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Recognise your potential

When negotiating a promotion or a pay increase, you need to have a clear and confident approach in addressing why you deserve it, based on your performance. Focus on timing and preparing for

your negotiation. Sometimes women seem to have systematically lower expectations than men and this can then lead to lower outcomes, because expectations drive behaviours. Once in your negotiation,

positivity is important. Focus on highlighting the key skills you bring to your role. Tis is your opportunity to positively express how the business can benefit from your valued skillset. Also, try to negotiate collabo-

ratively. Approach tricky subjects such as a salary negotiation as a joint problem-solving exercise. For example, if the salary doesn’t meet expectations, discuss how you could work together to bridge the gap. Negotiating effectively allows

What are your best skills?”. You are probably better at certain things than you give yourself credit for. When identifying personal capabilities it helps to consider the following two simple questions: What do I most

enjoy about my job? Take out your most

recent CV and have a serious look at what you have achieved so far. Review the jobs and responsibilities you have had and then circle the things you enjoy doing, mostly because you have now figured out that you are really good at them. Even if some items are not on

Women need to focus on articulating the value of the work they do

you to work together to meet some middle ground while remaining on good terms with each other. As more women get promotions,

we will start to see a more balanced share of leadership overall between men and women. So just remember, when you are negotiating a salary for yourself, it’s not just for you, you are putting your hand up for every other woman to create a better diversity balance.

Identify your best skills

You can’t be good at everything, so instead focus on your best skills and ensure they are elements that help you thrive at work. Drawing attention to the things we are good at can help build confidence and pride. It can also help us identify areas to grow further and support our overall development. A good place to start this process is by asking, “What are you great at?

the CV, you may still find they are good skills that fellow team members often rely on you for. Tis might be keeping the social media platforms up to date, writing new feeds for the blog, organising refreshments for employee events or co-ordinating the end of quarter team get-togethers. Perhaps they wouldn’t even happen if it wasn’t for you. All those activities, big and small,

are worth making a note of, because actually they reflect your skills and personality, which in turn become your strengths. Running employee- orientated activities could uncover a gift for training, commu- nication, marketing or professional development. What are my best skills? Take a moment to

reflect. Tink clearly and write down three things that best describe those skills and strengths. If you are unsure or want some advice, ask three people outside of work what they think are your best skills/ strengths. Write them all down and I guarantee you’ll be surprised and interested by what you hear. Once you are armed with your best

skills and strengths as identified by yourself and some of the key people in your life, start thinking about what you can do with them next. If there are skills that you know you want

to improve on, focus on practising them. It’s the only way you’ll get better and feel more confident. As a closing summary, creating a

‘put your hand up’ culture will enable more women to get ahead and encour- age more diversity at a senior level.

Jo Wimble-Groves is a motivational speaker and leadership expert. Jo offers a keynote speech on The confidence gap and is launching Inspiring Women Workshops together with former England rugby captain, Catherine Spencer. The workshops focus on finding and encouraging female talent in the workplace. If you would like to find out more, visit

References 1 Office for Nationals Statistics, February 2016

2 KPMG Women’s Leadership Study, 2015 3 Forbes, April 2014, http://www.forbes. com/sites/womensmedia/2014/04/28/ act-now-to-shrink-the-confidence- gap/#6806cc564509

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