A Quote by Anne-Marie Slaughter
There's a tremendous loss of talent to businesses who cannot make room for their employees to attend to family responsibilities. It really amounts to corporate waste: They hire really talented women and then lose them because they can't find ways to keep them productive and content the minute they can't "lean in."
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As far as the talent goes, when you see somebody who's really hungry and talented and has a bright future, you are willing to allow them to spread their wings and try things. And sometimes they are going to make mistakes, and you're going to have to reel them in and control them. And if it gets too bad, you have to really step in.
If we don't find a way to keep women in the workforce, keep them productive, keep them happy, we are literally just throwing our investment down the drain, and we can't afford to do that.
Ed Lawler and I document that the key to creating good, productive jobs in all industries is to organize work processes and systems in ways that allow employees to contribute significant amounts of "added value" to the products they make and services they provide. When mangers give employees the organizational structure, resources, and authority needed for them to contribute their ideas and efforts, American workers, like those at Harley-Davidson, almost always prove capable of effectively competing against their overseas counterparts.
It is very hard work, but I am a big believer in not micromanaging; I hire really, really talented people and trust them to do their jobs.
Obama wants to take the individual small business tax to 44 percent, and the corporate rate - he says - down to 28 percent or whatever. But that really damages the small businesses. And it doesn't make us competitive. You got to take them both down to 20, because state and local corporate taxes are 5 percent.
I think that our culture is doing something to women - let's say women in their late 30s and 40s and probably even 50s, - where they really are expected to keep this insane level of fitness and youth. I find that just a real waste of women's lives. I really do think that.
I think it's important that when people are struggling, that you not run away from them if you love them. Kristen, I mean, I look at the room tonight, you know, Kristen Stewart and Claire Danes, Jennifer Lawrence, all these young women that I worked with who basically were child actors like I was a child actor. And then I feel very protective of them, because even though I think I have managed to get through the process relatively sanely, I have my scars, and I hope to be in some ways a member of their family that's out there protecting them.
Tremendous amounts of talent are lost to our society just because that talent wears a skirt.
Hamilton' has changed my life in so many ways. I really do have a family from that show. The people that I shared that stage with every night- they mean so much to me and they're so special and so talented. I'm just a fan of every single one of them and it was an honor to share that stage with them.
When I bought the [WNBA] team, I saw that no one really cared about them. Like the locker facilities that these young women have to work in-they weren't right. I want to give them the best locker room facilities and show them they're valued-because if you show them value, they're going to perform better. And this goes for all women, not just basketball players.
The argument that it is difficult to find women is complete BS. Any bank will tell you that the No. 1 employee they lose the most money on is the mid-tier female they bring on when they are 22 who leaves in her mid to late 30s. These are women they spend a ton of money training, and a ton of money attracting and hiring. And then they lose them. And they lose them for many reasons. They're going to other sectors, other industries. So for us in the financial-services world to say we can't find women is ridiculous. They are out there. We've done it here at Anthemis.
We don't want women to really know men, because then they'll find out how much we need them.
Forcing your employees to follow required steps only prevents customer dissatisfaction. If your goal is truly to satisfy, to create advocates, then the step-by-step approach alone cannot get you there. Instead, you must select employees who have the talent to listen and to teach, and then you must focus them toward simple emotional outcomes like partnership and advice....Identify a person's strenths. Define outcomes that play to those strengths. Find a way to count, rate or rank those outcomes. And then let the person run.
With the royal family, you don't want to see them as people because it takes the sheen off. They're distant, you can idealize them. But there's room to have compassion for people and see them as human beings. Just because they're royalty, it doesn't mean they don't love, or feel loss, or feel pain.
With the royal family, you don't want to see them as people because it takes the sheen off. They're distant; you can idealize them. But there's room to have compassion for people and see them as human beings. Just because they're royalty, it doesn't mean they don't love or feel loss or feel pain.
Remember, presidents and bishops, that the callings of your associates are just as divinely inspired as is yours, and they are therefore entitled to inspiration in their specific responsibilities. Lean upon them. Learn from them. Love them. Listen to them.
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