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How to ‘Lean In’ while maintaining your balance

(ENTREPRENEURS) Lean into empowerment through self confidence and learn when to lean back. There is a paradigm shift going on – let’s discuss.

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Learning about leaning

Unless you’ve been hiding under a rock, you’ve probably heard the term “lean in.” Maybe you’ve even been invited to a local Lean In Circle. Thanks to Facebook COO Sheryl Sandberg’s 2013 mega hit book Lean In, the phrase is as common to women’s empowerment conversations as any overplayed Beyonce anthem.

More than a book

In fact, the book has spawned its own popular movement complete with campaigns and celebrity backing. Take a look at leanin.org and you’ll find an impressive list of over 90 partners from ESPN to American Express. However, not everyone is buying the popular “lean in” mantra. I can’t put my finger on any one counter-movement. Like a Facebook relationship status, critiques can get complicated, as critics try to re-focus and expand on the book’s hallmark goals.

“Being confident and believing in your own self-worth is necessary to achieving your potential.” – Sheryl Sandberg

In Lean In, Sandberg’s clearest call to action is on the individual level. Women need to be more self-confident. This means not apologizing for success and stepping up to challenges. Let’s be clear, Sandberg does encourage women supporting other women. Plus, Sandberg’s all for mentorship. However, her plan to increase female leadership is based mainly on an individual call to self-confidence.

Leaning In Together

Some critics see a more team-oriented, collaborative solution. Xero Americas president Keri Gohman agrees with Sandberg’s plea for self-confidence, but also stresses the importance of a support system within the workplace. “This sense of support will stem from building high-functioning teams around you comprised of the best talent” Gohman says in a recent Fortune interview.

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Women’s Startup Lab Founder & CEO Ari Horie shares the same sentiment. In a 2014 Huffington Post blog Horie writes “Sheryl Sandberg told business women to “lean in,” but it’s also important to remember that success in business has more to it than pushing yourself, but it’s about how you leverage opportunities, your skill set and your community.” She goes on to describe the Hito Rule. The Hito Rule, inspired by the Japanese character for “human” also encourages collaboration over simply “leaning in” as an individual.

Leaning Back

Besides leaning on each other, there’s also a growing call for women to lean back. No, I don’t mean kicking back on the futon with a bag of Hot Cheetos all day watching Shark Tank reruns.

Leaning back is about not saying “yes” to everything.

It’s about being a leader by modeling a rested, balanced lifestyle over a frantic work-dominated life. Arianna Huffington has led the charge when it comes to leaning back. For her, it’s not just about more women entering the boardroom. “The new metric of success is well-being” says Huffington in a 2013 Forbes interview.

Policy Change

Some of Sandberg’s loudest critics oppose her book for ignoring the greater policy issues that hinder progress. Lack of paid maternity leave and unequal pay top the list of concerns critics cite. Perhaps the focus on these political issues are even stronger today with a president some call sexist and misogynistic.

As the 4 year anniversary of Lean In’s release approaches, Sandberg’s initial call for women’s empowerment through self confidence is taking a back seat to external calls to action. While I’d be cautious to label the Lean In movement a fad, I do wonder what a Lean In 2.0 would look like. Minus the fanfare and celebrity backing, would Sandberg’s core message resonate with the millions of Women’s March participants? My guess is no.

Today’s discussions regarding women’s empowerment trend more towards changing the system over changing the individual.Click To Tweet It’s a good trend to keep in mind before throwing out the gazillionth call to just “lean in.”

#LeanIn

Staff Writer, Arra Dacquel is a San Francisco based writer. She has a bachelor’s degree in political science from UC Davis and is currently studying web development. She’s obsessed with tech news and corgis, but not in that order.

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Business Entrepreneur

Is this normal (you wonder about your business)?

(ENTREPRENEURIALISM) It can be lonely not being able to openly ask potentially embarrassing questions about your business – there’s a way to do it anonymously…

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Entrepreneurialism is wildly rewarding – you are fully in control of the direction of your company, and you’re solving the world’s problems. But it’s also isolating when you’re not sure if what you’re experiencing is normal.

Sure, there’s Google, news networks (like ours), and professional connections to help you navigate, but sometimes you just want to know if something simple you’re seeing is normal.

Is Instagram Stories really where it’s at? Probably not if you’re a consultant.

Is it normal for an employee to attempt to re-negotiate their salary on their first day? Nope, but how do you keep the desirable employee without being bullied into new terms?

Do all entrepreneurs spend their first year in business as exhausted as a new parent? Sometimes.

You have questions, and together, we can share our experiences.

We have a brand new Facebook Group that is already wildly engaging, active, and you’d be amazed at how selflessly helpful people are – and we invite you to be one of them.

Want to anonymously ask a question about something you’re unsure is normal or not?

Click here to submit your question, and we’ll select as many as possible to discuss in the Facebook Group!

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Business Entrepreneur

Amazon on a collision course with politicians as they strengthen their monopoly

(BUSINESS) E-commerce has come a long way in the last decade, specifically led by Amazon, but are their controlling ways putting them on a collision course with regulators?

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In March, Amazon stopped replenishing weekly purchase orders for tens of thousands of vendors in a move that has stirred up some trouble. The tech giant has once flexed its power over first-party sellers over their platform. And it’s not the first time.

Amazon originally sent out to vendors as an automated message citing the hold up in orders as a technical glitch. The following day, vendors were told the change was permanent. The affected vendors were categorized as making $10 million or less in sales volume per year and not having managers at Amazon. Vendors selling specialized goods that were difficult to ship were also a factor.

The effects can have remarkable effects on the market as Amazon’s algorithms decide who is able to sell what to whom via their near-ubiquitous platform. According to John Ghiorso, the CEO of Orca Pacific, an Amazon agency for consultation and manufacturers representatives, the decision is driven by financial data such as total revenue, profitability, and catalog size.

In a response from an Amazon spokesperson, the change was made in order to improve value, convenience, and selection for customers. The mass termination of purchase orders and the delayed response from Amazon herald the transition to the One Vendor system, putting vendors in an exclusive relationship with Amazon. This system will merge the current Seller Central and Vendor Central.

Amazon’s message is loud and clear: they will do what’s in their best interest to mitigate the market for their convenience. One may be reminded of the anti-trust lawsuit against Microsoft in 2001.

The lack of warning didn’t do them any favors either.

While smaller businesses need to change for Amazon’s program, first-party business will revolve around larger brands like Nike with whom Amazon is maintaining a relationship.

Despite the streamlined platform Amazon is going for, the company wields power over vendors and customers alike. Capitalism is one thing, but monopolies are a whole other ball game, and politicians are finally paying attention.

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Business Entrepreneur

Culture Codes is the guide you need for company culture questions

(BUSINESS ENTREPRENEUR) One of the biggest sellers of a company to a prospective employee or customer is their culture. Culture Codes has compiled some the biggest companies cultures in convenient decks for you to study and align with.

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Organizational culture is a hot button of conversation. While a variety of definitions exist, one way of defining Culture is the way businesses exist – a summary of values, rituals, and organizational mythology that helps employees make sense of the organization they work in.

Organizational cultures are often reflected in Mission, Vision, and Value statements of organizations.

What many entrepreneurs or new organization struggle with as well, is how to create a culture from the ground up. What kinds of statements and values do they advocate? What are areas of focus? Who are our competitors and what can we do to create a service, product, or quality advantage?

Building a strong culture can be challenging, but a good place to start is looking at the best cultures around.

A new resource by Tettra, Culture Codes, has everything you could want to know on different companies their cultures available for you to study up.

Over 40 companies employing over 280,000 employees have created culture decks and collected core values and mission statements. Companies like Spotify, Netflix, LinkedIn, and NASA have all contributed information.

This information is great for young companies or entrepreneurs to start building a schema about what kind of culture they want to create.

Or existing established companies can look towards peers and competitors and help decide what statements they want to engage culture change on.

For job seekers, Tettra can help potential employees gauge if they are a fit for an organization, or discover that maybe an organization they dream about working for has a culture they may not jive with. And perhaps most valuably, transparently showing off your culture and allowing it to be compared means that organizations can better compete in the talent market.

Recruiters should be obsessed with talking about culture – because it keeps people in the door.

The reasons why people leave employment: work/ life balance, poor treatment, lack of training, or relationship issues with a supervisor or boss; in many ways are a by-product of organizational culture. If you want to compete in the talent market, make culture a selling point and show it off in everything you do.

Even consumer’s benefit from learning about an organization’s culture – values that indicate a commitment to excellence in ethics make consumers feel good about supporting an organization.

It pays to have a good culture. I encourage you to head over to tetra.co/culture-codes and see how companies like Etsy are keeping it real, every day.

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