Sister Table Talk

In business, the adage It's not what you know; it's who you know , highlights the importance of networking and connections as key factors in achieving success. However, when leaders prioritize connections over competence (i.e., personal relationships over qualifications and merit), it can lead to poor decision-making and a decline in productivity, creating a toxic workplace culture that stifles growth, undermines team morale and ultimately threatens the success of an organization - making it crucial for leaders to strike a balance between fostering relationships and valuing professional qualifications. The Issue with Favoritism in Hiring It is not uncommon for leaders to help friends, family, or close connections by giving them opportunities within their organizations. This kind gesture often backfires when those individuals are not qualified for their hired roles, and hiring based on relationships instead of merit can lead to: Declining Employee Morale: When employees s...

The traditional notion of job security has become increasingly uncertain, and it is essential to cultivate in-demand skills to thrive: focusing on your core strengths, notable achievements, effective self-promotion, genuine connections, and consistent performance. While social media offers platforms to expand your network, it's imperative to recognize that follower counts don't necessarily equate to meaningful connections by acknowledging and valuing your audience, sharing relatable content, and fostering authentic interactions. With the shifting dynamics of the workforce, adopting an entrepreneurial mindset is essential (e.g., seeking opportunities, leveraging your internal resources, and taking charge of your career development). Being self-reliant and proactive will help you navigate the uncertainties of today's job market. Remember, the most reliable security comes from your ability to market yourself effectively and adapt to today's evolving workforce. Choo...

Resilience is the ability to recover from adversity. For women facing economic instability, it’s not just about bouncing back; it’s about rising stronger, becoming more determined, and having a clearer vision for the future. The SOFEI Group knows firsthand how resilience transforms lives by empowering women to overcome challenges and redefine their success stories. The Power of Resilience in Overcoming Economic Instability Women facing divorce, spousal abandonment, job loss, domestic violence, and health decline often experience economic instability, which can be overwhelming. However, resilience is the foundation for recovery and growth. It empowers women to adapt, learn, and persevere - even with insurmountable challenges. Consider Monica (name changed for privacy), a participant in one of our workforce development programs. After losing her spouse during the pandemic, Monica became the sole provider for her family without support and a safety net. With resilience and a readiness ...

The U.S. House of Representatives recently passed the Stop Terror-Financing and Tax Penalties on American Hostages Act (H.R. 9495), which aims to expand the authority of the Secretary of the Treasury to revoke tax-exempt status of nonprofit organizations suspected of supporting terrorism. On the surface, this legislation seems to address terrorism financing, which poses a significant threat to global stability and safety. Under this law, nonprofits could lose their tax-exempt status within 90 days unless they can prove they are not supporting terrorist groups. However, critics of the bill have expressed concerns regarding its potential for misuse. One major issue highlighted is the absence of a requirement for the government to disclose evidence or ensure due process before labeling an organization as a supporter of terrorism. This lack of transparency and fairness could lead to unjust repercussions for nonprofit organizations, especially those unrelated to terrorism. The implication...

Diversity, equity, and inclusion (DEI) are more than buzzwords - they are essential for innovation, growth, and sustainable success. Despite progress in many areas, one barrier remains stubbornly intact: the good ole boy network - an unwritten system of connections and opportunities, often based on exclusivity and informal relationships, perpetuates inequities and slows progress for businesses and the workforce. What Is the Good Ole Boy Network? The good ole boy network refers to an informal system of relationships, often dominated by individuals who share common backgrounds, values, or experiences - typically those rooted in privilege, gender, or race. This system favors insiders for promotions, opportunities, and decision-making roles, leaving others out based on factors unrelated to merit or capability. The Cost of Exclusivity Missed Talent Focusing on who you know instead of what you can do, the good ole boy network overlooks highly qualified individuals. Women, people of co...

Women are becoming more interested in becoming strong negotiators in the workplace and business. Here are eight tips for women to enhance their negotiation skills: Prepare thoroughly: Research and gather information about the subject matter, individual(s) involved, and conceivable alternatives. Being prepared will help you feel confident and make informed decisions during negotiations. Define clear objectives: Identify and prioritize your desired outcomes. Knowing what you want to achieve will enable you to articulate your needs and maintain focus during negotiations. Converse assertively: Clearly express your thoughts, ideas, and requests using confident body language, maintain eye contact, and speak with clarity and conviction. Practice active listening: Be attentive to the perspective of the intermediary to establish common ground and explore mutually beneficial solutions. Embrace negotiation as a problem-solving technique: Approach negotiating to achieve win-win outcome...

The connection between Diversity, Equity, and Inclusion (DEI) and the legacy of slavery is undeniable. Slavery systematically entrenched racial hierarchies, denying generations of Black Americans access to economic, educational, and social opportunities. DEI initiatives seek to repair structural inequities rooted in the enduring legacy of slavery and respond directly to these historical injustices to create equitable opportunities and representation for marginalized communities. The historical dehumanization and exploitation of enslaved individuals established systemic inequalities that continue to permeate society. DEI efforts acknowledge these foundations by addressing disparities in education, employment, and representation, particularly for descendants of enslaved populations. The connection between DEI and the legacy of slavery is undeniable. Slavery systematically entrenched racial hierarchies, denying generations of Black Americans access to economic, educational, and social...

Women of color face various challenges in the corporate culture, such as low representation in leadership roles, leading to feelings of isolation. To address this, companies should prioritize diversity in hiring and promotions and create mentorship programs. Implicit biases and microaggressions create a hostile work environment, so diversity and inclusion training and reporting mechanisms for discrimination incidents are essential. Pay inequality is a significant issue, impacting financial security and career satisfaction. Salary audits will ensure equitable compensation, along with providing negotiation training and resources. Access to professional development opportunities is limited, so equal training and leadership programs should be available. Balancing work and personal responsibilities is challenging, so flexible work arrangements and access to resources like childcare support are crucial. To create an inclusive culture, establishing diversity councils and training leaders ...

During my undergraduate studies, I interviewed for an administrative assistant position, and one of my favorite courses was Business Law. My professor was impressed with how I briefed my cases and encouraged me to attend Law School. After the interview, I was excited to receive a verbal offer for the administrative assistant position, which I accepted with a follow-up acknowledgment letter; however, my excitement diminished when I received a confirmation letter with a starting salary less than the original offer I had agreed to. My Business Law course was intricate in helping me understand the roles of an Offeror and an Offeree. Recognizing and understanding these roles is not just a matter of legal semantics; it's the foundation of strong, enforceable, and mutually beneficial agreements. When an Offeror submits an offer to an Offeree (e.g., services, products, or a partnership) verbally or contractually, the Offeree can accept, reject, or modify the conditions of the contrac...

Living within your means is well-intended advice to prevent people from acquiring debt. But could this advice prevent individuals from believing and achieving a bigger and better life? Mean among many definitions is average. Living outside your means spiritually, emotionally, and socially can lead to an extraordinary life. Here’s how: Write your big dreams and read them daily Create a vision board with images that coincide with your dreams Review, envision, and mediate daily of you achieving your dreams Surround yourself with people who have what you desire Strive for purpose and not security Live by faith and not fear

Doctors write medical prescriptions to help patients heal. Training providers design or deliver training modules to meet the learning needs of their trainees. Patients must take their prescribed medicine according to their doctor's instructions. If they don't, the healing process may not reach its full potential. Trainees that participate in training and place their training material on a shelf will abort their potential to apply what they've learned in their training session. Doctors and training providers are not perfect, but they are skilled in their craft. If patients and trainees do not use or apply the information given to them to heal or perform better at work or in business, the outcome does not rest in the hands of the physician or trainer. It solely rests in the hands of the patients and trainees.

When you’re a manager, there are some basic, essential skills everyone should have. Whether it’s setting clear work priorities, building great teamwork, listening well to others, or performing a performance review. Each of the skills impact how effective you’ll be as a manager. The Management Essentials e-course will help you build these skills and others. By giving you on the job development exercises to evaluate performance, set clear expectations, and create the right level of challenging work, you’ll build the skills required to be a great and motivating manager for each of your employees. This bite-sized course includes: Giving Clear Work Priorities What Employees Need Reinforce Great Teamwork Valuing Employees Listening to Others’ Ideas and Opinions Problem Solving Expectations The Right Workload for Employees The Great Things Employees Do An Ethics and Integrity Discussion Perform a Performance Review Creating Challenging Work Receive Feedback From Your Creating a Great Work...

Stop Thinking Like an Employee is a workshop The SOFEI Group provides to individuals seeking to become an entrepreneur. Since we started facilitating this workshop, we have learned there isn't a vast distinction between an employee and entrepreneur; except for their attitudes and their approach towards work. For example, if you're an employee whose work is based on the instruction of your employer, you're what Seth Godin states in his book, The Linchpin - a "cog in a machine." A “cog in a machine” is a compliant person who shows on time to work, do what they’re told, but get paid less than what they're worth. The gap between their worth and pay creates a profit for the business owner. The Linchpin is a non-conformist to the cog system. They're a career activist! They know how to take control of their career and have a clear understanding of the value they bring to a work environment or project. And, here are a few suggestions to help you perform and th...

Do you have a great career? How do you measure your greatness? Is it measured by what you acquire or what you contribute? A great career is more than working in a profession to collect a paycheck. It’s about using your unique skills, gifts, and talents to serve (i.e., add value). And, a great career is achievable to anyone who wants one. Here are three ways to get started: Take Inventory of Your Strengths - What are your current strengths and how have you added value to your clients through your place of employment or business? If you can't answer these questions with clarity or certainty, a career assessment can help you develop a framework to discover your true passion, personal, or vocational traits. Develop a Contribution Plan - Once you’ve discovered your passion and strengths, create a plan to determine the contribution(s) and impact your passion and strength will make in the lives of others. Invest in Your Strengths – When you invest in yourself, your strengt...

Feelings can be a challenge to prove in the workplace. They’re challenging because some feelings aren’t based on current realities, but on experiences that can cloud the truth. If you’ve experienced an offence at work, think before you respond or react. And if you want an apology or resolve from the offender, here are a few things to consider: Was the offence intentional? If so, can you prove it? What was your emotional state when the offence occurred? Are you viewing the current offence through the lens of your past? What impact does the offence have on you and the company as a whole if it’s not addressed and resolved? Telling someone how we feel in the workplace may be impossible to validate without tangible proof. One sure way to get heard is to measure offensive behaviors against the company’s mission and core values which should be outlined in the company’s employee handbook. Also, make sure you have the ability to show your value to the company as a problem-solver, not a ...

In 1980, Mary Catherine Swanson (an English teacher) created AVID - a program designed to help underrepresented students succeed in high school and college. The program's philosophy is: "Hold students accountable to the highest standards, provide academic and social support, and they will rise to the challenge." A group of AVID middle school students completed their assignments fifteen minutes early and wanted to watch YouTube videos which were unrelated to AVID. When asked to turn off their videos, a student responded with: "My mom watches YouTube videos all the time at work, so why can't we watch them at school?" What legacy are we leaving our children in reference to work, finances, or service? Students need role models to coincide with their lessons to advance academically, socially, or economically. And their parents should be their first point of reference. The industrialized workforce is depleting and individuals that choose to watch YouTube ...

A survey from Eventbrite found that 78% of Generation Y respondents would rather spend money on an experience than a thing, and 77% say their best memories come from experiences. In addition, 72% of millennials shared they would like to increase their spending on experiences, and 69% say that their experiences make them feel more connected to their communities, other people, and the world. In 1998, B. Joseph Pine II and James H. Gilmore published an article - The Experience Economy . In this article, they state businesses must orchestrate memorable events for their customers, and that memory (i.e., experience) itself becomes the product. Savvy businesses use this model and charge for the value of their "experience" product because they know if they create experiences that are exciting and transcendent, they can build a community of fans that will rave about their 'experience.' Jesus Christ created a community of raving fans because He always gave people wha...

Two homeless women contacted The SOFEI Group for housing assistance after eviction from an area shelter. Housing homeless women and their families is not part of our mission; however, we sought assistance (temporary housing, food, and pampers) from area organizations, churches, and people on their behalf. Following are responses to our request: Why were they evicted? Are they tithing members of a church? They must be irresponsible women to be evicted from a shelter. Why can't they move to another shelter? I don't believe in giving my money to people that don't want to help themselves. Why can't they go and stay with relatives? All responses were valid and The SOFEI Group decided to provide temporary housing and food for these women because they were wandering the street with their children in tote. And, it was discovered their eviction wasn't a result of their carelessness, but their refusal to attend substance abuse (alcohol or drugs) counseling sessions manda...

If you’re not happy with your job, whose fault is it? Is it your manager’s, co-worker, the economy, your bills, or you? What impact does your hatred have on the people you serve through your job? To show up every day to a job you hate doesn’t benefit anyone but your creditors. Hatred is difficult to hide. It will resonate through your attitude and your work. Staying at a job you hate may seem logical with the high percentage of unemployed and underemployed people. But if you choose to stay, why hate it? Why waste your time and your employer's? It’s challenging to have a servant attitude through hatred. If you’re not willing to serve, you’re not willing to work at your best capacity. Work isn’t solely about us! It’s about service. If we’re filled with hatred about our work, does it mean we’re too full of ourselves? Sure, people can be difficult and challenging, but their actions should not contribute to our hatred. Every day we show up for work, we should know our pu...

A prospective partner contacted The SOFEI Group to offer their services to build their brand. This person was turned down because their main purpose to join wasn’t about helping us achieve our mission – it was self-serving. If your ultimate reason to secure employment or start a business is to make money, you’re off to a bumpy start. Many MLM (Multi-level Marketing) business owners plummet because they see an opportunity to make money, instead of an opportunity to improve the lives of others with their product or service. And, many businesses are not experiencing exponential growth because it’s replete with self-serving people who choose not to use their skills, experience, or education to serve. In this knowledge-based workforce, employers and business owners want to connect with believers, leaders, or servants. People who believe in the organization’s mission, goals, and objectives; leaders who can influence people to achieve greatness, and people who do not mind serving thei...