Big, Bold, and Fashionable:

Statement-making watches are extremely in style right now and this watch combines eye-catching detail with functionality. The DKNY stainless steel crystal chronograph watch features a mother-of-pearl dial and a crystal-studded rim. It’s also water resistant up to 30 meters. Available at Nordstrom, this watch combines modern and classical elements that will stand out against any outfit.

You’ll love to “watch” the time go by with our next choice in this category, the multifunction bracelet watch by Michael Kors. Its Swarovski crystals make it bold, but its muted colors make this piece perfect for even your most dressed-down days. This one claims water resistance up to 100 meters, which goes to show that, rain or shine, fashion is essential.

Described as having “fairy tale charm,” this HRH rubber strap watch from Juicy Couture combines two often opposite elements—comfort and elegance. Definitely not for the more subtle fashionistas among us, this piece is perfect for the trend-setting girly-girl.

Classically Matchable:

Burberry is to classic as this watch is to functionality. Those famous checks take on a modern form with a black leather strip going down the center of the band. This scratch-resistant and stainless steel piece is the ultimate in practical style.










This Geneva platinum heart link bracelet watch, available at Target, is a dainty touch to any outfit. It’s versatile enough to be dressed up or down and clearly sends the message that basic watch bands are so last year. Plus, it packs a two-for-one bracelet and watch combo that’s sure to get you noticed.





Ah, the wonderful versatility of earth tones. This watch is environmentally friendly, lightweight, and ridiculously easy to match. Does it get any better than that? This handmade wooden watch from Uncommon Goods is made of sandalwood, so it’s naturally the perfect way to add originality into your wardrobe in an understated way. Pun intended.

Practical and Detachable:

Target’s Make Over Watch comes with seven different colored bands, perfect for your indecisive side. Because let’s face it, we’ve all been there. It also has an alarm clock and stopwatch for those days when you’re indecisive AND need to stick to a tight schedule.

Active and Unstoppable:

Add a punch of color to your gym getup with this Timex Ironman Watch in Lavender, available at Target. It’s water resistant so you can keep track of the time while working out in any weather. Whether you’re jogging through the streets or lifting weights at the gym, this punch of color is the perfect way to combine fitness and fashion.

Funky and Fantastical:

These final two watches rank a ten on the originality scale.

Here’s a bit of world culture for your wrist. This homemade antique stamp watch from Uncommon Goods comes with a card that lets you know when and where the stamp is from. Aside from being a conversation starter, this watch is a unique way to combine history with modernity.

Phones may have gone cordless, but you can rest assured that those cords are being put to good use by someone. The “On the other line” watch from Uncommon Goods comes in red and black and is definitely one accessory that will have everyone talking. As if the watch isn’t cool enough already, each one has a phone key attached for added style.

Now’s the time to get noticed—minute-by-minute and hour-by-hour if you’re the only on-the-go bizgal sporting an amazing timepiece, then you’ve got all eyes on you!

Lucky for my short attention span, I recently stumbled across a 20-question online quiz from J.T. O’Donnell Career Insight Company, which focused on work styles, with a special emphasis on how people interact in groups. According to this quiz, I am an “Energizer” (and here I was calling myself lazy . . .), someone who thrives on competition and likes to see the big picture. Unfortunately, this can also cause me to come across as self-centered and pushy. As much as I hate to admit it, when working in groups, I do tend to be a bit over-zealous. When I’m excited about an idea—when that proverbial light bulb goes off and I think I have a solution to the task at hand—I’m sure I can come across as a bit of a know-it-all. And that is where my fear of teamwork stems from: I want to be liked, and I want to succeed. But I have no idea how to combine these two desires successfully.

I don’t think I’m alone in my consternation over teamwork. The workplace team can be a source of stress for many young women. “It’s just like high school in that there is always the slacker, the over achiever, the gossip who wants to just hang out instead of doing their job,” says Lila, 27. “The right group makes all the difference. Depending on who gets assigned to one of my projects, I either really look forward to working on it or I dread it. It’s just like picking teams in gym class.”

Gee, thanks, Lila. I was always picked last in gym class.

“Teaming” with possibilities
If you’re more of a lone wolf than a team player, take heed: learning to work effectively in a team is of vital importance for career success. Managers love teams, as a good group can achieve far more than an individual, thanks to a healthy combination of personalities and strengths. In a 2001 article for Kansas City Business Journal, consultant Quarterman Lee explains, “We only have to remember the feelings of playing with a winning sports team to recognize a power that mobilizes the best of talents and effort. Teamwork appeals to the higher and more effective motivators . . . (and) help(s) satisfy the individual’s craving for social interaction, and esteem and self-actualization.”

This may be true, but human nature and the current fragile employment climate can make teamwork a scary experience for some. Maneuvering through the spider web of personalities and egos can be difficult, especially for younger, newer members of a company. It’s easy to feel bullied by overbearing or bossy coworkers, or resentful of the slackers. You may be wary of taking too much of a leadership role due to your relative inexperience, or feel like you’re unfairly being handed the grunt work.

There is hope, however. By figuring out your ideal role in the group, and discovering ways to handle difficult personalities, you can turn conflict into an asset. Says Lee, “We often mistake an absence of overt conflict for effective teamwork. But conflict is natural, even desirable. If conflict is not visible, either people are thinking alike, or they are suppressing it. Neither situation promotes teamwork. Effective teams gain much of their power from divergent thinking, attitudes and experience. Without this variety, conflict is lessened, but the resulting decisions and actions are less effective.”

My first tip? Go take that quickie personality test. You’ll have a better idea where you fit in the grand scheme of things.

Back already? See, I told you it was quick. Now that we know where we stand, let’s look at some common issues that arise in a team environment.

Should you leave your ego at the coat check . . . or hang it on your chair?
It’s a common refrain: you’re on a team where one person gets all the credit, and that person also happens to be the member with the most trying personality. It’s like high school – the most popular girl was usually not the nicest, right? Sadly, that pattern is mimicked in the workplace. Certain personalities have a way of delegating all the hard work and taking all the credit. But if we’re getting real here, the egomaniac’s minions have to take some responsibility for the situation. There is a certain safety in allowing dominant personalities to stay dominant; by remaining in our comfort zones and grumbling about the inequity of the situation, we don’t have to own up to our personal shortcomings or insecurities.

Ego is an inherent part of the workplace. Think about popular success icons, like Donald Trump or Bill Gates. Neither of those guys is known for his docile personality or sweet disposition. Still, it’s hard to know if this is a chicken-or-egg situation—did they possess such domineering personalities from the get-go, or are they a result of extreme success? More importantly, how do you define success? Is being liked and respected of equal or greater importance to you as being financially or professionally successful—or could you care less about what people think? If you’re the type of person who doesn’t care about squashing people under your stiletto as you claw your way to the top, then more power to you. Ego doesn’t need to be a bad thing, and you have every right to operate in a way that feels appropriate to you. However, within a team environment, this type of behavior can backfire.

“I was working in a five-person team, and there was this one woman who treated us all like her slaves. It was supposed to be a peer-managed team, with no designated leader, and yet she came into the first meeting with a written agenda and assignments without consulting any of us. She wouldn’t take no for an answer, so we all went to our manager and asked for her to be removed from the team. I somehow doubt that this will help her come review time,” says Jess, a 30-year-old junior consultant.

The teammate in question sounds like what Rhoberta Shaler, PhD, calls a “rhino” in her book, Wrestling Rhinos: Conquering Conflict in the Wilds of Work. Rhinos “live in the ‘it-must-be-my-way’ camp and they behave from an ‘I’ll run you over if you get in my way’ philosophy,” she explains in an article for Hodu.com. According to Shaler, rhinos can be “tamed” but only by those who refrain from whining or making excuses. Instead, beat the rhino at her own game. Shaler recommends confronting the behavior without emotion, since bullying rhinos feed on any perceived weakness: “Learn to speak up at the first sign of wayward behavior. It takes strength to do so. Do it with no emotional taglines. Simply the facts.”

There are a ton of theories out there on how to best handle bullies in the workplace, but a common thread runs through them all—and that is to not let them get the best of you. Do this by staying calm in heated discussions and honing your acting skills. Like my mom always says, kill ‘em with kindness—and a healthy dose of condescension doesn’t hurt either.

Case in point: when President Obama was running for his first senate seat, he had a habit of calling his most threatening opponent by his first name. He’d address everyone formally—Mr. this, Congressman that—but with this particular fellow, he’d just call him “Blair.” I noticed that he used the same tactic recently in a verbal spat with a journalist. It’s extremely subtle, and extremely effective. He doesn’t get visibly angry; he stays calm; and yet he manages to put his opponent in his/her place. You can use a similar tactic with an overbearing or difficult teammate—the calmer you act, the better you’ll look, and the more ridiculous his behavior will seem.

Don’t get me wrong, though; not all ego-maniacs are bullies. In fact, a bossy, driven coworker can be your best asset on a team. Myra White, a Harvard professor and Strategic Talent Management Consultant, urges us to look at the silver lining of a potentially difficult personality in an article for Management-Issues.com: “ . . . Fellow team members need to see the value of outspoken, high intensity team members. Such team members can be real engines for team success. Often they are willing to do more work than others. Team members also should realize that on great teams everyone is a coach, which means that they must learn how to manage their fellow team members’ behavior and be willing to listen to members who challenge the status quo.”

And then there is the flip side…what if you are the one with the ego? It’s all about using your strong sense of self worth for good rather than evil. In their book, Egonomics: What Makes Ego Our Greatest Asset (Or Most Expensive Liability), authors David Marcum and Steven Smith define a healthy ego as a potent combination of humility, curiosity and veracity. According to Marcum and Smith, the problems start when you are out for notoriety or acceptance rather than the greater good of the organization. To escape the trap of becoming too self-obsessed, try seeing the team as an extension of yourself—the better your group performs, the better it will reflect on you in the long run.

Subscribing to the “group ego” theory can help you relate to other members of your team, says Kathryn, an HR specialist in her late 30s: “My best advice for a positive team experience? Focus on how others are reacting to you, rather than how you are reacting to them.”

Finding your place
May, 34, loves teamwork so much that she focused on group dynamics when getting her Masters in Social Work. “Basically the idea is that when you are part of a group, consciously or subconsciously, everyone takes on a distinctive role,” she explains. “Some are natural leaders, whereas others fit themselves in to the needs of the group dynamic. But the great thing is, each role is actually necessary for the group to function. If everyone were a leader, conflict would arise and there would be little to no progress made. When people fulfill the diverse roles however, the dynamic formed allows the group to move forward and do work.”

The other advantage (or problem, as the case may be) with group dynamics is that your role can shift depending on the situation at hand. In your personal life, you might tend towards a dominant personality, but in a work setting, you could fall into a more subservient role due to the corporate hierarchy. And yet, in the same environment, a year later, you might end up being the leader. The people you’re partnered with affect your role as well—if they all happen to be slackers, you might end up taking on a more involved role than if you are grouped with a bunch of overachievers. This can be a positive thing, helping you figure out which role fits you best, and pushing you to strengthen unused abilities. Teams are a living, breathing social microcosm; a tiny version of high school, but with far more leeway in terms of your ability to change your social status.

Once you’ve worked in a variety of teams, you may discover that you are most comfortable in a specific role, which can be a double-edged sword. It’s wonderful to know your strengths, but in the working world, we don’t always get to choose our teammates. You might be a great leader, but what if you get paired with two other “leader” types? This situation can easily become an ineffectual power struggle, which leads us back to the ego question. This would be the time when leaving that ego at the coat check would be a good idea. Remember, you can still use the same qualities that make you a leader—drive, attitude, energy, inspiring—without being the actual leader.

In that same vein, it’s important to remember that every role on the team is important—yes, even the slacker (not that you should strive to be one, of course). Says May, “Everyone thinks the slacker of the group is a bad thing, but without the slacker, without the workhorse, no leader would need to emerge. The roles depend on one another to allow the group to function and progress.”

Square peg, meet round hole: getting stuck in a role that doesn’t fit you
Sexist as it may be, women are often pigeonholed into the “mediator” or “peacemaker” role. Penelope Trunk, The Brazen Careerist (who, incidentally, is also an Energizer—she’s the one who led me to the aforementioned quiz) speaks to this in one of her fabulous blog posts, where she describes a book she had read in college:

“(The book was) about how in the history of English literature, men related to each other through women . . . I remember thinking to myself that this is such a lame way to function and that only lame women would put up with this position in life. But look, here I am. And actually, it does not feel lame so much as useful,” she muses. “I can see that I have had this position at work a lot. Men who are getting along at work can talk about football and go to strip clubs together. But men who are not getting along at work do well to put a woman in between them. Women seem to be natural mediators.”

Mediators are certainly helpful in team situations, but when you’re trying to make a name for yourself in your organization, this can be a frustrating role—especially when “mediator” isn’t the type of personality you actually are. But then again, when you’re on a team that isn’t functioning, playing peacemaker can be the only way to save your collective butts. Mary, a 25-year-old marketing executive in Chicago, recently found herself in this tricky spot. “I actually see myself as a group leader. I tend to be very driven and dominant in my personal life . . . I was president of my sorority and always led the way in school teams. But here I am in my first job, where I am the youngest person on my team, and I find myself keeping my mouth shut while my older, male teammates act like idiots. They’re all so busy trying to one-up each other that all I can do is try and keep everybody on track, “ she laments. “I’m not comfortable in this role at all, but what can I do? There’s a hierarchy here, and I’m just not sure how to fight it. No one is going to take me seriously as a leader, so the only thing I can do is try to pick up the slack so we all don’t get fired.”

Unfortunately, there seems to be something inherently “male” about group dynamics, explains Megan McArdle on TheAtlantic.com. “There is a competitive male dynamic to groups that is completely different from the way female groups act,” she writes.

“ . . . Unless the group is overwhelmingly female, the dynamic of any mixed group always defaults to male, with women fading back into supporting conversational roles . . . men in groups are focused on their role within the group. Women in groups are focused on the group. Men gain status by standing out from the group; women gain status by submerging themselves into it—by strengthening the group, often at the expense of themselves.”

This isn’t necessarily a bad thing; if women are better at conflict resolution, then they might be a dysfunctional team’s saving grace. Merrick Rosenberg, President & Chief Learning Officer of Team Builders Plus, a New Jersey-based leadership development and team building firm, says that while most people (understandably) avoid workplace conflict, those who can “help others to accept differences and better understand each other” play a key role in the health of an organization.

“Everything you do either adds to the workplace or takes away from it,” she explains. “It’s easy to step back and shy away from conflict or avoid difficult conversations, but in the end, you’ll be working in a culture filled with negativity and stress. People who step up and take personal responsibility for creating a positive and productive environment are the superstars that rise to the top of their organization.”

Keeping score: fragile ego 0, strong ego 1
Taking that proverbial step up can be treacherous when your ego is too fragile—a common problem for young women. Dr. Myra S. White, author of Follow the Yellow Brick Road: A Harvard Psychologist’s Guide to Becoming a Superstar, reasons that “men consider conflict a natural workplace event—part of the human condition. As a result they don’t take it personally and easily shrug it off. Male senior executives frequently like employees who stand up and fight for their ideas with their peers—though note that I say peers and not necessarily with (the executives themselves). Otherwise they question whether an employee believes in what they are advocating. Generally, playing the role of a peacemaker tends to label you as a passive player and not a winner. What women need to strive for is being respected which is different from being liked. It is the people who are respected that employers tend to promote.”

The subject of gender and age stereotypes in the workplace is fodder for another article, so for now, let’s leave it at this: if you naturally fall into a mediator or facilitator role, you can rest assured that your efforts won’t go unnoticed. You don’t necessarily need to be the loudest or most aggressive member of the team to get your way—like Gloria Steinem once said, “We’ve begun to raise daughters more like sons . . . but few have the courage to raise our sons more like our daughters.”

However—I am a strong believer that we are all individuals, gender theories and group dynamics be darned. If you find yourself stuck in a role due to your youth or gender, and that role feels awkward to you, don’t sit idly by. We are certainly affected by others’ perceptions of us, but it’s within our power to change those perceptions. Let’s put it this way—egos are like coats. When working in the heated environment of teams, it’s usually best to leave them at the door. But if things get chilly, feel free to keep that ego at the ready.

From the internet, IM and MP3s to handheld video games, mobile phones and texting, you came of age in the era of tactile, instant and constant communication. You’re what the older crowd calls, “digital natives.” And it appears that “digital natives” expect to stay “plugged in” whether at home, on the go, or at work.

According to recent surveys by online recruitment agency Brill Street + Company and GfK Custom Research North America, the most important workplace perks for Gen Y include opportunities for advancement, generous health benefits, tuition reimbursement, ample vacation days, flextime, and . . . access to social media.

But what really happens when you land a job in the real (read: not-entirely-virtual-yet) world? Can you remain focused and productive despite your native instincts to touch, text, connect, and stay in the loop on Facebook or Twitter?

And what’s your Baby Boomer (aka “workaholic generation”) boss to make of all this techno/social media mania? Born between 1946 and 1965, the defining “technological” devices of the Baby Boomers’ formative years were the color television and electric guitar. The youngest members of the Boomer bunch were already in their 20’s or 30’s when the first Apple Macintosh computer was introduced in 1984. SRSLY, that’s no small generational gap.

That’s not to say Baby Boomers don’t “get it.”
A 2009 report from Forrester Research revealed more than 60% of Baby Boomers are avid users of social media, like blogs, forums, podcasts, and online videos. They’re the fastest growing age segment on social networking sites like Facebook, and as consumers, they show the highest intent to purchase technological gadgets among any age group (per a 2009 technology study by AARP and Microsoft).

The difference is Baby Boomers are crazy about these new technologies for learning, leisure and creativity—not for work. A 2008 “LexisNexis® Technology Gap Survey” of white collar professions found that while all age groups and levels of workers use and value technology in the workplace, many Baby Boomers perceive the use of personal technologies (laptops, mobile phones, gaming programs, social networking websites, etc.) to be impolite, inefficient, and inappropriate in the office.

Some key findings:

• Over two thirds (68%) of all Boomers agree that PDAs and mobile phones contribute to a decline in proper workplace etiquette; less than half (46%) of Gen Y workers think so.

• Only 38% of Boomers think it’s appropriate to befriend a colleague on a social networking site; over three quarters 76% of Gen Y workers it is.

Far from just statistics, the results of the LexisNexis technology survey reveal vast discrepancies in workplace personalities and processes among the generations. And these discrepancies have the potential to create office drama—even harm teamwork and productivity.

According to Human Resource Management consultant Linda Gravett (co-author of Bridging the Generation Gap: How to Get Radio Babies, Baby Boomers, Gen Xers and Gen Yers to Work Together and Achieve More), 58% of conflicts in the workplace are sparked by generational issues, which are “largely due to differing perspectives on work ethic and work-life balance.”

All in all, Gen Y workers report spending an average of 10.6 hours of every work day accessing social networking web sites, news web sites, blogs, Internet forums and multimedia sharing web sites (versus 5.6 hours reported by Boomers). And no, these are not all strictly work-related: 39% of Gen Y workers report using gaming programs at work, as well (ahem).

But as Dr. Larry Rose, author of TechnoStress: Coping with Technology @Work, @Home, @Play, explains, for Gen Y, “Technology just is. It’s part of every aspect of their lives.” And that means the lines between professional time and personal time can get a little fuzzy.

Contrast that to Baby Boomers who have spent their careers “climbing ladders” and “paying dues” without so much as a smartphone. For them, the workplace has far and wide been one that’s focused on Face Time (meetings, meetings and more meetings), not Facebook. So while your Boomer boss and co-workers may “get” and appreciate your techno gadgetry know-how, they may not appreciate your awe-inspiring ability to master a myriad of devices, programs, and apps and do your job and text the “20” for after-hours cocktails and construct a horse stable in FarmVille . . . concurrently.

And guess what? Half of the Gen Y workers in the LexisNexis survey can admit it: the Internet, personal devices, programs, and apps do encourage too much multi-tasking, and yes, they can decrease workplace productivity.

“The results of the Technology Gap Survey suggest a real wake-up call for today’s senior management—the Boomer generation,” says Mike Walsh, CEO of LexisNexis U.S. Legal Markets. “In today’s evolving professional world, Boomers need to acknowledge a technology gap among generations exists, and they must find ways to maximize effective workflow solutions and integrated resources that address the challenges they face.”

Gravett agrees: “There’s a huge potential for miscommunication, low morale, and poor productivity unless the generations learn to handle conflict successfully.” So what are employers and employees doing to bridge the technology gap and remain productive?

Switching it up to maintain Gen Y productivity
Putting Up Firewalls: When IT is not your “friend,” they block company computer access to everything from YouTube to Yahoo! Mail. (In all fairness, employers in the financial and healthcare sectors may have to go this route due to legitimate concerns about security, confidentiality and liability.) Some companies also ban personal text messaging during the workday. Is there less time wasted and less conflict reported in a closed technology workplace? Perhaps, but only because it’s not likely many Gen Yers work here.

Opening Access and Writing Social Media Policies: Kraft Foods Inc. recently opened access to personal networking sites and video sharing sites during the workday; the caveat being that personal use be reasonable and not interfere with job performance. At companies where social media is accessible, you may be bound to a formal social media policy, otherwise known as the “official rules of engagement” for your online identity. At The Coca-Cola Company, all associates are encouraged “to explore and engage in social media communities at a level at which they feel comfortable,” but “anything you post that can potentially tarnish the Company’s image will ultimately be your responsibility.”

Providing Orientation Programs and Seminars: There are now four distinct generations of workers in the workforce, and that means H.R. is now in the business of teaching everyone how to get along. At Ernst & Young, summer interns are greeted with an orientation meeting that includes “Strategies to Connect with Baby Boomers.” Arrow Electronics offers a seminar titled, “Generations in the Workplace,” and at Aflac it’s called “Generational Differences.”

Encouraging Reverse Mentoring: What if Gen Y and Boomers could swap intel? Formally or informally, many companies are now asking Gen Y to mentor their Baby Boomer counterparts. At Time Warner, The Digital Reverse Mentoring Program matches college students with senior-level executives for one-on-one meetings about Web 2.0 technologies. At public relations firm Edelman, the Rotnem (mentor, spelled backwards) program, pairs young employees with older colleagues who need tutoring on text messaging, navigating Facebook and Twitter, or using iTunes. These programs give Gen Yers a chance to shine and rub shoulders with higher-ups who otherwise may have been inaccessible.

Building Internal Social Networks: Yes, social networking has gone corporate. Hundreds of companies worldwide—including Booz Allen Hamilton, Saturn and Smart Car—are harnessing the technology made popular by MySpace and LinkedIn to create private, employee-only networks. The purpose: to improve productivity, communication, and collaboration across generations and locations. At Booz Allen’s hello.bah.com, employees can post blogs, search for colleagues with similar interests, and participate in wikis. And according to workforce expert Tammy Erickson, author of Plugged In: The Generation Y Guide to Thriving at Work, “the train has left the station. Social media is on track to become an integral part of the way we work—a core tool for serious business.”

How so? Turns out new technology is not only about hyper-socializing, frivolous fun, and brain drain. It can also be about working faster and better. Asking questions. Imparting knowledge. And perhaps most importantly, breaking down generational hierarchies and making the office a more friendly, collaborative, interesting, and yes, productive place.

But Gen Y, you already knew all that.

Problem is, the rest of the working world may not be adapting to new technology and social media in what you consider “real time.” There’s always going to be some resistance to change—and it’s probably pretty easy for the “older and wiser” to forget that before iPhones and Facebook there was chitchat around the water cooler, smoke breaks, notepad doodling, and Kit Kat bars.

Just like the Baby Boomers and every other generation to come before you, Gen Y is tenaciously shaping the workplace (and the world) of the future. And sometimes you just need a break. Now go harvest your chicken coop in FarmVille.

When I left Illinois to work in Washington, DC last summer, my best friend said to me, “It’s OK. They speak English there. You’re fine, I promise.” While it was a completely off the wall statement, it was true. They do speak English. It was familiar and comfortable. I learned to fit in and belong. Each time I became worried or stressed, my friend reminded me again that they speak English. It became my mantra for two months.

But when it came time for me to live and work in Belgium for four months, she couldn’t say those comforting words. Instead, she said, “It’s OK. They speak English . . . they speak English right? Do they speak English?”

While English is one of many languages spoken here in Belgium, it is not one of the official languages. Working in an international office, I hear more languages than I could ever imagine. The languages vary from room to room, from conversation to conversation. It shocked me to be greeted in French, a language I don’t quite understand. My heart seemed to stop beating for a moment and I wondered to myself, “What did I get myself into?” I must have looked as uneasy as I felt because they laughed and quickly switched to English.

As I settled into my new desk, a slew of languages surrounded me. People shouted between rooms in French, told jokes in Italian, answered phone calls in German and asked me questions in English. I was unprepared, I had not been listening–my brain was too overloaded to understand.

Not having one consistent language spoken in the office has led to several problems I’ve never faced before. For instance, what do you do when you answer the phone and the person on the other end speaks German to you? My first reaction was to drop it and pick it up and practically throw it at my boss. This was not a smart reaction. I was lucky it was not a client, but a wrong number. My boss laughed, but it easily could have been a more important call. Now, I’ve learned to calmly ask people to wait while I transfer them to someone who can help. These situations are frustrating. I cannot solve the problem, when I don’t speak the language. How do you respond when you are being yelled at in a foreign language? When someone is crying and using words you don’t understand? What is the solution? I do my best. I just smile and nod, and look for someone that I know can help the situation.

Speaking English around the office can also be difficult. For instance, nobody has heard of the ‘coat check,’ and people were quite confused when I created signs for one. I had to change the signs so that they read ‘cloakroom.’

As days go by, the language barrier has become less of an issue. I work to listen and understand the French they speak, and once in a while I try to respond, usually with some degree of success. It gets easier each day, but I still enjoy returning to my flat, where all my roommates speak my English. Indeed, while in the midst of an ever-changing flow of languages, hearing the American accent is one of the most comforting to me.

Leadership is a journey. Leadership characteristics are developed and improved over time. Consciously and consistently developing our leadership skills will accelerate our results. Compare the skill sets you possess now to those of five years ago. How are you doing?

Leadership is a personal choice. If we don’t take the initiative to grow our leadership potential, we will achieve limited success. We create our future, our companies and the world when we take responsibility for developing our leadership potential and the potential of our workforce. On a scale of 1-10, how would you rate your initiative for developing your leadership potential?

People get results, not titles. We must first be effective leaders personally, before we can be effective leaders formally. Both formal and personal leadership require personal power – we get results from people because our behaviors are those that earn people’s trust and respect, thus people are eager to follow our lead.

Leaders face failure head-on. When mistakes happen leaders act on courage and adhere to their values to keep leading. Remember, it’s who we are in times of intense challenge that define our character. Which of your leadership characteristics are shining through at work and at home during this challenging time in our economy? Are you a lighthouse or a weather-vane?

Leaders set goals. Goals act as a compass for success. If we don’t set written goals we are at high risk for losing sight of where we are going personally and professionally. Leadership requires pointing everyone in the same direction. Are you setting written goals?

Roxanne Allaire (aka “Roxx”) is an Organization Development Advisor and Leadership Expert who helps biotechnology companies increase their attractiveness in the market. She believes the market’s affinity for an organization is directly proportional to an organization’s overall effectiveness at consistently achieving company goals – “Improve effectiveness; increase attractiveness!”

Roxanne can be reached directly at Roxx Consulting Service (866) 455-5552. Visit Roxanne’s blog.

First of all, the looks presented on the runway are ideas not rules. Secondly, we all have choices in the way we present ourselves to our customers, colleagues, and the world at large. Thirdly, I believe that many women fall into the rut of just merely looking bland at the office to avoid any conflict in the male/female arena.

While I agree that appropriate is in the eye of the beholder, there are many ways to incorporate looks seen in high fashion magazines, and on the runway into the lives of real, professional women. Let’s look at some of the top trends from the Spring 2010 Collections shown at Mercedes Benz Fashion Week. We’ll pull out useful tips on how you can adapt and add them in to the mix of your wardrobes.

Monochromatic

Monochromatic literally means the perception of having all one color or tone. The picture from image.net taken during the spring shows in Bryant Park is of model Dale Haddon, looking quite fabulous AND appropriate in her mono ensemble. The dress is body skimming, knee length, with a nice v-neckline that isn’t too low. She has it paired with a cardigan sweater in lightweight merino wool in a complementary tone. The leather belt is also in a complementary tone. Notice I said complementary, not matching. She looks fresh and professional at the same time. The whimsical touch of her beige/taupe pumps with black adornment is the perfect way to enhance her colorful ensemble. This type of look can be done with any number of color combinations, like greens, reds, and blues. These may seem extreme, but adding a little color is definitely preferable to the bland beige, grey, black, or brown that is de rigueur for office attire.

Separates

Who said that every suit you own must be worn with the jacket, skirt, slacks, in order to make a statement. To me that look seems very 1980’s “working girl”, that went out with the pantyhose, white socks and sneakers commuter look. To invigorate your current suits, try breaking them up into separates instead of wearing them together. Invest in a few pieces that will make a statement when paired with your old stand by suits. I think a red blazer, or a deep plum or some other color that almost anyone can wear would be my first choices. Not only are they more interesting for you, but will definitely make you stand out from the pack in a positive way. Just be sure that the item has a great fit, and is the proper length for your figure. Spending a little more will definitely allow you to purchase something that has more detail in it, like a peplum, or defined waistline. Boxy blazers to the back of the line please! Consider wearing a cardigan with your suit components to soften the look a little as well. There are so many choices, just make sure it is of the highest quality, and the closure lays flat when buttoned. Michelle Obama is famous for using a cardigan to accent both dresses and blouse and slacks. The days of looking mannish are over ladies! A truly powerful woman, knows that she looks good and isn’t afraid of commanding attention.

“Saving” is setting money aside in a secure location for a certain need or desire.

“Investing” entails putting money to work towards achieving a financial goal with the possibility of generating return.

As an investor, it is of utmost importance to be able to answer certain fundamental questions: Will your current investment portfolio be able to meet both short- and long-term investment objectives? Is your current portfolio correctly geared to your individual level of tolerance for risk?

One sound way to answer these questions is by utilizing asset allocation—a disciplined, objective investment game plan that will help you meet your financial goals. Many financial professionals believe the asset allocation decision is the most important step in the investment process. To be most effective, a personal asset allocation model should be tailored to your particular goals and needs.

A simple asset allocation model for an individual investor generally requires a portfolio of assets divided into three categories—stocks, bonds and cash. Each is assigned a fixed percentage. Based on this strategy, a conservative portfolio would generally contain more bonds and cash than stocks. A more aggressive portfolio might contain a higher percentage of stocks. Since diversification of assets is generally recognized as a way to potentially reduce and manage risk in a portfolio, the mix of assets in your allocation model should reflect your preferred level of risk. Considerations such as current spending requirements, tax implications and inflation-adjusted return may also be addressed through the asset allocation process.

Asset allocation is flexible and revolves around personal needs.
However, professional financial advisors have generally found that investors at various age levels tend to be best served by adopting allocation models that address the needs of their “life-cycle phase”. In most cases, the longer your investment time horizon, the more aggressive your investment strategy might be.

For example, investors in their 30’s and 40’s tend to have several needs and concerns in common (e.g., children, new home, college education, retirement planning). To address these concerns, an asset allocation plan that emphasizes stocks is often recommended because they historically have provided superior returns over time, even though past performance may not be indicative of future results. At the other end of the spectrum are investors who are close to or who have entered into retirement. Their goal might include providing enough income to maintain a lifestyle, or growth of their capital to ensure that they do not outlive their assets. For these investors an above-average holding in bonds may be recommended.

Obviously, these are guidelines. When implementing as asset allocation strategy, the various percentages allocated to stocks, bonds and cash should be assessed on a personal basis and reassessed annually. Be sure to check with your financial advisor regularly on your asset allocation strategy.

Asset allocation and diversification do not guarantee a profit or protect against a loss.

Kenneth J. Wolfe, CRPS®
Financial Advisor
Raymond James Financial Services, Inc
500 Elm Grove Rd. Suite 108
Elm Grove, WI 53122
Ph: (262) 782-5900 ext 102 Fax: (262) 782-5950
Website: KJWOLFE.COM
Member FINRA/SIPC

This material was prepared by Raymond James for use by Kenneth J. Wolfe, CRPS of Raymond James Financial, Member New York Stock Exchange/SIPC Member FINRA/SIPC).

Fortunately, if you’re in the healthcare field, customer service or the food industry, things are looking “up”. According to the U.S. Department of Labor, these are projected to be the largest growing jobs from 2008-2018: Registered nurses are estimated to spike 22.2 %. Home health aides will increase by 50%. Customer Service representatives—17.7% and food preparations and service—14.6%. Between 2008 and 2018, personal and home care aides will increase 46%.

But maybe you don’t fit into any of these categories, have any of these expertise, or plan on learning these trades.

Maybe the time to chose your path is behind you. You’ve got a liberal arts degree, or some business degree . . . anything at all. Think two words: Social Media.

Businesses of all kinds, big and small, are surfacing in social mediums. Websites, such as MySpace, Facebook, Twitter, YouTube, Wordpress, and LinkedIn are helping businesses become multi-platform and building their online presence. That’s where you come in.

“It works in all industries and verticals,” Steve Goldner, or Social Steve says. Goldner is the founder, principal, and social media visionary at Opt-In.

It’s obvious why businesses today are turning to these sites. Tweet about the latest product, blog about the inspiration for it, post insider videos, invite anyone to become a fan—hook your consumers on all levels.

According to Twitter, users can quickly share information and get feedback. It is also a useful tool for market research.

LinkedIn, a site where professionals post a profile and connect to other professionals, gives companies the opportunity to connect with potential clients.

These are just two of the many examples. Each site has a slightly different function that businesses thrive from.

So you want the job?
It seems like all you need is an interest in technology and social media and an understanding of HTML. According to an article on MediaBistro.com, author Chris Nerney describes important attributes of a social media manager. He or she must be a people person, be curious, both intellectually and emotionally, be thoughtful, work strategically, and be a team player within the company.

Tammy Tibbetts of Hearst Digital Media explains the role as a “jack-of-all-trades,” She emphasizes an understanding of social media, blogging, video production, and scripting.

Although at Hearst, the social media falls into the laps of the current employees, other companies are hiring specifically for this position. In a job listing for a Yahoo Social Media Editor, the post read, “The editor is expected to flag trends and be aware of new social media sites on the horizon. Relationships in the social media community are a plus.”

Websites like USAintern.com and Ed2010.com, list internships in social media within a variety of fields across the country. Public relations firms, non-profit organizations, agricultural or software companies, and print and online magazine—just to name a few—have recently sought social media interns.

Telecommute?
Even though social media updating can be done from anywhere, both Tibbetts and Goldner agree that these tasks are best carried out in the office setting. “There is a lot of value having face-to-face interaction with staff,” Tibbetts says.

Goldner says social media has to work in conjunction with other business functions and departments.

“Conversations are happening within the industries of every business,” Goldner says, “Isn’t it better to ‘influence’ the conversation than to just leave it to luck?”

Many of us require footwear that is not only within our company dress code but that also doesn’t ‘frump up’ our business attire. We can be comfortable and cute, right? Well, if I can figure it out for Fashion Week, then I believe we all can figure it out for the work week!

We all love the look of stilettos, and it’s absolutely correct that heels add height and the appearance of “lean” to our overall look; so instead of banning the heel, I say compromise with it. Luckily many designers are realizing that pain isn’t necessarily beauty—the shoe may look fabulous but it doesn’t necessarily pair well with a grimace or a limp. Cole Haan developed new fashionable footwear with Nike Air technology and Kenneth Cole released his 925 Technology within all of his latest footwear in late 2009. I have to say, I have never tried on a more comfortable heel in my entire life! I’ve owned a pair of Kenneth Cole pumps that I always deemed “my tradeshow shows”. However, as much as they’ve done for me, they recently have been replaced for the more supportive option—plus they look amazing! They may have been included in my suitcase belongings en route to New York as well!

For those of you who don’t want to be restricted to one or two shoe designers (then again, who does), there are options out there for comfortable working footwear. When it comes to heels, opt for a thicker 2-inch heel. It gives you enough height for the flattering effects of the high heel and the thickness of the heel itself provides your foot with more support. Round-toed shoes are usually more comfortable, but if you are wearing slacks, the pointy-toed pumps are more flattering. If you don the pointy-toed shoe, make sure the point starts where your toes end—otherwise you’ll end up with toes on top of one another, which can lead to blisters, pinching and extreme discomfort. Also, make sure you invest in footwear with padding—many of us have purchased flats that make you feel as if you are walking directly on the ground. Try to find shoes with a bit of padding and arch support. I also suggest looking into purchasing orthotics from your chiropractor or doctor. Unsupportive footwear doesn’t just cause your legs to ache but it also results in lower back pain. Orthotics provide fantastic arch support that will save both your back and legs from painful throbbing at the end of a long day on your feet.

We are smart savvy working women, and there is no reason for us to ‘kick off our heels’ in order to get work done. We can perform our work with stealth and style whether we are at Bryant Park or at the office.

Bio
Rachel Yeomans has been working in a corporate environment since graduating from college with a degree in journalism from Columbia College Chicago. She frequently found herself struggling to decide on what ensemble would make an impression within her industry that was both professional and fashionable. Once she discovered how to exude her own style and personality within her office dress code, she was amazed with how well it affected her work performance. She then decided to start the blog, TheWorkingWardrobe.com, on the topic of assisting professionals on finding their own business style. This proved to be a spearhead into Yeomans launching her career as a business style and fashion consultant, and thus launching her own company, RachelAnna Consulting. Yeomans also works as the Chicago Style and Event Contributor for fashion site LittleDesignerBook.com, and Fashion Editor for SecondCityStyle.com.

1. What a great way to bring back a classic item, made popular by elegant Audrey Hepburn. A crisp white poplin collared top; a versatile piece no matter what your shape / size. You can glam-up or dress-down a white top, but still look sharp. Glam your white top to a party; unbutton the two top buttons, add chunky neck jewelry and a thick belt to emphasize your waist. The everyday woman—sport your shirt un-tucked with a pair of jeans or dress pants, sleeves cuffed and chunky wrist jewelry.

2. A black pencil skirt will take you throughout all seasons. The BCBG Max Azria Monica Skirt is a great example of a feminine silhouette that shows your natural curves without adding on the look of extra pounds. Ladies—for those of you that don’t like to show your legs, you can pair your skirt/dress with black opaque tights; they are both slimming and add a touch of sophistication.

3. Here’s a great segway into our accessories department. Black opaque tights are an essential accessory; as Stylist Naomi Pita of Muito Fina always says, “you can chic-up any dress or skirt with black opaque tights.” They elongate your legs, keeping with the line of the skirt.

4. Are you a traveler? Whether or not you are—consider a wrap dress! If you travel, it is easy—the resilient matte jersey fabric is great for avoiding wrinkles (no ironing necessary) and provides magnificent draping for your body. The tie/cinch technique on your side accentuates all the right curves and if your mid-section is a problem area, it can create an hour-glass shape drawing attention away from your mid section, but drawing attention to your shoulders and hips. The wrap dress is versatile—you can dress it up or down. Wear it with opaque tights, knee high boots and a great jacket.

5. The cold season is here! Make a bold statement on ‘Casual Friday’ at the office. It’s time to pull out your favorite tailored pea coat to wear with a nice pair of jeans that compliment your figure, heeled ankle boots—layering your jeans over the boots—giving more length to your legs.

Written by: Anna Medeiros, Founder of MuitoFina.com and Naomi Pita, Fashion Wardrobe Stylist for MuitoFina.com