Greater Milwaukee Jobs

2 GREATERmilwaukeeJOBS • October 23, 2014 National Conference of State Legislatures. Some states and cities are going further, by applying the same rules to the private sector. At the beginning of this year, Vermont and San Fran- cisco began mandating that private employers consider employees' requests for flex- time without retaliation. New York City may soon follow. In June, New York City Comptroller Scott Stringer published a report recom- mending that the City Council pass "Right to Request" legis- lation creating a formal mech- anism for employees to ask for flexibility without fear of reprisal. The legislation is expected to be introduced over the next few weeks. "It's time for the public and private sectors to work togeth- er to reshape the workplace," Stringer said in the report. "'Right to Request' legislation would create a process to dis- cuss flexible arrangements. Whether it's in finance or law, retail or health care, all indus- tries can benefit from flexible work arrangements. New York City should be a trailblazer in creating models for the 21stt century workplace." There's also interest on the federal level. In July, Reps. George Miller, D-Calif., and Rosa DeLauro, D-Conn., introduced the Schedules That Work Act, which would give hourly workers more control over their schedules. In June, President Barack Obama directed federal agencies to give employees more leeway in their work schedules. And last year, Rep. Carolyn Mal- oney, D-N.Y., introduced the Flexibility for Working Fami- lies Act, which would author- ize employees to ask for per- manent or temporary changes in their work schedules. "I hope as these bills are introduced around the country, the onus will be on the employer to make this work, and (that they will) address the critical issue of scheduling and adequate hours," said Ellen Bravo, executive direc- tor of Family Values at Work, a national network of 21 state and local coalitions advocat- ing for family-friendly work- place policies. "When people doing the work have some say in their work, they tend to do a better job. Let's make it about policy, not about favoritism or how clever you are at talking to your boss. We need to have protections people need so they can be successful in their jobs and in their lives." Eighty-two percent of Amer- ican children are growing up in households where both par- ents work, but a 2012 study by the University of Minnesota's Carlson School of Manage- ment found that employees After a promotion, new VP starved for recognition By Liz Reyer Star Tribune (Minneapolis) & A Q Q. I was recently promoted and am now the youngest vice president in my company. Some people seem to think I don't know what I'm doing, and others seem to think I'm arrogant. How can I win them over? Liz Reyer is a credentialed coach with more than 20 years of business experience. Her company, Reyer Coaching & Consulting, offers services for organizations of all sizes. Submit questions or comments about this column at www.deliverchange.com/coachscorner or email her at lizdeliverchange.com. A. Take a good look at your demeanor and be patient in demonstrating your leadership skills. THE INNER GAME I'm reflecting on how this might feel to you – after all, a promotion like this is a major accomplishment, yet perhaps it seems like you're not getting the recognition you'd hoped for. What mix of emotions are you notic- ing? Take some time to process them, taking deep, calming breaths to become settled. Think about how you got there. If you were promoted from within, are there others who may feel that they deserved the promo- tion more and, if so, how is their influence playing out? If you were brought in from outside, you may be con- tending with a belief that you don't understand the organization. Yo u ' v e m e n t i o n e d a couple of different negative perceptions; can you define a pattern? Do certain types of people align with one or the other? Some people manage up very well, but perhaps you're intimidated by those above you and behave tentatively. Or per- haps you come off as uncer- tain with people who have technical knowledge that you lack (and don't neces- sarily need to have to be successful in your role). How self-aware are you? You may, in fact, be behaving in ways that support these perceptions, albeit uninten- tionally. Just a hint, but if you're letting everyone know you're the youngest VP around, that won't go over too well. Seriously, get feedback more systematical- ly from folks, starting with your boss. If this is a wide- spread issue that affects your ability to succeed, you need his/her feedback. Ask others you trust as well, and be sure not to be defensive about any comments you may receive. Finally, know how you want to be perceived.What is the leadership style you aspire to, and how does it utilize your strengths? THE OUTER GAME Probably the single best step you could take would be to find a mentor. Seek out an experienced leader who has had to confront both political and practical challenges. Having an ongo- ing sounding board will help you avoid missteps. Consider if there is any damage control you need to do. If you find that you've done some "bull in the china shop" things, you may be able to clear some up just by changing your style, but there might be some indi- v i d u a l s w h o w a rr a n t a " l e t 's g e t o n t h e s a m e page" conversation. Now, have a strategy for executing on your ideal leadership style. If you want to stand for integrity and transparency, be sure that you're impeccably honest and forthcoming. If you want to be seen as a leader who gets things done, learn to empower and equip your team so that you're not a bottleneck. Keep track of how you're doing. Ask for feedback, and do honest self-assessments, noticing both your success- es and your slips, and learn- ing from both. THE LAST WORD Be respectful, self-assured, and deliver on your work. Your good reputation will establish itself. A publication of Conley Media Distributed by: Conley Distribution 262-513-2646 ©2004 by Conley Media, LLC Waukesha County Independent and Locally Owned GREATERmilwaukeeJOBS is published weekly by Conley Media – Waukesha County, 801 N. Barstow St., Waukesha, WI 53186. Contents of this publication may not be reproduced in any form without the written consent of the publisher. GREATERmilwaukeeJOBS assumes no liability for any error in copy or content. It is the advertiser's responsibility to be aware of the laws pertaining to employment advertising. Subscriptions are available for $34 (non-refundable) for a 6-month subscription. Call 262-513-2698 for information. Call Center Director: Cindy Shaske 262-306-5016 cshaske@conleynet.com Account Executive: Donna Armstrong 262-513-2698 darmstrong@conleynet.com Story Coordinator: Dwayne Butler 262-513-2626 dbutler@conleynet.com Production: Patricia Scheel 262-513-2690 GREATERmilwaukeeJOBS Volume 17 • Number 7 October 23, 2014 To place an ad: Call us at 262-513-2698 or fax us at 262-542-6082 deadline: Noon on Wednesdays Flextime . . . from page 1 The businesswoman sit- ting across the table from me at the luncheon talked with her mouth full and food tumbled onto her plate. Around the table, one person stifled a giggle. Another grimaced notice- ably. Respect for the speaker slipped. Good manners are a measuring stick in pro- fessional settings, even if people aren't overtly taking notes. Entire etiquette books tell what constitutes good manners in social and busi- ness settings. They don't just instruct what fork to use when. They cover norms and expectations for behavior. Violate them and you may not get that job offer, promotion or plum assignment that you want. I'm sometimes asked if "feminism" destroys man- ners. Some men tell me they don't know whether they should hold open doors or otherwise assist women in professional set- tings. They search for clear demarcation between giving offense and being mannerly. Finding that line is a tough call. One woman may appreciate gallant courtesies; another may blanch. I believe that basic good manners are never wrong, and nobody should complain if someone else simply is trying to be polite without being con- descending. But questions about manners go far beyond gender issues. Here are some absolutes: • Good table manners are essential. Check out an eti- quette guide if you're clue- less about when to sit, when to start eating, or how to eat various courses or foods. • Pleasantries are social- ly expected, but use your "indoor" voice; you're not on stage (unless you are). Don't hog the con- versation. • Promptness is crucial. So are RSVPs; always respond exactly as request- ed. Write thank-you notes when appropriate. • And the really big one: Hide and silence your cell- phone. Never put it on the table, fixate on it in your lap or talk on it when you're supposed to pay attention to the event. Good manners count in business setting By Diane Stafford The Kansas City Star see FLEXTIME. . . page 6

• Cover