “expert in helping connect the dots to success.” This consistency helps people think of me when they have an opportunity within my areas of interest and experience. Which does not happen when third parties don’t know what you do.

Here's a great video on building your personal brand.

Do others know your personal brand?

Here are the questions that will help you discover how clear your interests are to others.

If you ask someone: “tell me in two sentences what I do professionally,” can they answer? Do you often hear comments like “truthfully, I don’t know what do”? Do ideal opportunities pass you by because people didn’t think of you to carry them out?

When you look carefully, your personal brand is no only what you're known for "doing" but personal traits that remain throughout your career and life.

When you look carefully, your personal brand is no only what you’re known for “doing” but personal traits that remain throughout your career and life.

3My Reputation – Although over the years I have changed the topics I focus on, there are aspects of who I am that have remained the same. They are part of what people have come to expect of me. These characteristics are as much part of my personal brand as what I do at any given moment. They are a collection of adjectives that people use to define me when asked about me. A few of them are: Inspiring, smart, confident, innovative, high energy, solutions-driven, perceptive, thoughtful, trustworthy, goes the extra mile.  Again, What do people think when they think of you? These are the traits you develop and strengthen through your life. The reputation that precedes you. Going back to my previous example, when Shakira launched her perfume line, the “quality and innovation” aspects, which are an integral part of her personal brand, extended to her new venture. That is why, if her perfume were of poor quality, or were a copy of another fragrance, for example, her personal brand would be impacted.

No doubt your reputation is the most important ingredient of your personal brand. If it is not good, no matter how much you have done in a particular field or what your interests are, few will be willing to work with you.

Read more about how your actions can support your personal brand.

Do others know your personal brand

Do others know your personal brand

How to figure out if your reputation contributes to your personal brand

Here are the questions that will help you figure out whether or not your reputation contributes to a strong personal brand:

Do you keep your word? Do you inspire confidence? Are you an ethical person? Do you consider the impact of your behavior on others? Do you know how to work for mutual benefit? Are you known as someone people can trust? Do you have a reputation for being always late? For not delivering on your promises? For not carrying your weight in a project?

Hopefully this article will help you evaluate the type of person you are and how that directly influences the image you project to the world and the opportunities that knock on your door.

And as usual, if you’d like to solidify your personal brand to move to the next level in your career, we are a phone call away. Contact us here.

Ace Proper Introductions with the Best Kept Insights

If you’re serious about building your personal brand, learning to ace proper introductions is a must. Elevating someone else’s profile is a win-win situation. Here’s how to do it well!

First, let’s get on the same page. When I stress the importance of learning how to do proper introductions, I don’t just refer to etiquette. Which of course, we’ll cover here in a minute. I’m also referring to learning what to say about the people you’re introducing.

Way too often people miss a prime opportunity to look good by making others shine. It’s such a gracious thing to do that it has always puzzled me that so few people know how to do it well. One occasion to make others look great is when you introduce them. Whether it is during the introduction of a speaker at a large conference, an individual contributor at an internal meeting, or a colleague at a cocktail party, by conducting proper introductions you stand out as a powerful professional and a great connector.

Always know what to say about others in order to make not only the proper introductions but memorable introductions.

Always know what to say about others in order to make not only the proper introductions but memorable introductions.

The etiquette of proper introductions

So let’s get the protocol down first and focus on what to say about the people you introduce later.

1After you name the person with higher hierarchy in the conversation, the person considered of lower rank or social hierarchy should be introduced to the person of higher rank. Meaning: Introduce the younger analyst to the senior executive. The proper introduction would be: “Mrs. Peters, let me introduce to you Martin Smith, one of our brilliant analysts. Martin, this is Mrs. Alice Peters, our Senior Vice President of Marketing.”

2A work colleague should be introduced to a client: “Julia, let me introduce you to Margaret Thomson, one of the most brilliant marketers in our company. Margaret, as you know, Julia Rodríguez is our largest distributor in the Midwest.”

3Introduce your newest acquaintance to someone you know better. When introducing colleagues at an informal occasion, name first the colleague you met most recently (or are less familiar with.) “Johanna, let me introduce you to Glen Williams. He’s new at our firm and could use some friends. Glen, Johanna Gómez has been a great mentor of mine for most of my career.” If you forgot the name of your latest acquaintance, you can look at them as you are making the introduction and say: “Sorry, what was your full name again?”

4If they are of similar hierarchy, introduce men to women as a sign of deference. “John, let me introduce you to Sonia.”

5In a social context, younger people are introduced to older people. Your boyfriend to your aunt. “Aunt Letty, let me introduce you to John, my boyfriend. John, this is my mother’s sister, aunt Letty.”

6Also in a social setting, it’s a sign of proper introduction to present your friends to your family. Here, your family has “higher hierarchy” than your friends.

And just a note: When you are at a social gathering, wait for an opening before you make your introduction. It’s best to avoid interrupting someone who is engaged in conversation as they won’t be as receptive.

Make it your business to know what to say about others to make them interesting to those to whom you're introducing them.

Make it your business to know what to say about others to make them interesting to those to whom you’re introducing them.

What to say about the people you are introducing

Now that we’ve covered the etiquette around proper introductions, let’s focus on the important task of what to say about those you are introducing. Keep in mind that even though the stated purpose of the introduction is for two people to meet or for a group of people to learn something about a speaker before he/she presents, there are many benefits of being introduced rather than introducing yourself.

  • It’s easier for others to compliment your performance, speak of your reputation or put you on a pedestal than for you to do it yourself.
  • It conveys immediate credibility.
  • It conveys authority.

As the situations can vary widely, here are three tips that apply to the majority of cases.

1Learn as much as you can about the person you are introducing to someone of higher hierarchy. Then phrase it in a way that underscores their unique contributions. “Alice, this is Keisha Lawrence, the engineer who came up with the solution to avoid the delay in our product launch. I know we are all grateful that we launched on time, but I thought you’d like to meet the person who made it possible. Keisha, Alice is our Senior VP. She’s been a champion of this product from the beginning.”

2Express the common ground. As you’re hopefully introducing two people so they can carry out a conversation without further intervention on your part, make sure to mention the reason you think they should connect. It could relate to work, hobbies, shared experiences or people they know in common. “Tom, meet Lisa Jenkins, the head of HR at Acme Inc. She’s looking for a new D&I program and I told her about the success you’ve been having with the latest initiative you brought to your organization. Lisa, this is Tom Collins, VP of HR at XYC Corp.”

3When introducing speakers, highlight a few amazing accomplishments. Express how honored you are that they’re presenting for this particular audience. Quite often, event organizers let timing constraints interfere with proper presentations. They skip through them with phrases like: “Well, I’ll let Tim introduce himself.” Or “I’m only going to say a few things because I know you want to hear Carolina speak and not me.”

Read about my story as a Latina speaker here.

Don’t fool yourself. This reeks of lack of preparation. It reflects poorly on you and it puts your speaker in an awkward situation. Why? Because one of the benefits of a proper introduction is that it conveys authority. It leaves a fertile terrain for the speaker to present their content from a place of inherent trust. Do it properly and you make their job much easier. As a result, the speaker will be grateful and your colleagues will want to be on the receiving end of one of your future introductions.

Without a doubt conducting proper introductions is a unique chance to show your leadership while shining the light on others. Now it’s your turn to put these insights into practice. So, who will you introduce next?

Art of Self-Promotion – Principles, Strategies & Your Script

The art of self-promotion, is essential for success. Find out the main principles that rule this leadership competency, the winning strategies and how to create an influential conversation about your value.

In my last self-promotion post we discussed how essential a leadership competency it is. Today, I’m sharing with you insights on the art of self-promotion than few people reveal. Let’s get started.

Part of mastering the art of self-promotion is to learn to include the contributions of others as you naturally weave-in yours in a conversation.

Part of mastering the art of self-promotion is to learn to include the contributions of others as you naturally weave-in yours in a conversation.

Principles to Help you Embrace the Art of Self-Promotion

The art of self-promotion is strongly anchored in your personal brand. And in order to brand yourself you must first understand your personality, passions, interests, and talents. Performance alone won’t speak for itself. Self-promotion is a leadership competency that is essential for communicating your talent and establishing your credibility.

  1. First, ‘know thyself’ – Understand your personal value proposition. Authenticity is the foundation of the art of self-promotion. It provides you with the confidence you need to communicate the value you add to the organization. A little later, I will provide an exercise to allow you to write a clear script that identifies your strengths in ways that speak to the language of business outcomes. Your personal value proposition should be complimentary to the business needs, and in alignment with others’ goals and interests. Including others on your self-promotion formula can help you minimize, or avoid, resentment. Your personal value proposition should encompass past achievements, current impact, and future potential contributions.
  1. No one climbs Everest alone – There is a myth that self-promotion means to advocate for oneself. In other words that it’s about stating ‘just the facts/ just MY facts’. But the reality is that there are a variety of different methods you can use to showcase your talents. Speaking about your teams’ accomplishments is another effective way to expand your own leadership and gain visibility. By doing so, you indirectly showcase your judgment, decision-making skills, and contributions while you promote others.

5 Key Strategies to Ace the Art of Self-Promotion

To strategically, and healthily self-promote, as well as endorse and promote others consider these actions:

1Personal Board of Directors (Sponsor, Mentor, and a Peer Advisor): Create a group of support to ensure you have people with your best interest in mind who can help you build and promote your personal brand. Personal branding is about people’s perception of you. Of the image you project. You don’t need to do it alone. Your Sponsor is a champion, your Mentor is a guide, and your Peer Advisor is a consultant that sees you in action and gives you feedback to keep you honest and in alignment with your goals.

  • Sponsor: strategically seek the support and championship of someone with a position of authority and visibility to help you build awareness of your accomplishments. Someone who believes in you and fights for your legacy.
  • Mentor: strategically select someone to advice you on how to navigate the culture of the organization, identify key relationships to foster, and coach you on how to be effective. Someone who encourages and guides you to take calculated risks (such as accepting stretch assignment to display your potential.) Someone who can celebrate your boldness and who helps you recover when something doesn’t go as planned.
  • Peer Advisor: choose a colleague with whom you have frequent interactions and sees you perform in most aspects of your job. This is a person with a clear understanding of your role and responsibilities, including your cross-functional and multidisciplinary expertise. This person also needs to be clear about your goals and the support and guidance your Sponsor and Mentor provide in order to give you just-in-time feedback on how you are doing. This person is your “guardian angel,” someone you trust enough to be vulnerable with.

2Networking: attend professional events and make strategic and meaningful connections. Seek opportunities to share and collaborate in these forums. Actions speak louder than words, assuming an active role in these forums (being a panelist, facilitating a workshop, committing to a speaking engagement, etc.,) will allow you the opportunities to display your talents. This is a chance for people to learn about you in an indirect and modest way. One last note: Make sure to reciprocate if you rely on other people to give you a boost!

3Buddy System: establish a group of colleagues or friends with a shared goal of supporting and promoting one another. (This is at the core of the Red Shoe Movement Principles and what their methodology is all about.) This could be done in meetings, social media, and professional networks. You can support the effort by publicizing each other’s wins. All of this can be done in the spirit of promoting one another, but also of sharing knowledge.

4Passive: this is a subtle way to “feature” your accomplishments. Display awards, prices, recognitions, important degrees or certification in strategic places in your workstation. When you do it in good taste it becomes a quiet endorsement of your brand. Keep a professional bio available. Have a concise, yet relevant profile describing your qualifications in social media platforms including LinkedIn, Twitter, Blogs, etc.

5Just the Facts: this is how most people know about self-promotion. But “just the facts” it’s not only about giving a “speech” where you talk about your accomplishments. Weaving the facts into a conversation can be a very effective yet subtle method of self-promotion. (See an example below.)

For your personal brand to have a positive impact it must be authentic. That provides the foundation to talk about your value.

For your personal brand to have a positive impact it must be authentic. That provides the foundation to talk about your value.

A Winning Script to Effectively Share Your Value

Now that you have the principles and the strategies, here is a suggested three-prong self-promotion script to help you effectively communicate and showcase “just the facts.”

  1. State the current paradigm (the business challenge and/ or potential )
  2. Determine how to introduce the challenge into a “boast.”
  3. Make the boast, and give credit where credit is due!

Example of a Three-Prong Self-Promotion Script:

Rebecca, I just successfully closed the mega-deal with XYZ Company we’ve been working on for sixe months. It was not easy, as they are strong negotiators, but with the support of our research team, I drove home a $10 million dollars deal.

Notice the emphasis on your strength in handling a difficult negotiation, the inclusion of your team, and your ability to close a deal that will have a great impact on the bottom-line.

Final Words on Self-Promotion

Self-promotion is strongly anchored in your personal brand

Self-promotion is strongly anchored in your personal brand so it’s critical to understand who you are before you talk about your value.

The art of self-promotion is critical for one’s success no matter what your position in the organization. A word of advice, it takes practice, practice, practice. Practice makes perfect and it gives you confidence. Think about this: Professional salespeople make hundreds of sales calls a day. This constant repetition makes selling less scary. Similarly, the more you practice, the more natural your self-promoting becomes.

Remember to talk about outcomes, be matter-of-fact, make your self-promotion relevant, draw future applications, and individualize your accomplishments while including others!

 

 

 

 

 

 

 

 

 

Meaning of the Red Shoes for The Red Shoe Movement

Would you like to know the meaning of the red shoes for the Red Shoe Movement? We know there are various connotations for red shoes in different areas and cultures. Let’s discover together the mystery of the red shoes and their secret power.

First we’ll take a brief journey through the history of red shoes. Then I will tell you how the red shoes became the emblem of the Red Shoe Movement. Next, I will share with you what they mean for members and organizations that use our Step Up Plus (our leadership development program.) And finally, I will tell you the meaning of the red shoes for the Red Shoe Movement and their role as change agents through our campaign #RedShoeTuesday.

Is only natural that with a leadership development company called Red Shoe Movement and a cultural awareness campaign called Red Shoe Tuesday, I’m constantly being asked: What’s the meaning of the red shoes for the Red Shoe Movement?

The meaning of the red shoes: A brief journey through History

Louis XIV red heels. At the time, only aristocratic men were allowed to wear red heels.

Louis XIV red heels. At the time, only aristocratic men were allowed to wear red heels.

In the XVII and XVIII centuries, under Louis XIV, only aristocratic men had the right to wear red heels. At the time, red ink came from grinding a red insect imported from Mexico, which made it extremely expensive. This clearly separated the haves and the have-nots. Naturally, red heels went out of fashion with the arrival of the French Revolution.
Two hundred years later, Hans Christian Andersen wrote “The Red Shoes.” This story talked about Karen, a poor girl who, after her mother’s death, is adopted by an elderly, blind woman. One day Karen discovers a pair of red shoes peaking from under the dress of a princess and she’s overcome by the desire to own a pair. Unable to resist her vanity, she gets her adoptive mother (who can’t see the color) to buy her red shoes. Against the orders of the clergy in her church, Karen wears them for her Confirmation and her Communion eliciting negative feelings in the community.

Red Shoes Hans Christian Andersen story

Red Shoes Hans Christian Andersen story

Those red shoes become her obsession and her demise. Once she puts them on, Karen starts dancing frenetically and is unable stop. With a life of their own, the shoes take her into the woods and end up getting her all scratched and hurt. Eventually, exhausted and bloody, Karen ends up in front of the door of the town’s executioner. As punishment for her sins, Karen asks the executioner to cut off her feet and shoes rather than her head. So he does and the feet with the red shoes fly away. The story continues for a bit but the moral seems to be that the red shoes symbolize some obscure desire, the vain nature of Karen, which at the time was considered a big sin.

The magical red shoes of Wizard of Oz

The magical red shoes of Wizard of Oz

For you, however, it’s likely that the meaning of the red shoes is closely associated with the Wizard of Oz. In the movie, the magical shoes that help Dorothy return home are red. It’s safe to say that every girl who watched Judy Garland click her heels was left with the impression that red shoes are powerful and magical.

The birth of the red shoes as the Red Shoe Movement emblem

The movement was born out of my book Find Your Inner red Shoes. This work is an invitation for every woman to find her own definition of success so that she can better align her internal motivations with her professional goals and grow faster as a result.

We were looking for an image for the cover that would link the concept of success with women. Thinking about the connections with assertiveness, magic and power of the red shoes, I realized there couldn’t be a better symbol for a movement of women who support each other to fulfill their dreams.

Red Shoe Movement event at Tesoro Corporation

Red Shoe Movement event at Tesoro Corporation

Renowned journalists Maria Elena Salinas and Blanca Rosa Vilchez support #RedShoeTuesday

Renowned journalists Maria Elena Salinas and Blanca Rosa Vilchez support #RedShoeTuesday

Meaning of the red shoes for our Step Up Plus program members and RSM enthusiasts

The impact of red shoes in corporations that are agents of change

The meaning of the red shoes for the Red Shoe Movement

In the book I suggest that women identify their inner red shoe. Meaning: their passions and interests, which lead to better alignment with career goals. The focus is on following these objectives while honoring one’s style. I discourage women from emulating somebody else’s style, particularly that of the men in their organizations. The red shoes enable each one to express their power with a feminine style.

The meaning of the red shoes for the Red Shoe Movement is power with femininity.

We know that there are areas in the world were red shoes have a different connotation. But the idea of using this symbol is to reclaim it as an icon of the power and style that distinguishes each woman.

Event with Lola Ramona, one of Red Shoe Movement's sponsors

Event with Lola Ramona, one of Red Shoe Movement’s sponsors

Red shoes as propellers of change: #RedShoeTuesday

One of the main motivations to write the book was to help accelerate the representation of women at the highest levels of decision-making. For decades, and despite Diversity and Inclusion initiatives in large corporations and governmental organizations, the needle has refused to move. I knew that part of my contribution to this change would be this book. But I also knew that a book was not enough. We needed a movement that could elicit a quantum leap in global consciousness.

I searched for solutions that had attained immediate results on issues that had remained intractable for years. Problems that seemed to have no solution. Inspired by several ideas that had changed the lives of millions of people overnight, I created #RedShoeTuesday.

#RedShoeTuesday— A cultural and social awareness campaign, establishes one day a week when we all go to work with red shoes and ties to signal our support for women’s career growth. It’s a visual reminder that enables us to keep alive the conversation about how to change the culture and find solutions so that women can access the highest positions. It’s a fun, actionable, and viral idea at the intersection of self-empowerment and fashion.

We backed the campaign with:

  • 7 behavioral principles that anyone can implement in their workplace to change the culture. (Here’s the free Guide to Implement the 7 RSM Principles so you can put them in action now!)
  • The RSM Circles, mutual-mentoring circles that are set up in workplaces so women can support each other’s professional growth. (You can find out more about our programs here)
  • A practical blog with inspiring and practical content.

The campaign is an invitation for men and women to work side by side, as co-creators of a new reality that will benefit society as a whole. Leaving all traits of blame or resentfulness aside. It’s a great way to expand and reinforce networks that promote mutual support among women so that we everyone amplifies their influence and their ability to continue innovating and learning together. The good news is that many studies show that the more diversity in an organization’s executive positions and its board of directors, the better the organization does.

The same is true when societies invest in their girls and women. The result is the ripple effect. Why? Because women invest in their family’s education and health, which produces future generations better equipped to deal with the challenges of our times. Better-educated people have a better quality of life.

Idea Catalyst supports the meaning of red shoes for the Red Shoe Movement

Idea Catalyst supports the meaning of red shoes for the Red Shoe Movement

What is the meaning of the red shoes in your corner of the world? And what do they mean to you?

Tell us! Let us know what the red shoes mean to you. How do they make you feel? What do they inspire you to do?

Together we can change prejudices and perceptions so that around the world we get to own the symbol of the red shoes.

Men wear red shoes to show support for career growth of women

Men wear red shoes to show support for career growth of women

The meaning of red shoes for The Red Shoe Movement

The meaning of red shoes for The Red Shoe Movement