How Shavone Charles Created Her Dream Job In Tech

LinkedIn

Shavone Charles holds many titles. From being a musician and artist to her role as Head of Global Music and Youth Culture Communications at Instagram and recent founder of a passion project, Magic in Her Melanin, Charles is undoubtedly known to her peers and the surrounding tech and entertainment industries as being a renaissance woman and connoisseur of culture.

The term, “Do It For The Culture”, according to the Urban Dictionary, is a statement requesting that someone carry out a specific action for benefit of their shared culture. Charles is doing just that with not only her work in Silicon Valley but for black creatives globally. With her deep Trinidadian roots, Charles is passionate about maintaining her self-identity while creating an environment of inclusivity for women of color in tech.

Before she was trailblazing a new path for future generations, millennials and black women in tech, or creating her own job title at multi-billion dollar companies like Twitter and Instagram, she was a San Diego native and first-generation college graduate from UC Merced, just trying to figure it out. Upon graduating in 2012, Charles snagged several high-profile entertainment and communications based internships at Google, BET Networks, Capitol Hill and The Department of Justice. Her big break happened when she was the presented with the opportunity to create her own role and title at Twitter.

At Twitter, Shavone established her niche career focus on culture-focused communications and social marketing, business partnerships and data analysis with a close lens on music, online communities and youth culture. Upon joining the Twitter team, Shavone created her own role, as the first person to join her team and head up the company’s global music and culture communications, with a focus on data, often working on efforts tied music partnerships and high-priority product launches and acquisitions (including Vine and Periscope). During her time at Twitter, Shavone also remotely oversaw all of the company’s communications efforts for Brazil and Canada out of San Francisco and employed a number of successful global culture-driven communications programs tied to major entertainment and consumer moments in market (including Rock In Rio, Brazil’s Fashion Week, Juno Awards and more). She led content management and curation for the official @TwitterMusic account and helped grow it by over 5 million followers, as result of social campaigns with talent and highlighting the best uses of Twitter and Vine in music.

In addition to launching PR and social campaigns, Charles had the unique opportunity to create the first-ever employee resource group for African-American employees, aptly named Twitter BlackBirds. Her role at Twitter, catapulted her into a new realm of visibility and influence, leading her to head up communications and culture at Instagram. Charles has always been intrigued by the notion of connecting diverse groups of people through social media and cultivating an accepting community for people to have the choice to share commonalities.

Technology has allowed the culture to be seen on a global scale, with creatives now at the forefront of the movement and art form. It’s not a “niche” community anymore and people are using the internet to build a community around their interests,” which she said at Forbes I.D.E.A Summit.

Continue onto Forbes to read the complete article.

Morgan State University Awarded $1.6 Million Base 11 Grant to Launch Student Rocketry Program

LinkedIn
MSU-grant

The nonprofit Base 11 today announced that Morgan State University is the winner of a three-year, $1.6 million Aerospace Workforce and Leadership Development Grant, which will fund a state-of-the-art rocketry lab and launch a student rocketry team.

Former NASA astronaut Leland Melvin was on hand to formally present the check to and inspire university students who were in attendance, to pursue aerospace as the “Next Frontier.”

The commercial space industry is expected to become a $2.7 trillion economic sector in the next 30 years, according to Bank of America Merrill Lynch. Yet the industry faces challenges in recruiting a diverse workforce. According to the National Science Foundation, African Americans make up just 5 percent of the science and engineering workforce.

“We want to ensure that the next generation of space innovators is just as diverse as America,” said Melvin, a veteran of two Space Shuttle missions. “I am excited to see this generation of students getting critical hands-on experience in rocket technology, and I encourage Morgan State’s students to seize this incredible opportunity to reach for the stars.”

The grant, which aims to improve diversity in the aerospace talent pipeline, was announced in June 2018, and drew proposals from eight Historically Black Colleges and Universities (HBCUs). Leland Melvin was joined by experts from Dassault Systèmes, Blue Origin, SpaceX, Sigma Pi Phi fraternity, and Base 11 in reviewing the applications.

“The proposals for the HBCU Aerospace Workforce and Leadership Development Grant were quite impressive,” said Base 11 Chairman and CEO Landon Taylor. “Morgan State is especially well positioned to leverage their existing resources, faculty expertise, and industry partners to launch a successful and sustainable rocketry program that brings hands-on, experiential learning to students.”

The grant will fund the build-out of a liquid-fuel rocketry lab at Morgan State, as well as the recruitment and hiring of an aerospace faculty leader to create a world-class liquid fuel rocketry program. Morgan State aims to bring together these elements to successfully build and launch a liquid fuel rocket that reaches 150,000 feet by 2022.

“We are honored that Morgan State University was selected for this competitive grant, and confident that it will further advance our efforts to increase diversity in the STEM talent pipeline, while also turning out workforce-ready talent in high-demand industries like aerospace,” said David Wilson, president of Morgan State University. “At Morgan we encourage our students to be bold and to aim for the stars, and with the launch of this program, we can provide them with the resources to take on that challenge literally.”

Morgan State will house the fledgling rocket program in its Center for Built Environment and Infrastructure Studies (CBEIS) building, the home of The School of Architecture and Planning and some of the University’s engineering programs. CBEIS is a gold certified LEED green building with solar water heating panels and a bioretention pond. Designed for the needs of the modern university student, CBEIS is also the home to the only earthquake simulator on the east coast and a supersonic wind tunnel. Students studying in this contemporary facility have access to printing labs that contain 2D and 3D printers and a fabrication lab where students can use technologically advanced cutting tools.

“With this very generous grant, we will bring together a cross-disciplinary team of faculty and external collaborators to develop and prepare our students for future opportunities in the commercial aerospace industry. This is an area loaded with opportunities for innovation and creativity, and in need of a more diverse workforce” said Dr. Willie E. May, vice president of research and economic development at Morgan State University.

Continue on to Morgan State University to read the complete article.

Siemens Foundation launches new training program to fill building technology industry skills gap

LinkedIn

The Siemens Foundation is advancing its mission to narrow the opportunity gap for young people in the United States in STEM careers by launching a new workforce training program to fill skilled positions in the intelligent buildings industry in collaboration with Siemens Building Technologies and the Association of Controls Professionals (ACP).

Together, the organizations will create community college training programs and develop career pathways into local K-12 systems, both aligned to new, non-proprietary industry certifications under development by ACP.  This innovative program will focus on reaching traditionally underserved or underrepresented student communities and providing them the opportunity to excel in a software-driven field. The Foundation will invest more than $1.6 million in the workforce training program over a three-year period, with the first iteration expected to launch in DeKalb County in metro Atlanta in late spring.

“Operating and maintaining today’s smart building systems requires skilled, technology-minded professionals, but companies like Siemens continue to have difficulty in finding skilled applicants for these open positions,” said Dave Hopping, CEO of Siemens Building Technologies division, Americas. “The development of career pathways from K-12 through community college, leading to high-quality certification, will help address this gap and grow the diversity of individuals who have an opportunity to receive training, compete for these software-driven jobs and earn a competitive salary.”

“A career focused on how to make buildings smarter and more efficient is truly one of purpose, giving students the opportunity to pursue work in a field that will play a significant role in reducing emissions and making our world more sustainable for years to come,” said Brian Lovell, president of ACP. “There are tens of thousands of jobs in the building automation field open today and our program’s mission is to provide the next-generation workforce with the skills and opportunity to fill these jobs and move the industry, and our world, forward.”

The intelligent buildings workforce training program is a part of the Siemens Foundation’s new SPARKS (STEM Partnerships to Advance Real-World Knowledge and Skills) Initiative, an effort to stand-up focused and employer-informed STEM training programs across industries like smart infrastructure, healthcare, and advanced manufacturing.

The Foundation will work in tandem with Siemens core businesses to develop targeted programming that addresses specific workforce development needs across their industry. Though each program will be unique, all share common goals under the broader SPARKS Initiative to provide economic opportunity for America’s next generation of workers and grow talent for relevant industries.

Since its inception, the Siemens Foundation’s mission has been to ignite and sustain today’s STEM workforce and tomorrow’s scientists and engineers. The Foundation has invested more than $115 million in the United States to advance workforce development and education initiatives in science, technology, engineering, and math. Its mission is inspired by the culture of innovation, research and continuous learning that is the hallmark of Siemens’ companies. Together, the programs at the Siemens Foundation are narrowing the opportunity gap for young people in the United States in STEM careers.

Recently, the Foundation took a closer look at the widening U.S. income gap and shifts in workforce demographics and determined it could better address the education and economic challenges facing young adults by leveraging Siemens own business expertise and the Foundation’s experience in building and implementing youth STEM initiatives. This focus led to the Foundation’s launch of the STEM Middle-Skill Initiative in 2015, its inaugural investment in workforce development.

“The Foundation’s mission, at its core, is to ensure opportunity for those who traditionally have been left behind and make good on America’s most basic social compact  – to ensure that those who set goals and work hard can provide for themselves, their families, and their communities,” said David Etzwiler, CEO of the Siemens Foundation. “Work like the STEM Middle-Skill Initiative and SPARKS partnerships allows us to continue to deliver on this mission by increasing awareness, advancing proven training models, and communicating the value of STEM middle-skill careers.”

Through the STEM Middle-Skill Initiative, the Siemens Foundation has created an ecosystem of national partners, government leaders, and educational stakeholders to further its workforce development mission including the National Governors Association, The Aspen Institute, Advance CTE, New America, among others. These partnerships have resulted in expanded work-based learning opportunities, including new registered apprenticeship programs, the first national conference on apprenticeship, growing excellent community college STEM programs, and building a new generation of CTE students.

For further information on the Siemens Foundation, please visit https://www.siemens-foundation.org/programs/stem-middle-skill-initiative/.

A New Generation of Black Founders Is Rising in Atlanta–and the Startup World Is Taking Notice

LinkedIn

Forget Silicon Valley. Black entrepreneurs have discovered the best tech scene in the country.

On the 7th floor of Atlanta’s historic Biltmore Hotel, high above the Bird and Lime e-scooters below, Paul Judge stands by a window. He points toward nearly every building within a few-block radius. “Five years ago, these spaces were all dirt,” he says.

Now, they’re full of startups–and Judge, a serial entrepreneur who’s been on the tech scene for 21 years, is responsible for much of that growth. The cybersecurity firm he co-founded in 2011, Pindrop, occupies office space on three floors of the Biltmore. Judge’s early stage venture capital firm, TechSquare Labs, is a five-minute walk away–and as he passes by, a man leans out the front door. “Hey, Paul!”

Judge is practically a celebrity in Atlanta’s entrepreneur world, partly because he’s the most accomplished black tech founder in the city. The 41-year-old Baton Rouge native moved here in 1995 to attend Morehouse College, and never left. After a few successful startups, he started using his capital to help other Atlanta-based entrepreneurs get off the ground. Now, a new generation of young and ambitious black founders are working to craft their own versions of his career path.

Atlanta has a 52 percent black population, according to census data, and it’s brimming with entrepreneurs who benefit from what Judge describes as the “three Cs”–colleges, corporations, and culture. Atlanta’s schools–including Georgia Tech, Georgia State, and black universities like Morehouse College and Spelman College–are churning out talented black developers and engineers. Pair that with the city’s thriving black culture–from actors and musicians like Tyler Perry, Donald Glover, and Outkast to politicians like John Lewis and current mayor Keisha Lance Bottoms–and the result is what Mike Ross, a local black angel investor, describes as an atmosphere “like Harlem was in the ’20s.”

Three years ago, entrepreneurs Ryan Wilson and T.K. Petersen opened The Gathering Spot, a private membership club created to build community between black entrepreneurs from local colleges, Atlanta’s celebrities, and executives from corporations like Coca-Cola and Home Depot. “The Gathering Spot, humbly, has become one of the places in town where people know that important conversations are going to be held,” Wilson says. “We’ve been fortunate that other people have come to see this space as one of those central places where you can connect with people.”

His proof: The club has more than 1,000 members, including founders of black-led startups like consumer robotics maker Monsieur, political engagement app Empowrd, and visual recognition tech company Partpic, which was sold to Amazon for an undisclosed sum in 2016.​​ In particular, Partpic co-founder Jewel Burks Solomon, 29, is one of the city’s most recent success stories.

Growing up in Nashville, Burks Solomon dreamed of moving to Atlanta and starting a business. Upon doing it in 2013, she found plenty of like-minded black entrepreneurs experiencing a common challenge: difficulty securing funding. Of the $2 million Burks Solomon raised for Partpic, only $25,000 of it came from a local source–Ross, one of the city’s few black angel investors.

“Atlanta has a high population of black entrepreneurs. The investor landscape doesn’t necessarily look the same,” explains Burks Solomon. “I’m a black person, and I’m also a woman–and if you look at the numbers, we don’t get invested in at the same rate as our white male counterparts.”

Shawn Wilkinson, founder of blockchain cloud storage company Storj, faced similar hurdles when he was trying to fundraise in 2015. “Then I brought on an older, white co-founder,” says Wilkinson, who’s 27 years old and black. “And suddenly, we’re just getting so many more leads and actually closing deals.” The company has since raised $33 million over seven funding rounds, according to Wilkinson.

Some of Atlanta’s black founders believe they can change that equation by building or selling successful companies and then investing in other black founders. “We’re trying to create this momentum where we can start having major exits or major growth in our businesses to really start shaping the ecosystem,” says Candace Mitchell, 31, founder of Atlanta-based digital hair-care startup Myavana.

Burks Solomon is already leading the way. She’s helped fund five minority-led startups since selling Partpic, including a surplus food management platform called Goodr and The Gathering Spot. And successful companies are emerging–the increasingly popular online scheduling tool Calendly, for example, was founded by Tope Awotona, an Atlanta-based native Nigerian.

Black entrepreneurs in other parts of the country are taking notice. In December, Tristan Walker sold his personal care business, Walker & Company Brands, to Procter & Gamble. Rather than relocate his operations from Silicon Valley to P&G’s Cincinnati headquarters, he threw a curve ball: The company would be moving to Atlanta. “I’ve been spending more time over the past year in Atlanta, and I get this feeling that I had back in 2008 when I came to the Bay Area where you knew something was about to pop off,” Walker explains. “I feel that way in Atlanta now across every industry.”

Continue onto Inc. to read the complete article.

15 years ago, Google’s CEO had a brilliant response to a tricky interview question – and it helped him get hired

LinkedIn

When it comes to job interviews, we all want to give answers that make us stand out from the rest of the candidates. That means knowing how to answer each question, including the tricky ones designed to stump you.

But what if you don’t know the answer to a question?

That’s a problem Google CEO Sundar Pichai faced in 2004, when he first interviewed at the company for the VP of product management position. In a 2017 chat with students at his alma mater, Indian Institute of technology, Pichai shared details about his interview experience at one of the world’s largest tech companies.

In the first few rounds, Pichai said the interviewers asked him what he thought of Gmail. There was just one problem: Google had just announced the email service that very same day, on April 1st. “I thought it was an April Fool’s Day joke,” Pichai said.

He responded by saying he couldn’t answer the question because he hadn’t been able to use the product.

“It was only in the fourth interview when someone asked, ‘Have you seen Gmail?’ I said no. So he actually showed it to me. And then the fifth interviewer asked, ‘What do you think of Gmail?’ And I was able to start answering it then,” Pichai said at the talk.

Most candidates would have attempted to make something up before trying to move on to the next question. Pichai did the exact opposite and ended up impressing his interviewers (after all, he got the job).

Here’s why his response was so brilliant:

1. He displayed “intellectual humility”

More often than not, telling an interviewer you don’t know the answer to something will dock off a few points, but it’s better than coming up with something that may be completely false. Science agrees, too. Research has shown that people with “intellectual humility” – or, as they say, the willingness to admit what you don’t know – are better learners. Laszlo Bock , Google’s former senior VP of people operations, calls it one of the top qualities he looks for in a candidate. In an interview with The New York Times, he said: “Successful, bright people rarely experience failure, and so they don’t learn how to learn from that failure. They instead commit the fundamental attribution error, which is if something good happens, it’s because I’m a genius. If something bad happens, it’s because someone’s an idiot or I didn’t get the resources or the market moved.” The next time you’re faced with a difficult interview question, stay calm and take a moment to think before you respond. Pichai carefully thought about the question. What could he say about something he hadn’t even seen? Gmail, at the time, was a newly launched, invite-only product, and so he concluded that it was acceptable to not know the answer.

2. He had a reason

Instead of simply saying “I don’t know,” Pichai told his interviewers why he didn’t know: he wasn’t able to use the product. By doing so, he expressed curiosity, which is a trait employers always love to see in a candidate.
Pichai recognized his advantage in the scenario: for every “I don’t know,” there lies an opportunity to learn. And by the fourth round, his interviewer decided to demonstrate the product.

3. He redirected the conversation

After asserting what he didn’t know, Pichai redirected the conversation to assert what he did know. Getting a glimpse of Gmail gave him a clearer understanding of the product. This allowed him to display the forthrightness and intellect that he would go on to become so famous for at Google.

The takeaway is that giving an honest answer doesn’t happen in a vacuum where you score virtue points. The value of being intellectually honest is that it gives you the opportunity to show what you do know.

Continue on to YahooNews to read the complete article.

Computer Science Demand Is Soaring Due To Tech Bubble 2.0

LinkedIn

For the past several years, I’ve been warning that the tech startup boom (and the surge of interest in “coding”) is actually a dangerous bubble that is driven by the U.S. Federal Reserve’s ultra-loose monetary policies since the Great Recession. A recent New York Times piece called “The Hard Part of Computer Science? Getting Into Class” describes how young people are clamoring to study computer science:

Lured by the prospect of high-salary, high-status jobs, college students are rushing in record numbers to study computer science.

Now, if only they could get a seat in class.

On campuses across the country, from major state universities to small private colleges, the surge in student demand for computer science courses is far outstripping the supply of professors, as the tech industry snaps up talent. At some schools, the shortage is creating an undergraduate divide of computing haves and have-nots — potentially narrowing a path for some minority and female students to an industry that has struggled with diversity.

The number of undergraduates majoring in the subject more than doubled from 2013 to 2017, to over 106,000, while tenure-track faculty ranks rose about 17 percent, according to the Computing Research Association, a nonprofit that gathers data from about 200 universities.

Economics and the promise of upward mobility are driving the student stampede. While previous generations of entrepreneurial undergraduates might have aspired to become lawyers or doctors, many students now are leery of investing the time, and incurring six-figure debts, to join those professions.

The tech frenzy can be seen in the chart of the monthly count of global VC deals that raised $100 million or more since 2007. According to this chart, a new “unicorn” startup was born every four days in 2018.

To read the complete article, continue on to Forbes.

Conference Strengthens Pacific Island Pipeline Into STEM Careers

LinkedIn

The University of Hawaiʻi at Hilo hosted a conference in January for educators from Hawaiʻi and 10 Pacific Island nations who are working towards encouraging students from underrepresented populations to pursue careers in science, technology, engineering and math (STEM).

At the conference, the Islands of Opportunity Alliance (IOA), led by the UH Hilo chancellor’s office, kicked off their 2019 STEM mentorship programs, which are funded by $600,000 of a continuing $4 million grant from the National Science Foundation.

Topics at the conference included inter-campus programs, curriculum enhancements, student learning communities, peer tutoring, enrichment through research experiences, the promotion of STEM graduate degrees and employment, institutional support and sustainability plans.

UH Hilo serves as the administrative hub for the IOA, including 10 other partner institutions in American Sāmoa, Guam, Hawaiʻi, Palau, the Federated States of Micronesia, the Marshall Islands and the Northern Mariana Islands.

“We share the common goal of increasing underrepresented professionals in STEM fields and I feel inspired by each member of our alliance,” said Marcia Sakai, interim chancellor at UH Hilo and principal investigator of the program.

The main goal of the alliance is to increase the number of underrepresented minority students, with a focus on Native Hawaiian and Pacific Islander students who graduate with baccalaureate degrees in STEM disciplines, and go on to pursue graduate degrees or enter a STEM career in their local communities.

“The benefit is not just the STEM degree, but what the students are going to do with their STEM degree,” said Joseph Genz, UH Hilo associate professor and IOA project director. “In the vast majority of cases, that means going back home to their island communities and using their degrees to build up the capacities of their communities, fostering a system of self-empowerment.”

Continue onto Big Island Now to read the complete article.

Minority ph.D. students need institutional change to make larger impact in STEM fields

LinkedIn

Women and underrepresented minorities in STEM fields are more likely to advance professionally, publish more research and secure postdoctoral and faculty positions if their institutional culture is welcoming and sets clear expectations, according to a study of hundreds of Ph.D. students at four top-tier California research universities.

University of Washington Provost Mark Richards, the study’s senior author, and a team of researchers at the University of California, Berkeley, UCLA, Stanford and the California Institute of Technology (Caltech) sought to understand how gender, race and ethnicity impact graduate students’ success in math, physical sciences, computer sciences and engineering, as measured by publication rates in academic journals.

The findings, published Wednesday in the journal PLOS ONE, suggest that doctoral scholars in STEM fields are more likely to publish if enrolled in well-structured graduate programs that lay out clear, unbiased expectations for assessing students and supporting their careers.

“Our study strongly indicates that the onus should not fall on minority students to make changes to succeed in STEM settings,” said Aaron Fisher, an assistant professor of psychology at UC Berkeley and lead author of the study. “Institutional changes that make students feel welcome and provide clear guidelines and standards for performance are optimal ways to ensure the success of all students.”

To read the Complete Article, continue on to UW News.

Women Aren’t Running Self-Driving Car Startups; Zoox Is About To Change That

LinkedIn

Robo-taxi developer Zoox isn’t the biggest or best-funded player in the self-driving vehicle space and hasn’t logged the most test miles. But when a new CEO joins the Silicon Valley startup next month, it will leapfrog competitors in one important way: It will be the only autonomous vehicle tech firm led by a woman.

The Foster City, California-based company announced last week that Aicha Evans, formerly Intel’s chief strategy officer, will become its CEO on February 26. Her background as a naturalized U.S. citizen born in Senegal distinguishes her as one of the few African-Americans running a tech startup. She will also be the only woman CEO among three dozen self-driving car companies, based on a review by Forbes.

“It’s welcome news in a male-dominated field,” said Bryan Reimer, a research scientist at the Massachusetts Institute of Technology’s AgeLab. “The computer science community to start with is heavily male-dominated, the auto industry is heavily male-dominated. It’s critical that if (autonomous vehicles are) to be a sustaining evolution of technology there’s going to have to be diversification in the leadership as well.”

Women and people of color remain underrepresented as leaders in the auto and tech industries. Looking back to the fabled U.S. government-sponsored DARPA Challenge races of 2005 and 2007 that ignited the robot car revolutions, rosters for the era’s two dominant teams, Carnegie Mellon University and Stanford University, include only one or two women each among dozens of brainy young engineers and computer scientists. Improving gender and ethnic diversity at tech and auto companies isn’t a superficial step – multiple studies find that it meaningfully boosts corporate performance and creates better companies.

“When organizations are represented by people who have similar backgrounds, experiences, education, it can lead to group think – so you’re not getting the most creative ideas,” said Ashley Martin, assistant professor of organizational behavior at Stanford University’s Graduate School of Business. “Also having social category diversity (e.g., gender, race), can lead to more information elaboration/consideration of ideas and therefore people thinking more carefully and creatively about their decisions, with the potential to lead to better performance.”

Continue onto Forbes to read the complete article.

One female engineer shatters space’s glass ceiling

LinkedIn

How one woman overcame adversity and found success in space.

Diana Trujillo has always looked to the stars.

Growing up in Colombia during the 1980s, a place and time known for its civil unrest, she would stargaze to escape from the danger in her country. “I knew there had to be something better than this,” she recalls, adding, “Somewhere better than where I was.”

It’s that yearning which pushed Trujillo to immigrate to the United States with only $300 in her pocket, receive a degree in aerospace mechanics and biomechanics, and become one of the first Hispanic women to break into the aerospace industry.

Today, Trujillo oversees dozens of engineers and spearheads crucial projects, including a rover mission to Mars to explore the Gale Crater with one of the most technologically advanced rovers ever built.

We recently sat down with Trujillo to discuss resilience, the future of STEM (science, technology, engineering, mathematics), and her advice for thriving in a male-dominated industry. Here’s an excerpt of the conversation, edited and condensed for clarity:

Q:| You went from being a Hispanic immigrant who didn’t speak English to one of the country’s top female engineers. How did you turn what many would consider an adversity into an asset for your career?

It was an asset the whole time—I needed to decide how I would see it. My upbringing has taught me that you never give up. I’m not shy of asking what I want to do. I don’t run away from the problem; I run toward the problem. It’s something my peers find very valuable, because they know I’m going to grab any problem by the horns.

Q:| What’s been the biggest challenge in your career so far and what did you do to overcome it?

Honestly, the biggest challenge has been to get over myself. I often text my husband saying, “Oh, man, I’m in a meeting with 17 people and I’m the only girl.” So what if I’m the only girl? It doesn’t make me less capable. I’m all about having more women in the workforce, and having more women of color in the workforce. So, when there aren’t any other women in the room, I need to do my best and let other women in. If I’m too preoccupied about being the only one, I won’t perform.

Q:| What advice do you have for women to get over themselves, own a room, and own their place at the table?

It’s not about you; it’s about the goal. You need to focus on the goal. Nobody’s going to argue with you if your discussion is all about the goal. When the goal is bigger than you, it’s doesn’t matter who sets it because it’s for the greater good of the team.

Continue onto JP Morgan Chase to read the complete article.

How to Write an Impressive Cover Letter From Scratch in 30 Minutes

LinkedIn

You know enough to regularly update your resume—so if you find a job posting you’re interested in, you’re halfway through the application process.The other half, of course, is your cover letter. If you have some time and are just rusty, you can make a game plan to write a draft, then take a break, and come back to it with fresh eyes.

But if you see the deadline to apply is just 30 minutes away, you don’t have any time to spare. Here’s how to write a cover letter that will bolster your application—in just half an hour. (And if you need to revamp your resume or prep for interview in the same amount time, look here and here.)

Minutes 1 Through 10: Write Down Your Main Points

Maybe it’s just me, but I often struggle the most on the opening line of a cover letter. I know I shouldn’t lead with “My name is…,” and I want something that’ll grab the hiring manager’s attention. But my quest for the perfect beginning can lead me to spend 15 minutes (or more) typing and deleting the same line over and over. (And at that rate, my 30-minute cover letter would be all of two sentences.)

So, skip the intro if need be, and just start writing about why you’re a great fit for the open position. Don’t stress about the very best way to phrase your current responsibilities. Just write down your main points.

Need a prompt? Answer these questions: What do you find most exciting (or interesting) about the position? What relevant experience do you have? What would you bring to the role (and/or company) that’s unique to you?

Definitely make sure to have your resume and the job description open or printed out next to you. That way you can glance over at both and make sure you’re highlighting the right experience.

Minutes 10 Through 20: Add in Examples

OK, so you’ve written out all of reasons why you’re perfect for the job. Now it’s time to make sure you’re on the same page as the hiring manager. How so? Go back to that job description.

Re-read what the position calls for. Did you mention the experience and skills they’ll be screening for? To connect the dots in a way that’s clear—but wouldn’t be confused with a laundry list—add in an example or two.

If the job calls for people skills, swap out the line that reads, “I have excellent people skills” with a line that explains how in previous roles you’ve managed relationships with board members, which taught you about working with opinionated stakeholders. Does the position call for someone with sales experience? An anecdote about how you’ve been in sales since you set up your first lemonade stand when you were seven years old is memorable.

Continue onto Muse to read the complete article.