mindfulness

in

No 2

ON THE everywomanNetwork

HelloWelcome to UPDATE.

Each quarter we share our Partners’ views and activity, the latest thinking around gender diversity, thought provoking articles and the key things happening at everywoman.

This quarter we’re delighted to include features showcasing some initiatives our Partner EDF has in place to support the female talent pipeline.

If you would like to contribute to future editions of UPDATE we’d love to hear from you, please contactdonna@everywoman.com.

We hope you enjoy this edition.

Kind regards

Karen and Max

During our interviews with influential women in business they often share challenges that they have turned into positive outcomes but sometimes these stories are too sensitive to share publicaly.

We know everywomanNetwork members (junior to mid-level managers) would benefit from reading these experiences. That’s why this month we launched ‘everywomanIncognito’ an anonymous column showcasing personal obstacles faced in the workplace and how they’ve been resolved.

We’d love to hear from any Partners that have an Incognito story, please get in touch with Rebecca Lewis rebecca@everywoman.com. You can view the first article here:www.everywoman.com/incognito1

Hundreds of everywomanNetwork members attended last month’s webinar ‘The Skills to Influence Others & Handle Difficult People’ presented by everywoman expert and executive coach Ros Taylor.

During the webinar, Ros outlined the principles of influencing others, along with her practical tips for making

them work. The feedback has been fantastic and many members have told us they learnt tips and techniques that they were going to implement straight away. This was music to our ears as at the beginning of the webinar 66% of attendees stated they wanted more influence over their colleagues and 22% told us they wanted more influence over their boss.And, the majority ranked their influencing skills as poor.

Following the webinar, members were encouraged to download the relevant everywomanNetwork workbooks and continue their

development in this area - it will be interesting to see how the scores vary later in the year.

Finally, this month we want to extend a very warm welcome to our new Partner, Barclays. We were so thrilled to be selected as one of three global diversity partners and it was exciting to launch the everywomanNetwork at Barclays HQ in Canary Wharf, London to an audience across the globe from Sao Paulo to New York to London. The everywomanNetwork is now in over 150 countries and it’s becoming more global every day.

WHAT’SNEW

“Mindfulness is about training your brain to focus on one thing, which reduces the flow of incoming information, allowing you to see things more clearly.”

So what is it? Why is the business world adopting it, and is there evidence that it could benefit leaders?

“Mindfulness is about falling awake - bringing yourself fully into the present,” says Juliet Adams, co-author of Mindfulness At Work For Dummies and organiser of this autumns’ Mindfulness at Work conference with Cranfield University School of Management. Speakers will include mindfulness users Tracey Reddings, CEO, UK Private Wealth Management at JP Morgan Private Bank, Dr Catherine Kilfedder, BT Group Wellbeing Adviser and Emma Wardropper, Employee Relations

Advisor at Capital One.

“Mindfulness is about training your brain to focus on one thing which reduces the flow of incoming information, allowing you to see things more clearly,” says Adams. You can see the attraction for leaders harassed by the constant torrent of information, demands and things that need to be done right now.

Mindfulness, often called mindfulness meditation, can take many forms, but typically practitioners sit quietly, often with closed eyes, focussing on one thing. As an example, using the breath as an anchor for awareness. When thoughts or feelings arise they

mindfulnessare acknowledged and accepted without being judged and the attention is gently re-focussed on the breath. Regular practice strengthens the capacity to focus, and brings with it numerous positive side effects which according to research, include a reduced risk of burnout and even a stronger immune system.

Sessions could be formal, taking place once daily, or informal, in snatched moments, such as taking time to focus fully on the first few sips of your morning coffee. “Some people practice in their cars when they arrive at work for five to ten minutes before going into work,” says Adams.Google is so convinced

that it works that they employ Chade-Meng Tan as in-house Head of Mindfulness Training. Tan, who believes that mindfulness increases kindness and reduces destructive behaviour at work, was recently quoted in The Guardian as saying: “If you, as the boss, are nice to your employees, they are happy; they treat their customers well, the customers are happy to spend more money, so everybody wins.”All very nice, but is there hard evidence that it boosts profits? Not so far, but Tan says: “I always align the qualities of peace, joy, compassion with success and profits. If you want to try it, you’re free to try it and if you don’t try it and Joe does,

UNTANGLE YOUR THOUGHTS Could the secret of effective leadership lie in a technique derived from ancient religious practices?

Cranfield University, Ashridge Business School, Google, Deutsche Bank, British Peers, MPs, and Parliamentary staff are either studying it or adopting it. It is called ‘Mindfulness’ and it looks like an idea whose timehas come.

LATESTTHINKING

in control helping you to tackle work in a more rational, objective manner,” says Adams.

Research shows that your mind wanders 47% of the time. Even a reduction of 10% would have a substantial impact on performance, allowing leaders to achieve more, in less time.

Scientific papers show that mindfulness practice

helps people set aside their personal agenda, deal with high levels of stress, and sleep better. Other research has shown it is positively related to employee engagement, makes employees more resilient in the face of challenges, and increases task performance and decision making.

Clinical Psychologist and Mindfulness Trainer and Therapist Dr Tamara

Russell says: “It can help you deal more skilfully with strong emotions such as fear and rejection. It won’t banish negative emotions but allows you to acknowledge them, while knowing that you need not be overwhelmed by them - you can still focus on what you want.”

“One of the side effects of mindfulness training is learning that fear of failure is only transitory -

if you just calmly notice it, it will pass and it will not overwhelm you,” she says.

Would mindfulness work for you? The only way to find out is to try it.

mindfulnessJoe’s going to make more money than you.”

There is evidence that it increases efficiency and wellbeing. Among staff taught mindfulness at Cambridgeshire and Peterborough NHS Foundation Trust 100% agreed that mindfulness training had helped them function better under pressure and 93% agreed it improved their focus on their work.

Neuroscience shows that mindfulness meditation has an effect on the brain. “Focussing internally on your breath or your body can switch down the sympathetic nervous system’s fight or flight response, lowering adrenaline and cortisol levels. An increase in parasympathetic nervous system activation puts your higher brain back

“It can help you deal more skilfully with strong emotions such as fear and rejection. It won’t banish negative emotions but allows you to acknowledge them, while knowing that you need not be overwhelmed by them - you can still focus on what you want.”

Everyone talks about developing female talent, but what practical steps can you take to achieve it? Fiona Jackson knows. Always interested in developing female talent, she was recently appointed as a Trustee for Girlguiding UK in London and the South East and she was one of the founders of the EDF Energy Women’s Network in 2009. Now as Head of Strategic Resourcing and Employer Branding, Fiona explains what EDF Energy is doing to empower women - and how men can help.

Fiona Jackson is turning theory into practice. “The Women’s Network aims to support every woman in EDF Energy to achieve whatever she wants in her career by equipping her to reach her full potential and by helping to create a supportive culture,” says Fiona.

Great - but how? The company started by consulting its women employees. “It showed that they want agile working, which focuses on

effectiveness regardless of location, flexible career paths, career advice, visible role models, development opportunities, networking and mentoring,” she says.

There is a business case for action too. Diverse teams in EDF’s Customers business understand customers better, benefitting innovation. Moreover, many jobs in its Customers business are based in London, where EDF Energy competes with other employers. A woman-friendly working environment attracts more candidates.

Attracting women into its generation business is essential as many in the

engineering workforce are approaching retirement. EDF Energy reaches into schools to make girls aware of the value of STEM (science, technology, engineering and maths) subjects. “It’s essential to have a pipeline in and a pipeline up,” says Fiona.

The EDF Women’s Network encourages people to own their development, through taking part in the Women’s Development Programme.

Research shows that it works. Of attendees at the 2011-12 programme 96% reported more visibility within the company, 78% more focus on their careers, 60% more confidence and 15% had

moved into promotions or new roles.

But while the network aims to empower more people and help EDF Energy achieve the National Equality Standard and support Diversity Day, success is also measured by monitoring the percentage of female graduates and apprentices recruited and the number of women employees at different levels. Last year EDF Energy saw an increase in female Nuclear Science and Engineering Graduates from 18% in 2012 to 31%. (The national average is 12%.)

EDF Energy also increased female apprenticeship hires from 6% to 20% (the

FEMALETALENT

giving them tools to help themselves.”

Finally, she says: “People must be judged on what they do rather than where. Results should be measured by effectiveness, not desk-time.”

FIND OUT MORE ABOUT THE EVERYWOMAN LEADERSHIP ACADEMY AT www.everywoman.com/energy

of EDF Energy’s generating business - which has the smallest percentage of women in the organisation and where the skills shortage is most acute.

“It shows that we are seriously committed to getting more women into the engineering part of the business,” says Fiona.

Given her experience of developing women within the business, what does Fiona consider crucial in growing the female talent pool?

“First, genuine commitment from the senior leadership team. They must be willing to implement action in everyday business,” says Fiona. “That should include leadership team members sponsoring female emerging talent, helping women to navigate their careers and

Network chose the everywomanNetwork to help it implement its strategy. Fiona says: “We felt that everywoman’s online tools would help our women help themselves, and fit with our strategy of introducing more online training. We agree with the everywoman ethos. Its videos of women leaders support our senior women by positioning them as inspiring role models.”

The company chose to sponsor the everywoman in Energy Leadership Academy too and EDF Energy women will be attending. Fiona explains that it will make the development of its women visible internally and externally, where it should help attract new recruits, especially female engineers.

The leadership academy will be held at the headquarters

resistance, taps into their experience and talents, and means we are walking our own talk on diversity and inclusion. My experience is that the overwhelming majority of men want to help.”

To help get more men onside, the Women’s Network is planning a round-table discussion with all the directors of EDF Energy’s power stations, to help them understand the situation women face. The network is also considering sending a male leader to the Majority Advocates for Diversity and Equality (MADE) round table run by Opportunity Now. “The aim is to support white senior men who want to get involved in diversity issues but do not know how,” says Fiona.

EDF Energy’s Women’s

national average is 5%) and a 190% increase in female applications.

Research shows many women aged 28 to 40 leave their careers - and not just because they have children. Fiona says: “We are tackling this with a combination of mentoring, advice, meetings, and as a next step we are seriously considering sponsorship, where senior leaders support promising women, enhancing their reputation and visibility.”

Fiona considers support from men vital. Director of Strategy and Corporate Affairs and Women’s Network Executive Sponsor Paul Spence says: “Men make up the majority in leadership positions today. They must be ‘part of the solution’. Including them builds support, reduces any

“Men make up the majority in leadership positions today. They must be ‘part of the solution’. Including them builds support, reduces any resistance, taps into their experience and talents, and means we are ‘walking our own talk’ on diversity and inclusion. My experience is that the overwhelming majority of men want to help.”

9 September 2014everywoman in Energy Leadership Academywww.everywoman.com/events

LEADERSHIP ACADEMIESeverywoman’s Leadership Academies, are indispensable events for your female middle managers. In addition to Personal Development these one day events feature:

• Keynote Address with a leading female figure

• Dynamic Panel of Award- winning Women

• Masterclasses hosted by experts in women’s development

• Peer-to-Peer Networking and the opportunity to meet Role Models

Delegate packages include ten delegate places and profile. Many of our Partners invite clients and employees to share the day, demonstrating their organisation’s commitment to developing future female leaders.

To find out more contact your Partnership account manager or events@everywoman.com

AWARDSMany of our partners will be attending the Specsavers everywoman in Retail Ambassadors Programme to be held at the Waldorf Hilton, London on 23 September 2014. We still have some places at this high profile event, to find out how your company can be represented give us a call at: 020 7981 2574 or email events@everywoman.com.

LEADERSHIP AND DEVELOPMENT 4 & 5 November 2014

everywoman Emerging Leader Programme “Fantastic content, relevant, concise and clear, great dynamic within the group." Account Director - Barclays

EVENTS

EVENTS To view all of our events go to www.everywoman.com/calendar

13 November 2014everywoman in Advanced Manufacturing & Engineering Leadership Academywww.everywoman.com/events

Over the past 12 years we have developed a portfolio of tried and tested programmes designed to develop female leadership and build the female talent pipeline. Contact us to find out how we can help you develop:

• Your female leaders - emerging or mid-level

• Strong ambassadors and role models for women across your organisation

• Leaders who understand what it takes to successfully manage a diverse team regardless of gender

Contact kate@everywoman.com or 020 7981 2574 to find out more.

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