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Leadership in Antarctica

By Aldara B. Dios

After a year of preparation and three weeks in Antarctica, we were looking forward to hearing all about Catherine Sorbara and Hannah Laeverenz Schlogelhofer journey.  So when our Co-Chair Raheela Rehman introduced the event we were very excited.

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Raheela Rehman, CamAWiSE Co-Chair.

 

We were fortunate enough to have BAS’s support once again to celebrate this event at their first-class venue: The Aurora Center. The Director of Innovations and Impact, Beatrix Schlarb-Ridley,  opened the evening. She reminded us that women had come a long way since the days when we were not allowed in Antarctica, when 20 years ago the British research stations in the Antarctic were male-only.  Today we have two women as BAS Directors. This was important remark with Antarctica in the background of Homeward Bound. A leadership initiative which aims to heighten the influence and impact of women in making decisions that shape our plane.

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Beatrix Schlarb-Ridley and Cathy Sorbara

The inspiration

It was more than a year ago, during our AGM, that Cathy Sorbara heard Deborah Pardo talk passionately about her journey to Antarctica. She was so inspired and touched that she decided she needed to live the same experience. In only three days she finished her application and a year later she started her own journey.

I went to Antarctica worried about the envioment. Now, I am a climate warrior.

Cathy Sorbara.

Hannah and Cathy started their journey a year before sailing to Antarctica. The Homeward Bound program includes a year-long program of self-discovery, mentorship, and leadership.  It includes a toolkit to help you learn who you are and how to be the best of you, to understand what story you told about yourself and if it is true or not, and to learn what kind of leadership style is your ideal and how to become that leader.

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Hannah Laeverenz Schlogelhofer and Cathy Sorbara

The new normal

Last February Cathy and Hannah embarked with another 76 women at Isuahia. The life on the ship quickly became their new normal.  Half their day was dedicated to the leadership program and the other half to explore the wildlife. And, of course, as scientists, they also made a symposium@sea where the themes were decided by a vote.

They had special moments with whales, laughed with penguins and learned to respect the sea lions.

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Image by Cathy Sorbara

They learned about themselves, about what means to be a good leader, about how women in the world suffer the most with the consequences of climate disasters and how Antarctica and the planet needs our protection.

The evening included interactive exercises where Cathy and Hannah helped us understand how difficult is to communicate and how we are not alone with our insecurities.

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Cathy Sorbara and Hannah Laeverenz Schlogelhofer

It was an empowering event and we hope that someone in the public was inspired to start her own journey to Antarctica. As the Homeward Bound motto goes “Mother nature needs her daughters”.

Group Photo

Image by Oli Samson

Applications for TeamHB04 close at 10AM AEST on Friday May 18, 2018.

 

1st May talk: Empowering Women Leaders

Our journey to Antarctica

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What better place to sharpen one’s leadership skills than amidst the harsh landscape of Antarctica. The frozen continent is filled with stories of leadership from the early 20th century explorers and their race to be the first to set foot on the South Pole. For 78 women in STEM from around the world, Antarctica was the backdrop for their own explorations into leadership as part of Homeward Bound Projects.

Come join CamAWiSE co-chair Cathy Sorbara and University of Cambridge PhD student Hannah Laeverenz Schlogelhofer, 2 of the women chosen for this leadership program, as they reflect on their experience, why it is so critical to empower more women leaders, what they learned about themselves and working with others on board, and how it will influence their future careers and hopefully inspire others in the audience. And of course, learn more about the continent they have come to love and advocate for.

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photo by Cathy Sorbara

 

Book now! It’s only 2 weeks away

Tuesday 1st May. 19:00-21:00

Special prize £7 Members and Students. £10 Non-Members

Coffee, tea, and cake included.

Aurora centre. British Antarctic Survey

High Cross, Madingley Road.

 

Member & Students Non-Member

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Natacha Wilson and how to run successful projects by Aldara B. Dios

At the International Women’s Day, we were fortunate enough to have Natacha Wilson as the host of the workshop “10 tips on how to run successful projects”.

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We started the evening sharing our story with a friendly face: What do you do? and What kind of project have you managed? The list was broad and diverse, which included annual reports, file Athena Swan applications, clinical trials, family holidays and house expansions.

And before starting with her tips, Natacha asked us again, what makes a project successful for us? That was a pivotal question as we needed to know what to achieve before starting. Some of the answers were recurring, but some of them not. The meaning of success it was found, is different in each case and depends on the environment of the project.

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Once success was defined, we explored how we would do we achieve:

  1. Gain consensus on the goals. One way is setting SMART goals, that is, goals that are Specific, Measurable, Agreed upon, Realistic and Time-based. On every project, if you know your specific and measurable goals it is easier to know when it’s a success.
  2. Build and BE the best team you can. Although nowadays the lens is a lot on processes and performance, without the right people the project doesn’t happen. It was related to “No one person can whistle a symphony. It takes a whole orchestra”.
  3. Design, update and share a project plan. Many project managers make the mistake of not sharing the project plan with the team. Again, the team is essential!
  4. Determine what you need in advance. Plan, schedule, and Identify the tasks, sequence them, estimate time and budget, add key milestones and with that create a draft schedule.
  5. Be realistic with your schedule. People don’t work 24/7. Be MOSCOW to prioritise. Define the Must do and Should do goals and prioritise those from the Could do and Would do. On most of the projects the Must do and Should do are the least interesting but, should be prioritised and the team should understand this.
  6. People matter. Take care of your team and understand it. Not only do you need the people with the right skills, you also need people who work well together and have the experience needed.
  7. Teammates should know the needs of the others and yours. For that, you have to communicate with them.

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  1. Create and innovate. Solve the problems trying new ways to do things.
  2. Praise and empower your team. And remember that if you have to criticize someone it has to be balanced, objective, observed, specific and timed. And never focus on the person but on the problem.
  3. Have fun!

To end the evening Natacha asked us to reflect on and explore at least three of the questions we talked about during the workshop.

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Thank you, Natacha, for such a fun and productive evening.

 

 

 

 

S.U.R.F. your way to a new career

… By Katherine Wiid of Recrion & Career Ambitions, specialist in Career Management, Recruitment and Retention.

Earlier this month, Katherine Wiid opened our CamAW1SE Conference with an intriguing talk titled ‘From Label to Able’. And rather than leaving delegates drowning in information, they discovered a new approach to their careers and job search that would leave them riding high on the choppy waves of the job market…

 

S.U.R.F. your way to a new career…

Do you at times have doubts about whether your skills, experiences and qualifications are relevant for the local job market?

Often when I meet a client for career coaching for the first time, they say things like, “I’m a C++ programmer but I haven’t got all the latest languages like Rust and Swift, so I’m not getting any interviews.”

And there’s the problem. They’ve been caught in the label trap – seeing themselves as a set of skills on a job description. Candidates often see their applications getting rejected, with no feedback to help them improve their applications. Often candidates tell me it’s as if their CVs are going into a machine that strips their carefully crafted experience and skills into a series of ticks and crosses, translating to ‘not a good match’.

But we are all much more than a list of skills. We just need to look beyond the check list, see past the labels and identify what we have to offer a potential employer beyond their job description.

Learn to S.U.R.F.

What does surfing have to do with your job search? To change careers, start afresh and tackle the choppy job market, we need to have a balanced approach so that we can ride the rough with the smooth…

S = Skills
If you ask yourself “what do you do?” you’ll probably instinctively answer with a label. But is that all you are? Can you not be something else also?

Labels narrow down our options. Don’t assume that your qualifications speak for themselves. I see too many career professionals with impressive qualifications who fail to see what those skills actually enable them to do, beyond the label.

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Ask yourself:
• What did I learn that has added to my skill set?
• How does the experience allow me to offer something different in a market flooded with qualified people?
• How do I use or hope to use this qualification?

To master the art of S.U.R.F.ing we need to be skillful at identifying our skills. One of the main reasons that people aren’t motivated in their careers is because they only see half the skills they have. They only really develop and use a quarter of those skills, and they only put a fraction of them on their CVs! No wonder those CV machines are coming back as ‘not a good match’…

To uncover your hidden skills and talents, think about and write down:
• The activities you enjoyed at school / university / in your spare time. Everything we read and learn about in our own time – not just when studying – gives us new skills
• Think about how you do what you do. From day to day how do you manage your home, family, work, social life? You might be a great organiser or the person who comes up with the ideas!

It’s not what you’ve got, it’s what you do with what you’ve got!

U = Unconscious

How many of your skills are unconscious, undeveloped, undiscovered? Knowing yourself and what drives you at a deeper unconscious level is one of the most attractive qualities in a candidate.

If we aren’t consciously aware of what motivates us we can end up working in an environment where we are not challenged or passionate about we do. This can knock our confidence and lead to a wasted, unfulfilled life.

To help you become more consciously aware of your unconscious motivations here are three questions to ask yourself:
• What’s important to me and has to be in my work?
• What gives me the greatest buzz at work
• If all jobs paid the same what would I do?

Remember, it’s not what you’ve got, it’s what you do with what you’ve got!

R = Relevant

As you are learning to S.U.R.F. you will become skillful at assessing your skills and tapping into what unconsciously motivates you. Now it’s time to make these new discoveries relevant to the job market. How can your unique skills, experiences and passions be of use to the hundreds of companies seeking new talent? How can you help them to choose you?

To do this, we’ll need to step into the shoes of the employer. If you see a job you like the look of, but they’re asking for a skill you don’t obviously have, don’t reject it. Employers aren’t always able to articulate exactly what they want and job descriptions aren’t always accurate. Ask yourself, why do they need this? What problem will it solve?

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Try doing a SWOT analysis, which will help you to understand the context of the job within the company and within that market. What are their strengths and weaknesses? What are the external opportunities and threats for the organization? Now do the same exercise on yourself. What are the strengths you have that might minimize their weaknesses and threats? What have you got that will enable them to take advantage of an opportunity.

Now tailor your CV and cover letter to address what might be going through their minds when they are assessing you. This will set you apart as you are answering the problem posed by the job, showing them how skillful you are without necessarily having the exact skill they thought they needed!

Remember, it’s not what you’ve got, it’s what you do with what you’ve got!

F = Flexible

To be able to S.U.R.F. well, you need to be flexible and see yourself and the job market with fresh eyes.

For you, that might mean experimenting with new career ideas, trialing new roles and being prepared to make mistakes. Ensure your mistakes are positive steps in your learning.

Flexibility for you might not be sitting and waiting for that career opportunity to come knocking, but to increase the odds in your favour by learning to think openly, being curious, asking decision makers for 30 minutes of their time to give you an insight into what they do. Be alert to the possibility that your skills and motivations might be suited to a job that didn’t even exist.

Remember, it’s not what you’ve got, it’s what you do with what’s you got!

Effective S.U.R.F.ing is about finding a career that works for you, matching what you’ve got and who you are with the life you are going to lead.

Believe me, there are jobs hiding behind every wave, you just have to get up and S.U.R.F. them! Enjoy the ride…

Men as champions of change with Jill Armstrong

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Collaborating with Men is ground-breaking research conducted by Murray Edwards College with men to establish how men and women can work together to transform workplace culture barriers to women’s progress into leadership positions. Much research shows how women’s careers are ill-affected by assumptions and behaviour in the workplace that arise from the dominance of masculine culture. Yet, very little research has sought the point of view of men. The research asks men who support gender equality: Do they see the problems women report? What they can personally do to help change the workplace? What support do they need from leaders?

Read more about Jill Armstrong and her research.

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10th October.

20:00-22:00

Lucy Cavendish College

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