The Female Insight Zone

“Women want to be treated equally, not identically.”

There is no shame in doing things #LikeAGirl, and Judy Hoberman’s tagline sums up that sentiment quite well. Of course, women want the same opportunities as their male counterparts, but we do things differently—and that’s an asset, not a liability.

Hoberman has designed a series of workshops, seminars and coaching programs that put a positive spin on sales. With 30-plus years in the industry, she is adept at understanding the gender differences in management, recruiting and sales, and Hoberman has shared that expertise via appearances on CNN Headlines, ABC, CBS, CW33 and Good Morning Texas. She was recently named as a finalist in the Women of Visionary Influence Mentor of the Year.

Hoberman serves as president of the company she created, Selling in a Skirt, and hosts a weekly radio show of the same name on The Women 4 Women Network. She is a sought-after speaker and a prolific author, delivering a 2016 TEDx talk on the topic of pre-judgement. Today she explains the SKIRT philosophy, why we need to incorporate the word ‘strategy’ in professional conversations, and the secret sauce for making diversity initiatives work.

Key Interview Takeaways

Hoberman is passionate about helping women live the Selling in a SKIRT philosophy. It encompasses standing out, identifying our keys to success, getting inspired, producing results, and practicing effective time management.

Women want to be treated equally, not identically. We want the same opportunities as our male counterparts, along with the freedom to do the job our way. But prejudice is real, and women may have to be explicit in letting people know we are intelligent and capable.

Use the word ‘strategy.’ Aggressive women are often categorized in a negative way. Reframe the perception, i.e.: strategic thinking demonstrates intelligence and provides insight.

Take a step back from pre-judgement and correct misconceptions. We all make judgements within the first .2 seconds of meeting someone. It is important to be conscious of this fact and give people the opportunity to show us who they really are.

For diversity initiatives to succeed, an organization must 1) want it for the right reasons, 2) create a culture that is inviting, and 3) communicate effectively. To be truly inclusive, a company must ask employees why they are there and what their journey looks like—and then help them get there.

Words matter when it comes to attracting diversity. For example, a job listing with words like collaboration and advancement is appealing to women.

Connect with Judy Hoberman

sellinginaskirt.com

Selling in a Skirt on Facebook

Selling in a Skirt on Twitter

Judy Hoberman on LinkedIn

Resources

Always #LikeAGirl Video

Judy Hoberman on TEDx: The Greatest Missed Opportunity

Blink: The Power of Thinking Without Thinking by Malcolm Gladwell

Selling in a Skirt: The Secrets Women Don’t Know They Know about Sales by Judy Hoberman

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Very rarely does a sale simply fall into your lap. Sales is a process that requires patience, time and follow-up as you build long-term relationships with prospects. And if your company protects those relationships, you will be rewarded with a predictable pipeline moving forward.

Caryn Kopp is the Chief Door Opener at Kopp Consulting, known for helping her clients secure initial meetings with high-level decision-makers at top-tier companies like Pfizer, GE, Merck, Time Warner, Target, and CBS, among many others. Kopp’s team of experienced senior business developers assist clients in finding the right prospects, and then they follow the sales team through the process. Kopp Consulting is recognized on the Inc. 5000 list as one of the fastest growing private firms in the country.

Kopp is a best-selling author and nationally recognized speaker who has appeared in Inc., Fortune Magazine, Forbes and Newsweek. She has been named one of the Top 25 NJ Leading Women Entrepreneurs as well as Enterprising Woman of the Year. Kopp is passionate about helping business leaders understand the blind spots in the sales process and offering critical strategies for getting Business Development right. Today she shares the details of her Door Opener service, how to overcome objections, and the importance of understanding your sales cycle. Listen and learn to create a culture where follow-up is valued and to develop a predictable pipeline.

Key Interview Takeaways

Ensure that your messaging doesn’t suck. Differentiate your marketing copy (which is meant for the masses) from your sales copy (which speaks to a single person), and use the right language to move prospects from awareness to action.

Anticipate objections and know the answers. For example, if your prospect already has a contract in your area, find out when the contract review period happens and whether the company is happy with their current provider.

Understand ‘sales cyclenomics.’ A true sales cycle involves a series of conversations with a number of stakeholders, and that takes time. If you don’t really know the length of your sales cycle, everything you judge your metrics against may be incorrect.

98% of salespeople give up before the sales cycle has run its course. A sales team must protect their pipeline by thinking strategically and maintaining relationships-in-progress.

Create a culture where follow-up is valued. If your company only compensates salespeople for meeting a quota at the end of Q1, that doesn’t lend itself to building long-term relationships. And you need long-term relationships to build a predictable pipeline moving forward.

Kopp Consulting’s Door Opener Service helps companies develop the right messaging to get the tough doors open. A senior level business developer then watches how the salespeople carry the ball from that initial meeting through the process, and report any issues they may uncover along the way.

Connect with Caryn Kopp

Kopp Consulting

Kopp Consulting Blog

Resources

Biz Dev Done Right: Demystifying the Sales Process and Achieving the Results You Want by Caryn Kopp and Carl Gould

The Path to the Cash Manual by Caryn Kopp

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‘Don’t grow a wishbone where your backbone ought to be.’

Rather than running from conflict, Marilyn Suttle suggests that if you are willing to listen when a customer or colleague is angry, there is a real opportunity to grow and strengthen the relationship.

Suttle is a customer service and communication expert who is known for helping teams make ‘Suttle Shifts’ in thinking to achieve breakthrough success with customers. Her clients include Ford Motor, American Axle, and Visteon, among others. She is also a sought-after international speaker, presenting to global leadership teams with a focus on customer service and composure under pressure.

Suttle is the best-selling author of the customer service guides Who’s Your Gladys? and the 2016 release, Taming Gladys! Her advice has been featured on a number of well-known podcasts and TV news spots and in publications like Psychology Today, Fast Company, and US News and World Report. Today she explains how to reframe conflict, why political discourse shuts down the frontal cortex, and how simple changes can have a big-time impact. Listen in to identify your Gladys—and what you can learn from her!

Key Interview Takeaways

 Your ‘Gladys’ is the customer who points out problem areas. She requires more patience and effort, but you need her because Gladys is willing to speak up when others don’t.

Look for the simple changes that make the biggest impact. For example, your entire team should be aligned with the same definition of ‘response time.’ Customers crave consistency of experience.

Create a culture of customer service. Leadership must demonstrate customer service and model it internally.

Don’t grow a wishbone where your backbone ought to be. Conflict, well handled, leads to stronger relationships. Rather than avoiding it, shift your mindset to focus on staying calm and really listening.

People don’t always tell you when they’re upset. If you are dealing with a global team, for instance, ask in advance what parts of your PowerPoint slides might be offensive, confusing or off-putting in translation.

Political discourse requires that we manage the fear. When fear goes up, intelligence plummets—shutting down the frontal cortex. Stopping to breath reactivates your logic sensors, shifts your brain chemistry and puts you in a creative space.

Don’t take ‘grumbling’ personally. For some, grumbling is part of their process when faced with a task they don’t want to do. When you get upset and interfere with the process, you create unnecessary conflict.

Connect with Marilyn Suttle

marilynsuttle.com

Marilyn on Twitter

Marilyn on Facebook

Who’s Your Gladys on Facebook

Resources

Who’s Your Gladys? How to Turn Even the Most Difficult Customer into Your Biggest Fan by Marilyn Suttle and Lori Jo Vest

Taming Gladys! The Busy Leader’s Guide to Creating Fierce Customer Loyalty by Lori Jo Vest and Marilyn Suttle

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There may not be anything wrong with a little healthy competition, but at the end of day, human beings are social creatures with a need to connect and build community. Natalie Franke is on a mission to transform the way creative entrepreneurs see each other, moving away from a model of rivalry and opposition to one of collaboration for the common good.

Raised by a single mother, Natalie Franke started photographing weddings in high school to earn supplemental income. After graduating from the University of Pennsylvania with a BA in Visual Studies, she built a photography business from the ground up and celebrated a great deal of success. But Franke was lonely, and she realized that the only people who would understand exactly what she was going through were her competitors.

A self-proclaimed neuroscience nerd, Franke had been introduced to the discipline as part of the visual arts program in college, and she understood that the human brain was wired for connection and collaboration. She created Rising Tide to foster a spirit of community over competition with other creative entrepreneurs, starting small with coffee meetups in Annapolis. By 2015, the organization had grown to 12 cities along the eastern seaboard, and today it encompasses a community of 70,000 creative entrepreneurs—84% of whom are women—in 400 local chapters all over the world. On this episode of The Female Insight Zone, she shares the role neuroscience plays in how she thinks about business, the achievements of the Rising Tide community, and the speak up, stand up philosophy that fuels inclusiveness in the organization.

Key Interview Takeaways

Humans are wired to be social creatures. The female brain, in particular, is equipped for collaboration, having four times more connections between the hemispheres.

Small business owners may compete on a financial level, but it is mutually beneficial to collaborate for the common good. The Rising Tide Society was founded to allow entrepreneurs to connect and innovate, rather than just compete.

Rising Tide has built a network that transcends business. In addition to providing entrepreneurs with the tools they need to rise, the community has evolved into a support system that galvanizes in times of need.

Rising Tide grew from a desire to change the way small business owners see each other. Franke was lonely, and she realized that only her competitors would understand the struggles she faced as an entrepreneur. She conceived of Rising Tide in an effort to shift the perspective from a lens of scarcity to one of camaraderie.

To promote inclusion, elevate the voices that are often overlooked. Rising Tide makes it a point to ensure that its lineups reflect the beauty and diversity of the community.

Connect with Natalie Franke

Rising Tide Society

Natalie on Instagram

Natalie on Facebook

Natalie on Twitter

nataliefranke.com

Email natalie@nataliefranke.com

Resources

The Buying Brain: Secrets for Selling to the Subconscious Mind by AK Pradeep

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Many of us were moved by the 2017 Audi Super Bowl commercial featuring a girl racing a boxcar, while the inspiring voice over touted the company’s commitment to gender equality. But as a consumer, how would you know whether the company really supports women’s empowerment? Where could you go to find out about their policies around family leave or how many women serve on the board?

Veteran creative director Kristi Faulkner teamed up with journalist Amy Cross to design the Gender Fair mark, a designation to boost consumer awareness of companies that truly support gender equality. (Spoiler Alert: Audi isn’t one of them.) They are passionate about creating a shift in the marketplace, rewarding businesses that believe in and champion women employees, investors and clients, and inspiring business lacking the logo to make a change for the better.

In addition to serving as founding partner of Gender Fair, Faulkner is the president of Womenkind, an agency that helps clients engage women as consumers via enhanced marketing messages that demonstrate a respect for women. During her 20-year career as an award-winning creative director at the most highly-regarded advertising agencies on Madison Avenue, Faulkner recognized a disconnect: The vast majority of products target women, yet women represent only 3% of the creative directors in the industry.  She co-founded Womenkind to change the way advertisers address women, and she continues to conceive and produce multi-media, multi-channel campaigns for blue-chip clients on a global stage.

Today, Faulkner explains the metrics Gender Fair uses to rate companies, how she came to partner with Amy Cross on the project, and the trend for consumers to demonstrate preference based on shared social values. Listen in and learn how to use your purchasing power for good, supporting only those companies with a commitment to gender equality!

Key Interview Takeaways

Gender Fair inspires consumers to support companies advancing gender equality. Businesses that demonstrate a real commitment to women in areas such as employee benefits, advertising, philanthropic initiatives and partnerships with women-owned vendors receive the Gender Fair mark—similar to the Organic or Fair Trade designations.

Of the 200 companies evaluated by Gender Fair, only 15% have earned the Gender Fair designation. Companies are rated based on the UN Women’s Empowerment Principles, and you can look up any company by sector through the Gender Fair website or smartphone app.

Consumers build brand loyalty with companies that share their values in a meaningful way. 85% of Americans have a positive view of companies that support causes they care about, and 79% would switch from one brand to another if the company shared their social values.

Womenkind is an advertising agency focused on bringing respect to women. Women in America make 85% of the purchasing decisions, yet 97% of creative directors are men. Faulkner points out that women buy more computers, cars and beer than men, yet female characters in commercials for these products are generally either sexualized or ignored.

Put your money where your mouth is. Both Gender Fair and Womenkind promote a shift in consumerism by way of awareness. Women have a great deal of purchasing power, and where we choose to spend our money makes a difference.

Connect with Kristi Faulkner

Gender Fair

Gender Fair on Twitter

Womenkind

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The vast majority of us have talked about writing a book. Problem is, the vast majority of us never make time to sit down and get the words on the page. Christine Kloser got immersed in publishing when her husband decided to write a book involving interviews with Major League Baseball players. She pored over Dan Poynter’s Self-Publishing Manual, learning the nuts and bolts of putting a book together to assist her husband in becoming a published author.

At the same time, Kloser was involved in the leadership of the Network for Empowering Women Entrepreneurs, and she often heard members talk about becoming authors—yet fail to take action. She decided to apply her knowledge of the writing process and help these women get published: Kloser offered to compile the book if each woman would agree to write one chapter. That book, entitled Inspiration to Realization, made the 2005 Entrepreneur Magazine’s list of top reads for women, and soon other women were begging Kloser for help in writing a book of their own.

Inspired to create a company that would help people write transformational books, Kloser designed the Get Your Book Done process. Ten years later, she has trained 70,000 writers in more than 125 countries, serving as a master facilitator and trainer in the area of excavating your message and writing books that positively impact the world. She is an international speaker and the author of 13 books herself, including best-sellers and award-winners such as Conscious Entrepreneurs, The Freedom Formula, and Pebbles in the Pond. Today she describes the first steps in becoming a transformational author, the structure of her Get Your Book Done process, and why it’s important to write without editing.

Key Interview Takeaways

The first step in writing a transformational book is to ask yourself what transformation you want for yourself, your reader, your business, and the world. Kloser recommends defining the change you want as a result of your book and writing for your ideal reader.

Kloser’s firm affords aspiring writers the opportunity to build the necessary foundation, develop an appropriate outline, and design a plan to sit down and write. Her online course, coaching practice and writing retreats guide clients through this eight-module process.

You don’t necessarily have to be a writer to be an author. If you have a message and you are willing to practice, you can write a book.

Give yourself permission to write an SFD. Kloser compares the writing process to that of a potter at the wheel: The writer’s ‘shitty first draft’ is like the initial messy clump of clay. Once you get the words on the page, they can be shaped into something beautiful.

Connect with Christine Kloser

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Women in male-dominated industries like tech, finance and law enforcement may feel like it’s unacceptable to reveal any vulnerability at work. This leads to compartmentalization, having a ‘work self’ that’s different from the real person on the inside. But this simply isn’t working. Not only does this approach make us seem unapproachable, it leads to burnout and perpetuates the myth that we have to behave a certain way in order to lead.

Lisa Marie Platske had a ten-year career as a Federal law enforcement officer, where she was one of the fastest-promoted women in the US Customs Service. But the road to authentic leadership was not easy for Platske: At a leadership training course, she was informed—in front of the class—that she had scored a zero on an interpersonal skills inventory. This painful moment forced her to get clear about who she was and what she valued and led her to ‘design her own destiny,’ becoming an authentic, vulnerable feminine leader.

Platske leveraged the skills she honed designing curriculum and teaching leadership development at the Federal Law Enforcement Training Center to create Upside Thinking, an international leadership training and consulting company. An award-winning leadership expert and high-energy speaker, Platske has coached multi-million-dollar entrepreneurs, startups, seasoned executives and non-profit leaders in 20-plus global industries. Simply put, she creates effective leaders.

Today, Platske shares her journey from Federal law enforcement to entrepreneurship, exposing the not-so-glamorous side of her job with US Customs. She explains how a willingness to explore what wasn’t working in her approach to leadership led her to find a new, more authentic way of showing up at work. Listen in and give yourself permission to be vulnerable, designing your own destiny as an authentic leader!

Key Interview Takeaways

‘Design your destiny’ by getting clear on who you are and what you stand for. Platske had an eye-opening experience at a leadership training course, scoring a zero on an interpersonal skills inventory. That led her to look at what wasn’t working and become a different kind of leader based on her values.

Effective leaders are curious and vulnerable. Platske realized that her social introversion made people perceive her as unapproachable, so she made a change by getting curious about her co-workers and sharing more about who she was as a person.

People value authenticity. Women in male-dominated industries tend to compartmentalize and be tough, effectively cutting off that ‘real’ part of themselves. Platske argues that vulnerable feminine leadership is healthier and more effective.

Connect with Lisa Marie Platske

Upside Thinking

Design Your Destiny Live

Email lisamarie@upsidethinking.com

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A lot of us are well-intentioned and don’t believe that we are biased toward others in any way. But it is naïve—delusional, even—to think that we don’t harbor unconscious bias. In fact, the issue of inclusion is an incredibly complex one, and until we recognize those complications and actively pursue change, the ‘illusion of inclusion’ will persist.

Dr. Helen Turbull’s interest in diversity and inclusion was ignited after her move from Scotland to the US, where issues of race are front and center. At a National Training Laboratories Conference, Dr. Turnbull was inspired by a teacher who suggested that nothing would change until the dominant culture stepped up to become true advocates. Dr. Turnbull saw this as a call-to-action, and pursued research around stereotype threat, covering and internalized oppression across cultures.

Now Dr. Turnbull is a world-recognized thought leader in global inclusion and diversity. She has more than 25 years of experience assisting businesses in enhancing organizational capabilities and creating an inclusive environment. She has worked with a number of blue chip clients around the world, including Texas Instruments, JP Morgan Chase, and Citigroup Europe. In May of 2013, Dr. Turnbull spoke at TEDx on ‘The Illusion of Inclusion,’ and she regularly keynotes of the topic of embedding an inclusive workplace culture in Australia, Asia, Europe, the UK, and the US.

Today, Dr. Turnbull explains the ‘illusion of inclusion,’ exploring the complexity of the issue and why organizations must embrace diversity initiatives as part of an ongoing process. She discusses the immutable forces at play, including the dynamics of the dominant culture, the impact of unconscious bias, and the degrees of differences within groups, as well as the permeable forces—affinity bias, assimilation and political correctness. Listen in to understand how Dr. Turnbull works with companies to get past the illusion of inclusion and make long-term commitments to ensure that all employees are valued and involved.

Key Interview Takeaways

Nothing will change until the dominant culture steps up to become advocates for true inclusion. Until we begin to understand the complexity of the issue and actively pursue change together, challenges around diversity will persist.

For diversity initiatives to work, organizations must be in it for the long haul. Dr. Turnbull argues that a two-hour workshop is not the solution. A company must embrace inclusion as part of an ongoing process.

Inclusion is much more complex than people realize. The dynamics of the dominant culture, unconscious bias, and the degrees of differences within groups are all at play.

Reframe political correctness as ‘polite consideration.’ Recognize your own affinity bias and consciously work to develop a curiosity about others’ stories.

Companies hire for diversity, but manage for similarity. Many organizations have a diverse workforce, yet the assimilation model entrenched in workplace culture requires employees to minimize themselves in order to fit in.

Connect with Dr. Helen Turnbull

Human Facets

Email drhelenturnbull@humanfacets.com

Resources

The Illusion of Inclusion: Global Inclusion, Unconscious Bias, and the Bottom Line by Helen Turnbull

Dr. Turnbull’s TED Talk: Inclusion, Exclusion, Illusion and Collusion

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We’ve all sat through that mind-numbing professional development seminar, the one where a presenter clicks through an uninspiring PowerPoint presentation while you daydream about being absolutely anywhere else. Karen Hough is on a mission to transform that experience, combining the principles of improvisation with neuroscience and psychology to bring fun and meaning to corporate training.

Hough is the founder and CEO of ImprovEdge, an award-winning business training company that is changing the way we learn, employing innovative strategies to help employees think on their feet, come up with side-door solutions and communicate in ways that bring people together. One of the top 1% of women-owned businesses in the US, ImprovEdge boasts a client list that includes NBC Universal, JP Morgan Chase and ESPN.

Before becoming an entrepreneur, Hough enjoyed a successful career in acting. She trained at the legendary Second City in Chicago and went on to appear in 100-plus theatre, film and television productions. Hough is also a bestselling author and the recipient of the 2012 Silver Stevie International Award for Most Innovative Company of the Year.

Today Hough shares her experience with Second City, explaining how the improv abilities she practiced there led to the business she runs today. She offers her take on the current climate around sexual harassment in the workplace and discusses why it is time for women to initiate the conversation, even if it makes people uncomfortable. Hough speaks to the issue of inclusion, sharing the need for parity in the pool of candidates being considered for a position. Listen in for Hough’s insight around using improv to revolutionize corporate training and the need for skills like agility and creativity in our changing world.

Key Interview Takeaways

Improv skills are vital in our changing world. Hough contends that aptitudes for listening, creativity and agility that are honed through improvisation give workers an edge, especially in industries experiencing disruption.

Creating the best team possible means providing women with the full ability to engage. A push for equality in the workplace is not an issue of ‘men vs. women,’ it’s an issue of allowing every person their full input.

The institutions set up to keep women quiet are starting to tumble, thanks to the brave women who have come forward to tell their stories. Recent progress around preventing sexual harassment in business, entertainment and politics is only possible because of women who are willing to stand up and speak out.

Feminism is not about extremism, it’s about equality. Though the word ‘feminist’ seems to carry a negative connotation, the true definition indicates a belief that men and women should be paid the same, have the same right to an education, and be able to do the work they want.

Diversity is not just about hiring people who look different. True inclusion means creating an environment where everyone feels wanted and valued.

Connect with Karen Hough

ImprovEdge

Books by Karen Hough

YES! Deck

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“Then I’ve been parachuted in as the token woman who got added at the last minute by the newspaper sponsor to kind of sex up the coverage. So I’m in a desperately awkward position, trying to prove that I’m good enough to be on this mountain. And I was—but I hadn’t come on the team in a way that made that at all clear.”

Cathy O’Dowd was not a fan of sport until she discovered climbing in college. Being on the mountain was a deeply personal challenge—and one that she was good at. One of just two women in the rock climbing club at her university, O’Dowd thrived in the pushy, confident and ambitious environment.

In November of 1995, O’Dowd answered a newspaper ad, and six months later she was part of a highly-publicized expedition to the summit of Mount Everest. Fraught by a failing team dynamic, the climb proved difficult. And when the group got caught in a storm during their descent, their success in reaching the top was overshadowed by an epic failure to protect each other.

The traumatic experience, along with the media firestorm that followed, proved stressful. But it also opened O’Dowd’s life in ways both extraordinary and important, leading her to a 20-year career as an internationally acclaimed motivational speaker and author. The first South African reach the top of Everest and the first woman to climb from both sides, O’Dowd draws on her Himalayan experiences to illustrate themes around leadership, team dynamic, project management and motivation.

Today, O’Dowd is exploring the Pyrenees mountains near her home in Andorra while she launches The Business of Adventure, a project designed to help aspiring adventurers build their brands and secure funding for their projects. On this episode of the Female Insight Zone, she shares the valuable lessons she learned from the team failure of the first Everest expedition, explaining how it proved vital to her personal development and the insight around leadership she gained from the experience. Listen in to learn about her current adventure as an entrepreneur and how she is working to support the next generation of adventurers.

Key Interview Takeaways

The greatest challenge of climbing Everest was navigating a failing team dynamic. O’Dowd was shocked at how badly adult professionals behaved in the situation, sabotaging themselves and the project.

Dealing with the wave of negative publicity in the wake of her Everest experience was very difficult, but O’Dowd counts it as vital to her personal development. Enduring such a public failure made her realize how deeply limiting a life spent avoiding risk can be.

You cannot control the entire narrative. The best you can do is to simply try and do the right thing by your own standards, knowing that the people who love you will believe you.

Personal leadership implies that every person carries a responsibility to the group. It is not enough to identify the failings of the leadership that is in place; you must be willing to take responsibility for your own participation and to step into a temporary leadership role if need be.

The best leaders are flexible, and they take the time to build credibility and trust throughout the process. If you want participants to follow your instructions quickly and without argument in a time of crisis, it is important that you take time early on to establish a consensus-driven team dynamic.

The Business of Adventure acknowledges that funding is necessary to establish a career as a professional adventurer. Beyond the opportunity to connect with the younger generation, O’Dowd’s new project seeks to help aspiring adventurers understand the preparation, planning and financial backing necessary to pursue a safe, successful career in the field—or on the mountain.

Connect with Cathy O’Dowd

Cathy O’Dowd’s Website

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