\r\n\r\n<\/p>\r\n
1. https:\/\/swe.org\/outreach\/adult-advocate\/<\/a> \r\n\r\n\r\n\r\n<\/p>","post_title":"Connecting the Dots Between Mentoring and Adult Advocacy","post_excerpt":"Learn the similarities and differences between adult advocacy and mentorship. Plus, find resources to get started as a mentor or adult advocate!","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"mentoring-adult-advocacy","to_ping":"","pinged":"","post_modified":"2024-06-07 15:12:37","post_modified_gmt":"2024-06-07 20:12:37","post_content_filtered":"","post_parent":0,"guid":"https:\/\/alltogether.swe.org\/?p=40260","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":40256,"post_author":"1","post_date":"2024-03-31 09:41:51","post_date_gmt":"2024-03-31 14:41:51","post_content":"Psychological safety has been a popular concept in the business press lately, particularly after a Google study<\/a> of teams highlighted psychological safety as a key characteristic of high-performance teams. Many managers ask, \u201cHow do we foster psychological safety, particularly in a virtual team?\u201d Fortunately, I interviewed a team in which psychological safety improved due to a new leadership approach.\r\n\r\nThe benefits of psychological safety go straight to performance. Team members are more engaged, share more information, and are more productive. In diverse teams, psychological safety is one of the reasons they are more creative.\r\n\r\nThe evidence is compelling, but the steps to develop psychological safety are illusive. Various activities combine to create an environment where people feel free to speak openly, and managers need examples to make the concepts concrete. The virtual team I interviewed, which was distributed across offices in three different countries, serves as an informative example.\r\n\r\nThe virtual team received a new manager who had a different view towards creating the team. He and the team made the following changes together, which resulted in one team member explaining, \u201cWe are not afraid to ask anymore. Before, I was hesitant as I would not throw things in the open.\u201d\r\n Sunita Ramnarinesingh reflects on her experience at the SWE Virtual Career Fair<\/em><\/p>\r\n\r\n
2. https:\/\/alltogether.swe.org\/2023\/05\/stem-mentoring\/<\/a>
3. https:\/\/www.k12dive.com\/news\/95-of-teachers-say-mentors-make-a-difference-for-students\/617250\/<\/a>
4. https:\/\/nap.nationalacademies.org\/resource\/25568\/interactive\/mentorship-defined.html#section1<\/a><\/p>\r\n1. Build a Team Identity<\/h2>\r\nIn this example, the manager prioritized creating the feeling of one team. He eliminated boring reporting meetings and replaced them with topics that interested everyone. The team initiated activities that brought them together, including coffee breaks. A surprisingly insightful sharing activity, \u201ctell us your favorite book,\u201d helped team members feel included.\r\n
2. Focus on the Unique Individuals<\/h2>\r\nBelonging involves two elements: each person identifies themselves as part of the team and each person feels valued for their unique characteristics. The team manager was immediately interested in the competences and characteristics of each person.\r\n\r\nIn addition, the manager met one-on-one with each person. As he explained, \u201cEach one-on-one is different, and it is not dependent on me. What we speak about and how we engage varies dramatically from person to person. It is the way that person and I foster the dialogue. It really depends on what happens specifically between us.\u201d\r\n
3. Emphasize Team Learning<\/h2>\r\nThe virtual team scheduled \u201clunch and learns\u201d where members could share their ideas. They invited different external stakeholders to these meetings to have a broader understanding of the business. The team manager facilitated the conversations and encouraged open dialogue.\r\n
4. Leverage Communication Tools<\/h2>\r\nA pleasant surprise for the team was the impact a simple Microsoft Teams chat had on their feeling of personal connection. Team members shared fun posts, gifs, birthday wishes, and local celebrations. Each person treated the chat forum with respect and participated as they wished.\r\n
5. Model Vulnerability<\/h2>\r\nAn underlying component of psychological safety is the willingness to be vulnerable, which starts with the manager role-modeling that vulnerability is ok.\r\n\r\nAs one team member explained, \u201cWhen the barriers and the walls come down \u2013 today, I am having a crap day, my computer crashed, a customer yelled at me. Everyone has these days, and to know that your manager also has these days and is willing to share it in a professional way without bringing everyone down [is powerful].\u201d Others followed, thereby creating the space to share personal bad days without any repercussions.\r\n\r\n
\r\n\r\nThese activities, combined with the attitude of the manager and team members, created a psychologically safe environment. People started asking more questions, reaching out to others, and learning together. Even though they worked in different countries, the team improved how they interacted and functioned together.\r\nThe live event, \u201cManaging Global Teams: Ideas to Improve Collaboration and Impact,\u201d<\/strong> takes place on Wednesday, April 17, at 10 a.m. CT. The session is free for SWE members, and Theresa will provide practical ideas for managers who want to tap into the potential of global collaboration. Register today<\/a> to reserve your spot!<\/blockquote>","post_title":"5 Steps to Improve Psychological Safety in a Virtual Team","post_excerpt":"Theresa Sigillito Hollema (she\/her) shares a real-world case study of how an international team improved its psychological safety. Plus, join her upcoming free live event, \u201cManaging Global Teams: Ideas to Improve Collaboration and Impact,\u201d in SWE's Advance Learning Center on April 17!","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"psychological-safety-virtual-team","to_ping":"","pinged":"","post_modified":"2024-03-31 09:41:51","post_modified_gmt":"2024-03-31 14:41:51","post_content_filtered":"","post_parent":0,"guid":"https:\/\/alltogether.swe.org\/?p=40256","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":40195,"post_author":"132","post_date":"2024-03-12 09:16:19","post_date_gmt":"2024-03-12 14:16:19","post_content":"The Society of Women Engineers (SWE) is hosting a virtual career fair for engineering professionals with at least three years of professional experience in the engineering and technology fields on Wednesday, May 7! Candidates and employers can find out more details and register here<\/a>.\r\n\r\nIn the written and video interviews below, SWE Member Sunita Ramnarinesingh<\/strong> shares about her past experience at the SWE Virtual Career Fair for Professionals and provides important tips for success.\r\n
Welcome, Sunita! Can you introduce yourself and share a bit about your professional background?<\/h2>\r\nI am an electrical engineer with both a master\u2019s degree and bachelor\u2019s degree from Florida Tech. I have diverse work experience in software testing, project management, web development and systems engineering.\r\n\r\nI\u2019m currently employed in the space industry as a systems integration and test engineer for the Orion Spacecraft Assembly Test & Launch Operations (ATLO). I coordinate the European Service Module (ESM) activities, and I also volunteer with my local Space Coast SWE Section.\r\n\r\nhttps:\/\/youtu.be\/66Q6PzsYyoY[\/embed]\r\n
What inspired you to participate in SWE\u2019s Virtual Career Fair for Professionals?<\/h2>\r\nI was interested in the convenience and accessibility of the virtual career fair<\/a> format.\u00a0The virtual format eliminated the need to travel, which allowed me to participate from the comfort of my own home. This is especially convenient since I live in a smaller city with limited access to in-person career fairs.<\/strong> I was able to customize my participation to fit my schedule, focusing on the companies and presentations that are most relevant to my interests.\r\n\r\nI also saw the event as a learning and growth opportunity. By attending various company presentations and workshops, I was able to learn about the latest advancements and trends in my engineering field. This will help me stay ahead of the curve and make informed career decisions.\r\n\r\nThe virtual career fair was also an opportunity to practice my networking and interviewing skills.<\/strong> Even if you're not actively seeking a new position, participating in the fair can be a great way to improve these skills in a low-pressure environment.\r\n
Did you have any doubts or hesitations around the virtual format of the event?<\/h2>\r\nGoing into the event, I was a little concerned about technical difficulties, such as internet connectivity or platform glitches that could interrupt my interaction with potential employers. I also had concerns about navigating the virtual platform since I was unfamiliar with it.\r\n\r\nBy acknowledging these concerns and taking steps to prepare, I mitigated these anxieties and maximized my experience at the virtual career fair. Fortunately, none of these issues came up during the event, and everything ran smoothly.\r\n
What benefits did you receive from participating in SWE\u2019s Virtual Career Fair for Professionals?<\/h2>\r\nDuring the virtual career fair, I learned about a few companies and roles I had never considered before. I also made some valuable new connections.\r\n
What strategies would you recommend to other engineers who want to make the most of their virtual career fair experience?<\/h2>\r\n
Sunita Ramnarinesingh, Electrical Engineer and SWE Member[\/caption]\r\n\r\nI recommend that engineers prepare for the virtual career fair by researching participating companies in advance. Focus on the organizations that are aligned with your skills, interests and values. Find out about their work culture, engineering teams and recent projects so you can demonstrate genuine interest and ask insightful questions.\r\n\r\nBefore the event, summarize your skills, experience and career aspirations into an elevator pitch that you can share in a confident and engaging way.<\/strong> Practice your delivery of this elevator speech beforehand to ensure it flows smoothly. Also, make sure your LinkedIn profile is up to date with your latest projects, awards and contributions before the virtual career fair begins.\r\n\r\nFamiliarize yourself with the virtual platform, including the video chat features, chat functionalities and booth functionalities to avoid any technical difficulties.\r\n\r\nAfter the virtual career fair, you can connect with recruiters and other engineers you met on LinkedIn to maintain communication and explore potential opportunities. You can send personalized follow-up messages or emails thanking them for their time and expressing your continued interest in the company or opportunity.\r\n\r\nLastly, be sure to practice self-care by scheduling breaks during the event. This will help you avoid burnout and maintain your enthusiasm throughout the virtual career fair.\r\n
What would you say to anyone who feels hesitant about participating in a virtual career fair?<\/h2>\r\nEmbrace the opportunity! Virtual career fairs offer a unique chance to connect with a diverse range of companies and professionals from the comfort of your own home.<\/strong> Stay positive, be proactive and leverage this experience to advance your engineering career.\r\n\r\nIf you have 3+ years of professional experience in the engineering and technology fields post-undergraduate degree and are looking for your next role, or if you are a company looking to fill professional-level engineering and technology positions, we invite you to join us at the SWE Virtual Career Fair for Professionals<\/a> taking place May 7!\r\n\r\nIn addition to the Virtual Career Fair for Professionals, SWE has a variety of resources to help women engineers succeed in their careers:\r\n
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Content sponsored by:<\/h2>\r\n
<\/a>\r\n\r\nI was recently approached about an opportunity to be a panelist at an event on work-life balance for women in supply chain at BD (Becton, Dickinson and Company)<\/a>, a global medical technology company where I\u2019m a senior director of reagents manufacturing. My first thoughts were that I\u2019m not a good role model and don\u2019t have anything to share on the subject; after all, I put in long hours at work.\r\n\r\nHowever, as I continued thinking about it, I shifted my mindset to see the event as more of a discussion with the attendees, rather than a source of information and truth from the panelists. As I have experienced in many comparable settings, there is always something new we can share and learn.\r\n\r\nAs I started working on my story, I felt the need to check literature and other sources for more information on the subject that I could bring to the discussion. One key takeaway from my review, and something that transformed my thinking, was a shift from work-life balance to work-life harmonization.<\/strong>\r\n\r\nUltimately, work-life balance can have a different meaning for each woman. I connected with the fact that culture can have an impact on how we approach the desirable level of harmonization.<\/strong> Different stages in life can also change the way that we look at things. The same is true for many other scenarios that make us unique in how we navigate life.\r\n\r\nWhile your approach will be different, here are five things I learned in my journey to work-life harmonization that can help you navigate yours:\r\n
1. The first one is related to what we choose to believe<\/strong>.<\/h2>\r\nOutside of work, I chose to get certified as a professional coach. Something I learned during this process was that \u201cor\u201d is not an option when you want to pursue more than one thing. Rather, it is a matter of harmonizing the options. It is also important to plan for the \u201cand,\u201d and in most instances, to actually write it down.\r\n\r\nFor example: I chose a career and I am a mom, a wife, a daughter, etc. I often get feedback that I work too many hours, and I am conscious of this, but I choose to believe that I can do well in both areas.\r\n\r\nWhen it comes to my time spent with family, I put my entire effort into being present. I actively listen, retaining information that demonstrates my care to the people I love. For example, I learned the names of my daughters\u2019 friends and regularly ask about them individually. I studied my mom\u2019s medications so I can help her with questions. I learned the rules and key players in the NBA to engage in conversations with my husband when it is on TV. I take part in what is going on in their lives.\r\n\r\nWith all this said, birthdays and life events will always be nonnegotiable; I purposely block my calendar ahead of time for the end of those days, or depending on the occasion, I will take the day off.\r\n\r\n
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2. Another learning for me is that it does not need to be perfect.<\/h2>\r\nA leader in our organization said something during a recent meeting that resonated with me: \u201cDon\u2019t let perfection get in the way of good enough.\u201d As a perfectionist who pays attention to details, I had to adjust to this way of thinking.\r\n\r\nIn my case, it means not always doing it \u201cmy way\u201d and, instead, accepting help so I can have better harmony. I am forever grateful for this help from my support network who have folded clothes for me in a different way than I do and prepared meals for me differently than I would have.\r\n\r\nAs a mother of twins, it was never easy to be on time and completely ready for an activity. As time passed, I realized it was secondary to have matching outfits, put shoes on my babies or take the coolest gift to a birthday party. I have attended soccer games completely overdressed, and I have been the last one to reply to the parent\u2019 chat group. It has all been okay.\r\n
3. Third is related to boundaries.<\/h2>\r\nWhile working late hours is always a choice or an exception, I have also learned that there are times that are 100% family time. For me, while on PTO, I focus on being on PTO and working my \u201clong hours\u201d with family. I may check my emails at the end of the day. I enjoy running, and when I run, I don\u2019t take my work phone with me. While there are responsibilities, planning how to manage them has been key for me.\r\n
4. Fourth is about negotiation.<\/h2>\r\nThis one is relevant for employees and for those of us who have the honor to lead others. There will always be a looming deadline on the way. When seeking harmony, a good reminder is to ask myself, and then others, if these deadlines have the flexibility to account for other priorities that may arise.\r\n
5. Lastly, though there are more points I could cite, is to listen to well-intended feedback.<\/h2>\r\nFor example, a few months ago, one of my direct reports told me that there was no need to respond to all his emails after regular hours or Teams messages right away. He shared that a delayed response was fine. When people give you space to be in harmony, leverage it.\r\n\r\nWhile I\u2019m still far from achieving perfect work-life harmonization, this entire topic is really about feeling fulfilled in life.<\/strong> It is a never-ending auto-coaching process. There will be times when it feels impossible to be the perfect wife, the perfect mother or the perfect employee, but having the right attitude can supersede most challenges.\r\n\r\n
\r\n\r\nYou can hear more about Grisel\u2019s inspiring career journey, plus her favorite self-coaching tools for professional success, on Episode 233 of Diverse: a SWE podcast<\/a>!<\/em>","post_title":"Five Tips for Work-Life Harmonization","post_excerpt":"Grisel Quiles, senior director of reagents manufacturing at BD (Becton, Dickinson and Company), shares her reflections on how women in STEM can achieve harmony and balance between their work and personal lives.","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"work-life-harmonization","to_ping":"","pinged":"","post_modified":"2024-03-11 11:00:14","post_modified_gmt":"2024-03-11 16:00:14","post_content_filtered":"","post_parent":0,"guid":"https:\/\/alltogether.swe.org\/?p=40160","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":40089,"post_author":"132","post_date":"2024-02-14 12:03:09","post_date_gmt":"2024-02-14 18:03:09","post_content":"Virtual career fairs<\/a> have become a cornerstone of modern recruiting strategies, offering engineers and employers a convenient way to connect with each other regardless of geography.\r\n\r\nOn the candidate side, virtual career fairs aren\u2019t just about submitting resumes; they\u2019re about building meaningful connections, showcasing your talent and personality, and finding the role that matches your unique skills and goals.\r\n\r\nWondering what recruiters are looking for at these events? Make a memorable impression during your virtual career fair experience by keeping these four questions in mind:\r\nThe Society of Women Engineers (SWE) is hosting a virtual career fair for engineering professionals with at least three years of professional experience in the engineering and technology fields on Wednesday, May 7. Candidates and employers can find out more details and register here today<\/a>.<\/blockquote>\r\n
1. Are You Prepared?<\/h2>\r\nSince virtual career fairs don\u2019t happen every day, you may be using the software platform for the first time (or the first time since last year!). Make sure to upload your resume and explore the online lobby before the virtual career fair begins. This will give you an extra boost of confidence when it comes time to navigate the platform, chatting with recruiters, and interviewing for professional engineering roles during the fair.\r\n
2. Did You Target the Opportunity?<\/h2>\r\nNow is not the time to apply to every company and opportunity you see \u2015 and frankly, there is never a good time for that! Recruiters can sense a generic application, or a candidate who didn\u2019t do any research, from a mile away.\r\n\r\nTake some time before the event to explore the participating companies and opportunities<\/a> and select three to five to target. By planning your time at the virtual career fair wisely, you can focus on meeting the right people and preparing strategically for those conversations.\r\n
3. Do Your Skills Align With the Role?<\/h2>\r\nWhen choosing the companies and roles to target, make sure they align with your education, location, skills, past experiences and career goals. That being said, if a role seems exciting but you don\u2019t meet 100% of the job requirements, don\u2019t hold yourself back! You can still throw your hat into the ring and apply \u2015 just be sure to have some talking points ready that clearly lay out your transferable skills and how your past experiences connect to these job functions.\r\n
4. Are You Enthusiastic?<\/h2>\r\nRecruiters talk to numerous people every day, so after a while candidates start to blend together. A little enthusiasm and authenticity go a long way to stand out and make an impression. Smile, ask genuine questions and find ways to weave in that you researched the company and are excited for the chance to contribute. While many engineers may have a similar technical background to you, showcasing your personality will set you apart.\r\n\r\n
\r\n\r\nIf you have 3+ years of professional experience in the engineering and technology fields post-undergraduate degree and are looking for your next role, or if you are a company looking to fill professional-level engineering and technology positions, we invite you to join us at the SWE Virtual Career Fair for Professionals<\/a> taking place May 7!\r\n\r\nIn addition to the Virtual Career Fair for Professionals, SWE has a variety of resources to help women engineers succeed in their careers:\r\n
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1. Failing to Continuously Learn and Adapt<\/h2>\r\nYou\u2019ve heard that change is the only constant, and you only need a quick glance at the job market to know that resting on your laurels can be the kiss of death for your career. Early career professionals might think their recent education is enough, while seasoned professionals might rely too heavily on their years of experience.\r\n\r\nThe failure to embrace a continuous investment in learning and adapting to new technologies, methodologies, and industry trends can make your skills obsolete and limit your career growth.\r\n
2. Not Networking<\/h2>\r\nUnderestimating the power of networking is a mistake made by novices and veterans alike. Many professionals either neglect to build a network from the start or stop expanding their network later in their careers, thinking it's no longer important.\r\n\r\nNetworking is vital for cultivating new opportunities, gaining industry insights, and nurturing meaningful professional relationships that can support you throughout your career and help you navigate career challenges. Don't wait until you\u2019re unexpectedly unemployed to notice you haven\u2019t invested in networking.\r\n
3. Avoiding Risk-Taking<\/h2>\r\nWhether it's the fear of leaving a \u201cstable\u201d job to pursue one where you\u2019ll feel more fulfilled or you\u2019re hesitant to consider a more challenging role, the aversion to risk and the potential for failure can stifle career growth at any stage. Early in your career, taking calculated risks can set you on an accelerated path to success. Later, it can mean revitalization and new opportunities that keep your career from stagnating.\r\n
4. Not Setting Clear Career Goals<\/h2>\r\nWithout clear goals, it's easy to drift aimlessly or become complacent. Early career professionals might not set ambitious enough targets, missing out on growth opportunities. In contrast, late-career professionals might stop setting goals altogether, missing the chance to redefine their careers or pursue new interests. Setting and regularly revising career goals help maintain focus and motivation over the years.\r\n
5. Ignoring a Healthy Work-Life Blend<\/h2>\r\nThe pursuit of career success at the expense of personal time and health is a common pitfall. Early in your career, you might want to prove yourself by overworking, risking burnout. Later in your career, you might stop seeing the rapid growth you see early on and continue to prioritize work over personal well-being hoping it will be the thing that propels you forward.\r\n\r\nIn reality, missing out on your life and relationships outside of work are more likely to limit your late career growth than accelerate it. Maintaining a healthy relationship between work and the rest of your life is crucial for long-term career satisfaction and personal happiness.\r\n\r\nWhether you're just starting out or a seasoned expert in your career \u2014 or maybe even have an eye toward retirement \u2014 avoiding these common career mistakes can lead to a more fulfilling and successful professional life. Remember, it's never too late (or too early) to learn, network, take risks, set goals, and find your groove between your personal and professional life.\r\n
Don\u2019t miss Asia Bribiesca-Hedin\u2019s course in SWE\u2019s Advance Learning Center, \u201cCreating Confidence When You Are the First or Only One in the Room,\u201d where she explores what it takes to rise beyond the limitations of others, as well as the limitations we place on ourselves. *This course is free for SWE members.<\/strong> Register today<\/a>.<\/blockquote>","post_title":"5 Career Mistakes Common to Both Early Career and Seasoned Professionals","post_excerpt":"Asia Bribiesca-Hedin shares five critical career mistakes to avoid in your professional engineering journey. Plus, join her free course \u201cCreating Confidence When You Are the First or Only One in the Room\u201d in SWE's Advance Learning Center!*","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"asia-bribiesca-hedin-career-mistakes","to_ping":"","pinged":"","post_modified":"2024-02-21 08:59:58","post_modified_gmt":"2024-02-21 14:59:58","post_content_filtered":"","post_parent":0,"guid":"https:\/\/alltogether.swe.org\/?p=40067","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":39917,"post_author":"132","post_date":"2024-01-11 07:45:27","post_date_gmt":"2024-01-11 13:45:27","post_content":"Looking to land your next engineering role at a new company? Are you tired of sending out resumes without a response?\r\n\r\nVirtual career fairs are a new and largely untapped market that can help you secure your next dream job. Let's dive into how to prepare for virtual career fairs and leverage their full potential.\r\n
The Society of Women Engineers (SWE) is hosting a virtual career fair for engineering professionals with at least 3 years of professional experience in the engineering and technology fields post-undergraduate degree on Wednesday, May 7, 2025. Candidates and employers can find out more details and register today<\/a>.<\/blockquote>\r\n
What Is a Virtual Career Fair?<\/h2>\r\nVirtual career fairs use an online platform to connect professionals with prospective employers seeking top-tier talent. At a virtual career fair, candidates can connect directly with recruiters and hiring managers and have live interviews through online chats and video conferencing.\r\n\r\nVirtual career fairs break geographical barriers, so candidates can interview for roles from a range of locations. The benefits are multifaceted: no travel expenses, greater flexibility in scheduling, an increased pool of job opportunities to explore and a valuable chance to grow your network \u2014 all from the comfort of your home!\r\n
How Does a Virtual Career Fair Work?<\/h2>\r\nVirtual career fairs follow the same format as in-person career fairs; they occur at a set date and time, but the difference is the conversations take place online instead of on site.\r\n\r\nAt the SWE Virtual Career Fair for Professionals<\/a>, which is designed for professionals with 3+ years of experience in the engineering and technology fields post-undergraduate degree, candidates can view the participating employers, the specific opportunities available and detailed information about each organization before the career fair begins.\r\n\r\nOnce you choose which employers you would like to interact with, you can share your resume and engage in live one-on-one chats and interviews directly with recruiters from these organizations during the career fair.\r\n\r\n
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Common Questions<\/h2>\r\nEngineers likely have a few questions or concerns when considering whether to participate in a virtual career fair, the first being, \u201cCan employers really get a sense of my personality and capabilities online?\u201d<\/strong>\r\n\r\nWhile a lack of personal connection is a valid concern, nearly all engineering companies have updated their hiring processes to include a virtual component since the rise of remote work. If you let your personality and career highlights shine through in the virtual interview, you can make a strong impression.\r\n\r\nAnother common question is, \u201cAre there really high-quality jobs available at virtual career fairs?\u201d<\/strong> The simple answer is, yes!\r\n\r\nRecruiters and hiring managers from top companies seek out virtual career fairs for similar reasons that candidates do \u2014 flexibility and convenience in the hiring process. These employers have numerous positions to fill, and these events allow them to meet multiple qualified candidates in one place.\r\n
5 Tips To Maximize Your Experience<\/h2>\r\n
1. Prepare and Research<\/h3>\r\nEnter into the event with a clear goal in mind. Do you want to pivot into a new sector of engineering? Or aim for a higher title and pay grade? No matter what your goal is, update your resume to align with the new roles you are seeking.\r\n\r\nThen, explore the list of participating employers<\/a> at the virtual career fair so you can hone in on the companies and positions that are most interesting to you. Take some time to research the values, projects, and recent developments of your preferred companies.\r\n
2. Polish Your Online Presence<\/h3>\r\nIn addition to your resume, make sure your LinkedIn profile and any other professional accounts are up to date and reflective of your achievements. It\u2019s also a good idea to test your audio and internet connection before the career fair begins to prevent any tech issues.\r\n
3. Elevate Your Interview<\/h3>\r\nPrepare for a virtual interview in the same way you would prepare for an on-site interview or career fair, which includes crafting an elevator pitch and dressing professionally.\r\n\r\nBefore the event, brainstorm the talking points and metrics that highlight your expertise and the value you can add. Initiate conversations, ask insightful questions, and express genuine interest in the positions.\r\n
4. Follow Up and Stay Connected<\/h3>\r\nOnce the event is over, follow up with the recruiters you spoke with, as well as anyone else you meet through the course of the virtual career fair. This gives you an opportunity to express gratitude for the discussions, reiterate your interest and stay connected for future opportunities.\r\n
5. Reflect and Learn<\/h3>\r\nOnce you\u2019ve finished your interviews, conversations, and follow-ups, take some time to reflect on your virtual career fair experience. Note any areas for improvement you noticed in your interviews so you can adjust your interview strategy in the future.\r\n\r\n
\r\n\r\nEven though the virtual format may be unfamiliar, with some strategic preparation and a positive mindset, you can find your next exciting engineering opportunity from the comfort of your own home.\r\n\r\nIf you have 3+ years of professional experience in the engineering and technology fields post-undergraduate degree and are looking for your next role, or if you are a company looking to fill professional-level engineering and technology positions, we invite you to join us at the SWE Virtual Career Fair for Professionals<\/a> taking place May 7, 2025!\r\n
In Addition to the Virtual Career Fair, SWE Has a Variety of Resources to Help You on Your Career Journey<\/h2>\r\n
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\r\n\r\nOver the last two years, the ALWE program has undergone major changes to support the improvement of program outcomes and effectiveness, including a revision to the overall program design and incorporation of a leadership coaching program in partnership with <\/span>Academic Leadership Group<\/a><\/strong>. <\/span>\r\n\r\nThese changes have resulted in a drastically improved program and participant outcomes as seen in pre-, during-, and post-program data collection \u2014 including an overall Net Promoter Score increase of 22 points during the first year of the program design improvements!\u00a0<\/span>\r\n\r\nInterested in learning more about ALWE or other Learning Programs offered by SWE? Check out <\/span>the ALWE homepage<\/strong><\/span><\/a> or email learning@swe.org<\/a>.<\/span>","post_title":"SWE\u2019s ALWE Program Recognized With Brandon Hall Group Excellence Gold Award","post_excerpt":"Learn about how the award-winning ALWE program is helping women academics in engineering grow their leadership skills.","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"swe-alwe-program-award","to_ping":"","pinged":"","post_modified":"2024-07-30 09:26:41","post_modified_gmt":"2024-07-30 14:26:41","post_content_filtered":"","post_parent":0,"guid":"https:\/\/alltogether.swe.org\/?p=39756","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":39274,"post_author":"1","post_date":"2023-07-26 08:58:59","post_date_gmt":"2023-07-26 13:58:59","post_content":"When employees share their perspectives, thoughts, and opinions in the workplace, everybody wins: people feel more comfortable with one another, there is stronger teamwork, and there is greater innovation.\u00a0<\/span>\r\n\r\nWhy, then, do so few employees speak up?<\/span>\r\n\r\nThis problem is heightened in the tech industry. Despite the clear benefits of everybody having and using a voice in software development, many software engineers and other tech professionals are reluctant to share their ideas or don't feel comfortable doing so.\u00a0<\/span>\r\n\r\nOne study of a Microsoft business unit found that <\/span>nearly half of employees<\/span><\/a> surveyed said they speak about five or fewer topics with their managers.<\/span>\r\n\r\nGiven that a variety of perspectives is critical to a thriving tech business, it's clear that this cannot remain the status quo.<\/span>\r\n\r\n
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Why Is It So Difficult to Speak Up in Tech?<\/span><\/h2>\r\n
The Culture<\/span><\/h3>\r\nMore than 90%<\/span><\/a> of CEOs and CFOs say that improving their corporate culture would increase the overall value of their companies. Yet work culture is one of the main reasons why employees feel stifled within an organization.\u00a0<\/span>\r\n\r\nThe <\/span>tech industry can be a competitive environment<\/span><\/a>. Depending on the organizational culture and leadership styles within a company, some engineers worry about saying the wrong thing -- to the point where they avoid saying anything at all.\u00a0<\/span>\r\n\r\nSome employees may not vocalize their opinion simply because they aren't asked. But <\/span>research shows<\/span><\/a> that when workers believe their leader encourages them and solicits their opinions, they are more likely to speak up.\u00a0<\/span>\r\n\r\n \r\n
Individual Personalities<\/span><\/h3>\r\nOf course, personality does play a role in an individual's likelihood of asserting themselves in the workplace. In particular, many employees lack the confidence to share their ideas \u2014 <\/span>40%<\/span><\/a>, according to a study performed in collaboration with the University of North Colorado Social Research lab.<\/span>\r\n\r\nThat said, strong management and leadership can override reluctant or introverted personalities. In a supportive environment, even the shyest of employees may be compelled to speak up and share their ideas.<\/span>\r\n\r\n \r\n
Leadership Problems<\/span><\/h3>\r\nProblems with leadership can stem from numerous sources. For example, some leaders in tech come from business backgrounds rather than tech backgrounds, which can lead to a disconnect between the leader and the team. Non-managerial software engineers and tech professionals may worry that a manager or higher-up doesn't understand their workflow and therefore hesitate to vocalize concerns or ideas.<\/span>\r\n\r\nSome leaders may be focused on continuing to do things the way they have always been done. In other words, they're stuck in the past \u2014 something that can't happen in an industry that depends on constant innovation. Again, this may lead team members to believe that vocalizing their opinions will do more harm than good with an out-of-touch leader.<\/span>\r\n\r\nThese are just some of the many communication problems that can arise with poor leadership.<\/span>\r\n\r\n
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How to Empower Engineers to Speak Up<\/span><\/h2>\r\n
1. Emphasize the Role of Choice<\/span><\/h3>\r\nResearch in the <\/span>Harvard Business Review<\/span><\/a> found that employees \"were more likely to share their ideas and opinions at a company whose culture emphasized the idea that people always have a choice.\"<\/span>\r\n\r\nThus, organizations should always make it clear that individuals have agency. When this commitment is encouraged as part of the culture, employees are more likely to speak up and share their thoughts. According to the author of the HBR study, this is likely because employees are able to influence their own environments while expressing their beliefs and values.<\/span>\r\n\r\n \r\n
2. Train Employees in Critical Thinking<\/span><\/h3>\r\nIt's said that there are no bad ideas, but ultimately some ideas have greater merit than others. A main reason why employees fear speaking up is that they worry that others will perceive their ideas as stupid.\u00a0<\/span>\r\n\r\nOne way to help boost software engineers' confidence in their ideas is to help them boost their critical thinking skills. <\/span>Forty-five percent<\/span><\/a> of employees say there is no training in critical thinking or problem-solving available to them at their organizations. How can we expect individuals to share if they lack the skills necessary to ideate confidently?<\/span>\r\n\r\nBy instituting training programs to assist employees with building these important skills, leaders can help their teams gain confidence in their own abilities.<\/span>\r\n\r\n \r\n
3. Take It Slow<\/span><\/h3>\r\nIt's unreasonable to expect employees to make a 180 immediately. Those who have been reluctant to speak up in the past aren't going to change their ways overnight, even if you believe you have been putting measures in place to encourage their participation. Give them a chance to get comfortable, and don't force the issue.<\/span>\r\n\r\nEncourage incremental improvements, rather than insisting on a dramatic change all at once. That means you shouldn't be calling people out in large meetings, for example, because this will only embarrass them and push them further into their shells.\u00a0<\/span>\r\n\r\nInstead, take it slow. You might start by asking them for input on a subject in which they have a lot of expertise in a small meeting or one on one, for instance.\u00a0<\/span>\r\n\r\n
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4. Emphasize Collaboration<\/span><\/h3>\r\nTeamwork naturally promotes participation. When individuals are actively collaborating, they are sharing their ideas, vocalizing their thoughts, expressing problems or suggestions, and otherwise speaking up. This type of contribution is not as formal as a meeting, but it means that colleagues are engaged and working together.<\/span>\r\n\r\nCollaboration offers many benefits. It's an informal means of boosting communication, so if your organization focuses on increasing collaboration across the board, this can aid less-vocal team members in speaking up more frequently.<\/span>\r\n\r\n \r\n
5. Make Meetings Valuable<\/span><\/h3>\r\nMeetings can be intimidating -- and oftentimes unnecessary.\u00a0<\/span>\r\n\r\nOne way to encourage valuable participation is to ensure that the meetings you have are truly valuable and the best use of everyone\u2019s time. For example, you can keep your check-in meetings on the calendar, but strive to keep them short when there aren't many items on the agenda.\u00a0<\/span>\r\n\r\nThis also means making your meetings more approachable and encouraging participation from everyone who has something to contribute \u2014 not just department heads or managers. There should also be time for questions and contributions, and it should be clear that all questions matter and none are time-wasters.<\/span>\r\n\r\nIt's also helpful to send out an agenda ahead of time and ask if anyone wants to add items or send questions so everyone is prepared.<\/span>\r\n\r\n \r\n
6. Foster a Psychologically Safe Environment<\/span><\/h3>\r\nUltimately, people need to feel safe in their environments. This applies to the workplace as much as it does to the home or any other personal space.\u00a0<\/span>\r\n\r\nWhen leaders make an effort toward improving their workplaces and making their staff feel psychologically safe, these individuals are more likely to feel comfortable sharing their ideas and contributing to the culture.<\/span>\r\n\r\nResearch shows<\/span><\/a> that there is a link between well-being in the workplace and creative performance. Support measures need to be in place to promote not only greater participation but also a more energized and positive atmosphere \u2014 one where engineers at all levels feels comfortable speaking up, vocalizing their concerns, and sharing their innovative ideas.<\/span>","post_title":"A Safe Space for Tech Employees: Encouraging Engineers to
Speak Up","post_excerpt":"In the tech sector, employees often feel intimidated to speak up. Use these 6 strategies to encourage contributions from your engineering team.","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"encouraging-engineers-to-speak-up","to_ping":"","pinged":"","post_modified":"2023-07-26 08:58:59","post_modified_gmt":"2023-07-26 13:58:59","post_content_filtered":"","post_parent":0,"guid":"https:\/\/alltogether.swe.org\/?p=39274","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_2o3","class":"epic_block_9"};
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1. https:\/\/swe.org\/outreach\/adult-advocate\/<\/a> \r\n\r\n\r\n\r\n<\/p>","post_title":"Connecting the Dots Between Mentoring and Adult Advocacy","post_excerpt":"Learn the similarities and differences between adult advocacy and mentorship. Plus, find resources to get started as a mentor or adult advocate!","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"mentoring-adult-advocacy","to_ping":"","pinged":"","post_modified":"2024-06-07 15:12:37","post_modified_gmt":"2024-06-07 20:12:37","post_content_filtered":"","post_parent":0,"guid":"https:\/\/alltogether.swe.org\/?p=40260","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":40256,"post_author":"1","post_date":"2024-03-31 09:41:51","post_date_gmt":"2024-03-31 14:41:51","post_content":"Psychological safety has been a popular concept in the business press lately, particularly after a Google study<\/a> of teams highlighted psychological safety as a key characteristic of high-performance teams. Many managers ask, \u201cHow do we foster psychological safety, particularly in a virtual team?\u201d Fortunately, I interviewed a team in which psychological safety improved due to a new leadership approach.\r\n\r\nThe benefits of psychological safety go straight to performance. Team members are more engaged, share more information, and are more productive. In diverse teams, psychological safety is one of the reasons they are more creative.\r\n\r\nThe evidence is compelling, but the steps to develop psychological safety are illusive. Various activities combine to create an environment where people feel free to speak openly, and managers need examples to make the concepts concrete. The virtual team I interviewed, which was distributed across offices in three different countries, serves as an informative example.\r\n\r\nThe virtual team received a new manager who had a different view towards creating the team. He and the team made the following changes together, which resulted in one team member explaining, \u201cWe are not afraid to ask anymore. Before, I was hesitant as I would not throw things in the open.\u201d\r\n Sunita Ramnarinesingh reflects on her experience at the SWE Virtual Career Fair<\/em><\/p>\r\n\r\n \r\n\r\n<\/p>\r\n \r\n\r\n<\/p>\r\n 1. https:\/\/swe.org\/outreach\/adult-advocate\/<\/a> \r\n\r\n\r\n\r\n<\/p>","post_title":"Connecting the Dots Between Mentoring and Adult Advocacy","post_excerpt":"Learn the similarities and differences between adult advocacy and mentorship. Plus, find resources to get started as a mentor or adult advocate!","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"mentoring-adult-advocacy","to_ping":"","pinged":"","post_modified":"2024-06-07 15:12:37","post_modified_gmt":"2024-06-07 20:12:37","post_content_filtered":"","post_parent":0,"guid":"https:\/\/alltogether.swe.org\/?p=40260","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":40256,"post_author":"1","post_date":"2024-03-31 09:41:51","post_date_gmt":"2024-03-31 14:41:51","post_content":"Psychological safety has been a popular concept in the business press lately, particularly after a Google study<\/a> of teams highlighted psychological safety as a key characteristic of high-performance teams. Many managers ask, \u201cHow do we foster psychological safety, particularly in a virtual team?\u201d Fortunately, I interviewed a team in which psychological safety improved due to a new leadership approach.\r\n\r\nThe benefits of psychological safety go straight to performance. Team members are more engaged, share more information, and are more productive. In diverse teams, psychological safety is one of the reasons they are more creative.\r\n\r\nThe evidence is compelling, but the steps to develop psychological safety are illusive. Various activities combine to create an environment where people feel free to speak openly, and managers need examples to make the concepts concrete. The virtual team I interviewed, which was distributed across offices in three different countries, serves as an informative example.\r\n\r\nThe virtual team received a new manager who had a different view towards creating the team. He and the team made the following changes together, which resulted in one team member explaining, \u201cWe are not afraid to ask anymore. Before, I was hesitant as I would not throw things in the open.\u201d\r\n Sunita Ramnarinesingh reflects on her experience at the SWE Virtual Career Fair<\/em><\/p>\r\n\r\n
2. https:\/\/alltogether.swe.org\/2023\/05\/stem-mentoring\/<\/a>
3. https:\/\/www.k12dive.com\/news\/95-of-teachers-say-mentors-make-a-difference-for-students\/617250\/<\/a>
4. https:\/\/nap.nationalacademies.org\/resource\/25568\/interactive\/mentorship-defined.html#section1<\/a><\/p>\r\n1. Build a Team Identity<\/h2>\r\nIn this example, the manager prioritized creating the feeling of one team. He eliminated boring reporting meetings and replaced them with topics that interested everyone. The team initiated activities that brought them together, including coffee breaks. A surprisingly insightful sharing activity, \u201ctell us your favorite book,\u201d helped team members feel included.\r\n
2. Focus on the Unique Individuals<\/h2>\r\nBelonging involves two elements: each person identifies themselves as part of the team and each person feels valued for their unique characteristics. The team manager was immediately interested in the competences and characteristics of each person.\r\n\r\nIn addition, the manager met one-on-one with each person. As he explained, \u201cEach one-on-one is different, and it is not dependent on me. What we speak about and how we engage varies dramatically from person to person. It is the way that person and I foster the dialogue. It really depends on what happens specifically between us.\u201d\r\n
3. Emphasize Team Learning<\/h2>\r\nThe virtual team scheduled \u201clunch and learns\u201d where members could share their ideas. They invited different external stakeholders to these meetings to have a broader understanding of the business. The team manager facilitated the conversations and encouraged open dialogue.\r\n
4. Leverage Communication Tools<\/h2>\r\nA pleasant surprise for the team was the impact a simple Microsoft Teams chat had on their feeling of personal connection. Team members shared fun posts, gifs, birthday wishes, and local celebrations. Each person treated the chat forum with respect and participated as they wished.\r\n
5. Model Vulnerability<\/h2>\r\nAn underlying component of psychological safety is the willingness to be vulnerable, which starts with the manager role-modeling that vulnerability is ok.\r\n\r\nAs one team member explained, \u201cWhen the barriers and the walls come down \u2013 today, I am having a crap day, my computer crashed, a customer yelled at me. Everyone has these days, and to know that your manager also has these days and is willing to share it in a professional way without bringing everyone down [is powerful].\u201d Others followed, thereby creating the space to share personal bad days without any repercussions.\r\n\r\n
\r\n\r\nThese activities, combined with the attitude of the manager and team members, created a psychologically safe environment. People started asking more questions, reaching out to others, and learning together. Even though they worked in different countries, the team improved how they interacted and functioned together.\r\nThe live event, \u201cManaging Global Teams: Ideas to Improve Collaboration and Impact,\u201d<\/strong> takes place on Wednesday, April 17, at 10 a.m. CT. The session is free for SWE members, and Theresa will provide practical ideas for managers who want to tap into the potential of global collaboration. Register today<\/a> to reserve your spot!<\/blockquote>","post_title":"5 Steps to Improve Psychological Safety in a Virtual Team","post_excerpt":"Theresa Sigillito Hollema (she\/her) shares a real-world case study of how an international team improved its psychological safety. Plus, join her upcoming free live event, \u201cManaging Global Teams: Ideas to Improve Collaboration and Impact,\u201d in SWE's Advance Learning Center on April 17!","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"psychological-safety-virtual-team","to_ping":"","pinged":"","post_modified":"2024-03-31 09:41:51","post_modified_gmt":"2024-03-31 14:41:51","post_content_filtered":"","post_parent":0,"guid":"https:\/\/alltogether.swe.org\/?p=40256","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":40195,"post_author":"132","post_date":"2024-03-12 09:16:19","post_date_gmt":"2024-03-12 14:16:19","post_content":"The Society of Women Engineers (SWE) is hosting a virtual career fair for engineering professionals with at least three years of professional experience in the engineering and technology fields on Wednesday, May 7! Candidates and employers can find out more details and register here<\/a>.\r\n\r\nIn the written and video interviews below, SWE Member Sunita Ramnarinesingh<\/strong> shares about her past experience at the SWE Virtual Career Fair for Professionals and provides important tips for success.\r\n
Welcome, Sunita! Can you introduce yourself and share a bit about your professional background?<\/h2>\r\nI am an electrical engineer with both a master\u2019s degree and bachelor\u2019s degree from Florida Tech. I have diverse work experience in software testing, project management, web development and systems engineering.\r\n\r\nI\u2019m currently employed in the space industry as a systems integration and test engineer for the Orion Spacecraft Assembly Test & Launch Operations (ATLO). I coordinate the European Service Module (ESM) activities, and I also volunteer with my local Space Coast SWE Section.\r\n\r\nhttps:\/\/youtu.be\/66Q6PzsYyoY[\/embed]\r\n
What inspired you to participate in SWE\u2019s Virtual Career Fair for Professionals?<\/h2>\r\nI was interested in the convenience and accessibility of the virtual career fair<\/a> format.\u00a0The virtual format eliminated the need to travel, which allowed me to participate from the comfort of my own home. This is especially convenient since I live in a smaller city with limited access to in-person career fairs.<\/strong> I was able to customize my participation to fit my schedule, focusing on the companies and presentations that are most relevant to my interests.\r\n\r\nI also saw the event as a learning and growth opportunity. By attending various company presentations and workshops, I was able to learn about the latest advancements and trends in my engineering field. This will help me stay ahead of the curve and make informed career decisions.\r\n\r\nThe virtual career fair was also an opportunity to practice my networking and interviewing skills.<\/strong> Even if you're not actively seeking a new position, participating in the fair can be a great way to improve these skills in a low-pressure environment.\r\n
Did you have any doubts or hesitations around the virtual format of the event?<\/h2>\r\nGoing into the event, I was a little concerned about technical difficulties, such as internet connectivity or platform glitches that could interrupt my interaction with potential employers. I also had concerns about navigating the virtual platform since I was unfamiliar with it.\r\n\r\nBy acknowledging these concerns and taking steps to prepare, I mitigated these anxieties and maximized my experience at the virtual career fair. Fortunately, none of these issues came up during the event, and everything ran smoothly.\r\n
What benefits did you receive from participating in SWE\u2019s Virtual Career Fair for Professionals?<\/h2>\r\nDuring the virtual career fair, I learned about a few companies and roles I had never considered before. I also made some valuable new connections.\r\n
What strategies would you recommend to other engineers who want to make the most of their virtual career fair experience?<\/h2>\r\n
Sunita Ramnarinesingh, Electrical Engineer and SWE Member[\/caption]\r\n\r\nI recommend that engineers prepare for the virtual career fair by researching participating companies in advance. Focus on the organizations that are aligned with your skills, interests and values. Find out about their work culture, engineering teams and recent projects so you can demonstrate genuine interest and ask insightful questions.\r\n\r\nBefore the event, summarize your skills, experience and career aspirations into an elevator pitch that you can share in a confident and engaging way.<\/strong> Practice your delivery of this elevator speech beforehand to ensure it flows smoothly. Also, make sure your LinkedIn profile is up to date with your latest projects, awards and contributions before the virtual career fair begins.\r\n\r\nFamiliarize yourself with the virtual platform, including the video chat features, chat functionalities and booth functionalities to avoid any technical difficulties.\r\n\r\nAfter the virtual career fair, you can connect with recruiters and other engineers you met on LinkedIn to maintain communication and explore potential opportunities. You can send personalized follow-up messages or emails thanking them for their time and expressing your continued interest in the company or opportunity.\r\n\r\nLastly, be sure to practice self-care by scheduling breaks during the event. This will help you avoid burnout and maintain your enthusiasm throughout the virtual career fair.\r\n
What would you say to anyone who feels hesitant about participating in a virtual career fair?<\/h2>\r\nEmbrace the opportunity! Virtual career fairs offer a unique chance to connect with a diverse range of companies and professionals from the comfort of your own home.<\/strong> Stay positive, be proactive and leverage this experience to advance your engineering career.\r\n\r\nIf you have 3+ years of professional experience in the engineering and technology fields post-undergraduate degree and are looking for your next role, or if you are a company looking to fill professional-level engineering and technology positions, we invite you to join us at the SWE Virtual Career Fair for Professionals<\/a> taking place May 7!\r\n\r\nIn addition to the Virtual Career Fair for Professionals, SWE has a variety of resources to help women engineers succeed in their careers:\r\n
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Content sponsored by:<\/h2>\r\n
<\/a>\r\n\r\nI was recently approached about an opportunity to be a panelist at an event on work-life balance for women in supply chain at BD (Becton, Dickinson and Company)<\/a>, a global medical technology company where I\u2019m a senior director of reagents manufacturing. My first thoughts were that I\u2019m not a good role model and don\u2019t have anything to share on the subject; after all, I put in long hours at work.\r\n\r\nHowever, as I continued thinking about it, I shifted my mindset to see the event as more of a discussion with the attendees, rather than a source of information and truth from the panelists. As I have experienced in many comparable settings, there is always something new we can share and learn.\r\n\r\nAs I started working on my story, I felt the need to check literature and other sources for more information on the subject that I could bring to the discussion. One key takeaway from my review, and something that transformed my thinking, was a shift from work-life balance to work-life harmonization.<\/strong>\r\n\r\nUltimately, work-life balance can have a different meaning for each woman. I connected with the fact that culture can have an impact on how we approach the desirable level of harmonization.<\/strong> Different stages in life can also change the way that we look at things. The same is true for many other scenarios that make us unique in how we navigate life.\r\n\r\nWhile your approach will be different, here are five things I learned in my journey to work-life harmonization that can help you navigate yours:\r\n
1. The first one is related to what we choose to believe<\/strong>.<\/h2>\r\nOutside of work, I chose to get certified as a professional coach. Something I learned during this process was that \u201cor\u201d is not an option when you want to pursue more than one thing. Rather, it is a matter of harmonizing the options. It is also important to plan for the \u201cand,\u201d and in most instances, to actually write it down.\r\n\r\nFor example: I chose a career and I am a mom, a wife, a daughter, etc. I often get feedback that I work too many hours, and I am conscious of this, but I choose to believe that I can do well in both areas.\r\n\r\nWhen it comes to my time spent with family, I put my entire effort into being present. I actively listen, retaining information that demonstrates my care to the people I love. For example, I learned the names of my daughters\u2019 friends and regularly ask about them individually. I studied my mom\u2019s medications so I can help her with questions. I learned the rules and key players in the NBA to engage in conversations with my husband when it is on TV. I take part in what is going on in their lives.\r\n\r\nWith all this said, birthdays and life events will always be nonnegotiable; I purposely block my calendar ahead of time for the end of those days, or depending on the occasion, I will take the day off.\r\n\r\n
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2. Another learning for me is that it does not need to be perfect.<\/h2>\r\nA leader in our organization said something during a recent meeting that resonated with me: \u201cDon\u2019t let perfection get in the way of good enough.\u201d As a perfectionist who pays attention to details, I had to adjust to this way of thinking.\r\n\r\nIn my case, it means not always doing it \u201cmy way\u201d and, instead, accepting help so I can have better harmony. I am forever grateful for this help from my support network who have folded clothes for me in a different way than I do and prepared meals for me differently than I would have.\r\n\r\nAs a mother of twins, it was never easy to be on time and completely ready for an activity. As time passed, I realized it was secondary to have matching outfits, put shoes on my babies or take the coolest gift to a birthday party. I have attended soccer games completely overdressed, and I have been the last one to reply to the parent\u2019 chat group. It has all been okay.\r\n
3. Third is related to boundaries.<\/h2>\r\nWhile working late hours is always a choice or an exception, I have also learned that there are times that are 100% family time. For me, while on PTO, I focus on being on PTO and working my \u201clong hours\u201d with family. I may check my emails at the end of the day. I enjoy running, and when I run, I don\u2019t take my work phone with me. While there are responsibilities, planning how to manage them has been key for me.\r\n
4. Fourth is about negotiation.<\/h2>\r\nThis one is relevant for employees and for those of us who have the honor to lead others. There will always be a looming deadline on the way. When seeking harmony, a good reminder is to ask myself, and then others, if these deadlines have the flexibility to account for other priorities that may arise.\r\n
5. Lastly, though there are more points I could cite, is to listen to well-intended feedback.<\/h2>\r\nFor example, a few months ago, one of my direct reports told me that there was no need to respond to all his emails after regular hours or Teams messages right away. He shared that a delayed response was fine. When people give you space to be in harmony, leverage it.\r\n\r\nWhile I\u2019m still far from achieving perfect work-life harmonization, this entire topic is really about feeling fulfilled in life.<\/strong> It is a never-ending auto-coaching process. There will be times when it feels impossible to be the perfect wife, the perfect mother or the perfect employee, but having the right attitude can supersede most challenges.\r\n\r\n
\r\n\r\nYou can hear more about Grisel\u2019s inspiring career journey, plus her favorite self-coaching tools for professional success, on Episode 233 of Diverse: a SWE podcast<\/a>!<\/em>","post_title":"Five Tips for Work-Life Harmonization","post_excerpt":"Grisel Quiles, senior director of reagents manufacturing at BD (Becton, Dickinson and Company), shares her reflections on how women in STEM can achieve harmony and balance between their work and personal lives.","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"work-life-harmonization","to_ping":"","pinged":"","post_modified":"2024-03-11 11:00:14","post_modified_gmt":"2024-03-11 16:00:14","post_content_filtered":"","post_parent":0,"guid":"https:\/\/alltogether.swe.org\/?p=40160","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":40089,"post_author":"132","post_date":"2024-02-14 12:03:09","post_date_gmt":"2024-02-14 18:03:09","post_content":"Virtual career fairs<\/a> have become a cornerstone of modern recruiting strategies, offering engineers and employers a convenient way to connect with each other regardless of geography.\r\n\r\nOn the candidate side, virtual career fairs aren\u2019t just about submitting resumes; they\u2019re about building meaningful connections, showcasing your talent and personality, and finding the role that matches your unique skills and goals.\r\n\r\nWondering what recruiters are looking for at these events? Make a memorable impression during your virtual career fair experience by keeping these four questions in mind:\r\nThe Society of Women Engineers (SWE) is hosting a virtual career fair for engineering professionals with at least three years of professional experience in the engineering and technology fields on Wednesday, May 7. Candidates and employers can find out more details and register here today<\/a>.<\/blockquote>\r\n
1. Are You Prepared?<\/h2>\r\nSince virtual career fairs don\u2019t happen every day, you may be using the software platform for the first time (or the first time since last year!). Make sure to upload your resume and explore the online lobby before the virtual career fair begins. This will give you an extra boost of confidence when it comes time to navigate the platform, chatting with recruiters, and interviewing for professional engineering roles during the fair.\r\n
2. Did You Target the Opportunity?<\/h2>\r\nNow is not the time to apply to every company and opportunity you see \u2015 and frankly, there is never a good time for that! Recruiters can sense a generic application, or a candidate who didn\u2019t do any research, from a mile away.\r\n\r\nTake some time before the event to explore the participating companies and opportunities<\/a> and select three to five to target. By planning your time at the virtual career fair wisely, you can focus on meeting the right people and preparing strategically for those conversations.\r\n
3. Do Your Skills Align With the Role?<\/h2>\r\nWhen choosing the companies and roles to target, make sure they align with your education, location, skills, past experiences and career goals. That being said, if a role seems exciting but you don\u2019t meet 100% of the job requirements, don\u2019t hold yourself back! You can still throw your hat into the ring and apply \u2015 just be sure to have some talking points ready that clearly lay out your transferable skills and how your past experiences connect to these job functions.\r\n
4. Are You Enthusiastic?<\/h2>\r\nRecruiters talk to numerous people every day, so after a while candidates start to blend together. A little enthusiasm and authenticity go a long way to stand out and make an impression. Smile, ask genuine questions and find ways to weave in that you researched the company and are excited for the chance to contribute. While many engineers may have a similar technical background to you, showcasing your personality will set you apart.\r\n\r\n
\r\n\r\nIf you have 3+ years of professional experience in the engineering and technology fields post-undergraduate degree and are looking for your next role, or if you are a company looking to fill professional-level engineering and technology positions, we invite you to join us at the SWE Virtual Career Fair for Professionals<\/a> taking place May 7!\r\n\r\nIn addition to the Virtual Career Fair for Professionals, SWE has a variety of resources to help women engineers succeed in their careers:\r\n
\r\n \t
1. Failing to Continuously Learn and Adapt<\/h2>\r\nYou\u2019ve heard that change is the only constant, and you only need a quick glance at the job market to know that resting on your laurels can be the kiss of death for your career. Early career professionals might think their recent education is enough, while seasoned professionals might rely too heavily on their years of experience.\r\n\r\nThe failure to embrace a continuous investment in learning and adapting to new technologies, methodologies, and industry trends can make your skills obsolete and limit your career growth.\r\n
2. Not Networking<\/h2>\r\nUnderestimating the power of networking is a mistake made by novices and veterans alike. Many professionals either neglect to build a network from the start or stop expanding their network later in their careers, thinking it's no longer important.\r\n\r\nNetworking is vital for cultivating new opportunities, gaining industry insights, and nurturing meaningful professional relationships that can support you throughout your career and help you navigate career challenges. Don't wait until you\u2019re unexpectedly unemployed to notice you haven\u2019t invested in networking.\r\n
3. Avoiding Risk-Taking<\/h2>\r\nWhether it's the fear of leaving a \u201cstable\u201d job to pursue one where you\u2019ll feel more fulfilled or you\u2019re hesitant to consider a more challenging role, the aversion to risk and the potential for failure can stifle career growth at any stage. Early in your career, taking calculated risks can set you on an accelerated path to success. Later, it can mean revitalization and new opportunities that keep your career from stagnating.\r\n
4. Not Setting Clear Career Goals<\/h2>\r\nWithout clear goals, it's easy to drift aimlessly or become complacent. Early career professionals might not set ambitious enough targets, missing out on growth opportunities. In contrast, late-career professionals might stop setting goals altogether, missing the chance to redefine their careers or pursue new interests. Setting and regularly revising career goals help maintain focus and motivation over the years.\r\n
5. Ignoring a Healthy Work-Life Blend<\/h2>\r\nThe pursuit of career success at the expense of personal time and health is a common pitfall. Early in your career, you might want to prove yourself by overworking, risking burnout. Later in your career, you might stop seeing the rapid growth you see early on and continue to prioritize work over personal well-being hoping it will be the thing that propels you forward.\r\n\r\nIn reality, missing out on your life and relationships outside of work are more likely to limit your late career growth than accelerate it. Maintaining a healthy relationship between work and the rest of your life is crucial for long-term career satisfaction and personal happiness.\r\n\r\nWhether you're just starting out or a seasoned expert in your career \u2014 or maybe even have an eye toward retirement \u2014 avoiding these common career mistakes can lead to a more fulfilling and successful professional life. Remember, it's never too late (or too early) to learn, network, take risks, set goals, and find your groove between your personal and professional life.\r\n
Don\u2019t miss Asia Bribiesca-Hedin\u2019s course in SWE\u2019s Advance Learning Center, \u201cCreating Confidence When You Are the First or Only One in the Room,\u201d where she explores what it takes to rise beyond the limitations of others, as well as the limitations we place on ourselves. *This course is free for SWE members.<\/strong> Register today<\/a>.<\/blockquote>","post_title":"5 Career Mistakes Common to Both Early Career and Seasoned Professionals","post_excerpt":"Asia Bribiesca-Hedin shares five critical career mistakes to avoid in your professional engineering journey. Plus, join her free course \u201cCreating Confidence When You Are the First or Only One in the Room\u201d in SWE's Advance Learning Center!*","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"asia-bribiesca-hedin-career-mistakes","to_ping":"","pinged":"","post_modified":"2024-02-21 08:59:58","post_modified_gmt":"2024-02-21 14:59:58","post_content_filtered":"","post_parent":0,"guid":"https:\/\/alltogether.swe.org\/?p=40067","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":39917,"post_author":"132","post_date":"2024-01-11 07:45:27","post_date_gmt":"2024-01-11 13:45:27","post_content":"Looking to land your next engineering role at a new company? Are you tired of sending out resumes without a response?\r\n\r\nVirtual career fairs are a new and largely untapped market that can help you secure your next dream job. Let's dive into how to prepare for virtual career fairs and leverage their full potential.\r\n
The Society of Women Engineers (SWE) is hosting a virtual career fair for engineering professionals with at least 3 years of professional experience in the engineering and technology fields post-undergraduate degree on Wednesday, May 7, 2025. Candidates and employers can find out more details and register today<\/a>.<\/blockquote>\r\n
What Is a Virtual Career Fair?<\/h2>\r\nVirtual career fairs use an online platform to connect professionals with prospective employers seeking top-tier talent. At a virtual career fair, candidates can connect directly with recruiters and hiring managers and have live interviews through online chats and video conferencing.\r\n\r\nVirtual career fairs break geographical barriers, so candidates can interview for roles from a range of locations. The benefits are multifaceted: no travel expenses, greater flexibility in scheduling, an increased pool of job opportunities to explore and a valuable chance to grow your network \u2014 all from the comfort of your home!\r\n
How Does a Virtual Career Fair Work?<\/h2>\r\nVirtual career fairs follow the same format as in-person career fairs; they occur at a set date and time, but the difference is the conversations take place online instead of on site.\r\n\r\nAt the SWE Virtual Career Fair for Professionals<\/a>, which is designed for professionals with 3+ years of experience in the engineering and technology fields post-undergraduate degree, candidates can view the participating employers, the specific opportunities available and detailed information about each organization before the career fair begins.\r\n\r\nOnce you choose which employers you would like to interact with, you can share your resume and engage in live one-on-one chats and interviews directly with recruiters from these organizations during the career fair.\r\n\r\n
\r\n
Common Questions<\/h2>\r\nEngineers likely have a few questions or concerns when considering whether to participate in a virtual career fair, the first being, \u201cCan employers really get a sense of my personality and capabilities online?\u201d<\/strong>\r\n\r\nWhile a lack of personal connection is a valid concern, nearly all engineering companies have updated their hiring processes to include a virtual component since the rise of remote work. If you let your personality and career highlights shine through in the virtual interview, you can make a strong impression.\r\n\r\nAnother common question is, \u201cAre there really high-quality jobs available at virtual career fairs?\u201d<\/strong> The simple answer is, yes!\r\n\r\nRecruiters and hiring managers from top companies seek out virtual career fairs for similar reasons that candidates do \u2014 flexibility and convenience in the hiring process. These employers have numerous positions to fill, and these events allow them to meet multiple qualified candidates in one place.\r\n
5 Tips To Maximize Your Experience<\/h2>\r\n
1. Prepare and Research<\/h3>\r\nEnter into the event with a clear goal in mind. Do you want to pivot into a new sector of engineering? Or aim for a higher title and pay grade? No matter what your goal is, update your resume to align with the new roles you are seeking.\r\n\r\nThen, explore the list of participating employers<\/a> at the virtual career fair so you can hone in on the companies and positions that are most interesting to you. Take some time to research the values, projects, and recent developments of your preferred companies.\r\n
2. Polish Your Online Presence<\/h3>\r\nIn addition to your resume, make sure your LinkedIn profile and any other professional accounts are up to date and reflective of your achievements. It\u2019s also a good idea to test your audio and internet connection before the career fair begins to prevent any tech issues.\r\n
3. Elevate Your Interview<\/h3>\r\nPrepare for a virtual interview in the same way you would prepare for an on-site interview or career fair, which includes crafting an elevator pitch and dressing professionally.\r\n\r\nBefore the event, brainstorm the talking points and metrics that highlight your expertise and the value you can add. Initiate conversations, ask insightful questions, and express genuine interest in the positions.\r\n
4. Follow Up and Stay Connected<\/h3>\r\nOnce the event is over, follow up with the recruiters you spoke with, as well as anyone else you meet through the course of the virtual career fair. This gives you an opportunity to express gratitude for the discussions, reiterate your interest and stay connected for future opportunities.\r\n
5. Reflect and Learn<\/h3>\r\nOnce you\u2019ve finished your interviews, conversations, and follow-ups, take some time to reflect on your virtual career fair experience. Note any areas for improvement you noticed in your interviews so you can adjust your interview strategy in the future.\r\n\r\n
\r\n\r\nEven though the virtual format may be unfamiliar, with some strategic preparation and a positive mindset, you can find your next exciting engineering opportunity from the comfort of your own home.\r\n\r\nIf you have 3+ years of professional experience in the engineering and technology fields post-undergraduate degree and are looking for your next role, or if you are a company looking to fill professional-level engineering and technology positions, we invite you to join us at the SWE Virtual Career Fair for Professionals<\/a> taking place May 7, 2025!\r\n
In Addition to the Virtual Career Fair, SWE Has a Variety of Resources to Help You on Your Career Journey<\/h2>\r\n
\r\n \t
\r\n\r\nOver the last two years, the ALWE program has undergone major changes to support the improvement of program outcomes and effectiveness, including a revision to the overall program design and incorporation of a leadership coaching program in partnership with <\/span>Academic Leadership Group<\/a><\/strong>. <\/span>\r\n\r\nThese changes have resulted in a drastically improved program and participant outcomes as seen in pre-, during-, and post-program data collection \u2014 including an overall Net Promoter Score increase of 22 points during the first year of the program design improvements!\u00a0<\/span>\r\n\r\nInterested in learning more about ALWE or other Learning Programs offered by SWE? Check out <\/span>the ALWE homepage<\/strong><\/span><\/a> or email learning@swe.org<\/a>.<\/span>","post_title":"SWE\u2019s ALWE Program Recognized With Brandon Hall Group Excellence Gold Award","post_excerpt":"Learn about how the award-winning ALWE program is helping women academics in engineering grow their leadership skills.","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"swe-alwe-program-award","to_ping":"","pinged":"","post_modified":"2024-07-30 09:26:41","post_modified_gmt":"2024-07-30 14:26:41","post_content_filtered":"","post_parent":0,"guid":"https:\/\/alltogether.swe.org\/?p=39756","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":39274,"post_author":"1","post_date":"2023-07-26 08:58:59","post_date_gmt":"2023-07-26 13:58:59","post_content":"When employees share their perspectives, thoughts, and opinions in the workplace, everybody wins: people feel more comfortable with one another, there is stronger teamwork, and there is greater innovation.\u00a0<\/span>\r\n\r\nWhy, then, do so few employees speak up?<\/span>\r\n\r\nThis problem is heightened in the tech industry. Despite the clear benefits of everybody having and using a voice in software development, many software engineers and other tech professionals are reluctant to share their ideas or don't feel comfortable doing so.\u00a0<\/span>\r\n\r\nOne study of a Microsoft business unit found that <\/span>nearly half of employees<\/span><\/a> surveyed said they speak about five or fewer topics with their managers.<\/span>\r\n\r\nGiven that a variety of perspectives is critical to a thriving tech business, it's clear that this cannot remain the status quo.<\/span>\r\n\r\n
\r\n
Why Is It So Difficult to Speak Up in Tech?<\/span><\/h2>\r\n
The Culture<\/span><\/h3>\r\nMore than 90%<\/span><\/a> of CEOs and CFOs say that improving their corporate culture would increase the overall value of their companies. Yet work culture is one of the main reasons why employees feel stifled within an organization.\u00a0<\/span>\r\n\r\nThe <\/span>tech industry can be a competitive environment<\/span><\/a>. Depending on the organizational culture and leadership styles within a company, some engineers worry about saying the wrong thing -- to the point where they avoid saying anything at all.\u00a0<\/span>\r\n\r\nSome employees may not vocalize their opinion simply because they aren't asked. But <\/span>research shows<\/span><\/a> that when workers believe their leader encourages them and solicits their opinions, they are more likely to speak up.\u00a0<\/span>\r\n\r\n \r\n
Individual Personalities<\/span><\/h3>\r\nOf course, personality does play a role in an individual's likelihood of asserting themselves in the workplace. In particular, many employees lack the confidence to share their ideas \u2014 <\/span>40%<\/span><\/a>, according to a study performed in collaboration with the University of North Colorado Social Research lab.<\/span>\r\n\r\nThat said, strong management and leadership can override reluctant or introverted personalities. In a supportive environment, even the shyest of employees may be compelled to speak up and share their ideas.<\/span>\r\n\r\n \r\n
Leadership Problems<\/span><\/h3>\r\nProblems with leadership can stem from numerous sources. For example, some leaders in tech come from business backgrounds rather than tech backgrounds, which can lead to a disconnect between the leader and the team. Non-managerial software engineers and tech professionals may worry that a manager or higher-up doesn't understand their workflow and therefore hesitate to vocalize concerns or ideas.<\/span>\r\n\r\nSome leaders may be focused on continuing to do things the way they have always been done. In other words, they're stuck in the past \u2014 something that can't happen in an industry that depends on constant innovation. Again, this may lead team members to believe that vocalizing their opinions will do more harm than good with an out-of-touch leader.<\/span>\r\n\r\nThese are just some of the many communication problems that can arise with poor leadership.<\/span>\r\n\r\n
\r\n
How to Empower Engineers to Speak Up<\/span><\/h2>\r\n
1. Emphasize the Role of Choice<\/span><\/h3>\r\nResearch in the <\/span>Harvard Business Review<\/span><\/a> found that employees \"were more likely to share their ideas and opinions at a company whose culture emphasized the idea that people always have a choice.\"<\/span>\r\n\r\nThus, organizations should always make it clear that individuals have agency. When this commitment is encouraged as part of the culture, employees are more likely to speak up and share their thoughts. According to the author of the HBR study, this is likely because employees are able to influence their own environments while expressing their beliefs and values.<\/span>\r\n\r\n \r\n
2. Train Employees in Critical Thinking<\/span><\/h3>\r\nIt's said that there are no bad ideas, but ultimately some ideas have greater merit than others. A main reason why employees fear speaking up is that they worry that others will perceive their ideas as stupid.\u00a0<\/span>\r\n\r\nOne way to help boost software engineers' confidence in their ideas is to help them boost their critical thinking skills. <\/span>Forty-five percent<\/span><\/a> of employees say there is no training in critical thinking or problem-solving available to them at their organizations. How can we expect individuals to share if they lack the skills necessary to ideate confidently?<\/span>\r\n\r\nBy instituting training programs to assist employees with building these important skills, leaders can help their teams gain confidence in their own abilities.<\/span>\r\n\r\n \r\n
3. Take It Slow<\/span><\/h3>\r\nIt's unreasonable to expect employees to make a 180 immediately. Those who have been reluctant to speak up in the past aren't going to change their ways overnight, even if you believe you have been putting measures in place to encourage their participation. Give them a chance to get comfortable, and don't force the issue.<\/span>\r\n\r\nEncourage incremental improvements, rather than insisting on a dramatic change all at once. That means you shouldn't be calling people out in large meetings, for example, because this will only embarrass them and push them further into their shells.\u00a0<\/span>\r\n\r\nInstead, take it slow. You might start by asking them for input on a subject in which they have a lot of expertise in a small meeting or one on one, for instance.\u00a0<\/span>\r\n\r\n
\r\n
4. Emphasize Collaboration<\/span><\/h3>\r\nTeamwork naturally promotes participation. When individuals are actively collaborating, they are sharing their ideas, vocalizing their thoughts, expressing problems or suggestions, and otherwise speaking up. This type of contribution is not as formal as a meeting, but it means that colleagues are engaged and working together.<\/span>\r\n\r\nCollaboration offers many benefits. It's an informal means of boosting communication, so if your organization focuses on increasing collaboration across the board, this can aid less-vocal team members in speaking up more frequently.<\/span>\r\n\r\n \r\n
5. Make Meetings Valuable<\/span><\/h3>\r\nMeetings can be intimidating -- and oftentimes unnecessary.\u00a0<\/span>\r\n\r\nOne way to encourage valuable participation is to ensure that the meetings you have are truly valuable and the best use of everyone\u2019s time. For example, you can keep your check-in meetings on the calendar, but strive to keep them short when there aren't many items on the agenda.\u00a0<\/span>\r\n\r\nThis also means making your meetings more approachable and encouraging participation from everyone who has something to contribute \u2014 not just department heads or managers. There should also be time for questions and contributions, and it should be clear that all questions matter and none are time-wasters.<\/span>\r\n\r\nIt's also helpful to send out an agenda ahead of time and ask if anyone wants to add items or send questions so everyone is prepared.<\/span>\r\n\r\n \r\n
6. Foster a Psychologically Safe Environment<\/span><\/h3>\r\nUltimately, people need to feel safe in their environments. This applies to the workplace as much as it does to the home or any other personal space.\u00a0<\/span>\r\n\r\nWhen leaders make an effort toward improving their workplaces and making their staff feel psychologically safe, these individuals are more likely to feel comfortable sharing their ideas and contributing to the culture.<\/span>\r\n\r\nResearch shows<\/span><\/a> that there is a link between well-being in the workplace and creative performance. Support measures need to be in place to promote not only greater participation but also a more energized and positive atmosphere \u2014 one where engineers at all levels feels comfortable speaking up, vocalizing their concerns, and sharing their innovative ideas.<\/span>","post_title":"A Safe Space for Tech Employees: Encouraging Engineers to
Speak Up","post_excerpt":"In the tech sector, employees often feel intimidated to speak up. Use these 6 strategies to encourage contributions from your engineering team.","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"encouraging-engineers-to-speak-up","to_ping":"","pinged":"","post_modified":"2023-07-26 08:58:59","post_modified_gmt":"2023-07-26 13:58:59","post_content_filtered":"","post_parent":0,"guid":"https:\/\/alltogether.swe.org\/?p=39274","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_2o3","class":"epic_block_9"};
\r\nCitations<\/h2>\r\n
2. https:\/\/alltogether.swe.org\/2023\/05\/stem-mentoring\/<\/a>
3. https:\/\/www.k12dive.com\/news\/95-of-teachers-say-mentors-make-a-difference-for-students\/617250\/<\/a>
4. https:\/\/nap.nationalacademies.org\/resource\/25568\/interactive\/mentorship-defined.html#section1<\/a><\/p>\r\n1. Build a Team Identity<\/h2>\r\nIn this example, the manager prioritized creating the feeling of one team. He eliminated boring reporting meetings and replaced them with topics that interested everyone. The team initiated activities that brought them together, including coffee breaks. A surprisingly insightful sharing activity, \u201ctell us your favorite book,\u201d helped team members feel included.\r\n
2. Focus on the Unique Individuals<\/h2>\r\nBelonging involves two elements: each person identifies themselves as part of the team and each person feels valued for their unique characteristics. The team manager was immediately interested in the competences and characteristics of each person.\r\n\r\nIn addition, the manager met one-on-one with each person. As he explained, \u201cEach one-on-one is different, and it is not dependent on me. What we speak about and how we engage varies dramatically from person to person. It is the way that person and I foster the dialogue. It really depends on what happens specifically between us.\u201d\r\n
3. Emphasize Team Learning<\/h2>\r\nThe virtual team scheduled \u201clunch and learns\u201d where members could share their ideas. They invited different external stakeholders to these meetings to have a broader understanding of the business. The team manager facilitated the conversations and encouraged open dialogue.\r\n
4. Leverage Communication Tools<\/h2>\r\nA pleasant surprise for the team was the impact a simple Microsoft Teams chat had on their feeling of personal connection. Team members shared fun posts, gifs, birthday wishes, and local celebrations. Each person treated the chat forum with respect and participated as they wished.\r\n
5. Model Vulnerability<\/h2>\r\nAn underlying component of psychological safety is the willingness to be vulnerable, which starts with the manager role-modeling that vulnerability is ok.\r\n\r\nAs one team member explained, \u201cWhen the barriers and the walls come down \u2013 today, I am having a crap day, my computer crashed, a customer yelled at me. Everyone has these days, and to know that your manager also has these days and is willing to share it in a professional way without bringing everyone down [is powerful].\u201d Others followed, thereby creating the space to share personal bad days without any repercussions.\r\n\r\n
\r\n\r\nThese activities, combined with the attitude of the manager and team members, created a psychologically safe environment. People started asking more questions, reaching out to others, and learning together. Even though they worked in different countries, the team improved how they interacted and functioned together.\r\nThe live event, \u201cManaging Global Teams: Ideas to Improve Collaboration and Impact,\u201d<\/strong> takes place on Wednesday, April 17, at 10 a.m. CT. The session is free for SWE members, and Theresa will provide practical ideas for managers who want to tap into the potential of global collaboration. Register today<\/a> to reserve your spot!<\/blockquote>","post_title":"5 Steps to Improve Psychological Safety in a Virtual Team","post_excerpt":"Theresa Sigillito Hollema (she\/her) shares a real-world case study of how an international team improved its psychological safety. Plus, join her upcoming free live event, \u201cManaging Global Teams: Ideas to Improve Collaboration and Impact,\u201d in SWE's Advance Learning Center on April 17!","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"psychological-safety-virtual-team","to_ping":"","pinged":"","post_modified":"2024-03-31 09:41:51","post_modified_gmt":"2024-03-31 14:41:51","post_content_filtered":"","post_parent":0,"guid":"https:\/\/alltogether.swe.org\/?p=40256","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":40195,"post_author":"132","post_date":"2024-03-12 09:16:19","post_date_gmt":"2024-03-12 14:16:19","post_content":"The Society of Women Engineers (SWE) is hosting a virtual career fair for engineering professionals with at least three years of professional experience in the engineering and technology fields on Wednesday, May 7! Candidates and employers can find out more details and register here<\/a>.\r\n\r\nIn the written and video interviews below, SWE Member Sunita Ramnarinesingh<\/strong> shares about her past experience at the SWE Virtual Career Fair for Professionals and provides important tips for success.\r\n
Welcome, Sunita! Can you introduce yourself and share a bit about your professional background?<\/h2>\r\nI am an electrical engineer with both a master\u2019s degree and bachelor\u2019s degree from Florida Tech. I have diverse work experience in software testing, project management, web development and systems engineering.\r\n\r\nI\u2019m currently employed in the space industry as a systems integration and test engineer for the Orion Spacecraft Assembly Test & Launch Operations (ATLO). I coordinate the European Service Module (ESM) activities, and I also volunteer with my local Space Coast SWE Section.\r\n\r\nhttps:\/\/youtu.be\/66Q6PzsYyoY[\/embed]\r\n
What inspired you to participate in SWE\u2019s Virtual Career Fair for Professionals?<\/h2>\r\nI was interested in the convenience and accessibility of the virtual career fair<\/a> format.\u00a0The virtual format eliminated the need to travel, which allowed me to participate from the comfort of my own home. This is especially convenient since I live in a smaller city with limited access to in-person career fairs.<\/strong> I was able to customize my participation to fit my schedule, focusing on the companies and presentations that are most relevant to my interests.\r\n\r\nI also saw the event as a learning and growth opportunity. By attending various company presentations and workshops, I was able to learn about the latest advancements and trends in my engineering field. This will help me stay ahead of the curve and make informed career decisions.\r\n\r\nThe virtual career fair was also an opportunity to practice my networking and interviewing skills.<\/strong> Even if you're not actively seeking a new position, participating in the fair can be a great way to improve these skills in a low-pressure environment.\r\n
Did you have any doubts or hesitations around the virtual format of the event?<\/h2>\r\nGoing into the event, I was a little concerned about technical difficulties, such as internet connectivity or platform glitches that could interrupt my interaction with potential employers. I also had concerns about navigating the virtual platform since I was unfamiliar with it.\r\n\r\nBy acknowledging these concerns and taking steps to prepare, I mitigated these anxieties and maximized my experience at the virtual career fair. Fortunately, none of these issues came up during the event, and everything ran smoothly.\r\n
What benefits did you receive from participating in SWE\u2019s Virtual Career Fair for Professionals?<\/h2>\r\nDuring the virtual career fair, I learned about a few companies and roles I had never considered before. I also made some valuable new connections.\r\n
What strategies would you recommend to other engineers who want to make the most of their virtual career fair experience?<\/h2>\r\n
Sunita Ramnarinesingh, Electrical Engineer and SWE Member[\/caption]\r\n\r\nI recommend that engineers prepare for the virtual career fair by researching participating companies in advance. Focus on the organizations that are aligned with your skills, interests and values. Find out about their work culture, engineering teams and recent projects so you can demonstrate genuine interest and ask insightful questions.\r\n\r\nBefore the event, summarize your skills, experience and career aspirations into an elevator pitch that you can share in a confident and engaging way.<\/strong> Practice your delivery of this elevator speech beforehand to ensure it flows smoothly. Also, make sure your LinkedIn profile is up to date with your latest projects, awards and contributions before the virtual career fair begins.\r\n\r\nFamiliarize yourself with the virtual platform, including the video chat features, chat functionalities and booth functionalities to avoid any technical difficulties.\r\n\r\nAfter the virtual career fair, you can connect with recruiters and other engineers you met on LinkedIn to maintain communication and explore potential opportunities. You can send personalized follow-up messages or emails thanking them for their time and expressing your continued interest in the company or opportunity.\r\n\r\nLastly, be sure to practice self-care by scheduling breaks during the event. This will help you avoid burnout and maintain your enthusiasm throughout the virtual career fair.\r\n
What would you say to anyone who feels hesitant about participating in a virtual career fair?<\/h2>\r\nEmbrace the opportunity! Virtual career fairs offer a unique chance to connect with a diverse range of companies and professionals from the comfort of your own home.<\/strong> Stay positive, be proactive and leverage this experience to advance your engineering career.\r\n\r\nIf you have 3+ years of professional experience in the engineering and technology fields post-undergraduate degree and are looking for your next role, or if you are a company looking to fill professional-level engineering and technology positions, we invite you to join us at the SWE Virtual Career Fair for Professionals<\/a> taking place May 7!\r\n\r\nIn addition to the Virtual Career Fair for Professionals, SWE has a variety of resources to help women engineers succeed in their careers:\r\n
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<\/a>\r\n\r\nI was recently approached about an opportunity to be a panelist at an event on work-life balance for women in supply chain at BD (Becton, Dickinson and Company)<\/a>, a global medical technology company where I\u2019m a senior director of reagents manufacturing. My first thoughts were that I\u2019m not a good role model and don\u2019t have anything to share on the subject; after all, I put in long hours at work.\r\n\r\nHowever, as I continued thinking about it, I shifted my mindset to see the event as more of a discussion with the attendees, rather than a source of information and truth from the panelists. As I have experienced in many comparable settings, there is always something new we can share and learn.\r\n\r\nAs I started working on my story, I felt the need to check literature and other sources for more information on the subject that I could bring to the discussion. One key takeaway from my review, and something that transformed my thinking, was a shift from work-life balance to work-life harmonization.<\/strong>\r\n\r\nUltimately, work-life balance can have a different meaning for each woman. I connected with the fact that culture can have an impact on how we approach the desirable level of harmonization.<\/strong> Different stages in life can also change the way that we look at things. The same is true for many other scenarios that make us unique in how we navigate life.\r\n\r\nWhile your approach will be different, here are five things I learned in my journey to work-life harmonization that can help you navigate yours:\r\n
1. The first one is related to what we choose to believe<\/strong>.<\/h2>\r\nOutside of work, I chose to get certified as a professional coach. Something I learned during this process was that \u201cor\u201d is not an option when you want to pursue more than one thing. Rather, it is a matter of harmonizing the options. It is also important to plan for the \u201cand,\u201d and in most instances, to actually write it down.\r\n\r\nFor example: I chose a career and I am a mom, a wife, a daughter, etc. I often get feedback that I work too many hours, and I am conscious of this, but I choose to believe that I can do well in both areas.\r\n\r\nWhen it comes to my time spent with family, I put my entire effort into being present. I actively listen, retaining information that demonstrates my care to the people I love. For example, I learned the names of my daughters\u2019 friends and regularly ask about them individually. I studied my mom\u2019s medications so I can help her with questions. I learned the rules and key players in the NBA to engage in conversations with my husband when it is on TV. I take part in what is going on in their lives.\r\n\r\nWith all this said, birthdays and life events will always be nonnegotiable; I purposely block my calendar ahead of time for the end of those days, or depending on the occasion, I will take the day off.\r\n\r\n
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2. Another learning for me is that it does not need to be perfect.<\/h2>\r\nA leader in our organization said something during a recent meeting that resonated with me: \u201cDon\u2019t let perfection get in the way of good enough.\u201d As a perfectionist who pays attention to details, I had to adjust to this way of thinking.\r\n\r\nIn my case, it means not always doing it \u201cmy way\u201d and, instead, accepting help so I can have better harmony. I am forever grateful for this help from my support network who have folded clothes for me in a different way than I do and prepared meals for me differently than I would have.\r\n\r\nAs a mother of twins, it was never easy to be on time and completely ready for an activity. As time passed, I realized it was secondary to have matching outfits, put shoes on my babies or take the coolest gift to a birthday party. I have attended soccer games completely overdressed, and I have been the last one to reply to the parent\u2019 chat group. It has all been okay.\r\n
3. Third is related to boundaries.<\/h2>\r\nWhile working late hours is always a choice or an exception, I have also learned that there are times that are 100% family time. For me, while on PTO, I focus on being on PTO and working my \u201clong hours\u201d with family. I may check my emails at the end of the day. I enjoy running, and when I run, I don\u2019t take my work phone with me. While there are responsibilities, planning how to manage them has been key for me.\r\n
4. Fourth is about negotiation.<\/h2>\r\nThis one is relevant for employees and for those of us who have the honor to lead others. There will always be a looming deadline on the way. When seeking harmony, a good reminder is to ask myself, and then others, if these deadlines have the flexibility to account for other priorities that may arise.\r\n
5. Lastly, though there are more points I could cite, is to listen to well-intended feedback.<\/h2>\r\nFor example, a few months ago, one of my direct reports told me that there was no need to respond to all his emails after regular hours or Teams messages right away. He shared that a delayed response was fine. When people give you space to be in harmony, leverage it.\r\n\r\nWhile I\u2019m still far from achieving perfect work-life harmonization, this entire topic is really about feeling fulfilled in life.<\/strong> It is a never-ending auto-coaching process. There will be times when it feels impossible to be the perfect wife, the perfect mother or the perfect employee, but having the right attitude can supersede most challenges.\r\n\r\n
\r\n\r\nYou can hear more about Grisel\u2019s inspiring career journey, plus her favorite self-coaching tools for professional success, on Episode 233 of Diverse: a SWE podcast<\/a>!<\/em>","post_title":"Five Tips for Work-Life Harmonization","post_excerpt":"Grisel Quiles, senior director of reagents manufacturing at BD (Becton, Dickinson and Company), shares her reflections on how women in STEM can achieve harmony and balance between their work and personal lives.","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"work-life-harmonization","to_ping":"","pinged":"","post_modified":"2024-03-11 11:00:14","post_modified_gmt":"2024-03-11 16:00:14","post_content_filtered":"","post_parent":0,"guid":"https:\/\/alltogether.swe.org\/?p=40160","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":40089,"post_author":"132","post_date":"2024-02-14 12:03:09","post_date_gmt":"2024-02-14 18:03:09","post_content":"Virtual career fairs<\/a> have become a cornerstone of modern recruiting strategies, offering engineers and employers a convenient way to connect with each other regardless of geography.\r\n\r\nOn the candidate side, virtual career fairs aren\u2019t just about submitting resumes; they\u2019re about building meaningful connections, showcasing your talent and personality, and finding the role that matches your unique skills and goals.\r\n\r\nWondering what recruiters are looking for at these events? Make a memorable impression during your virtual career fair experience by keeping these four questions in mind:\r\nThe Society of Women Engineers (SWE) is hosting a virtual career fair for engineering professionals with at least three years of professional experience in the engineering and technology fields on Wednesday, May 7. Candidates and employers can find out more details and