Tag Archives: Career

CBBOBaNVEAA8bFB

Our Gender Bender discussion panel saw a great topic being openly discussed, with a fantastic input from our audience members (thanks) and one of the most balanced population we’ve had at an even (guys, you’re always welcome). We discussed the roles of parents, men and women, who should stay at home, how the Hong Kong helps and disables us with role changes, how employers react and behave and what we can hope for in the future.

To recap some of the points made, here is our #wmniwd stream of live Tweets, from the event:

#wmniwd_20150326



2014-05-22 20.18.06

Have you ever done an MBTI or Myers Brigg’s Type Indicator test to figure out your communication style? I haven’t. And by the sounds of it, that’s ok.

Last night we held a small Lumina workshop, which is a development from MBTI which works differently, assessing us as people that are changeable and wear different hats in different situations. We were there to learn more about communication styles and to learn how to read others.

2014-05-22 19.08.28

As some 22 people piled into the Thomson Reuter’s boardroom (thanks for the lend!), I was interested in seeing us huddle together with our colleagues and friends –  there were only two other WMN staff alongside me, with a majority of TR guests, followed by those from Turner.

Having already answered the questionnaire (so that Lumina could give us our profiles at the end of the session) I was aware of a few behavioural aspects: Do I take charge in a group? Do I like to bring others around to my point of view? Upon meeting Donna from Lumina, I quickly said that I was aware when answering, that my responses for work-based situations were different than those for family, friend or social interactions.

When it came time to sit and start the session, guess who was there saying “no, don’t sit on the side and it’s ok if you didn’t do your questionnaire, please sit in the middle so we have a nice audience”? Me, of course! Hey, I was there for work, I’m a WMN staff member. And I knew that we wouldn’t not be sitting still for too long. But I also noticed how in these situations, we do herd together.

The session, which took us through personality ‘areas’ (not types, because it can all be blurry), which you can see partially in the image below. It’s broken into:

Yellow – Social, imaginative, spontaneous

Green – Intimate, collaborative, empathetic

Blue – Observing, Evidence-based, Reliable

Red – Purposeful, Competitive, Takes charge

But note the blurring colours inbetween, too.

Lumina

And did you know that we make our first judgement of a person – all non-verbally, this fast?

2014-05-22 20.07.12 copy

(But don’t worry, we make a more lasting, detailed judgement within 30 minutes).

We started our activities with three cards each from each suit (one of the four colours) and we then met people to trade out those cards which held statements that we felt didn’t apply to us. The statements varied from things like “In a group I prefer to listen first” to “Others see me as a rebel” (that one resonated with us WMN ladies).

2014-05-22 19.22.40

 

We also did group work to come to understand the potential character attributes and style of each ‘colour’ to see if we could understand what kind of personality each colour represented. Then, we looked at ourselves and decided what order rating we would give each colour, in describing ourselves. Again, I laughed as Event Manager, Sheli, and I came out with the same – we have similar day jobs too.

The next task was to move around the room, try to talk to at least five people who would then decide what colour order I was, as I did the same for them. My first meeting was interesting, I got talking – and before I knew it, Donna came along and told us to hurry on as we needed to meet more people. What did that mean about us? I quipped.

I was interested to see that I had been rated exactly the same by the four people I met (am I one dimensional? My brother once said I was, but only because I was given three of the same Marmite cook book for my birthday one year. I’m not one dimensional. I just really, really like Marmite). More so, I was interested to see that actually, I think those appraisals were right and it was slightly different than what I had first guessed for myself.

But to be clear, we all take on different aspects in different situations, so we’re all a bit of each colour and our profiles provided by Lumina break down into the underlying persona, the every day persona and the overextended persona. Lumina also recognise that these types have negative aspects – for instance,  someone who’s tough could be too blunt for others, or aggressive. Or you could become isolated if others see you as a rebel.

2014-05-22 19.42.23

Towards the end of the session (which Lumina kindly reduced to only 1.5 hours) Rachael took us through the ‘Spark Mandala’ and asked a few to take steps forward, when the question asked applied to them. We did one set for Introverted personalities (by starting from the opposite side of the wheel, printed on the mat) and another for extroverted personalities. Again, I laughed – and announced – that the two most extroverted personalities on that group were both from WMN.

2014-05-22 20.18.06

It’s easy to see that Lumina has a rounded view of how people are and behave – and that it’s helpful both on a personal and professional level to have an understanding of your style. After all, as a ‘yellow’ person I would say that life is all about those relationships, work might mean professional relationships, some of which crossover to personal, but really, our interactions with each other, with strangers, friends, family, colleagues, loved ones and even those we don’t like so much really makes up the colour of life.

To learn more about Lumina, visit these sites:

Illuminate Training

Lumina Learning

————————————————————————————

Join the conversation:

@wmnasiapacific

www.facebook.com/WMNAPAC

LinkedIn group



For our International Women’s Day event, we decided to turn things around a little and discuss whether some women block other women’s careers. Learn more about the event description, here.

Folllow the Twitter conversation and event highlights, here. If you want to join, please use #WMNIWD

Our wonderful panel was made up of Christine Brendle, Founding Partner of Kids Dailies and Independent Non Executive Director at The Red Flag Group Kimberley Cole, Head of Specialist Sales, Asia at Thomson Reuters andMariko Sanchanta, Asia Pacific Regional Managing Director, Media at Burson Marsteller, with the amusing and candid MJ Jennings, Director, Training & Executive Coaching, Active Communications as Moderator

Brendle: Was the only woman on her first team/ job – and the only one who knew how to use a computer. Therefore, there were no women in senior ranks. After moving to New York, she found supported female bosses… She quotes Madeleine Allbright, “there’s a special place in hell for women who don’t help other women.”

Sanchanta: Had good sponsors and mentors as well as some issues – she joined the panel because she couldn’t believe that women would block each other.

Due to a fire, our Hong Kong President, Christina Pantin had to step in for Cole at the beginning. To start us off, she shared some information: For the first time, Baby Boomers, Gen X and Gen Y millennials are working together now.

  • Lawyers under 40 prefer working for men who give better direction and constructive criticism.
  • 40% of workplace bullies are women.
  • 70% of the time a woman is bullied is by another woman.

 

 

So, why might women step on each other?
Some women who play the lone female at work might feel threatened by other women that come into the work place. When women work together and become friends, they might also share some very personal stories and secrets – perhaps becoming a root cause for future bad behaviour with one another?

Cole shares that she tries to see which women at work always have their heads down, and then tries to mention to others about their work, to help them connect with each other.

 

Should women working in Corporations play by the men’s rules?
Sanchanta: I’ve always refused to do so – and I’m a small Asian woman so I just can’t take that presence. I’m feminine and a woman and kept a mix of friends. In my experience a lot of workplaces are gender neutral, for instance after work activities like drinking in the pub are quite inclusive.

Brendle: Those rules exist but I don’t think you should play by them. Moving from France to the US, it was like the ceiling was raised by about 50 meters!

But the same company can be a totally different place depending on the corporate culture there. Encourage women leaders. Think about who is replacing you and what that brings. I’ve seen women who I’ve hired and am grooming take a hundred steps back as they become Queen Bees or try to assimilate more with the men.

Pantin: If a man is running the business, then it is under such rules because women have different career tracks and styles. But until you accept and take into account the different biology, those differences will be clear.

Why do women leave the leadership stream? Do they settle or do they just not want it? Fostering women to move up the ranks to the top is a big change that has to be approached at all levels of the company and management chain.

 

How do you juggle your life balance?
Cole: My kids were born in the UK where maternity leave is fantastic and practical. I came back to Asia to have them looked after!

Women feel guiltier going back to work and feel bad – men take it differently. I don’t think you can have it all, at the same time.

Brendle: For my second child I stopped work and enjoyed it because for my first born, I missed out. When you leave and come back to work it’s great to feel welcome – don’t bring them back and give them a second rate job.

 

Women are delaying careers for their family but might still go for new job interviews while pregnant. What are the compromises?
Sanchanta: Most of my colleagues don’t have wives who work. I have a baby and if I don’t leave by 6.30 I won’t see my daughter – I told my husband to stay home with her tonight instead of supporting me. I couldn’t miss bath time for a whole week but I think some men can.

Audience: I started my own business so that I could spend time with my children, when it became evident that between my and my husband’s career, we had no time at all.

In your early thirties in places like the US, you can’t afford a nanny or day care, so the pay gap between husband and wife determines who goes back to work.

I have three boys – once, they were all under five. I’m aware that my boys can learn why mummy shares responsibilities with daddy and why mummy needs to have a good job. We try to balance it as a team but I know my boys will be future workers. I’d prefer a good hour with them in the evening than time when I’m trying to do all of it, working from home, etc.

Cole: I always intended to have it all and have a career and children. I would have gone back even if my work only covered the childcare, but I was probably lucky to have those six months paid maternity leave in the UK.

 

Who do you turn to when you’re afraid? A cultural shift in your organisation or managing your lives better? What about mentors and paid mentors?
Sanchanta: “I’ve had a range of different female mentors in my life – but only ever been sponsored by men (in hiring/decision making positions).

Brendle: I’ve had mostly male sponsors and mentors – usually the same person – but I have also mentored.

I never looked for a mentor but it happens sometimes. At one point I had two men above me in different arms of the company, but I learned a lot. If you’re hiring the staff you might have a lot of wisdom and be a great sounding board.

Cole: I’m task oriented so I needed a sponsor – if that person can be a mentor as well that’s great. I now have one woman who was my mentor but she’s been so elevated now is that she could also be a sponsor. But it’s great to have both internal and external mentors and sponsors, because if people leave, what will you do? You get the balance.

 

How do you celebrate success?
Brendle: If you only have one discussion a year about your pay rise, it’s something that most people don’t feel too comfortable about. Doing this, you have metrics that are measured, and some women feel quite trapped by having men measure this – “oh growth in Asia, well, anyone could do that” – make sure you have your facts and proof behind you. Prepare.

Sanchanta: In Japanese culture you should be humble – so it took me a long time to unlearn these things. Working for American companies, you have to learn to trumpet your achievements.

Audience: Have a yey me folder to track and recall your successes.

JJ: Share feedback about people within the organisation, about a team etc – it will impress managers too. What goes around comes around!

 

What helped you on your journey to keep growing and taking a step forward?
Brendle: I waited ‘til after I was 50 to become an entrepreneur, by enjoying the means I could from corporations. I’m still learning a lot – I’m good with the big picture but I find being detail oriented a struggle.

Sanchanta: I have had several catalysts that make me do things differently. Having a child encouraged me to leave my 15-year comfort zone of journalism. Networking is great and amenable here because of the size of the city. I just keep going and perhaps I’ll end up doing my own thing one day too.

Cole: I like a challenge but the reason I keep taking them is financial independence. I was brought up by a single mother and she always taught me to have options and being able to be in control. 



For our International Women’s Day event, we worked hard to create a relevant and interesting topic, with a great panel to discuss our topic: Do women step on each other to get to the top?

With the event description below, here’s a range of videos to get you thinking about how women are portrayed and why they might feel the way they do – stepped on, or stepping on. Have you had such experiences? How did it make you feel? Come along, with your experiences, thoughts and feelings for an interesting session on how we can change the way women are viewed, how we view ourselves and how we view each other.

The hashtag for this event is #WMNStep

Event description
Former U.S. Secretary of State Madeleine Albright once said: “There is a special place in hell for women who don’t help other women” and she found lots of agreement across men and women for this admonition.

So what is the fate of women who not only don’t help other women in their careers, but hinder, sabotage and block?

As women’s groups everywhere celebrate International Women’s Day in March, Women Media Networks is hosting a panel discussion that is a little less conventional, and likely controversial, but relevant and real.

All of us probably have stories about women bosses and managers who were helpful or hellish. Or female colleagues who were catty instead of collegial. Some of us have also endured outright warfare as we advanced in our careers from our own “sisterhood”.

Are some of these anomalies and caricatures of the dreaded “lady boss”? Have things changed as more women take the helm of companies? Are there cultural elements at play, where patriarchal and traditional countries deliberately enjoy inflating the legend of terrible career women?

Or is it a cold, hard fact that most women prefer not to discuss openly?

Learn about the panel or book a ticket, here.

Join the conversation:

@wmnasiapacific

www.facebook.com/WMNAPAC

LinkedIn group

 



Since our evening with Jane is tonight, we thought we’d share a blog post with you, to get you thinking.

 

Ambition is no longer the kiss of death for women’s careers. 

Just ask Sheryl Sandberg and the 1 million people who bought her book, “Lean In.” Sandberg should be roundly applauded for creating greater awareness of women’s work challenges, and for encouraging more conversation to emerge. But it’s important to realize the limitations of her message, which doesn’t translate in China, as Quartz recently reported, and in other Asian cultures as well. 

Here’s why:

Words, often the simplest ones, across cultures create confusion. For the Lean In movement, “ambition” and “family” are at the root of the cultural disconnect. 

Having facilitated many (predominantly female) workshops for multicultural and multi-generational teams across Asia, I can tell you that when the question of ambition comes up, which it often does, most participants felt the word and subsequent definitions to be blunt, boorish, and not reflective of their professional aspirations.

To ask, “How ambitious are you?” in Asia is fascinating. In China, women are more comfortable speaking about their ambitions than women in Japan, Hong Kong or Singapore, where the question is often met with silence or a detached shrug. For many women I encountered in Korea and Vietnam, ambition does not square with leadership, and instead has more negative than positive connotations. Being seen as “ambitious” still conjures a pejorative image for women.

Read the rest, here.

jane

Join us at our event, tonight.



WMNPRES

Kicking off 2014, Women Media Networks hosted an event about personal and presentation communication skills (#wmnpres). Our friend and supporter, @TheModernBelle_ writes up her takeaways from the event.

I was invited to blog about the event, covering a topic I find especially interesting. Hong Kong Chapter President, Christina Pantin, offered valuable tips on how to present yourself and also revealed her big secret on public speaking (I’ll come to that later).

Pantin has a love for the art of communication and has worked in over five countries around the world, which includes 25 years with Reuters. Her experience is evident as she makes us think about our personal brands.

What makes a brand?
The talk begins with Pantin asking us to consider, “if I were a brand, what would my label say?” She showed us an example of a food label, which often use positive buzz-words, like organic, natural, healthy, or improved recipe.

Brands always present themselves in a positive light, so that’s something to think about applying to your own brand. She also asks, “what do people look for in a brand?” Image is everything, so having a high-resolution, professional photograph of yourself is important. Think about how you want to come across in your photo – friendly? Professional?

Being unique is another important factor. What makes a brand stand out? Why is it different to others? What makes it memorable? Pantin cites National Geographic’s iconic magazine cover from 1985, of the girl who was an Afghan refugee and was photographed for the very first time – it’s a great example of uniqueness. And something that most remember, because of the girl’s expression and the look in her eyes which told a story of war.

2014-01-29 19.11.45

What makes a personal brand?
Appearance, voice, written and verbal communication, experiences, upbringing, values and most importantly, market value are all facets contribute to defining a personal brand. Pantin advises us to understand our market value within our industries, explaining that many women tend to shy away from their real market value. 

She also advises us not to forget about the digital side ­­– be careful when expressing yourself on social media, as it can be potentially damaging to your personal brand if you come across as negative or controversial.

WMNPRES

Citing Kiran Bedi as an example of a great personal brand, we saw a short clip of Bedi’s TED talk
 where she tells the story of her upbringing. Her family (in India) broke traditional roles and she was educated instead of staying at home. She went on to work in a prison and managed to make a significant change. Bedi’s passion and courage was evident in the talk, which helps her to be a great personal brand – being personal helps people to feel connected to you.

Presentation
Who are you and what do you want to say?

Pantin reveals her No. 1 tip when it comes to personal branding: Trust yourself.

You know yourself better than anyone else,  and you are your best story-teller. Pantin points out that we each have more control over the impression we make than we think we do, so consider about your opening line and the type of language you use throughout the presentation.

Of course, content matters. Make sure you your facts and figures are well researched and correct and don’t over-complicate the presentation. Rehearse until you feel comfortable enough and remember your notes more. Every crowd is different, so anticipate your audience’s needs – especially if they’re a smaller crowd.

Among the facts Pantin shares is that 75% of women decline an invitation to speak publicly. SO here’s Pantin’s big secret tip: Everyone gets nervous and afraid, so don’t worry about presenting. She advises trying to look comfortable and to wear comfortable clothes – there’s nothing worse than being nervous and physically uncomfortable! To help, familiarise yourself with the location before the presentation and get used to the setup. And when you present, remember to give eye contact and pause every so often.

photo_1

 

Conference calls
You might not consider this public speaking, but con calls can be tricky – more so because you can’t see the other people involved in the conversation.

Pantin advises to prep beforehand and know who and how many people will be on the call. If you have a moderator, it’s useful to ask people to announce themselves when they speak. Follow a pre-arranged agenda and make notes during the call. Now, your voice is your image, so be mindful of your tone – smiling when you speak can really help, here. Interrupting someone who goes on too long can be hard – the audience offer a few ideas here, like waiting for the right moment or interrupting with a clarifying question. And finally, make sure there’s a backup plan if you have technical problems.

Ending a call is as important as ending a presentation – end strong, say thank you and smile. One of the best tips Pantin offers is to always have a Q&A session after the presentation or call – it’s the best opportunity to get valuable feedback.

 


 

 



This blog was guest written by an adorable, energetic and sweet friend of mine. I had no idea that this woman, who works for our sponsor, Turner, was also into stage performances! So, when she told me one Sunday that she was working on a play about maids who want to kill their boss, of course I wanted to go! Then, she told me that the two lead roles of the maids were written to be performed by men, a wish that had rarely been carried out. Ok, now she really had my interested. And then the other conversation came up – how does she do that, and her full time job? Can she have it all?

– Vickie, WMN

 


 

tinapic

Having a full time job in Television, like most jobs in Hong Kong really, means long hours. And in a competitive environment like ours it also means a lot of mental energy invested towards that job.

I chase a career, which I love, spend time with my husband and go to the gym sporadically. I could consider myself underachieving, compared to women who are doing it all. Those marathon-running, brownie-baking, soccer-mum, investment bankers. And that’s usually ok.

I write usually, because there is a part of me that lies untapped that I wish I had time to expand on. A part that is too exhausted to get up and do it. And that’s my love of theater and more importantly my love of directing for stage. Owning the stage is a part of me, an integral core of ‘me’.

The stage is my medium of expression and art. I see the space and shape of a stage and think of a script. ‘Could I perform

here?’ I see actors and think ‘how can I mold them?’ I see spot lights and imagine them cast as shadows. I see the empty seats and think ‘how can I engage the audience?’

But my full time job means I can never do justice to a script. To perform a script is to live, breathe and feel the script . And as a director it becomes all-consuming.

I had nearly given up on my dream to direct, when a month back, the phone rang and out of the blue I got an offer to co-direct a script. Sometimes when the opportunity to live your dream appears in front of you, don’t rationalise or evaluate, just jump right in. I jumped in and said YES. And then rather belatedly remembered I hadn’t asked what the piece was which is not the deep thinking director I thought myself to be. Content is King and Script is Prime.

And then a panic stricken realisation that I had said YES to an insanely short timeline to put together a performance for the public!

Don’t think, just make a commitment and move ahead to make it happen.

Lucky for me the script turned out to Jean Genet’s classic The Maids. And the most intriguing thing about this play is the fact that Genet wanted the two female leads to be played by men.

As the protagonists perform their roles, they also role-play. They act out their anger, their frustration and play-act their murderous plot. Through this maze of truth and lies, the audience is forever reminded that something is being performed for them. The illusion of reality is broken.

 

themaidsposter2

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

I spent very real days at my desk at work and then surreal evenings directing female roles forgetting our actors were men. Weekends spent discussing hair and make-up, costumes and props.

I am sleep deprived but feel like I have run a marathon too. I did it all in my universe.

As the play opens in November, I will feel like a proud mother. Whatever the outcome, its my baby and she is amazing!

 

The Maids runs from November 6th-9th at the Hong Kong Arts Centre. To book tickets to see The Maids, contact Urbtix

 

Tina is Associate Director Sponsorship and Promotions – Creative Brand Solutions at Turner International Asia Pacific Limited. Follow Tina’s blog.


 

 

If you have thoughts, questions or readings to share, please talk to us via our social media accounts.

@wmnasiapacific

www.facebook.com/WMNAPAC

LinkedIn group



For our event, Secrets of Their Success: Women in Media Tell Their Career Stories, we invited three panelists: Anne Wong, Director of Strategic Marketing at SCMP; Desiree Au, Publisher of Time Out Hong Kong and journalist and Ellana Lee, Managing Editor at CNN International Asia Pacific. Co-hosted with the FCC, Tara Joseph (FCC President – their first female pres) moderated. For more information on them, please view our previous blog here.

The hashtag for the event is #wmnstories.

The event is exciting for us, from the minute we walks in. “It’s a sexy crowd”, comments Au and another audience member says that since women love to hear about other women, the turn-out should be good. But for us, it’s the whole set-up – it’s almost like a wedding, with name place cards and refreshments laid out before we even arrive.

1_breakfast

Another pleasant surprise comes in the form of a group of Journalism students, who the FCC have allowed in for free. It’s great to see the cohesiveness of this, and I’m interested to hear their feedback afterwards. I hope one of the will write a blog of their experiences at the event. Afterwards, they interview HK Chapter President, Christina Pantin.

As the panel introduce themselves, Wong seems charming and confident. Au is funny and says she probably didn’t even deserve her first job in editorial – she’s modest. Lee says she suffered perpetual jetlag for three years after landing in Hong Kong because she landed on a Saturday and had to be at work by 1am, Sunday. But she knows how to motivate her team – who she likes managing – which is perhaps less usual for most journalists (managing things other than deadlines, I mean). She believes in investing in her team, which makes her sound like the perfect boss.

 

So, what makes work exciting for these ladies?

Wong: “News is a 24 hour business, it could be ideas or news, but the most exciting part of the day is when something new comes up.”

Lee: “Success is 99% good luck and 1% hard work – and I believe in that.” She tells a story of her first days at CNN when she had to ask an interviewee to explain some jargon. The interviewee was so annoyed that someone from CNN didn’t know this, that she hung up. It taught Lee that she always needs to do her homework and that the name CNN was probably why the interviewee had taken her call in the first place. There was a sense of responsibility.

“You will find mentors who will support you and help you get from A to B,” she says. At CNN she’s found her superiours around the region are supportive and willing to give advice. “Be willing to give more than just your job spec,” she says. Advice comes as an added service.

Au: “Life is about someone giving you a chance, like an interview and so on.” Au believes that the generosity of others has helped her, so that should be paid forward.

Wong adds that you should think beyond your job but think about the business and go further than just what your boss told you to do. For her, hard work is about 70% of success. “Chemistry is also important in your work place. Can your boss envision the ideas you have? Is your timing and environment right?” If not, she says you can’t push it further than that. Know when to tell yourself ‘it’s not happening, so move on’.

 

What are their experiences of being a woman in the workplace?

Lee: “My mother worked, in Korea, in the 80s. That was unusual. So my mindset is not really about being a women or a man, just walk in to the room, not thinking you have some deficit.”

Au: “In Hong Kong, I don’t feel like it matters so much if you’re a man or woman – if you break a story, you break a story.” She also thinks that we’re all equal, so when she hears women say “I have family commitments” well, men do too. Au also believes in assimilating. Despite working in an English language publication, Au speaks Chinese at work because her team is predominantly native speakers – and we are in Hong Kong – she feels that expats can likewise assimilate.

Wong: “Media is fairly even – it’s a case of making what you can of it. Various well-known companies do have women in top-level roles here”.

3_panelroom

Is journalism a dying career? Especially with social media, isn’t everyone a thought leader?

Lee encourages students to still go into journalism, because digital won’t end it. It might change the game, but it can be a part of reporting and of course, those platforms aren’t verified. People still want the truth. “It’s healthy for us to have the digital industry, it helps us reach people in far away places and it keeps us on our toes. Verify,” she adds. For the facts, people will still turn to the main, trustable news sources.

Au says that news is personal taste and we know who we want to hear our news from and that having these options helps people to be more interested and involved. People get to know what they want and look for that source. As someone who grew up in the UK, I prefer the BBC for everything, even Wimbledon commentary.

Wong adds that choice is making it better because the audiences know what they want.

Another question brings up quotas because the BBC had said that women should equal 50% of those dispatched to report.

Lee isn’t a fan but has never had to employ or dispatch journalists that way. Au also thinks it’s a dangerous game to play. “How can you put a system in place in an industry that changes every day? It’s about chemistry, not quotas.”

Wong relates to marketing and says “the idea that women and men should be 50-50 is perhaps more of a PR stunt than anything else.” But quotas can be good, she says. “The Women’s Foundation has a 30% quota for boards. If it changes the norm, then it’s not a bad thing.”

 

Is there a difference for women and men in journalism and are women too emotional?

Wong says “well, giving birth is emotional but we handle it quite well!” She adds that there are differences in genders which will change the chemistry and the story. “Women probably have a different emotional approach and reaction to men – a different EQ,” she adds.

Au thinks that men just have a different approach and are more results driven. But Lee, has never really thought about this before and says that empathy is important and perhaps women listen longer to find out what’s behind an interviewees feelings, behaviour and performance. “But in editorial discussions, everything counts. Your age also affects what you are thinking about or care about in your life, so that will be brought to the table when you do your job,” she explains.

 

What do you have to do to be everything you can be?

Wong: “Have faith in yourself and in others and in your future.”

Au: “Hard work and humility”

Lee: “The art of hiring is important. It’s instinctive and gut-driven. I have to think how that person will fit into our environment because every little detail counts so I need everyone in the team to do a good job,” she says, adding, “it’s important also to know you made a mistake and how to amend it.”

 

 

If you have thoughts, questions or readings to share in advance of the event, please talk to us via our social media accounts.

@wmnasiapacific

www.facebook.com/WMNAPAC

LinkedIn group

20130919_000600_27524



We’re really looking forward to our first co-hosted event with the FCC here in Hong Kong, Secrets of Their Success: Women in Media Tell Their Stories. We’ve also had a fantastic response to it, so it seems that a lot of you want to hear the stories of these incredible women who are members of our local media industry.

So, here’s a short bio on each of them, so you can prepare any questions or thoughts before the event (#wmnstories), next Wednesday.

Anne Wong, Strategic Marketing, SCMP

an

Anne has spent over 25 years in marketing, beginning her career in the UK in advertising before moving to Hong Kong in 1994, where she joined DDB. She then spent 12 years as the head of marketing for Disney’s theatrical movie distribution business, encompassing 12 countries in Asia Pacific, before moving to the Disney US headquarters to manage global theme park marketing strategy and planning and Disneyland alliance marketing.

Anne currently heads up marketing at the South China Morning Post, a position she has held for the past three and a half years. She writes a regular blog on marketing in the publishing industry for INMA and sits on the board for SOPA, and chairs the SOPA marketing committee.

 

Desiree Au, Publisher, Time out HK

des

Desiree has spent over 15 years in Hong Kong media. She is currently the publisher of Time Out Hong Kong, part of an international network of city magazines covering 41 cities from London to New York to Dubai, as well as a communications consultant. She started her career from the ground up, working as a features reporter for the Hong Kong Standard, before becoming their youngest features editor at age 27.

Desiree then spent six years with the SCMP, holding the positions of Arts Editor, Post Magazine editor and launch editor of monthly glossy, STYLE. Concurrent with her position at Time Out Hong Kong, Desiree also writes for the International Herald Tribune and has a column in ELLE LUXE.

She was born in Hong Kong and educated in the US. She sits on three non-profit boards: Society of Publishers Asia, The Women’s Foundation, and The Ambassadors of Design.

Ellana Lee, Vice President and Managing Editor, CNN International Asia Pacific

ellEllana has had a longstanding and accomplished career at CNN, having initially worked in New York as a producer to help launch the program ‘In The Money’. She subsequently worked as a business producer and a senior planning producer, coordinating major events out of the Asia Pacific for the network.

Ellana Lee is based in the network’s regional headquarters in Hong Kong. As head of the network and its editorial output, her role encompasses managerial responsibility for news stories from across Asia Pacific that reach hundreds of millions of viewers around the world.

In recognition of her work, Ellana’s awards include a 2008 Peabody Award for the network’s global coverage of the U.S presidential primary campaigns and debates and a 2005 DuPont award for CNN’s coverage of the South Asian tsunami. She.was named a Young Global Leader by the World Economic Forum and is an Asia 21 fellow, awarded by the Asia Society. She is also a member of the Council on Foreign Relations. For CNN she has been awarded the Royal Television Society News Channel of the Year, 2012 and Cable and Satellite Network of the Year and Cable and Satellite Channel of the Year at the 2011 Asian Television Awards.

We look forward to seeing you there.



The #wmngoals session on Wednesday June 19th, 2013 was centred around aligning personal and work goals – understanding and creating your personal brand so that your life flows cohesively and brings you satisfaction.

 

The commercial introduction to our speakers from Linkage Asia seemed to take a while, but more fool us – Vivian Lo and Yulee Teng were actually trying to demonstrate the use of personal brands. What does Teng mean to Lo?

A CV might not tell you so much about a person after all – did you mention that you’re a qualified yoga teacher, which shows another area of commitment and perseverance to achieve?

To start the session, we look at Want, Should and Can.

Want refers to your energy – that’s a bit more like who you are, what motivates you, what you care about.

Should relates to your role – what’s expected of you by others, be it family or work.

Can is about your abilities and productivity – what you’re able to do, what your skills are.

Believe it or not, these elements do need to be in some balance. The joke is that doing what you shouldn’t want is called sin. But really, how do you feel when you don’t do what you want to do? Feel tired, despondent, frustrated and so on.

Aligning Want, Should and Can creates a more effective person, utilising not just what they are good at but what they enjoy. So it’s always good to clarify ‘is this really what I want?’

When it comes to women, things are slightly different. The Should factor might be more family focused and of course, society comes into play. What does society expect? What is your culture?

Their view on female leadership is the choice – and commitment – to be a leader. Perhaps it’s more conscious than it is for men, due to other expected roles that women play. As you add more roles, you become busier trying to do it all – the mother, the host, the daughter, the wife, the business women, the social entertainer. So then, think about what you want and what you can do differently to equally juggle you Want, Should, Can. As you go along, you have to keep thinking about it.

 

How do you figure out what you want?

What are your motives? What deep-seated characteristics do you have that indicate who you are and what you find satisfying and enjoyable? Another thought is ‘if I won the lottery, would I still want to do what I do?’.

Everyone is driven by different things – some people love achievement but don’t care for the recognition. Others thrive on harmonious and supportive relationships. Some need to be able to influence others while some prefer to be powerful. Which are you? And then how do those translate to the work place?

Teng notes that women often dislike the word ‘power’ and see things differently, like influence as a positive, being used to create change. Whereas for a man, power seems like a positive  or accepted trait. In fact, there’s a difference between personalised and social power. Do you want to make yourself look strong, or make others feel strong? Again, you have to think about what drives you.

Think clearly about what you want and how that fits with your responsibilities. Sometimes you have to manage the want.

 

Your stakeholders include your clients, husband, peers, community and so on. Considering that, you can also define goals and objectives that you can achieve. Consider your parameters and then acquire the skills you need to achieve. But there’s more – how you communicate matters too. Do you fill the room or take a seat? Do you do both? Do you know where to sit in a room? Think about your personal presence.

So, chart your personal action plan – and perhaps, pick one thing you’ll do differently.

 

 

 

If you have thoughts, questions or readings to share in advance of the event, please talk to us via our social media accounts!

@wmnasiapacific (the hashtag for this event is #wmngoals).

www.facebook.com/WMNAPAC

LinkedIn group

 

20130619_224654_12130

 

 

20130619_224654_15321

 

 

20130619_224654_26185

 

 

20130619_224654_26036

 

 

20130619_224655_13555