This blog post was inspired by key takeaways shared in our masterclass, featuring Michelle DiTondo, Principal at Avion Consulting and Former CHRO of MGM Resorts, alongside Diane Samuels, Vice President and Chief People Officer at Ford Foundation.

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1. Don’t Expect a Reaction or Response in the Moment. When encountering workplace issues, consider discussing them with HR. However, keep in mind that HR has to maintain balance in their approach despite possible personal feelings and will need to establish a full understanding of the situation before taking a stance. 

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2. Prepare for HR Conversations: Before engaging HR, gather all relevant facts and establish a clear perspective on how you'd like the issue to be resolved. 

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3. Present Facts, Not Judgments: Approach HR with a fact-based perspective when raising concerns about unfair treatment. Focus on observable behaviors rather than making subjective judgments or accusations, such as labeling someone as racist or misogynistic.

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4. Seek Real-Time Feedback:  Request ongoing feedback from your managers, especially. Regular feedback is essential for personal growth and can help you understand your strengths and areas for improvement. You can schedule feedback sessions after a deliverable has been completed so you get feedback in real time, and it can be specific.

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5. Don’t Wait For A Crisis To Talk To HR. Utilize your HR relationship proactively, not just when problems become overwhelming. HR can provide valuable coaching to assist you in navigating challenges and fostering a positive work environment.

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6. HR is Focused on Addressing Risk: Recognize that HR is more likely to support employees raising concerns over standing by biased leaders. This support is driven by considerations of both reputation and potential financial liabilities, including the risk of class action lawsuits.

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7. HR is Focused on Addressing Risk: Recognize that HR is more likely to support employees raising concerns over standing by biased leaders. This support is driven by considerations of both reputation and potential financial liabilities, including the risk of class action lawsuits.

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8. Highlight Your Value: It's crucial to become confident in discussing your strengths and unique contributions. When seeking a pay raise or promotion, lead with your strengths and the value you bring to the organization. Recognize that some individuals, especially women of color, may not feel comfortable highlighting their strengths. Many women express gratitude without advocating for their worth rather than proactively requesting pay increases.

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9. Even If You're Not Looking, Chat With Recruiters Who Slide Into Your DMs: When recruiters reach out to you, it's beneficial to engage with them, even if you're not currently interested in the opportunity. Take the time to have a conversation and establish a connection. Additionally, share information about the role with your professional network. This proactive approach can help you expand your professional opportunities and build valuable relationships in your industry.

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10. Before You Talk Money, Do Your Homework. Before initiating salary discussions or negotiations, arm yourself with information. Begin by researching the typical compensation range for your desired role, recognizing that different sectors may offer varying pay levels for the same position. Make an effort to uncover the organization's salary offering, especially if they are collaborating with a search firm or in regions where salary ranges are publicly disclosed.

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11. Know What You Bring To The Table, And Don't Be Shy About It. Approach these negotiations with confidence, and avoid apologizing for your salary expectations. If they are unable to meet your desired salary, consider alternative strategies such as requesting a performance-based bonus after six months or inquiring about the possibility of raising your salary based on performance criteria. Additionally, don't hesitate to negotiate for additional vacation time or professional development opportunities in lieu of cash.

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12. If You're Taking A Big Leap Job-Wise, Think About Asking For A Safety Net. Discuss the inclusion of a severance agreement for the initial 1-2 years, particularly when transitioning to a senior-level role or when considering a significant career move. These negotiation tactics can help you secure a compensation package that aligns with your value and career goals while de-risking a big move.

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13. Network from a Position of Strength. When you find yourself in a position of power where others seek to connect with you, seize the opportunity to strategically expand your professional network. Engage in activities like speaking on panels and sharing your insights on relevant topics or articles, showcasing your knowledge and expertise. Remember, building a strong network is an investment that can pay dividends when needed most, and it can be challenging to establish meaningful connections during career transitions. Take advantage of your current position of influence to nurture relationships and enhance your personal brand, as this can prove invaluable when you are actively in job-searching mode.

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14. No Need To Lay ALL Your Cards On The Table At Work, But Be Authentic.  Don’t expect to come to work to make friends, but similarly, be authentic. It’s important to balance nurturing healthy, open, and honest professional relationships whilst not needing to mask who you are.

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15. If It’s Not Working, Get Out. Some of us suffer in silence for too long, which can stunt our growth potential and also damage our health. If it’s not working, get out. 

‍Bonus: Consider taking Marcus Buckingham's Standout Assessment, a valuable tool that can provide clarity on your strengths and gifts. This free assessment offers an excellent report without subjecting you to marketing emails or follow-ups. You can access it here.