July 1, 2015: During a recent business trip to Seattle, I was responsible for leading a discussion about the retention of executive female leaders. Minutes after the introduction, the conversation quickly jumped to the question, ââ¡Ã‚¬Ãƒ…“How do we create more thought diversity within key product lines to further innovation?ââ¡Ã‚¬Ãƒâ€šÃ‚ http://www.smartbusinessemag.com/July2015/Cleveland/7/0/2596195#&pageSet=7&contentItem=2596195

April 1, 2015: For many business owners and leaders, it is disappointing knowing that at some level, you are getting less production from disengaged employees. This is especially concerning based on how much time companies spend on hiring, onboarding and training employees. When I think back to why I enjoyed the teams and companies when I worked in Silicon Valley, it was because of specific actions the leader exuded. http://www.sbnonline.com/article/talented-leaders-can-teach-bored-employees-to-be-more-engaged-to-benefit-the-bottom-line/

Jan. 1, 2015: As a tech veteran and president of a women-in-technology group, I have received hundreds of calls over the years from people seeking technology-based talent. Most of these callers had an acute interest in both technical and female talent. In some instances, I could provide a short list of potential candidates from my group, Tech Savvy Women and my network. Other times, I would provide some of the following suggestions to nurture their search since I too was interested in these companies hiring more women into technology-based roles. http://www.sbnonline.com/article/use-creative-strategies-recruiting-diverse-tech-job-candidates/