"No agenda, no attenda" guide to productive meetings

"No agenda, no attenda" guide to productive meetings | How to support future generations of women at work | How to derail to a defensive manager and move forward Created for {EMAIL} | [Web Version]( May 2, 2024 CONNECT WITH NEXTUP  [LinkedIn]( [Facebook]( [X]( €‰€‰[Tik tok]( [NEW SmartBrief]( Gender equity news from NextUp, Advancing All Women in Business [SIGN UP]( â‹… [SHARE]( [] Top of the week [] ["No agenda, no attenda" guide to productive meetings]( ["No agenda, no attenda" guide to productive meetings]( (Skynesher/Getty Images) Too many meetings can wear employees down, with recent research finding 72% of meetings are ineffective. Ditch old habits for meetings with a defined "purpose, agenda, result" or a "no agenda, no attenda" approach, Laura Mae Martin, a Google productivity adviser, suggests. Focus on virtual meetings by closing all your tabs and your email and admitting you aren't doing either the meeting or the email justice. Full Story: [Charter]( (4/30) [LinkedIn]( [X]( [Facebook]( [Email]( [] Today's leadership [] [How to support future generations of women at work]( [How to support future generations of women at work]( (Pixabay) Studies show that diversity in management teams increases innovation and revenue, but women still only make up one in four C-suite level positions, with women of color making up one in 16, according to a recent study. Company leaders can support women's growth by not assuming what their goals are but listening to them, investing in leadership training programs, relaxing back-to-office mandates to accommodate working parents and appreciating their leadership styles and how they differ from men's, writes Teresa Hopke, CEO of Talking Talent. Full Story: [Forbes (tiered subscription model)]( (4/25) [LinkedIn]( [X]( [Facebook]( [Email]( [] [How to derail to a defensive manager and move forward]( Providing negative feedback to someone above you at work is tricky, but "[i]f you don't want people to become defensive, don't require them to defend themselves," Shari Harley of Candid Culture writes. Instead, ask questions rather than making statements -- it makes you less threatening, and you aren't disparaging their decision-making. Full Story: [Candid Culture]( (4/28) [LinkedIn]( [X]( [Facebook]( [Email]( [] [How to shatter the "glass escalator" effect]( Men often gain promotions faster than women in female-dominated occupations because of stereotypes that connect men with leadership and competency, writes University of Southern California researcher Cathleen Clerkin, who points out the trend is clear in the nonprofit sector. Help stop the "glass escalator" effect by keeping track of company promotions, being transparent about pay and career advancement requirements and asking employees about their career aspirations, Clerkin writes. Full Story: [Harvard Business Review (tiered subscription model)]( (4/26) [LinkedIn]( [X]( [Facebook]( [Email]( [] [New CEOs need to spend time, energy on 3 areas]( [New CEOs need to spend time, energy on 3 areas]( (Pixabay) Ty Wiggins, author of "The New CEO," advises new CEOs to spend 50% of their time and energy running the company, with the rest of time and energy split between owners and external stakeholders. "Energy management may be even more important than time management as the businesses can sense where the CEO's energy is going," Wiggins says. Full Story: [Forbes (tiered subscription model)]( (4/29) [LinkedIn]( [X]( [Facebook]( [Email]( [] Read the latest from SmartBrief [] - [A leader's 3-step strategy to being less emotional, reactive]( SmartBrief/Leadership (4/29) [] - [Harnessing the power of neurodiversity: Fostering innovation in the workplace]( SmartBrief/Leadership (4/24) [] - [CEOs' top priority in 2024? Retaining and engaging employees]( SmartBrief/Leadership (4/23) Free eBooks and Resources Free eBooks and resources brought to you by our sponsors - [Marketing Technology Planning Guide]( - [How to Create Lasting Change]( - [How to Introduce Yourself]( - [On the Radar: AKATI Sekurity's award-winning managed security services]( - [Course: Introduction to Getting Things Done]( [] Diversity & Inclusion Trends [] [How to retain strong women leaders]( Highly motivated and ambitious women often feel negatively challenged when vying for leadership roles because of previous negative experiences surrounding isolation, gender bias, ageism and inclusivity, writes Mira Brancu, psychologist and CEO of leadership consulting firm Towerscope. Organizations should offer mentorship programs for women, avoid stereotyped language in job postings and descriptions, increase understanding around parenting and recognize the challenges to retain strong women leaders. Full Story: [Psychology Today]( (4/29) [LinkedIn]( [X]( [Facebook]( [Email]( [] [Double down on your resolve against double standards]( Unconscious bias and stereotypes are the root of most double standards for women in the workplace, and they're double the trouble for female leaders, who are expected to balance directness with sensitivity and often are plagued by such views from women as well as men, writes executive coach Dana Theus. Even women's communication styles are judged differently than men's, asserts Theus, who shares a three-part approach women can use to cope and communicate their views. Full Story: [Inpower Coaching]( (4/30) [LinkedIn]( [X]( [Facebook]( [Email]( [] [Why HR challenges require more than AI]( HR can't rely on AI alone to create hybrid work models, Gen Z recruitment strategies, and diversity, equity and inclusion initiatives, writes Human Resource Executive columnist Steve Boese. "Some of the most pressing people problems still need people experts, and the most successful HR leaders will be the ones who continue to balance the people side of these challenges with all the amazing technology just waiting to jump in," Boese writes. Full Story: [Human Resource Executive]( (4/24) [LinkedIn]( [X]( [Facebook]( [Email]( [] [Voluntary benefits offer flexibility, value for employees]( Companies that offer voluntary benefits like accident insurance, critical illness coverage and disability income in addition to traditional benefits can help meet the needs of a diverse workforce, writes Tina Santelli of Alera Group. These supplemental benefits can attract and retain workers and help employers mitigate some of the costs associated with benefits. Full Story: [Human Resource Executive]( (4/29) [LinkedIn]( [X]( [Facebook]( [Email]( [] [] I have come to embrace the idea that even the simplest act of understanding, love and attention can produce the biggest results. [Alicia Keys](, singer, songwriter, pianist [LinkedIn]( [X]( [Facebook]( [Email]( LEARN MORE ABOUT NEXTUPâ„¢: [About Us]( | [Events]( | [Regions]( | [Partners]( | [Learning](   SmartBrief publishes more than 200 free industry newsletters - [Browse our portfolio]( [Sign Up]( | [Update Profile]( | [Advertise with SmartBrief]( [Unsubscribe]( | [Privacy policy]( CONTACT US: [FEEDBACK](mailto:nextup@smartbrief.com) | [ADVERTISE](mailto:cwarne@smartbrief.com) [SmartBrief Future]( Copyright © 2024 SmartBrief. All Rights Reserved. A division of Future US LLC Full 7th Floor, 130 West 42nd Street, New York, NY, 10036.