Le Anne Harper

Getting to Yes is foundational for San Diego Angel Conference, yet for 98% of founders in the competition, the answer was no, at least for funding, at the moment. There are other many other Yesses to take away: *Say Yes to all you learned *Say Yes to the feedback received *Say Yes to nurturing the relationships started with founders and investors (it often leads to follow on investment) *Say Yes to receiving feedback and making changes *Say Yes to what’s next What an impressive cohort it was. Founders filled with purpose and commitment to make a positive impact, and the grit to see it through. Read more here: https://lnkd.in/gG5Hf6Z3 #startups #angelinvesting #entrepreneurship #resilience #leadership

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The #NOWconference at University of California, Berkeley has come to an end, and I feel deeply connected with everyone I coached, both individually and in groups. I'm humbled and I feel that we're all in this together, and a little support and empathy can go a long way. Here are some of my top takeaways from coaching these incredible individuals from the UC community: 🌱 Embrace Vulnerability: Many participants showed that true strength comes from being open and honest about our challenges. It’s empowering to acknowledge our vulnerabilities and use them as a foundation for growth. 🎉 Celebrate Small Wins: Progress is often made in small steps. Recognizing and celebrating these achievements keeps us motivated and reminds us that we are moving forward. 📈 Cultivate a Growth Mindset: The willingness to learn and adapt was a common trait among the attendees. Embracing a growth mindset allows us to see challenges as opportunities for improvement and innovation. 🧘‍♀️ Prioritize Self-Care: It's clear that taking care of our mental and physical well-being is essential. Practices like mindfulness, regular exercise, and taking breaks can significantly enhance our productivity and happiness. 🤝 Nurture Community Connections: The sense of community at the conference was inspiring. Building strong, supportive relationships is crucial for personal and professional development, as we can achieve so much more together than alone. These reflections remind me of the incredible power and resilience within the UC community, filling me with admiration and gratitude. I thank all those people who chose to share their journeys with me. I feel incredibly blessed to have played a small part in your growth and transformation. Your courage, insights, and dedication inspire me, and I look forward to seeing all the amazing things you will achieve. 🌟🙏 #Coaching #PersonalGrowth #Mindset #SelfCare #Community #UCConference #Inspiration #GrowthJourney

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Hindsight is 20/20. Imagine the power of the advice you'd give your 18-year-old self today. In this week's episode of Unscripted Pivots, I explore this thought-provoking question and share the incredible insights I gathered from career women at ULI San Diego-Tijuana and CREW Orange County. Their responses were raw, real, and filled with the wisdom that only comes from years of experience and growth. These women shared their journeys, the dreams they had at 18, and the pivotal moments that shaped their paths. Common themes emerged: the importance of believing in yourself, trusting your instincts, and being fearless. 🎙️ Listen to the full episode here: https://lnkd.in/gUnFtvJM Our lives are filled with "unscripted pivots". It’s not until later that we play a more active role in deciding our paths. Reflecting on these stories reminds us of the power of mentorship and the impact we can have by sharing our experiences with the next generation. Think about your 18-year-old self. What would you tell her? And how do you support the young women in your life today? Join the conversation and let’s continue to lift each other up. 🌟 #Podcast #UnscriptedPivots #CareerAdvice #WomenEmpowerment #Mentorship #PersonalGrowth #Leadership #WomenInBusiness #ULI #CREW #WTFLady #ExecutiveCoaching Feel free to like, comment, and share your thoughts! 💬

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🛣️ Proving our own assumptions wrong is a powerful win for women leaders. Read about two women leaders' journeys here, and let me know in the comments when the last time your beliefs were challenged and proved inaccurate! https://lnkd.in/eRddz2Uw #PeakResilienceAccelerator #womeninstem #womenleaders

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How do you define internal equity? An example: “Employees with similar jobs, performance, skill sets, and experience within a company are paid similarly. This includes salary, benefits, and other forms of rewards.” Let’s look at that definition in more detail. “Employees with similar jobs,... ·        Similar jobs can be further defined as (a) same job title, (b) same job family and career level, and/or (c) same job family and pay grade. ·        Of course, an employer’s job architecture may provide other ways to create comparator groups. “...performance, skill sets, and experience within a company...” ·        Employers typically consider factors like experience, skill sets, education, training, seniority, performance, quantity/quality of production, and/or work location ·        So, having these factors as fields in your HR system is helpful to ensure consistency in your pay decisions. ·        And if you want to go further include the things you would NOT want to make pay decisions on like race/ethnicity, gender, and other protected class factors. That way you can do a pay equity analysis to determine if any of these things are influencing your decisions in a discriminatory way. “...are paid similarly. This includes salary, benefits, and other forms of rewards.” ·        This means looking at base pay, bonus, sales commissions, overtime, spot awards, stock, paid time off, sign on bonuses, etc. in comparison to employees with similar jobs, performance, skill sets, experience and other factors like those above. ·        Look closer at reward differences that are plus/minus 5% from the average. If you want to win the war for talent, determine if you are paying equitably and fairly based on your internal equity definition. Then communicate to your employees your results and progress year over year.  This is also an aspect of your pay transparency journey. If you need help, we should talk. https://lnkd.in/dmUY_rte #pay #compensation #rewards #totalrewards #payequity #paytransparency #fairpay #jobarchitecture #internalequity #basepay #bonus #incentives #payforperformance #STI #LTI

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Lean In released its 2024 State of Latinas in Corporate America report. You’ve probably seen a number of posts highlighting key findings like: 🔹Only 1% of C-Suite executives are Latina 🔹Between entry level and the c-suite, while white men’s representation increases by 64% percent, Latinas’ representation decreases by 78%, the most of any group 🔹Latinas in the U.S. experience the widest pay gap 🔹Lack of support, performance bias and affinity bias hinder the advancement of Latinas Here’s what we know: Corporations have this information and they know the data for their own organizations. They measure what matters and if this matters, they are measuring it. They know where the issues are. But information means nothing without action. To the organizations taking action and getting results, keep it up. To those who are still “trying”, hold yourselves accountable for tangible results and start to move the needle for your organization. 🔊🔊And my fellow Latinas, we have some unlearning to do. Our ambitions can go unrecognized because of many factors, some of which are within our control. These beliefs —-keep your head down and get it done, work harder and harder to prove your value, be humble, be loyal, be grateful for opportunities — are beliefs we internalized as kids and into our careers. They are powerful beliefs that have made you successful….until they start hindering your success. Yes, it can be both. We need to understand the difference, shift our own beliefs, and start changing how we show up at work. This is the self-agency we have. We don’t want to be the ones leaving anything on the table. You get decide what you’re willing to do now to change your mindset, how you show up and show out, and how you’re going to go after what you want. 👏🏽You have power here too👏🏽 Let’s help you exercise it. Latina Professionals® Hispanic Executive #latinaprofessionals —- I’m speaking on this topic for Latinx Heritage Month September 15-October 15. It is also a major part of my upcoming book Your Time to Rise: Unlearn Limiting Beliefs, Unlock Your Power, Unleash Your Truest Self to be released January 14, 2025. I wrote this book specifically for high-achieving women of color, including my fellow first gen Latinas. 👉🏽Message me to connect on having me speak at your organization.

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No two organizations are the same, which is why your DEI strategy shouldn't be one-size-fits-all. We specialize in developing customized DEI strategies that respect and reflect the unique aspects of your business. From small startups to large corporations, our tailored approaches consider your specific challenges and opportunities, ensuring that your DEI efforts are both effective and sustainable.

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Our default to trust is a deeply human trait that can both serve and betray us, especially in DEI work. Trust is a cornerstone of human interaction enabling us to form relationships, build communities, and collaborate effectively. This paradox of trust – its ability to both serve and betray us – requires a nuanced understanding if we are to navigate the complex landscape of racism, sexism, and other discriminatory behaviors effectively. In DEI efforts, trust is essential. It creates the foundation for open, honest dialogues about difficult and often uncomfortable topics allowing people feel safe enough to share their experiences, voice their concerns, and participate in meaningful conversations about equity and inclusion. This trust fosters a culture of belonging where diverse perspectives are valued and respected. For example, when employees trust that their colleagues and leaders listen without judgment and act with integrity, they are more likely to contribute their unique insights and ideas while driving organizational growth and create a more inclusive environment. However, trust can also be a double-edged sword, particularly when it is given blindly. In DEI work, unexamined trust can lead to the perpetuation of harmful behaviors and the protection of those who engage in discriminatory practices. When we trust individuals or systems without question, we risk ignoring or downplaying the experiences of marginalized groups. Consider the case of a company where leadership is trusted implicitly. If these leaders are unaware of or complicit in discriminatory practices, this blind trust can prevent necessary scrutiny and accountability. Employees who raise concerns about racism or sexism may be dismissed or silenced because the leadership is trusted to "know best" or to be inherently fair. This dynamic can protect harmful behaviors and undermine DEI efforts. To navigate this paradox, we must cultivate a form of critical trust in our DEI work. Critical trust involves trusting with a conscious awareness of the potential for bias and discrimination. It requires us to be vigilant and willing to question, challenge, and hold accountable those in positions of power. Critical trust does not mean abandoning trust altogether but rather balancing trust with healthy skepticism. It involves active listening to truly hear those from marginalized people, accountability to ensure systems and individuals are transparent and address problems, and continuous learning to recognize to maintain and earn trust through education and self-reflection. We also have to be willing confront and address uncomfortable truths that may be revealed. Embracing critical trust in DEI work involves a dynamic and ongoing process of building and maintaining trust through actions that demonstrate a commitment to equity and inclusion. This involves training, policies, and a culture that prioritizes DEI not as a checkbox but as a fundamental value.

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The Ampersand Manifesto Podcast is all about: ✅ High achievers in multiple realms ✅ Portfolio careers ✅ Left brain + right brain ✅ People who connect two disciplines in ways that make you go 🤯 ✅ Finding balance, integration, and harmony This month, I'm featuring Ampersands from the past two seasons who identify as #asianamerican, in honor of #APAHM. I just re-listened to my conversation last year with Newton Cheng, Google exec, mental health advocate, and world champion powerlifter. It was incredibly inspiring, and I wanted to re-share some key takeaways for all my fellow #Ampersands out there: 🔍 Choosing Your Path: Newton's story of designing his Ampersand life as an adult got me thinking about the power of choice. We have the autonomy – and perhaps even the responsibility – to shape our lives based on our interests and passions. 🔄 Transitioning Identities: Newton's idea of transitioning from doing something to being something resonated with me. It's about embodying our passions and purpose as they become integral parts of who we are. 🌻 The Gardener's Perspective: Newton's analogy of a gardener versus a mechanic offered a new way to look at life. It reminds us to embrace life's unpredictability and let go of rigid control, focusing instead on nurturing our growth. These insights serve as a reminder to approach life with authenticity, flexibility, and self-awareness. Here's to embracing the journey and tending to our metaphorical gardens with care. #AAPI The Ampersand Manifesto Podcast

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<Personal Branding At Work #9> In her article published in the January-February 2024 issue of the Harvard Business Review, Sylvia Ann Hewlett, author of New Rule of Executive Presence, stated, "Inclusiveness, in all its manifestations—respecting others, listening to learn, telegraphing authenticity—has shot onto the list of the most-valued components of all three dimensions of EP. That change reflects the new weight of diversity, equity, and inclusion in business strategy." This observation reminded me of an instant online survey conducted during one of my workshops last year with a group of Gen Z participants. They identified "respect" as one of the most treasured qualities they seek from their management team. The world has undeniably changed. Today's leaders tend to gain influence through respect rather than fear-based tactics. Inclusion, which fundamentally involves making employees feel respected and valued regardless of their unique backgrounds and attributes, has always been critical to employee retention. However, its importance is now reaching new heights. While it is generally easy to include and respect those with whom we feel comfortable, share similar values, or favor, the real challenge arises with individuals who hold different perspectives, values, or excel in areas where we may lack strength. The ability to view situations objectively can help bridge this gap. For example, one might think, "She seems inflexible about alternatives to make things work, but I see her strength in strict adherence to standard processes and compliance." Embracing inclusiveness and respect, even when it is challenging, is crucial for fostering a positive and productive work environment, and that also define our Personal Branding At Work as a leader! #executivepresence #personalbrandingatwork #certifiedimageconsultant #corporatetrainer #corporatetraining #leadershipbranding

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What is the key to mental well-being in the workplace? Check out this month's edition of our newsletter to find out! Are you subscribed? Stay in touch to receive monthly articles, tips, and resources to level up your talent optimization and organizational performance! https://loom.ly/bXAjQ58 #quivetconsulting #talentoptimization #coaching #consulting #organizationalsuccess #leadership

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Any article that is inspired by a song " You Belong with Me,"” T. Swift I am reading on.. Community is one of the top intrinsic reasons for working and it is not only good for corporations but for the communities and customers served. McKinsey & Company study found 20% of the more than 2,500 people polled said they were concerned about the lack of community. 🌟Community= Belonging + Contribution My top three from this bold move list on how to impact change: ✅"Don’t just tell—show. It’s not enough to outline plans for culture change and expect managers, employees, and other key stakeholders to simply fall in line. Senior leaders need to actively expose individuals to ideas and best practices they might not have previously considered, encouraging them to take lessons from wherever it makes the most sense. ✅Shake it up—all of it. For a transformation to take hold, leaders should introduce and embed new rituals into the workplace and continually revisit and refine employees’ roles, mindsets, and behaviors. The new rituals and changes must be widespread and meaningful (and even hard to reverse). ✅Connect the dots. We all know about the hidden influencers in an organization who can have an outsize impact on their colleagues’ actions." Brooke Weddle John Parsons Wyman Howard retired rear admiral of the US Navy  Andy Voelker - Excellent compilation and actions from the study. #culture #leadership #servantleadership #change #changemangement #talent #communication #dei #deib #equity #organization #strategy #community #employeeengagement #career #resesarch

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Came across this article that starts with a reinforcement of the importance of disclosure - in this case triggered by legislation - that catalyzed measurement and consequent analysis. The first step is to know where we stand. The article also talks about 5 key metrics for tracking gender diversity, focused on talent management- - Pay - Recruitment - Retention - Advancement - Representation I couldn't agree more with the importance of measurement and these metrics in shaping inclusive cultures. Let's break it down together and brainstorm how we can push the needle forward. Excited to hear your thoughts! Source: People Matters Global #genderdiversity #talentmanagement #inclusivity #pevc

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In the ongoing conversations about MEI versus DEI, especially with Silicon Valley leaders recently sharing their views, I want to share my perspective: MEI sounds like a promising proposition to prioritize hiring based on skill set over race, gender, or disability. However, it's crucial to remember why DEI initiatives were established in the first place. DEI was created to address systemic injustices and provide equitable opportunities for underserved populations, thus leveling the playing field. Think of it this way: equality is giving everyone a shoe, but equity is giving everyone a shoe that fits. The tech industry remains male-dominated because STEM education and careers were historically offered to men while being largely inaccessible to women and minorities. DEI initiatives work to correct these long-standing disparities, ensuring that everyone has a fair chance to succeed based on their abilities. - What are your thoughts on this? Let me know in the comments! 👇 https://lnkd.in/gK46rKYF

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Do you have a personal board of advisors? How about a career map? Today on the Balancing Act Podcast, we have Pete Schramm joining us. Pete is the founder and CEO of Lattitude, a human connection platform designed to amplify new employee retention and mid level manager development. The company exists to help increase intentional internal engagement and strengthen workplace culture to improve employee belonging. Pete is also the author of Pathfinders: Navigating your Career Map with a Personal Board of Advisors. Tune into episode 138 to hear Pete's story, his "rocket booster" moment, and his thoughts on coaching, engagement, employee retention, and belonging in the world of work. You can find The Balancing Act Podcast on all major podcast streaming platforms, YouTube, and my website at www.AndrewTemte.com. Hit the subscribe button, share the show with your network, and/or give us a rating to show your support for the pod. Our purpose is to create a public good for learning and growth–to add value to your journey of personal and professional continuous improvement. Thanks for tuning in. Here are a few links to the show: Apple: https://lnkd.in/dCG6UvRs Spotify: https://lnkd.in/dWpTxaeP YouTube: https://lnkd.in/dgHvTHQF #Entrepreneurship #EmployeeBelonging #EmployeeRetention #Balance #BalancingActPodcast #LeadershipDevelopment #Mentorship

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Ever wondered how top executives continuously achieve outstanding results? Our latest article, "Elevating Excellence: How Executive Coaching Boosts Achievements," dives into the transformative power of executive coaching. 💡 In this insightful read, we discuss why coaching is so important and the tangible benefits it can provide. ⬇️ https://loom.ly/kIcx2bU Curious about how coaching could elevate your professional and personal life? Have questions? Comment below or send us a message. #leadership #executivecoaching #professionaldevelopment #careergrowth #excellence

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