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Professional Women Support Network, Toronto, ON (2026)

07/13/2023

How Are Your Workplace Wellness Leadership Skills?

Workplace wellness leadership skills are important for empowering professional women to drive needed positive change among employees.

These skills are essential for driving needed positive change in organizations and professional women leaders play a pivotal role in shaping healthier and happier work environments in today's fast-paced corporate landscape.

Workplace wellness should not be a topic for debate, but historically, ambitions of employers have been prioritized above and beyond the critical step of ensuring the well-being and productivity of employees. Unions are the children of many such employers.

As the world reprioritizes and recognizes the importance of employee health and happiness, the role of leaders in promoting workplace wellness has never been more important.

But, what should those workplace wellness leadership skills look like, and are professional women leaders equipped and positioned to withstand the challenges that may present?

• Understanding the Essence of Workplace Wellness Leadership:

Without a good grasp of the issue of workplace wellness and required leadership that encompasses a range of skills and qualities to empower leaders to create a culture of well-being within their organizations, the attempt to introduce a solution can be problematic.

These skills go beyond traditional leadership traits and require a deep understanding of the challenges faced by employees in a rapidly evolving work environment. In addition to the right depth knowledge, and cultural competency skills, and 'can do' attitude to effectively address workplace wellness issues the following are needed:

• Essential Skills for Workplace Wellness Leadership:

a) Empathy & Active Listening: A workplace wellness leader should possess strong empathy skills and actively listen to the concerns and needs of employees. By creating a safe and inclusive space, leaders can better understand the unique challenges individuals face and develop customized wellness initiatives.

b) Safe Communication and Collaboration: Safe and effective communication is vital for leaders to inspire and motivate their teams toward wellness goals. Transparent and open dialogue fosters trust and encourages collaboration among employees, leading to a healthier and happier work environment.

c) Emotional Intelligence: Leaders with high emotional intelligence are adept at recognizing and managing their emotions and those of their team members. They that by promoting emotional well-being, they can create a supportive atmosphere where employees feel valued and understood.

d) Flexibility and Adaptability: Workplace wellness leaders should possess the ability to adapt to changing circumstances and evolving employee needs. Being flexible means that leaders can ensure that wellness initiatives remain relevant and effective in the face of shifting dynamics.

e) Coaching and Mentorship: Professional women leaders play a pivotal role in coaching and mentoring their teams. By providing guidance and support, they can empower individuals to take ownership of their wellness journey and make positive lifestyle choices.

So do you, as a member of Professional Women Leaders, believe you have the skills to address this crucial role of workplace wellness leadership?

To learn more and grow your knowledge and skills, join us! It's free.

06/17/2023

Up All Night And At Work By 9:00 AM?

Are ' Societal Operational Hours' affecting your ability to manage sleep and improve wellness?

People with a night chronotype who are forced to adhere to early morning schedules may experience challenges in falling asleep and obtaining the recommended amount of sleep.

If you are the night chronotype, also known as the evening type or the owl chronotype which refers to an individual's natural preference for staying awake later at night and waking up later in the morning, you are probably, naturally, more alert, energetic, and productive during the evening and nighttime hours compared to the morning hours.

While individuals with a night chronotype may find it easier to stay awake and be alert during the late evening and night, their sleep patterns can be at odds with societal norms, such as early school or work schedules that demand waking up early in the morning.

This misalignment between their biological clock and external expectations can lead to a higher risk of sleep deprivation outcomes.

Sleep deprivation is a real thing and occurs when an individual consistently does not obtain sufficient sleep, either due to a lack of opportunity or difficulty falling asleep at earlier times. This can result in a sleep deficit, leading to several potential outcomes:

Insufficient Sleep Duration:
Individuals with a night chronotype may struggle to initiate sleep at an earlier time, leading to reduced sleep duration. They may end up with less sleep than they require, which can lead to daytime sleepiness, decreased cognitive performance, and difficulties with attention and concentration.

Some professional women with a night chronotype may benefit from adjusting their schedules, optimizing their sleep environment, and adopting strategies to improve sleep quality to minimize the negative consequences associated with sleep deprivation.
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06/01/2023

When Ageism And Personal Biases Threaten Your Intergenerational Workplace Harmony And Your Career

The task of harmonizing an is critical in today's business environment. It is complicated and requires strong leadership that could embrace the strengths and understand the potential challenges of a multi-generational workplace. This approach is vital for success.

As we navigate the 21st-century ways of doing business, we encounter many preferences and biases that can make a workplace that is ferl unsafe for some more rhan others.

With Baby Boomers, Gen X, Millennials, and Gen Z sharing the workspace and vying for the spotlight, understanding how to harmonize these diverse generations is key.

These present both challenges and opportunities.

Navigating the for inclusive, harmonious results that drive strategic and operational goals is now more important than ever.

So, what do we look for, how should we understand intergenerational challenges in today's workspace, and what can we do about them?

Indeed, a diverse, intergenerational workforce can solve many problems but can also encounter several obstacles. Let's look at some potential pitfalls and real-world examples.

Communication Gaps:
Each generation has preferred communication styles and it is important to be aware of these preferences to avoid conflict and misplaced assumptions.

Avoiding discussion and overlooking the value that each generation brings by simply trading older employees for younger ones is not a good solution and can have many downsides.

For instance, according to an article by investigative journal, propublica.org, a few years ago tech giant, IBM encountered backlash in lawsuits from numerous employees who accused the the company of age-related bias as it gave the boot to those employees 40 years and older in favour of younger ones.

IBM also faced challenges with millenniels who preferred to work away from the office, but had to return.

Gen Xers and Millennials are accustomed to digital communication, a move back into the office for face-to-face interactions favoured, in the past, by Baby Boomers and some older Gen Xers can be difficult for some. Era and are important considerations for accommodating each generation.

Different Workstyles:
Many Gen Z and Millennials typically prefer collaborative and flexible environments while some older generations may be more accustomed to hierarchical structures.

This disparity has led to tensions at a software development company, where the preference of younger generations on adopting Agile methodologies clashed with the preference of older generations for Waterfall project management.

Perceived Value Disparity:
Misunderstandings can arise when older employees are perceived as resistant to change and younger ones are seen as lacking experience or dedication.

In a 2019 case, Google faced an age discrimination lawsuit from a 64-year-old engineer who felt harrassed because of his age. According to Forbes.com, the employee was picked on, called names like slow and old, and finally he became stressed.

What Solutions Can We Offer for Employees and Senior Management?

First, becoming more self-aware and adopting strategic solutions can mitigate these challenges and promote a healthier workplace environment.

Start by Insisting on and Promoting Open Communication:
Foster an environment of . For instance, using digital workplace tools for quick digital communication, while also holding regular face-to-face meetings to satisfy all communication styles.

Provide Cross-Generational Mentoring:
Implement a mentoring program that pairs younger and older employees. Companies like Cisco have seen the benefits of such programs in promoting mutual understanding and learning.

Recognize and Respect Different Work Styles:
Create flexible work policies that cater to all generations.

The pandemic-induced remote work seen in companies like Twitter and Facebook could be a model for companies seeking to appeal to multiple workstyle preferences.

Equalize Value Perceptions:
Cultivate a culture that values every generation. Highlight success stories across generations within your organization and celebrate the unique contributions of each age group.

Realize the Opportunities of Intergenerational Diversity:
This can be a powerful asset when appropriately harnessed.

Innovation Through Diversity:
A workforce diverse in age brings a wide range of skills, experiences, and viewpoints. Some big companies' mix of young and experienced employees has fueled their continuous innovation and success.

Resilience in Change:
A diverse workforce is adaptive. Older generations can provide stability during changes, while younger generations can drive innovation.

Holistic Customer Understanding:
Serving a diverse customer base requires understanding them.

Having a workforce that reflects your customer demographic can give you an edge, as exemplified by some big shoes and beverage brand companies.

Do you have an ageism story to share with Evolute Women Support Network ? Join Us. It's Free!

05/31/2023

Going from Employee to Entrepreneur is a Big Step!

Transitioning from being an employee to becoming an entrepreneur requires careful planning and ex*****on. Entrepreneurship requires creativity, perseverance, adaptability, continuous learning, and a real ability to embrace challenges.

As someone about to quit your day job and take on the noble and formidable task of helping customers solve their problems, it is important to create the stability required to do so. Let us look at how you can start off smoothly by considering some points:

To start the process of leveraging opportunities to help others, grow yourself professionally, and seek ways to improve your business start with the following.

Define Your Vision -- Identify your passion and purpose:
Reflect on your interests, skills, and values to determine what motivates you the most. Consider what kind of impact you want to make through entrepreneurship.

• Example: Let's say you have a passion for jewelry making and want to use it to help people improve their mood by wearing beautiful and uniquely cheerful jewelry. Your vision might be to start a jewelry company that provides personalized mood improving pieces of jewelry.

Research and Validate Your Idea -- Conduct market research:
Investigate the market landscape and trends related to your business idea. Identify your target audience, competitors, and potential demand for your product or service.

• Example: Research the intended industry for your business, understand the current trends, and identify gaps in the market. Assess the demand for your products or services within your local area.

Develop a Business Plan -- Outline your business model:
Some people brag about skipping this important step, but doing so can end up hurting you, if at some point you need to apply for a loan, acquire a partner, sell the business.

Determine how your product or service will generate revenue and provide value to customers. Define your target market, pricing strategy, distribution channels, and marketing plan.

• Example: Create a detailed business plan that outlines your business and highlights your company's unique selling proposition, target customer segments, pricing packages, marketing strategies, and financial projections.

Acquire Necessary Skills and Knowledge -- Upskill and educate yourself:
Identify the skills and knowledge gaps you need to fill to succeed as an entrepreneur. Consider taking relevant courses, attending workshops, or finding mentors.

• Example: If you lack knowledge in business management, marketing, or finance, enroll in online courses or seek mentorship from experienced entrepreneurs in the fitness industry or earn a micro-credential to build skill and boost confidence.

Build a Support Network -- Surround yourself with mentors and like-minded individuals:
Seek guidance from experienced entrepreneurs who can provide insights and advice. Connect with fellow aspiring entrepreneurs who are willing to offer support and share experiences.

• Example: Join industry-specific networking events, workshops, or online communities where you can meet established entrepreneurs, potential mentors, and peers who share your passion for wellness.

Start Small and Test -- Begin with a pilot or minimum viable product (MVP):
Rather than launching a full-scale business immediately, you can start with a small-scale version to test your concept and gather feedback from early customers.

• Example: If you are starting a wellness business, offer a limited number of free or discounted personalized sessions to a select group of individuals. Use this opportunity to refine your service and collect testimonials.

Secure Funding -- Explore funding options: Consider self-funding, crowdfunding, loans from family, friends, and supporters. Apply for local community as well as government enterprise start-up and development grants, or seek out investments from angel investors or venture capitalists to support your business growth.

• Example: Prepare a compelling pitch deck highlighting your business idea, market potential, and financial projections. Present it to potential investors or apply for grants specific to your business' industry.

Scale and Grow -- Expand your business gradually:

As your business gains traction, focus on scaling operations, optimizing your processes, and reaching a wider audience. Continuously adapt and innovate based on customer feedback and market dynamics.

Example: Hire additional employees, invest in technological solutions to automate some repetitive tasks, if possible, and develop partnerships with local businesses to extend your reach.

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05/14/2023

Key Financial Metrics for Professional Women Entrepreneurs Must Know to Boost Their Business Success

Seldom do I hear professional women entrepreneur bring up or discuss any business metrics except for a few numbers around customers but not in a way that looks at retention or loss ratios.

Understanding customer behaviour is absolutely important because this has direct impact on survivability and your business' bottom line.

However, knowing, and more importantly, understanding key financial metrics is vital for driving the success of your business.

By tracking and analyzing key metrics, you can make informed decisions, maximize profitability, and effectively manage your finances.

To do this, there are essential financial measurements and ratios that women in business should know to propel their ventures forward successfully.

1) Revenue Growth and Sales Performance:
Monitoring revenue growth is essential for assessing the overall performance and success of your business.

Analyze sales figures, identify growth potential, and capitalize on emerging market trends to optimize your marketing strategies and target new customer segments.

2) Gross Profit Margin:
Calculating your gross profit margin reveals the profitability of your products or services.

Refine pricing strategies, negotiate better supplier deals, and streamline production processes to achieve a higher gross profit margin.

3) Net Profit Margin:
The net profit margin assesses your business's overall profitability, considering all your expenses.

Evaluate the efficiency of operations and cost management to identify areas where you can reduce expenses and improve profitability.

This is especially important now in the post-pandemic world where the fallout of the Covid-19 pandemic is still being felt and inflation is forcing various businesses to fold, globally.

4) Return on Investment (ROI):
Measuring ROI provides insights into the profitability of your capital investments.

Assess the effectiveness of your business decisions and prioritize investments that generate the highest returns to optimize your financial performance.

5) Inventory Management:
Efficient inventory management is crucial for maintaining cash flow and minimizing holding costs.

Optimize stock levels, reduce waste, and ensure a smooth supply chain by monitoring the inventory turnover ratio.

6) Accounts Receivable and Accounts Payable Turnover:
Manage accounts receivable and accounts payable efficiently to maintain healthy cash flow.

The cliche says, "Cash flow is king" and it is clearly understood once you are in business.

Monitor your A/R and A/P turnover ratios to gauge the efficiency of credit management and payment processes.

7) Current Ratio:
Evaluate your current ratio to assess your business's liquidity and ability to meet short-term obligations.

Maintain financial stability by ensuring you have enough current assets to cover current liabilities.

8) Debt-to-Equity Ratio:
Manage your debt levels.

Seek an optimal balance between debt and equity to ensure financial stability and flexibility.

9) Customer Acquisition Cost (CAC):
Calculate the cost of acquiring new customers to optimize marketing efforts and identify cost-effective channels.

Enhance your marketing return on investment (ROI) by monitoring the customer acquisition cost.

Take the time to develop your understanding of key business metrics. Stay on top of your finances by tracking and analyzing these essential financial metrics.

Yes. There are professional women entrepreneurs who are not mathematically strong, but they can still make informed decisions, improve profitability, and drive the success of their businesses' if they choose to learn what the overall figures are telling them.

Stay proactive in managing your finances, optimize operations, and leverage these insights to propel your ventures forward.

For more information to help you grow professionally, join us. It's Free!

05/09/2023

Have You Had OR Did You Give One Of These Toxic Performance Appraisals?

What is the Impact of Unfair Performance Appraisals by a Toxic and Biased Manager?

This topic runs parallel to my heart and has helped me stay committed to stare clear of harmful workplaces.

Performance appraisals are powerful key tools used by managers to evaluate the work of their employees. When done properly, they can provide valuable feedback and help employees improve their skills and performance.

However, when performance appraisals are unfair or biased, they can have a negative impact on the employee and the organization. If your company has a talent retention problem, you may want to explore the process and impact of performance appraisal within your organization.

Here is a real life story involving a toxic and biased manager, Karen, in a top municipality role and the subordinate, Biveya's experience, as case study.

Biveya is a healthcare professional who works at a call center. She is a dedicated worker who strives to do her job to the best of her ability. However, she has been the target of unfair treatment by her manager, Karen.

Karen has questioned Biveya's competence without any real evidence and has been withholding proper training and resources from her. Additionally, Karen has been abrupt and questioning of Biveya's professional decisions and has even threatened to report her to the regulatory board for professional misconduct on unfounded grounds.

These actions by Karen have had a negative impact on Biveya's morale and job satisfaction. She feels targeted and framed by her colleagues, and is struggling to keep up with the workload.

Additionally, Biveya's health has started to deteriorate due to the stress of the situation. When Biveya raised concerns about her treatment to Karen, Karen dismissed her concerns and refused to provide the necessary support.

Eventually, Biveya had to take a three-month leave due to her health issues.

This example highlights the impact of an unfair performance appraisal by a biased manager.

When a manager is biased, they may evaluate an employee's performance based on factors outside of their control, such as race, gender, or personal preferences.

This can result in an employee being unfairly treated, with their efforts and achievements being dismissed or overlooked. This can have a negative impact on their motivation, job satisfaction, and even their health.

Furthermore, an unfair performance appraisal can have a ripple effect throughout the organization. Other employees may witness the unfair treatment and become demotivated or disengaged. This can lead to decreased productivity and a negative work environment.

Additionally, if the unfair treatment is not addressed, it can lead to high turnover rates and damage the organization's reputation.

An unfair performance appraisal by a biased manager can have a significant impact on the employee and the organization. It can lead to decreased motivation, job satisfaction, and even health issues for the employee.

Furthermore, unfair performance appraisal can create a negative work environment and damage the organization's reputation.

It is important for managers to be aware of their biases and to evaluate their employees based on objective criteria.

Organizations that support Diversity, Equity, and Inclusion should have systems in place to address complaints and provide support to employees who are being unfairly treated. By doing so, organizations can create a positive work environment that values and supports all employees.

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05/03/2023

Income And Cash Flow Can Be Less Than Ideal Even With A Full- Time Career Or An Operational Business

As a professional woman, having a steady and predictable income can bring a multitude of advantages. Therefore, having a reliable income stream and the availability of flowing and accessible cash can positively impact your career and personal life.

The following examples are some of the most obvious ways the impact of extra income and cashflow make a difference:

• Reduced Financial Stress.
For example, let's say you're a marketing manager
with a steady income.

You don't have to worry about making ends meet each month, and you can confidently pay your bills on time.

You can also set money aside for emergencies or unexpected expenses, such as a car repair or medical bill.

This can help alleviate the stress and anxiety that comes with financial insecurity and allow for greater peace of mind.

• More Control over Career Choices Now.
Imagine you're a software developer with a steady income.

You have the freedom to take the time to consider new job opportunities or pursue additional education or training to advance your career without the pressure of needing to take the first job that comes your way.

This can lead to more fulfilling career opportunities and greater job satisfaction in the long run.

• Better Planning for the Future.
Let's say you're a financial analyst with a steady income.

You can start saving for retirement, put money away for your children's education, or plan for other long-term financial goals.

This can provide a sense of security and peace of mind, knowing that you are prepared for whatever the future may hold.

• Improved Mental Health.
For example, let's say you're a nurse with a steady income.

Financial stress can lead to anxiety, depression, and other mental health issues, so having a reliable income stream can reduce the risk of these problems.

This can also lead to greater confidence and self-esteem, which can spill over into other areas of your life.

• More Freedom to Pursue Hobbies and Passions No., Imagine you're a writer with a steady income.

You may have more freedom to pursue hobbies and passions outside of work, such as traveling or volunteering.

This can help you recharge and find fulfillment outside of your career, which can ultimately make you more productive and satisfied at work.

Having a steady and predictable income can bring a range of benefits for professional women, no matter what their career path may be.

From reducing financial stress to providing greater freedom in career and personal choices, a reliable income stream can lead to a more fulfilling and enjoyable life. So whether you are starting your career or looking to make a change, consider the advantages of having a steady income, and how it can positively impact your career and personal life.

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04/26/2023

It Seems Counterintuitive To Penalize Employees Who Avoid Office Politics But Surprisingly This Approach Is Ubiquitous In Toxic Work Environments

It is sad to say that office politics can be a double-edged sword for professional women seeking to climb the corporate ladder.

While it can be detrimental to their career growth, rejecting office politics could also carry heavy penalties.

Although one cannot prevent employees from taking the politics outside of the office, it is imperative that human resources and management step up and help prevent it from spreading within the workplace.

Many good employees have been lost to the negative impact of office politics. This is not just a loss for the employee but also for the business which invested in the recruitment, training, and retention of staff only to have them driven out by the 'Soap Opera Gang."

Office politics could impact the mental health and wellbeing of an employee who is a frequent subject of the watercooler talks.

If one feels isolated and dismissed by the dedicated office politics' gang whose members include managers and peers from human resources or those who share a role in the employee complaint process, this can be especially difficult.

Harms of Office Politics:

• Creates a toxic work environment: Office politics can breed a culture of negativity and mistrust, leading to low morale and high turnover rates.

• Undermines meritocracy: In a workplace where politics reign supreme, talent and hard work may be overlooked in favor of those who are better connected.

• Damages relationships: When employees engage in politics, it can strain relationships and create factions within a team, leading to decreased collaboration and productivity.

• Increases stress and anxiety: Constantly navigating office politics can be emotionally draining and lead to high levels of stress and anxiety.

Why Women Can Be Penalized for Rejecting Office Politics:

• Lack of visibility: Women are often underrepresented in leadership positions and excluded from informal networks that facilitate office politics, which can limit their access to resources and opportunities for advancement.

• Perception of weakness: Women who avoid politics may be perceived as weak or not assertive enough, leading to missed opportunities and a lack of respect from their colleagues.

• Retaliation: Women who speak out against politics or refuse to participate may face retaliation or be ostracized by their colleagues, making it harder to succeed in their careers.

Role of Human Resources and Management:

• Establish clear policies: Human resources and management can set clear policies and expectations around professional conduct, including a zero-tolerance policy for unethical behavior.

• Provide training: Providing training on topics such as conflict resolution and effective communication can help employees navigate politics in a more productive and ethical way.

• Foster a culture of transparency: Encouraging transparency and open communication can help reduce the prevalence of office politics and promote a more collaborative work environment.

Why Some Employees Get Away with Office Politics:

• Favoritism: In some workplaces, certain employees may be given preferential treatment based on their relationships with management or their ability to navigate politics effectively.

• Lack of accountability: If there are no consequences for engaging in politics, some employees may continue to engage in unethical behavior without fear of repercussions.

• Power dynamics: In some cases, employees who engage in politics may hold a significant amount of power or influence within the organization, making it difficult for others to speak out against them.

Office politics can be a challenging aspect of any workplace, and women seeking vertical growth in their careers may face additional hurdles when trying to navigate it. While rejecting politics may come with its own set of risks, it is important for employees and management alike to prioritize ethical behavior and foster a culture of transparency and collaboration.

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