06Jun

March is Women’s History Month, a time to reflect on the positive contributions of women around the world and those who have led through equality, inclusion, and strength. Green Key Resources is proud of every single woman in our organization, many of whom hold leadership positions. Although being a woman in a leadership role comes with its challenges, those at Green Key also note the feelings of reward and success they’ve experienced over the years.

Representation of women in leadership 

Deloris Jones, Partner at Green Key leading the Pharmaceutical National team, says, “Women bring a unique perspective to the table in the way we approach problem-solving and decision-making. Having women in leadership positions provides visibility and serves as a role model for young women, showing them that they can achieve success and leadership roles in their career.” 

Representation is especially important to younger generations just beginning their careers, giving female recent grads someone to reassure them of their growth potential. Cheryl Chasen, Partner leading the Pharma Direct Hire team, elaborates on her advice to young women entering recruiting, while also hoping to one day hold a leadership position. “Seek out mentors, nurture your relationships, and step out of your comfort zone. When you get to know your candidates, and understand the company culture of your clients, you’ll begin to trust yourself and your abilities.” 

Deloris adds, “Network with other professionals in the field, stay up-to-date on industry trends, and don’t be afraid to speak up and voice your opinions. Also, ensure that you are taking care of your physical and mental health, as the long hours and stress can take a toll. Finally, remember that the best way to succeed is to always keep learning and striving to better yourself.” 

Support and potential

Adina Goldman, Principal at Green Key and Head of Corporate Human Resources, credits the management team for seeing her true capabilities. “A component of being a leader is the ability to identify other individuals in the organization with leadership potential and giving them the tools and resources necessary for them to grow into leadership roles. This is exactly what Green Key management did for me, and I can only hope to pay it forward by offering training and development to other individuals in the organization who have the potential and the desire to grow into leadership roles,” she elaborates. 

There is no short supply of the benefits and impacts of having women in leadership. Though everyone leads through a different style, all tend to rely on the importance of communication, taking risks, and remaining self-assured. Judy Holt, Partner at Green Key and head of the Professional Support/Human Resources Rockville team, says, “I set clear goals and have an open-door policy; I make it known that I don’t know everything and can always improve. I try to adapt to how others learn and motivate; I listen. I have empathy for everyone and, at the same time, lead by example. I encourage free thinking and creativity, which creates ownership and empowerment in my team.” 

Cheryl mentions, “Women can bring alternative perspectives and experiences to leadership roles, which can help organizations make more effective decisions leading to innovative solutions. They can empower other women at the company by helping to support career progression and leadership development.” 

Karen Martinez, Partner leading the Green Key Healthcare team, touches on the negative stereotypes and gender bias women have to tackle in order to reach leadership positions in their careers. “As the sole earner in a non-traditional family dynamic, I was still expected to complete all of the parenting duties at home, while simultaneously driving my career. Men rarely get asked about play dates or the PTA.”  

Maintaining balance

However, women at Green Key elaborate on how management has allowed them to balance a dynamic career, while also building a family at home. Adina says, “When the importance of finding a work/life balance is valued so highly by the company, which is exemplified by flexibility with time off, and other benefits and perks offered through internal programs, it’s easy to find that balance. I’m excited to be getting married later this year, and when I first shared the news with GKR management, they couldn’t have been more supportive or excited for me and this next chapter of my personal life.” 

“The culture and respect the leaders have for well-being and work-life balance motivated me to reach a leadership position at Green Key,” Judy adds. “They provide the opportunity to grow and develop with unlimited opportunities by listening to fresh perspectives.” 

When asked how she balances a leadership career and a personal life, Karen says, “I have learned to find a consistent activity/interest with each member of my family that we can share. You have to carve out time to listen to each other.”

Women in leadership are paving the way for stronger organizations, redefined ideas, and inspiration to younger generations. Green Key is proud to celebrate their achievements not just in the month of March, but all year round. If you’re a woman interested in growing her career, and following strong female mentors in the process, don’t hesitate to check out our internal jobs today. 

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J.P. Morgan Foresees Moderate Growth, No Recession In 2020

Predicting 2020 “will be a year of moderate global growth and contained inflation, with risks skewed to the downside,” J.P. Morgan Asset Management last week released its second annual Global Alternatives Outlook.

The report offers a look across key alternative asset classes over the next year to 18-months, with a focus on hedge funds, private credit, real estate and private equity.

The broad outlook, according to J.P. Morgan, is more optimistic, if cautiously so, than economists and analysts have been in the last year or two. Says the report, “The trajectory of growth in 2020 will likely be uninspiring, with the rest of the world looking a bit better but the U.S. economy growing at a trend-like pace. The risk of recession should remain contained, but other risks may continue to build. The pace of profit growth looks set to decelerate further on the back of falling margins, which could potentially lead businesses to pull back on hiring.”

“In sum, 2020 looks to be a year of moderate growth, contained inflation and accommodative policy. While the potential for a further deterioration in corporate profitability presents a risk to this view, a recession over the next 12 months is not our base case.”

For hedge funds, the report sees opportunities from the ongoing digital transformation of industry, “fueling capex and rising demand for software and services.” Fund managers should “increase the integration of Environmental, Social and Governance (ESG) criteria and sustainability across their businesses and investment activities.” And, “Value is seen as one of our best bets.”

For private credit, “we are witnessing demand for exposure to U.S. housing and consumer credit. One popular strategy has been mortgage origination to the self-employed and those who are strong financially but are disqualified by their FICO score.” Other opportunities exist in distressed lending and non-performing bank loans and in commercial mortgage lending.

For private equity, the report sees opportunities in small private companies, those with revenues between $10 million and $100 million. In addition, “E-commerce, cybersecurity, and software-as-a-service (SaaS) are a few areas where we continue to see tremendous promise.”

For real estate the strongest US potential J.P. Morgan sees is in single-family rentals, biotech, self-storage and data centers.

Photo by Luke Chesser on Unsplash

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Don’t Let Cupid Be the One to Manage Office Relationships

With Cupid making his annual appearance in just a few days, this is a good time for HR professionals and managers to remind workers that the rules about relationships among co-workers apply as much on Valentine’s Day as on any other day.

Far from rare, romantic relationships in the workplace are common and become more so as careers progress. A Vault survey last year found 58% of all workers have had an office romance. Among workers over 50, it’s 72%. Another survey found 14% of married couples found their significant other at work.

However, for every success story, there are many more relationships that end uncomfortably. Even under the best of circumstances, these entanglements affect the rest of the office, fueling gossip and, should a manager be involved, charges of favoritism.

“Workplace romances can adversely affect employee morale and productivity by distracting the romantic partners and their co-workers,” Dana Chang Dikas, an attorney with labor and employment law firm Fisher Phillips, told BusinessDaily. “They also may lead to conflict and claims of disparate treatment or sexual harassment.”

Employers may not be able to keep romance from developing, but having a clear set of policies and reminding employees what they are can do much to mitigate the negatives. Valentine’s Day is not, workers should be told, an opportunity to make advances or express desire. Sending a card, flowers or other gift to a co-worker may be seen by the recipient as an unwanted sexual advance.

A smart company policy is to require couples involved in a romance to disclose it to HR. More and more employers are also requiring these co-workers to sign “love contracts.” These contracts typically require the individuals to acknowledge the relationship as consensual, waive employer liability for the consequences of the relationship and require them to refrain from inappropriate or amorous behavior at work. They also incorporate the company policy on such conduct as well as the anti-harassment policy.

While it’s impractical to impose a blanket “no-dating” policy, it is appropriate to expressly prohibit supervisors from becoming involved with a subordinate. Some companies enforce the policy by termination; others by reassigning. In all cases, experts say, the hammer should fall more heavily on the supervisor.

Whatever your specific policies are about office romances, be sure all employees know what they are. They may be in the handbook, but taking the time now to spell them out clearly will make sure Friday that Cupid hasn’t suspended the rules about appropriate workplace behavior.

Image by Karen Arnold from Pixabay.

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