Avoiding Professional Pitfalls

Stop Blaming Employees: The Real Reason SMBs Are So Vulnerable to Cyberattacks The narrative that employee negligence is the main cause of cyber breaches in SMBs oversimplifies the issue. While human error certainly plays a role, the real problem lies deeper within the company’s cybersecurity culture. Here’s why blaming employees isn’t the full picture: → Limited Resources = Increased Vulnerability Many SMBs operate on tight budgets and lack dedicated IT staff, leaving them exposed to cyberattacks. Security often takes a backseat to operational priorities. → Lack of Awareness SMB owners often believe they’re too small to be targeted by cybercriminals, underestimating their risk. Employees also often receive little to no cybersecurity training, increasing the chances of breaches. → Technical Barriers Cybersecurity is complex. Without the necessary expertise, SMBs struggle to implement effective measures and can fall victim to third-party vendors offering incomplete solutions. → Complacency and Overconfidence When businesses fail to regularly update their security measures or create formal cybersecurity policies, they open the door to threats. A security-first culture is crucial, but many SMBs lack this mindset. → The Need for Comprehensive Solutions To truly protect against cyber threats, SMBs must invest in training, policies, and technology. Cybersecurity must be prioritized at every level—management included—and treated as a shared responsibility across the organization. The takeaway? Instead of blaming employees, let’s tackle the systemic issues that leave SMBs vulnerable. Prioritize comprehensive cybersecurity solutions and create a culture of continuous learning and vigilance.

„Companies spend millions on antibias training each year in hopes of creating more-inclusive—and thereby innovative and effective—workforces. Studies show that well-managed diverse groups perform better and are more committed, have higher collective intelligence, and excel at making decisions and solving problems. But research also shows that bias-prevention programs rarely deliver“, schreiben Joan C. Williams und Sky Mihaylo in der Harvard Business Review. Statt auf ineffiziente Programme fokussieren die Autorinnen auf Möglichkeiten, die einzelne Führungskräfte in der Praxis haben, um Vorurteilen entgegenzuwirken und Diversität zu verwirklichen. Es beginnt für sie damit, zu verstehen, wie sich Voreingenommenheit im Arbeitsalltag auswirkt, wann und wo ihre verschiedenen Formen tagtäglich auftreten. Das Motto: „You can’t be a great manager without becoming a ‚bias interrupter‘.“  Ihre Empfehlungen gliedern Williams und Mihaylo in drei Hauptpunkte. ▶️ Fairness in hiring: 1. Insist on a diverse pool.  2. Establish objective criteria, define “culture fit” (to clarify objective criteria for any open role and to rate all applicants using the same rubric), and demand accountability.  3. Limit referral hiring.  4. Structure interviews with skills-based questions.    ▶️ Managing Day-to-Day:  Day to day, they should ensure that high- and low-value work is assigned evenly and run meetings in a way that guarantees all voices are heard. 1. Set up a rotation for office housework, and don’t ask for volunteers.  2. Mindfully design and assign people to high-value projects.  3. Acknowledge the importance of lower-profile contributions.  4. Respond to double standards, stereotyping, “manterruption,” “bropriating,” and “whipeating (e.g., majority-group members taking or being given credit for ideas that women and people of color originally offered). 5. Ask people to weigh in. 6. Schedule meetings inclusively (they should take place in the office and within working hours). 7. Equalize access proactively (e.g., if bosses meet with employees, this should be driven by business demands or team needs).   ▶️ Developing your team: Your job as a manager is not only to get the best performance out of your team but also to encourage the development of each member. That means giving fair performance reviews, equal access to high-potential assignments, and promotions and pay increases to those who have earned them. 1. Clarify evaluation criteria and focus on performance, not potential.  2. Separate performance from potential and personality from skill sets.  3. Level the playing field with respect to self-promotion (by giving everyone you manage the tools to evaluate their own performance).  4. Explain how training, promotion, and pay decisions will be made, and follow those rules. „Conclusion: Organizational change is crucial, but it doesn’t happen overnight. Fortunately, you can begin with all these recommendations today.“ #genderequality #herCAREER

Walk into a construction site, coding marathon, trading floor, or engineering lab, and you'll likely notice the same thing: a sea of men with perhaps a few women navigating these professional waters like salmon swimming upstream. In these male-dominated industries, "being the only woman in the room" isn't a figure of speech but a daily reality. In my coaching work —and in my own career—I've noticed how these industries develop distinct communication cultures that were NOT designed with women's voices in mind. Research shows women are interrupted 2.8 times more frequently than men in professional settings. And in male-dominated industries, these interruptions can significantly impact your ability to demonstrate expertise and drive results. But here's the good(ish) news: interruptions are predictable, and with the right techniques, manageable. Here are five strategies I've recommended to my colleagues, clients, and friends who are tired of playing "try to finish a sentence" at work. #WomensERG #Womenleaders #Maledominatedindustries #WomenInTech #WomenInSTEM #WomenInEngineering #WomenWhoCode #GirlsWhoCode #WomenInConstruction #WomenInManufacturing #WomenInAviation #WomenInFinance #WomenInLeadership #WomeninPE #allies #DEIB #genderequity

There’s a major blind spot I see in senior leadership teams…and it’s holding your whole business back. Plus it’s costing you your best people. Here’s how it plays out: You’ve got a woman in your organisation everyone relies on. She’s the one you turn to when the impossible lands. The one who delivers the toughest projects on the tiniest budgets; without fuss, without fanfare. The one who fixes problems no one else can touch. She makes it look easy. And because of that, she gets overlooked. Overlooked for promotions. Overlooked for recognition. Overlooked for the rewards she deserves. And here’s the mistake: you tell yourselves stories about her. 💭”She’s not political enough.” 💭”She lacks presence at that level.” 💭”She doesn’t seem confident.” The reality? She’s so smart she doesn’t need to play political games. She’s a highly skilled influencer…her results do the talking. She’s a strategic thinker. She shapes powerful cultures. She inspires and motivates her people in ways that transform teams. If you’re sitting on a talent like that and not moving heaven and earth to elevate her, you’re not just failing her…you’re holding back the success of your entire business. Here’s what happens next: She may lose confidence. She may start to believe “maybe I’m not as good as I thought.” ‼️But make no mistake…she WILL leave. And if she’s smart, she’ll come to work with me. Where she’ll finally see her brilliance for what it is. She’ll claim her true value. And she’ll kick ass at a whole new level, in a business that actually deserves her. If you don’t act soon, she’ll walk. And when she does, she’ll take her brilliance, her strategic thinking, her ability to inspire and deliver…and she’ll transform another business instead. One that actually deserves her. 💥Back her. Recognise her. Elevate her. It’s the right thing for her. It’s the right thing for your business. And yes…as an added bonus, she’ll make you look like the leader who got it right!

“Clicked the phishing link? Terminate the employee.” That’s the usual genius solution. Because of course, when someone falls for a well-crafted phishing email, it’s their fault. Not the security team’s. Not the leadership’s. Just the employee who was never trained, never supported, and working with systems built in 2012. Let’s call this what it is: Lazy, reactive blame culture. Phishing is not a user problem. It’s a leadership problem. You can’t dump every risk on the people who have zero control over: • MFA enforcement • Email filtering • Device hardening • Privileged access • Alerting systems • And basic incident response You want users to behave securely? Give them a secure environment to work in. If a phishing email can bring down your company, the problem isn’t the user. It’s the architecture. Instead of pointing fingers, do this: Reduce blast radius. Don’t give anyone access they don’t need. Isolate critical systems. Assume compromise. Make phishing boring. Block obvious stuff before it even lands. Train people with real scenarios, not cartoonish e-learning junk. Reward reports. Don’t shame mistakes. If leadership doesn’t own this, They don’t deserve the title. Security isn’t just tech. It’s culture. It’s design. It’s ownership. And if you’re still blaming your employees for falling for phishing emails in 2025… You’ve already failed. 📌 P.S. As a trusted cybersecurity specialist, I can help you assess your cybersecurity risks and recommend the right solutions for your business. Please feel free to contact me if you have any questions or need assistance. #cybersecurity

5 ways to make sure you are completely overworked and exhausted: → Never say no - Take on every project and task that comes your way. → Skip breaks - Work constantly from the minute you get into work. Lunch breaks are for the weak! → Be a perfectionist - Spend every second obsessing over tiny details. Good is never good enough. → Ignore your boundaries - Let work seep into your evenings, weekends and holidays. → Neglect your health - Who has time for exercise, hobbies or sleep? Work is the priority. We have all been there at some point. Putting our all into our career. Every last bit of energy that we have. The impact of this for me was constant migraines for months on end. My health suffering badly. My relationships being affected. Resulting in needing to take a long time out to fully recover. Someone once said to me... no one will ever thank you for working extra hours. They were right. I never got a thank you, or even an acknowledgement! If you find yourself doing any of the above then let this post be the push that you need to make a change and put your health first. Are you guilty of any of the above? ⬇ ⬇⬇ -------------------------------------------- I'm Grace, a Career Coach and HR Expert rewriting the rules for ambitious professional women to include more success and balance. Drop me a DM or book a call through my featured section to work with me. 🔔 Follow me and hit the bell on my profile to make sure that you don't miss out on a single update!

“Michelle, can you take the minutes?” Years ago, I was in a meeting with senior executives when my boss turned to me and asked me to take the minutes. My response? “Why? Just because I’ve got a vagina?” Now, was that the most strategic way to handle it? Probably not. Did it get my point across? Absolutely. This moment highlighted a more significant issue: women being assigned non-promotable tasks that do nothing to advance their careers. Taking minutes, organising meetings, and onboarding new employees are essential tasks, but they become career roadblocks when they are disproportionately assigned to women. Managers, ask yourselves: • Who is being asked to take on these tasks in your team? • Are these responsibilities shared fairly? • Are you unintentionally reinforcing gendered expectations at work? Women, next time this happens, try: • “I’ve taken the minutes the last few times. Let’s rotate this responsibility.” • “This task should be shared fairly. Who hasn’t done it yet?” • “I’d like to contribute to the discussion, not just document it.” #WomenAtWork #CareerAdvice #GenderEquity #LeadToSoar

Language matters. Never have I heard a room of highly skilled, industry leading professional women called 'girls' as often and publicly as I did at a recent industry event. 🤷♀️Don't think it's a big deal? Neither did I.... ..... until my late 30s where I began to realise, after 15+ years in a male dominated industry struggling with its systemic gender biases and inequity, that this language is part of how women are - intentionally or unintentionally - belittled, demeaned or excluded through sexist language at work. 💡A great way to be mindful and avoid unintentional impacts on your women colleagues is when there is a situation where males are called "boys", then it may also be fine to call females "girls". Otherwise, stick to "women". #wordsmatter #genderequity #alwaysforimpact #professionalwomen #leadership #dontcallmelove

“What early career mistake will you never make again?” A few months ago, I proactively reached out to 5 trailblazing women leaders in the corporate world, seeking their wisdom. Their responses? A treasure trove of insights, a fresh perspective, and 5 transformative lessons that every professional, irrespective of gender or rank, should embed in their career blueprint. Let’s delve in: 🌟 Mistake #1: Not Advocating for Their Worth 🌟 In the corporate maze, many women often hesitate to negotiate their initial salary offers. Societal norms might whisper, "Accept it, or someone else will." This mindset can lead to earning less than their potential. Assertively, women in corporate roles must champion their worth. By stepping up, they not only elevate their own stature but also set a precedent for equal pay and respect. 🌟 Mistake #2: Sidestepping Leadership Opportunities 🌟 A skilled woman in a corporate role can efficiently drive a project to completion. Yet, some might shy away from leadership roles due to self-doubt. However, a self-assured and assertive woman in the corporate realm can spearhead entire divisions to success. Achieving tasks is commendable, but pioneering change is legendary. 🌟 Mistake #3: Overlooking the Power of Networking 🌟 Until you've solidified your place in the corporate ladder, relentlessly pursue connections. "Empowered women empower women." This quote isn't just words to me; it's a mantra. It underscores the potency of collaboration and mutual upliftment. 🌟 Mistake #4: Clinging to the Familiar🌟 Conventional wisdom might suggest, "Play it safe." Yet, this mantra holds weight only when: 1. You're stagnating 2. You're not challenging the status quo With courage and assertiveness, stepping out of comfort zones isn't just beneficial—it's revolutionary. 🌟 Mistake #5: Overcommitting Without Boundaries 🌟 It's tempting to believe we can shoulder every task. To think our energy is boundless. To assume we're impervious to burnout. Yet, reality often begs to differ. That's why it's paramount for women to assertively set boundaries, prioritize tasks, and ensure self-care isn't just an afterthought but a strategy. That’s it! I'd love to hear your thoughts: Which one of these techniques resonates with you the most? Have you tried any of them before? What was your experience like? Please share in the comments. Based on your feedback, I'm happy to do another post going into more depth on whichever technique you find most interesting or useful. Let's keep this conversation going! #WomenInCorporate #Assertiveness #CareerInsights #Empowerment #womeninsales

No one expects you to be perfect at work. But some habits might be blocking your next promotion. After coaching 100s of leaders through 6-figure career  moves, I've noticed something. The most talented people often make the same mistakes  without knowing it. Here are 9 career mistakes that keep high achievers stuck: ❌ Solving every problem that crosses your desk ❌ Perfectionism disguised as "high standards" ❌ Believing hard work alone gets promoted ❌ Waiting for the "perfect" opportunity ❌ Falling for the "we're a family" myth ❌ Speaking up too much in meetings ❌ Believing loyalty will be rewarded ❌ Avoiding "political" relationships ❌ Making yourself irreplaceable The good news? Each mistake has a simple fix that can speed up  your career: ✅ Ask "Is this my job?" before saying yes ✅ Stay loyal to your own growth and value ✅ Share one or two smart ideas per meeting ✅ Enjoy good culture but protect yourself too ✅ Focus on big wins your company cares about ✅ Build real relationships with people at all levels ✅ Write down how you do things and teach others ✅ Take the pretty good job instead of waiting forever ✅ Get things done at 90% instead of waiting for 100% Small changes make big differences. The leaders who move up fastest understand: Success isn't about being perfect. It's about knowing which habits help you  and which hold you back. Your next promotion might be one small change away. Which mistake hits closest to home for you? Reshare ♻️ to help someone in your network. And give me a follow for more posts like this.