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A product from Zuk

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Company

Edition 1.2012

3rd year

Business Ladys www.businessladys.de

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Today here tomorrow there? Work internationally

What does 'tough' actually mean? - Interview with Margarete Haase, Manager of the Year 2011 // To scream: Baby brake block? // Unlimited possibilities? - Women and careers in the USA


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Editorial Dear Readers, In this issue we noticed once again: With Business Ladies, we don't just want to mix up the usual career recipes. We can't do that at all. Because this is about us.

Ute Blindest, 40, is the editor of Business Ladies. As an entrepreneur and mother of two children, she knows how difficult it is to combine a career and a family - and is nevertheless convinced that it is worth it.

Contributor to this issue

Let's just take the topic of children and careers: I don't want one, I don't have one and I'm happy with it. Ute Blindest has two children and doesn't want to miss them. It took us three attempts to get to the heart of the food for thought “Brake block baby?”. First we had to get to the crux of the matter, which lies deep below the part-time and day-care center discussion: How the issue of children actually influences every women's career, including those of women who consider it to be Kokolores, do not even think about family planning or even completely live elsewhere. Live and work somewhere else - we know that too. "Your desk will definitely look tidy," said Ute Blendet to me when we selected the "Stylish" topic for this issue. She's never seen my desk before. Because I work in New York, Ute Blindert in Cologne, and from the first topic ideas to the last graphic detail, we decide everything by phone, email, chat, cloud computing (and sometimes thought transfer). We have also met in person once. On a piece of cake. After all, experts say how important it is to maintain contacts that go beyond the purely business-related, especially when it comes to jobs abroad. For the focus on ›Working internationally‹, we checked it out - and also interviewed women from all kinds of places. Somehow that rubbed off. Further back in the booklet we go to the South Pole. You don't need to imitate us. But if the women in this issue have made it to the South Pole, to the job project in Kabul, to industry management director, university vice president, manager of the year, then you could now take the next step on your career path to do. We'd love to come with you. We wish you lots of food for thought while reading

Falko Böck (27) studies communication design in Düsseldorf and works freelance in the areas of hand lettering, illustration and graphic design / layout. In his spare time he likes to go longboard. He illustrated the cover story for Business Ladies.

Petrina Engelke and Ute Blinds

x Online at businessladys.de

We thank our cooperation partners for their support, e.g .: German education

German education www.deutsche-bildung.de

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content

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06_Readers feedback 07_ Advertisers, imprint 08_News: Exemplary - questionable 10_In focus: Cheated: international careers 12_Leading afar 14_Women conquering the world: two portraits 16_Katrin Hansen: "The real endurance test is Germany." 18_ Change of perspective: What is China saying?

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20_Career plan: 10 commandments for dealing with conflicts 24_In conversation: Deutz board member Margarete Haase 28_Service special: board of directors, supervisory board, men's club? 30_ Food for thought: Brake block baby? 32_Imaginative: Twice the South Pole and back 36_With style: Ute Blindest about desk chaos 38_Fernsicht: America’s Next Role Model 42_Service 43_ Company profiles 46_Mentoring and networks 48_Termine 50_Gretchenfrage

There are hardly any women on the executive boards of listed companies. Margarete Haase made it to the position of CFO of DEUTZ AG - and on the way turned herself into an advocate of the women's quota. You can read how this came about from p. 24.

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Brake pad baby? Even if women don't want children, they could have some. What this attitude means for women in Germany and how it could work differently is discussed starting on p. 30. In 2009 Felicity Aston set off for the South Pole with six women from all over the world. And the Antarctica can no longer let go of the British: At the end of 2011 she will be making the trip all by herself. You can read what that means from p. 32 onwards. There are 18 female CEOs in the USA - none in Germany. But the search for America's Next Role Model is still ongoing. Joanna Barsh and Selena Rezvani comment on what is exemplary and what is questionable from p. 38.


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Reader feedback

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"Where can you find business ladies?" A product from Zuk

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Company

Edition 2.2011

2nd year

Business Ladys www.businessladys.de

Career magazine

Inventiveness and women's logic Where does a female thirst for knowledge lead? UP!

Well advised // Derivatives expert Juliane Bürger Behave better // Ten commandments for professional life Completely censored // A blogger in Tunisia

Recycled messages are discussed controversially: not on the same conditions, the women's quota, but rather compare apples with We love it when the heat is on. [...] Everything is moving too. That is why we have a group of prayer and customers on the uncherchen Facebook page of friends and acquaintances in this comment by EU Commissioner Viviane Reding for discussion. Mechanisms exist that were negative. «Says:» I am not a supporter of women unfortunately impossible ma- true: 21 percent salary under quota. But I like what they do, to differentiate themselves with skill, as they boldly criticized at the Equal Pay Day. ”The reactions came quickly: one commentator brings it up, falls short. But even if you consider factors such as part-time, »Oh, a step forward for me in a nutshell: Quota opponent :-) The quota is» It's actually a pity that even responsibility, experience, etc. play a role, unfortunately, that women are a ›modern ‹Taking society into account, there remains a five to ten percent difference in wages, the victims feel that mistresses do not have to resort to such means. of their fate. «→ www.logib-d.de It continued with this tenor:» I would rather get ahead through qualifying numbers: the Equal Pay Day cation than one women earn on average and just because of my average less as men. The Where are ›Business Ladies‹? Gender, and then afterwards they work every year a business ladies you don’t have to be eyed after all that time 'unpaid'. Buy the one at the kiosk, we distribute the motto: At that time, you preferred the magazine to the Equal Pay Day for free at trade fairs and colleagues XY, because it was used by women after all at universities. That would be foleine woman. So quota - no, the average wage of men. The question answered: "I would come - this year it was due to have not found where to thank." But there are also opposing votes. 23.3. On this occasion, the ›business ladies‹ were pushed back. buy men: "I am now the funny Vi- can for the women's office in Linz :-( HELP PLEASE." Quota, because from my point of view it is deo ›Equal Pay Day‹. We still have this one: »There is only one Targeted resources liked it so much that we actually do not subscribe to yours. Of course, she also put up Schat-Facebook for discussion magazine, which I would like to distribute, which I would like to have as a co-worker ? "Yes, rin says in a male-dominated way:" And why should it. Whoever wants his notebooks to be comfortably delivered to large corporations with prescribed someone part-time to receive the same quota for women as someone in full-time , can also be a subscription me (›quota woman‹). Who is the time? This is how you can get to nement through our website with the phenomenon ›Transparent, the alleged disadvantage.« → www.businessladys.de bestelDecke ‹put it apart And:» It may be that it is Einlen. Even faster: directly online, knows that there are “male” cases, but generally read via issuu.com/zukx. There company conditions and referring to these periodically can also be found in older editions.

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Imprint Business Ladys - career magazine, 3rd volume, issue 1.2012 Business Ladys is a product of Zukx - Campus2Company and appears twice a year, at the beginning of each semester. Publisher: blindert GbR, Klaus + Ute Blindest Editor-in-chief: Ute Blindest (ViSdP) Editor: Petrina Engelke (conception, management, proofreading) Art Direction: Sonja Langner, www.ideengestaltung.de Authors of this issue: Ute Blindest, Petrina Engelke, Eva Wagner , Dr. Sabine Wolff Illustrations: Falko Böck, Sonja Langner Website: Klaus Blindert University Marketing / Campus Relations: Ute Blendet Advertisements: Ute Blindert. The advertisement price list of 1.1.2012 applies. Publishing house: blindert GbR, Klaus + Ute Blindest Nohlstrasse 24 - 26, 50733 Cologne Phone: 0221 7329189, Fax: 0221 91407775 [email protected], www.businessladys.de

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"Exemplary - questionable" Text: Eva Wagner Illustration: Sonja Langner

McKinsey study: It's moving forward - at a snail's pace In the study ›Women Matter 2012 - Making the Breakthrough‹, published in March 2012, the strategy consultancy McKinsey again examines the role women play in the European economy. She notes: In recent years, companies have made great efforts to get more women into top positions, and their number on boards of directors and supervisory boards has increased. However, if the current pace remained unchanged, it would still be less than 20 percent in ten years' time. The result is similarly ambiguous when it comes to promoting women: companies are taking the topic increasingly seriously - but there are no concrete measures. → www.mckinsey.com

Money and fame? Future top women want something different. Students show companies to the managers of tomorrow

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already know what will play a role in the workplace in the future. A study by the student initiative MTP e.V. and AoN GmbH, organizer of ›women & work‹, shows: 75 percent of students assume that family and work can be easily combined - on the other hand, half of the students consider parental leave and maternity leave to be career killers. However, both genders agree on what they expect from the employer: a good working atmosphere, further training opportunities and safety at work are at the top of the list. Salary, image and location are less important. The results of the study will be presented on May 4, 2012 at the ›Female Recruiting Conference‹ in Bonn. → www.female-recruiting-conference.com

Where is my coach? Whether in the application process or at work: some questions are not so easy to answer. Those who find it difficult to assess a job offer, or who cannot make a decision, or

News - exemplary / questionable

has a problem with the boss, it is best to rely on the support of a career advisor or coach. You can research it by keyword or ask colleagues for references. Or you can take a quick look on the Internet: The KarriereExperten.com portal has existed since 2011, where coaches and consultants introduce themselves. The database helps to find suitable experts in the vicinity. → www.karriereexperten.com

Girls don't want to be 'geeks'? Of course, women study computer science! But while their share in Arab, Romance, Slavic and South American countries is around 40 percent, Germany has only 17 percent female computer science students. The English researcher Wendy Hall, who was involved in the development of the forerunner of the World Wide Web, attributes this to the fact that girls view computer science as a subject for “nerds” or “geeks”.


btS - Get Connected ... But computers are not boys' toys, she thinks and advises: This is exactly what girls should be taught very early on.

Equality 2035 Looking for a company with great women role models? In the middle class, the tie could be reached in 2035. In around 20 percent of companies with up to 500 employees, women run the business; in 2002, according to KfW 2002, only 15 percent of company owners were women. This results in very different figures depending on the industry: In the health, media and publishing sectors, women are particularly often in the executive chair. There are fewer female bosses in industries such as logistics, mechanical engineering, chemicals, pharmaceuticals and construction. In addition, the smaller the company, the greater the chance that a woman will be at the top, according to the KfW study.

Quota? Not with Siemens! At Siemens' annual general meeting, employee shareholders put a proposal to the vote: The proportion of women on the Supervisory Board is to be increased from currently 20 to 30 percent by 2013, and from 2018 to at least 40 percent. The election failed with drums and trumpets: 93 percent voted against the introduction of a women's quota for the supervisory board. The arguments: This is unconstitutional and discriminatory. How exactly 80 percent of men are now less discriminatory remains to be seen. Shareholders apparently prefer to calculate elsewhere: As long as the dividend is correct, it doesn't matter who sits on the supervisory board, said Johannes Ries from Apus Capital to Handelsblatt. Status update: Where does it actually stand now… We portrayed Tanja Wielgoß in the first issue of Business Ladies. At that time she was in the extended management of the consulting company A.T. Kearney - and pregnant with their second child. Today, 18 months later, she can report good things: “The two most important events of the past year are clear: the birth of little Mika (he's already running - and always after his 'big' sister) and the promotion to partner last summer Year, so straight to my return after parental leave. "

... to Sweet Life!

The life sciences network. From students. For students. Come by and learn for your life!

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In focus - internationality


Cheated:

International careers Good girls go to heaven, self-confident women go anywhere, even for top positions abroad. Or? Experience abroad is a must for a career. Business Ladies shows which paths women are taking - and where the stumbling blocks are. Texts: Petrina Engelke Illustrations: Falko Böck

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Traveling in the distance leads to education. Your career can also be expanded with foreign assignments - but it can also be slowed down. What to consider when planning and how to beat the "out of sight, out of mind" trap.

D.

he move abroad is worth it. Geertje Achterberg sees this in her clients: With her company Talent Profiling Solutions, she advises companies and individuals on personnel development and careers - often with a view to foreign assignments. "Even if it is not necessary for a career, the flexibility shown is positively recognized," she says. "However, it depends on the right time: If an interesting development is available at the current location, a stay abroad can be detrimental to your career."

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In addition to the point in time, the closest environment plays a central role in the planning: the partner must go along and have a clear motivation for moving.Martina Breitenbach, Head of Transfer Management at BASF, says: "Employees who want to go abroad must have the right professional, personal and family skills." In addition to language skills and intercultural adaptability, it is essential that the employee's family support the stay abroad. Consequences for the career Regardless of whether you are a man or a woman: If you already have children, you have to look around for kindergarten, school, babysitter and medical care at your destination. For women, the question of family planning is even more important: the order of time abroad and having children, options

In focus - internationality

pregnancy abroad - each of these decisions has consequences for your career. Does it all sound like a disadvantage? Not necessarily. Women who want to look after the baby full-time for a longer period of time can add experience abroad to their résumé if their partner takes on a job abroad for the first time after the birth. Whether together or solo: Those who have the necessary soft skills have good chances of being deployed abroad. Companies also know what culture shock can mean - and look at their inner attitudes. "In addition to the multitude of possibilities that open up through the foreign assignment, this also means a change and brings with it many challenges," says Martina Breitenbach. "The willingness to accept changes in lifestyle and one's own habits is therefore an important prerequisite."


In order to find a suitable position abroad, you can apply specifically to foreign companies. But German companies also offer many opportunities to move abroad: from a multi-week assignment abroad for a project to posting for several years to a permanent transfer. It is always important to conclude an employment contract that clarifies everything from vacation issues to rent subsidies - and also, for example, what happens if the international office is sold or closed. Companies that are internationally positioned often have programs ready to support employees before, during and after their time abroad. In advance, for example, they provide intercultural training, language courses and professional preparation, sometimes even an orientation trip to the possible location is included. Finally, some companies offer help with so-called reintegration - and

in the middle of it possibly a travel home budget. After all, one thing is quite difficult from a distance: maintaining contacts. Indispensable: maintaining contacts That is why Geertje Achterberg advises always combining private trips back home with a visit to the office: »With a short report to your previous supervisor or other responsible person, you bring yourself back to positive memory and avoid losing sight of Sinn'-trap. «You can also ask superiors abroad to give feedback on your own successes to your home country. After all, the HR department will later select the new position based on the experience and new knowledge the employee brings with her from abroad, says Breitenbach. "It is therefore important that the delegate and their home company agree on a new task as early as possible."

Vaccinations, container loads, looking for accommodation, lots of paperwork: many urgent tasks are buzzing through the mind of those who want to go abroad for work. But the most important topic in planning is much further into the future: the return. You cannot rely on ending up one floor higher in the office building after three years abroad. Some companies promote those who have been bustling in those corridors in the meantime, and the returnees have to see which positions are vacant. "In the latter case, after the end of your stay abroad, you should also consider changing your company if necessary," advises Achterberg. After returning home, there may only be an adequate position in a different location than the one from which you started. "You should be able to deal with this uncertainty and not plan your stay abroad too naively."

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Women are conquering the world Two examples show how different international work can be - and what helps against homesickness and jetlag.

Sigrid Badelka: Australia, Africa, Afghanistan Internship, trainee, junior consultant: Sigrid Badelka takes these three steps in three different countries - and dispels a false hope with regard to international experience. Pictures: private

Sigrid Badelka is on the go again. She moves to Afghanistan to work as a junior consultant in financial management and controlling for the German Society for International Cooperation. Before she was in Uganda, then in Switzerland, and at the moment you can meet her in the corridors of the European Central Bank in Frankfurt. But that doesn't mean home for them either. As a child of German emigrants, Badelka grew up in Australia. She learned English in kindergarten and from then on only rarely spoke German - only her grandparents can't talk to her in any other way. From them she also got her ideas about Germany. "My family emigrated to Australia in the 1950s. I didn't know anything about immigration in Germany, for example, and was amazed to see so many Turks," says Badelka. And she remembers that as a teenager she liked Udo Jürgens - without realizing that he is totally uncool in her age group. Despite the family ties, Badelka did not feel mature enough to study in Germany after graduating from school. First

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In focus - internationality

after university she left - for an internship at an aid organization in Africa. "By nature I was always cautious, but you can only learn something about life in a country through people," she says. "That's why I say 'yes' to every invitation first, so that I can meet as many people as possible." But that too has its limits. That is why Sigrid Badelka warns against false expectations of a professional stay abroad: She considers it completely exaggerated that you really get to know a country as a ›guest worker‹. In Switzerland she had not met any Swiss, in Frankfurt she mostly spoke English, and in Uganda she was always a Mzungu (white). »I know life as an expat, not life as a Swiss, German and so on. You have to make a real effort to meet locals, and sometimes you feel as if you are living in a multi-cultural bubble. ”In the meantime, you can long for home. Sigrid Badelka says you should never forget your home. "Skype, e-mail, Facebook: I find that regular contact with family and friends helps a lot against homesickness."


Simone Purbs: Schweinfurt international Global industry management requires cultural sensitivity. The engineer Simone Purbs works every day with umpteen different cultures - but lives in Germany.

Sydney, São Paulo, Sheffield, Tschungking: a job in Schweinfurt sounds less exciting. Nevertheless, Simone Purb's ‘job profile shines in capital letters: global business. "That means high demands on flexibility and intercultural sensitivity," she says. "In addition, the coordination is usually more complex, since we are not only dealing with one foreign customer in one project, but also with different ones." Simone Purbs is an engineer. She has to do with technology every day, but everyday work? Nothing. At Simone Purbs, no two days are the same. There are far too many different things that concern her in her job as Head of the Railway Sector Management in the Schaeffler Group Industrial: Purbs organizes rail transport technology from innovative insulating layers for electric drives to entire high-speed trains. It supplies customers from countries such as India, the USA and China. Dealing with the respective culture is important for them as for any international manager, says Purbs. And the

applies not only to dealings with business partners, but also to one's own colleagues. One thing should be made clear to yourself: »In the subconscious one will often act out of one's own culture. That is why misunderstandings arise time and again. «Appropriate training courses and experience help us understand. For personal contact, Simone Purbs not only visits foreign customers, but also holds talks in Schaeffler branches. Around a third of their working time is spent on business trips over the course of the year. And there are appointments everywhere when your head has to be as fresh as your blouse. How it works? First and foremost, Simone Purbs recommends a sport that can be done anywhere. Second, she considers a good work-life balance to be important, no matter how difficult it is sometimes to balance it out. And a colleague suggested the best cure for jet lag: “I don't think about what time it is at home. When you arrive in the respective time zone, the time there applies. «

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Katrin Hansen: "The real endurance test is Germany." When the phone rings, Katrin Hansen is sitting at the kitchen table, surrounded by specialist magazines, doing research for a book chapter. In a flash, she switches to the interview - and explains why the gender issue often takes a back seat abroad and what a guest room has to do with one's career. Image: private

Ms. Hansen, if you want to make a career, you should cultivate your networks. How do I do this after moving to Dubai? Nowadays, of course, over the Internet. You can also skype there, so that you can see each other. And you fly back and forth. And not just you. When you are in Dubai, a lot of people are sure to be happy when they are allowed to come by. Personally inviting people, ideally to have a guest room, is a very important topic for me. Also in professional terms? Yes. You can invite colleagues to your home or recommend a hotel and then take care of the visit. In addition, there are conferences and trade fairs around the world. To do this, you should arrange specific meetings with colleagues beforehand. There are also forums in personnel development where people from projects in different countries are brought together in a targeted manner. Something like that has to be sought and maintained. You can't say: I have so much day-to-day business, I can't take part in an international project right now. What makes an assignment abroad successful? You should learn something in the process. First, you should get to know yourself better. Second, develop strategies to work successfully in a new environment and to feel comfortable in the process. And third, you shouldn't just do this on your own, but also build relationships with interesting people. Are there any cultural points of friction that always arise, or does it depend on the country in question? It doesn't just depend on the country, but also on the people. But everywhere, for example, language can lead to culture shock: Suddenly you have a language level that doesn't even reflect your own intellect.

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In focus - internationality

valid. Then you just feel stupid. Language and new rules of the game can also make it more difficult to present yourself as socially competent. Think of the example of humor: at home you know which jokes you can score with. Elsewhere it may be incomprehensible or embarrassing, everyone is horrified, nobody laughs. This is culture shock. Is it true that after three months abroad at the latest, a phase of stress sets in that has a lot to do with the culture shock? Yes, mostly. But that can take up to a year to happen. That is why you should stay abroad for at least six months, if possible one year. Because then you have a good chance not only of getting the culture shock, but also of processing it. Can a job abroad still have disadvantages later on? Yes. The first disadvantage is a very personal one: partnerships don't necessarily outlast it. That can happen if you've been apart for too long. Often, however, something else is the case: one of the partners develops very differently abroad. Even if you have moved together, the world of experience can be pulled apart by a stay abroad. The second danger is that you wean yourself off your country. Especially if the assignment abroad is associated with a strong improvement in lifestyle and you get used to something that you can no longer afford at home. Another point is the topic of health: hygiene and medical care abroad are not necessarily at the level that one is used to in Germany. Where do women especially have to reckon with problems at work? The joke is that many women report: Germany is the real acid test. Women are in


Katrin Hansen (born 1955) is Vice President for Planning, Finances and International Affairs at the Westphalian University of Applied Sciences in Gelsenkirchen. The economist researches personnel development, intercultural learning and women's career issues. At Cornelsen she published ›Women in Management Positions‹ in 2011, and ›Successful Management of Professional Stays Abroad‹ in 2005.

other countries are more likely to be accepted as a manager. The relatively high level of emancipation that you bring with you from Germany can, however, lead to irritations in some countries if you act briskly. What does it look like when a German woman goes to Arabia? I've had very different experiences in my own professional life. I have to

playing to represent my university in Tunisia as Vice President, that was no problem at all. In rural areas, however, people were amazed that, as a woman, I drive my car alone. But gender is not necessarily in the foreground when working abroad. In many countries you are primarily the foreigner and the boss and only secondarily a woman. As a foreigner, you will not feel the problems that local women have with emancipation.

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Change of perspective:

What is china saying Jiewen Sun on law and order in Germany Jiewen Sun from China did her Bachelor of Laws in Shanghai and her LL.M. degree in Essex (Great Britain). Today she is involved in international M&A transactions as a paralegal in the corporate / M&A group of the Frankfurt office of the law firm Baker & McKenzie. She is also a member of the firm's China Initiative Group. Image: private

I came to Germany from the UK because my husband moved here. During my internship at Baker & McKenzie, I discovered that I could use my legal and language skills as well as my cultural background in the firm. May I ask where your husband is from? He's also Chinese. But if I hadn't gone abroad, I would never have met him. I met him at the University of Essex. He comes from a city in northwest China, very far from my hometown Shanghai. Then he speaks a different language than you? We both speak the official language Mandarin. We also speak the respective local dialect. Ms. Sun, what is typically German for you? In my experience, Germans have great self-discipline and are very punctual. And Germans obviously love beer and the Oktoberfest. Have you ever been there? No, not yet (laughs). To be honest, beer isn't one of my favorite drinks. However, I hope that I will have the opportunity to take part in this festival one day.

Where do you encounter problems of understanding when negotiating a contract with the Chinese for Germans? Chinese clients sometimes find German contracts far too complicated. Some clients don't understand why we have to think about all these details and why there have to be so many processes. For example, in Germany certain contracts have to be notarized in order to take effect. That is not necessary in China.

You studied Chinese and British law.Then how did you end up in a job in Germany?

What skills and knowledge do you need to negotiate such contracts?

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In focus - internationality


I mainly work on projects that are related to China. Chinese language skills are very important here. You also need to understand the differences between legal systems and understand the needs of clients from different countries. That is very important. In this international work, is it an advantage or a disadvantage to be a woman?

There are cultural differences between us and our clients, and women are often more sensitive in this regard than male colleagues. This is an advantage: we can often better identify the needs of our clients. At least that's my impression. What do you see as a restriction in Germany? I can't think of any. I like to live and work in Frankfurt.

Fit for the job. Fit for a career.

Discover Mainova twice. We do a lot to make your future move. From our own fitness studio and physiotherapist to our own sports facility, we offer everything that is physically good for you. And pioneering projects, exciting trainee programs and attractive development prospects provide for the intellectual drive. Take the future personally: www.mainova-karriere.de


10 commandments for dealing with conflicts 1. Face the conflict If a person perceives an extreme situation, he instinctively reacts by fleeing. But at work we rarely come across saber-toothed tigers. In a conflict, flight is not a solution, it often only exacerbates the problem. Usually it is better to face the unpleasant situation and the people involved - if you think you are in the shark tank, you will use a conflict moderator to help you.

10. Change your perspective Got stuck? Take a bird's eye view of the situation. From a distance you can see connections or evaluate details differently. And do not hang on to the past: what has happened cannot be changed. Instead, use your energy to find a solution for the future.

9. Celebrate positive consequences Disputes take time and nerves. Conflicts also have a positive side, and that needs to be encouraged. If you approach unpleasant things openly, you strengthen your conflict competence as well as that of the other parties involved. This increases your self-confidence - and improves the working atmosphere and team spirit.

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2. Throw Expectations Overboard Sometimes there is no solution to a conflict - not right now, not for everyone involved, sometimes not at all. Allow yourself the thought that you don't have to resolve every conflict.

As a lawyer and mediator, Dr. Sabine Wolff deals with conflicts. She advises and trains executives, shareholders, departments and teams in dealing professionally with conflicts.

8. Don't make lazy compromises "Everyone gives in, we'll meet in the middle." Unfortunately, this is only a good and fair solution at first glance. Actually everyone has lost, the conflict continues to smolder and comes back on the table at the next opportunity - possibly more violent than ever before. It is better to find out the causes of the conflict and the interests of those involved.

Career Plan - 10 Commandments for Dealing with Conflict


3. Discover your style How do you react to conflicts: With the flight instinct? Or do you want your head through every wall? Or are you the queen of compromises? If you recognize your conflict style, you will understand your behavior in conflict situations better and you will be able to work consciously on a solution.

4. Listen to your early warning system. Disagreements and disruptions develop into tangible conflicts. Therefore, address any tension as early as possible. Sharpen your senses for potential sources of conflict in your environment. Also, pay attention to hidden signs, for example in the posture or tone of the person speaking to you.

5. Think of yourself as a manager A conflict is basically like a project. Get an idea of ​​the conflict and those involved. Analyze where, when and how it arose, how it has gone so far, what styles of conflict the others have. This is how you create a professional basis for a solution. Photo: Susanne Schanz

7. Practice with the accelerator pedal You can learn to control the course of a conflict - through your conversation behavior. The dynamics in particular can be influenced. Be factual if you want to move forward. Save yourself personal attacks - unless you want to escalate a difficult conversation situation quickly.

6. Stay in the conversation "We have to talk" - you often get to this point because neither side did it before. Communicate openly and appreciatively, especially in difficult situations. Make sure that what you say arrives as it was meant. Be open to criticism. Regardless of which hierarchy level she comes from.

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Reading makes you smart ... and takes away the fear of conflict

Body language and voice can be used very consciously in conflicts. Ingrid Amon shows in detail the basics for the voice. Thumbs up well-founded, with examples, exercises and audio CD.

Peter Modler:

The principle of arrogance. This way women are more successful at work. Fischer Verlag, 9.99 euros

Peter Modler explains the differences that exist between women and men in everyday working life: They speak different languages, verbally and non-verbally.

Thumbs down Here training is on the agenda. Leaning back is not an option, work is the order of the day, which is actually really good again!

Thumbs up Numerous examples show how women deal with male (language) patterns and how they can assert themselves in a male-dominated environment. Miyamoto Musashis, Leo Gough: Kati Schmitt-Stuhlträger:

Conflict management. Defuse conflicts in 50 x 2 minutes.

Thumbs down Successful all round, there is nothing negative.

Gabal Verlag, 12.90 euros

What can a samurai from the 17th century give us for business today? An amazing amount.

Heragon Verlag, 6.80 euros

It comes as light as a set of playing cards, but it has it all. Everything important is included: definition, different approaches, models, solutions. Thumbs up Well-founded, to the point, well formulated. Very good to read into the subject again in between. Thumbs down More like a refresher. Previous knowledge helps enormously with its use.

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Career plan - literature

Book of the five rings. 52 brilliant ideas for your business.

Ingrid Amon:

The power of the voice. Personality through sound, volume and dynamics. Redline Verlag, 12.90 euros

Thumbs up 52 sentences by Miyamoto Musashi are taken up by Leo Gough and transferred to today's world. Very applicable to conflicts. Thumbs down Very martial approach. For women it takes some getting used to.


a brand from MSW & Partner

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women 03/04 December 2012 Frankfurt am Main Application deadline: November 7th, 2012 Extract of our references

www.career-venture.de

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“Many do not dare to ask for anything because they are afraid of losing. Then in any case they have already lost. "

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In conversation - Margarete Haase


"Unfortunately, there are not only men who oppose the quota." You rarely meet women on the career level. As CFO at DEUTZ, Dr. Margarete Haase at the helm of a listed company. The ›Manager of the Year 2011‹ (Financial Times Deutschland) explains in an interview why Germany needs a quota for women and what the word ›tough‹ really means. Interview: Petrina Engelke Photos: Andreas Fechner, DEUTZ AG

Ms. Haase, you have been working as a financial expert in the engine industry for a long time. What do engineers and technicians find more difficult: working with a woman or someone in finance? Margarete Haase: It doesn't make any difference to me. I really enjoy working with everyone and I think that one shouldn't judge by the professional field. And are there no prejudices against you? I've been around for so long that I wouldn't even notice (laughs). But I suspect, even if this is not a prejudice, that I have a reputation for being able to do what I do. Is it true that you have had to listen to yourself: "A woman is not tough enough for this position"? Yes, I've seen that before, yes. And today you laugh about it. Yes. That is also quite a piece of insolence. But now between us: does this idea contain any grain of truth? I cannot find any truth in it. I believe that women are at least as tough as men, but appear softer because of their more pleasant appearance, their perhaps quieter voice, more pronounced diplomacy, more questions, and increased interest in people. But that has nothing to do with a lack of assertiveness or weaker results. Because of the habitus of a woman, men often cannot imagine such a person

Has success. That's a big hurdle. But if men just can't imagine women in a higher position than the current one, then you can help. That is why I believe that this cultural shortcoming can be improved in the first step with a quota, as long as so many important personnel decisions are made by men. Do you really have to be tough to fill a management position, or could you also approach that culturally in a completely different way? You have to take a differentiated look at this: One component of ›tough‹ is ›consistent‹. Once you've said something, stick to it. If you get a lot smarter, then you can admit it and change your mind. But don't let new information knock you down right away. Especially when it comes to discipline and responsibility for people. That is a very important part of this buzzword ›tough‹. Are there any more? Another component is assertiveness. If you are negotiating with a business partner, for example, you have to show perseverance and not give in to resistance. And the third component is the thick fur. You can't always win. That's why, if you haven't got your way, you have to be able to say from time to time: Okay, the other guy got his way. I would understand these three components together as tough. What do you need to be able to perform like this? To do this, you need conflict management. Many dare

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The Berlin Declaration The idea comes from politicians from associations and all six parties represented in the Bundestag: Laws are intended to enforce equal opportunities for men and women in the workplace. The first step should be a 30 percent quota for supervisory boards. The statement was published in December 2011. The first women to sign the petition include Dr. Margarete Haase (board member DEUTZ AG), Friede Springer (publisher) and Steffi Jones (director at the German Football Association). → www.berlinererklaerung.de

not at all to ask for something because they are afraid of losing. Then you have definitely already lost. Either because they didn't dare or because they are so timid that the other realizes: I can run over them. You switched to DEUTZ in difficult times, during the financial crisis, when the company was not doing well either. How do you as a new manager implement ideas and strategies successfully? In such a situation it is important to take the employees with you. That means: explain well where you stand, so don't paint it black, but don't gloss over anything, but present it transparently. When people know where the company is, they also know that something has to happen. Then you should justify the individual measures well and, if possible, involve the people so that they are able to help shape, exert influence and develop ideas on how to proceed. Then you've already won half. And the other half? The other half is hard work (laughs). What did you change in your office when you came to DEUTZ? Tidy. I like to have my head free and not a table full of papers and files. I prefer electronic filing and the helicopter look. Once you sit on the board of directors, do the positions on the supervisory board come naturally? Yes. It is not the other way around, that you would first become a member of the supervisory board and then the board of directors. And are these posts brought up to you? Yes.

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In conversation - Margarete Haase

In January Siemens' investors rejected a quota for women on the company's supervisory board - with 93 percent of the vote and arguments such as “unconstitutional”. How do you explain such a vehement rejection? The issue of 'unconstitutional' has already been clarified. I explain this to myself from the mentality in Germany. And unfortunately there are opponents of the quota not only among men, but also among women. Above all, which I think is a shame, among those who have already made it. What has shaped your views on the women's quota over the years? I had a good basis from my parents, upbringing, role models and studies, so I quickly penetrated professional networks and quickly achieved success. In retrospect, I was very naive. Only when you realize that you are being overtaken for the second or third time do you start thinking. And it is only very late that you attribute it to being a woman. Because you first look to yourself to blame and think you still have to learn this and that. But after I didn't get certain tasks, even though it was clear that I would have done them very well based on my experience and that other careers and not me because of my performance - I said to myself: It doesn't seem to work without a quota. When a job becomes vacant and men can only think of men who are eligible, it's because they keep meeting men. This is not a bad thing, but they think of those who they meet over and over again. Women are not in these networks. Are special women's networks just another brake? After all, the decision-making men still don't notice the female talents.


»Women should set themselves a goal in which they have business responsibility, for example for sales, production, operations. Because this work brings measurable results. "

In the meantime there are also many women in important positions, and women's networks help to exchange women-specific experiences, to help and advise one another. Because sometimes you experience something and ask yourself: is this only happening to me? Or does this happen because I'm a woman? It's easy to compare and share experiences. But you're right: women's networks alone are certainly not a solution.

Margarete Haase

(Born 1953) comes from Austria. She studied at the Vienna University of Economics and Business and at Harvard Business School. For twenty years, starting in 1987, she worked in various management positions in the Daimler Group, including as commercial director of the Berlin engine plant. In 2007 she became a member of the Board of Management of Daimler Financial Services AG Berlin. In April 2009 she moved to the Board of Management of DEUTZ AG Cologne. There she is responsible for finances, human resources and investor relations. Haase also sits on the supervisory boards of Fraport and ElringKlinger. The business newspaper Financial Times Deutschland named her Manager of the Year 2011. Margarete Haase is married and has one child.

What made you sign the Berlin Declaration? Exactly this topic. I believe that without strong political pressure you will not get any further in Germany. We're lagging behind. An economic argument in favor of the quota are various studies that state that a company is in better economic position as soon as one or more women work at its head. What do women do differently from men? Women are more balanced when it comes to opportunities and risks. I think men are sometimes more inclined to make bold decisions. Women do not take themselves so seriously as a person, so I think they are more objective and can analyze with a cool head if a path that one has taken is wrong. They can also backtrack more easily and limit risks.This is evident in the financial sector: investment funds run by women are performing excellently. The fact that women are less inclined to make daring decisions is also a typical career hurdle. When in doubt, I have always opted for the more difficult, bigger, more courageous alternative to learn and also because when in doubt it offers the most opportunities and takes you further. That doesn't suit everyone.

But because women are unfortunately still less trusted, it is very important that they trust themselves. Therefore, when given a choice, they should go for the riskier and operational. Women should set themselves a goal in which they have business responsibility, e.g. for sales, production, operations. Because this work brings measurable results. In contrast, there are staff tasks that only have an advisory function, for example in strategy, tax or legal departments. Of course, you have to look carefully, you shouldn't go on adventures that you can't survive. But I'm not worried about that: after all, women always tend to trust themselves too little rather than too much.

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service

Management board, supervisory board, men's club?

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With discuss on:

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WHAT ACTUALLY DOES A SUPERVISORY BOARD DO?

This is where female supervisory board members pay off - at least for companies with a lax management culture. The British research duo Renee Adams and Daniel Ferreira found in a study of US companies that more women on supervisory boards there have a disciplining effect on male colleagues. The researchers admit, however, that a quota could possibly be counterproductive for well-run companies.

The significantly higher proportion of women on supervisory boards has not yet resulted in more women moving up into top management. Their share remains unchanged at 16 percent. The Norwegians locate the reason for this in the old song: women are stuck at work because of the family. This is why Norwegian politicians have decided next on a fairer division of family times.

In German companies that are listed on the stock exchange as stock corporations, the board of directors decides how business should run. In order to avoid mismanagement and uncover misconduct, it is monitored by another body: the supervisory board. So a supervisory board member controls and advises the board of directors together with her colleagues; for example, they check the WORLDWIDE IN LEADERSHIP? annual report and can read WHAT DID THE NORWEGIANS THINK. agreed to make measures dependent on their YOUR SUPERVISORY BOARD QUOTE approval. The organization ›Corporate BROUGHT? A supervisory board member of Women Directors International ‹is appointed by the general meeting of In 2003 Norway examined how many shareholders in 2011. In view of the women's quota for supervisory boards in women on the executive boards of these mostly executives from the listed company there, 200 other companies with the highest turnover worldwide. Diejeni company introduced. 2006 companies are represented. The proportion of women there discovered an increase, which are subject to the law, must be 19 percent, in 2008 it was due to the introduction of women with half members at the required 40 percent. quota in several European employees (some critical voices point out from all countries like Norway, from the company, some things point out that there are so many back-independent, mostly women are not women at all, but rather Today, the women's unions) and the employers collect their supervisory board seats on board members at 13.8 sample sites in the supervisory board - and a few - that's 1.1 percentage points. In companies like this they call them 'gold skirts'. Against more than in 2004. Progress, the proportion of women is 11.7, who argue that it looks different. Percent, while it is by no means a female invention in company item collections without employee representatives, and only 2.6 percent on the supervisory board. for temporarily. The fact is: The text: Eva Wagner

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Service - board of directors, supervisory board, men's club?


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Jennemarie / photocase.com

Brake pad BABY?

Women have achieved a lot in the past few decades. Practically all jobs are open to them, they just have to seize the opportunities offered. But there is still one hurdle: children. Text: Ute Blindert

M.

it 20, during studies, even at the end of it, children are not an issue for most women. After all, you have so much else to tackle: semesters abroad, exams, an internship at a dream company or the first steps in your career. For employers, however, children are an issue - and that affects every woman, whether she wants to have children now or later or in no case: the question will come up at some point. Sometimes a superior speaks to her, in the sense of: ›Now that you've got married, there are sure to be children soon ...‹. Sometimes it hinders the career completely unspoken.

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Food for thought - brake block baby

No matter how surprised you may be, children, or rather, the compatibility of work and children, should still represent a hurdle on the career path? We don't live in the 60s anymore. But at least in Germany employers see in every woman the potential to become a mother - and thus the risk of long downtimes. Bosses are not completely wrong with this: Among those who at some point decide to have children, many actually only return to their job after a long break and then mostly only part-time. And why?


So we have to turn a lot of screws - and we need a vision: we-tinker-us-the-family-friendly-country Germany. We look for good ideas together elsewhere: You could start with Sweden. There, 42 percent of fathers take

that 30 percent of management positions are held by women, solutions would come because there was no other way. And just don't let anyone tell you that there is no money: A decent schoolmate can deduct from the cost of the so-called stove premium alone.

Children are an issue for employers - and that affects every woman, whether she wants to have children now or later or under no circumstances.

The 'black peter' wanders endlessly between women, men, companies, society and politics: women in Germany like to stay with their children, men are only very slow to follow suit. The childcare offers, especially for the very young, are a joke, and companies are not very flexible when it comes to options such as job sharing, home office or project work. In addition, the wage differences between women and men mean that it is often most beneficial to stay at home. To remove the children's hurdle,

Parental leave (in Germany: 25.4 percent; and three out of four fathers only for a maximum of two months). After one year, all children in Sweden are entitled to a kindergarten place, all day. The work culture is also geared towards a high priority for children and family. From France we choose the family splitting model for income tax: many children mean low taxes. In addition, the childcare options are fantastic here too: there are plenty of them and of the best quality - after all, mothers generally have no pedagogical training. We take the pragmatic approach to services with us from the US: US career women would never dream of justifying themselves for not doing the laundry or going to the market. Housekeeping, gardening and shopping are left to service companies as a matter of course. That means more time for the essentials - for example for a trip with the family. So a lot is possible. Whether it can work in Germany is ultimately also a question of mass. If it were, for example, as suggested by various sides,

finance daily meals for all children in Germany. But the way to get there is certainly not about waiting and drinking tea. Every single woman can contribute with strategic planning. It starts with the choice of employer. Some companies create a work culture in which performance is seen and rewarded. There you can count the results - instead of the number of hours in the office. Companies also deal with family time differently. This also applies to those who do not want to have children. Ultimately, the overtime also sticks to them if a company does not want to adapt organizationally to family-related failures. So, in the end, everyone benefits when the best female specialists concentrate on companies that operate smart family policies and thus send a clear signal to the competition. What remains is the inner attitude: does a child really need a mother - twenty-four hours a day? In truth, children benefit from mothers with an egalitarian attitude - they learn better, for example. And the term ›raven mother‹ only exists in German. By the way, ravens are wonderful parents.

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Twice the South Pole and back Felicity Aston has always been drawn to remote, lonely places. They arouse curiosity about the peripheral zones on maps. The Briton now ventured into one of these fringes, the South Pole. Alone. For 70 days in the eternal ice. As the first woman. Text: Ute Blindert Image: Kaspersky Lab

F.

Elicity Aston is crying. The tears stream down her cheeks, she sobs, pulls up her nose, runs her hand over her face, sobs again. At the same time she laughs. She tries to explain how she is doing after her 1744 km long journey across Antarctica. Except for a brief visit to the polar station at the South Pole, she was alone the whole time. She left the Ross Ice Shelf on November 25, 2011 to arrive at the Ronne Ice Shelf on January 23, 2012. She skied for 59 days, always with the sled with all the essentials behind her in tow. “I was so overwhelmed by my feelings. I had made it, and at the same time I knew that I would probably never go on a trip like this again. It all made me happy and infinitely sad at the same time, ”she explains the outburst of emotion. A trip to an environment as hostile to life as Antarctica always means testing your own limits, says the 34-year-old British woman. "You are reaching your mental and physical limits." The days always have the same routine: wake up at seven o'clock, have breakfast,

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pack up, take down the tent, at nine o'clock on the skis. Drive 90 minutes, break, 90 minutes, break, 90 minutes, break, and so on, until after ten hours the daily workload is fulfilled. On average, you can cover almost 30 kilometers per day. Then it's time to pitch a tent, cook, eat. And personal hygiene. Hands and feet must be carefully inspected every evening: wounds and frostbite can close quickly

develop dangerous injuries. Go to bed at 10.30 p.m. Since it is light 24 hours a day in Antarctica at this time of year, Felicity Aston sleeps with a hat on. She allows herself eight hours of sleep, after which the same routine begins as the day before. And the day before. For 59 days. Psyche as a decisive factor At some point everything hurts. Shoulders and neck are off the sled

Imagination - Felicity Aston

pulling tense. The elbows ache from the constant movement of the arms. Likewise the finger and ankle joints. To this day, the feeling in the left foot and hand has not yet fully returned. "It'll be fine," she is convinced. In order to get physically fit before the extreme trip, Felicity pulls a tire in the sand behind her on the beach in her hometown of Birchington: "When I train, I go up to the tower and then back again." Because it's not strength that counts, but endurance . Felicity is therefore convinced that it makes no difference on her expeditions whether women or men undertake them. "I've always worked in very male-dominated environments, so the fact that I'm a woman never played a role for me." And in addition to endurance, the psyche is the decisive factor in a polar expedition. The days alone in the ice push the meteorologist to her limits: "The good thing about the human psyche is that it quickly fades out the bad times," says the Briton with a laugh. “I've had such bad days in Antarctica.


Felicity Aston The British worked as a meteorologist in Antarctica after completing her studies. Since then she has been drawn to the Arctic, Greenland and the Antarctic, often as an expedition leader for all-women teams. In 2004 she decided to turn her passion into a profession. She writes, gives lectures and seminars. Aston lives in the British city of Birchington. → www.felicityaston.co.uk

“I did it, and at the same time I knew that I would probably never make a trip like this again. It all made me happy and infinitely sad at the same time. "

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»

The majority of these women are not allowed to make their own decisions; they often lack self-confidence. I wanted to give them role models that every woman can use as a guide. "

The Antarctic - from a very practical point of view Calorie requirement per day: 5,000 kcal Weight loss in just under two months: around 10 kg of food: No fresh products, convenience foods such as Thai Green Curry or Chicken Dhansak Fitness: Discover completely new muscles Clothing: Functional clothing; No laundry, no change of clothes. Showers: not possible; Warm showers feel like an incredible luxury of hygiene after the trip: quickly, if possible under the protection of the tent. Under no circumstances should paper or waste be left behind.

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Still, I can hardly remember how desperate I was on some days. ”Then a little crying helps. Or anger. Or an extra cup of coffee. “But the bad days were always my good days too. Because by the time I managed to move on, I would have learned so much about myself again. "And then there are the nice sides:" Most of the time, these are very small things: When the sun breaks through the clouds and the ice closes glitter begins. The ice peaks. The dramatic landscape. ”Leading the Commonwealth Team Aston is on its own on this trip. The loneliness troubles her. And of course the

Imagination - Felicity Aston

drive that she has to pass alone. Although there are no predators in Antarctica, there are dangerous crevasses that often cannot be seen from the outside. Two years earlier, the challenge lay in the group. As part of the anniversary of the Commonwealth, an association of states primarily with former British colonies, Aston was looking for normal women who would like to travel to the South Pole: Off to the Kaspersky Lab Commonwealth Expedition. Expedition experience was not a requirement. Eight women were finally selected, including working people, a student, a mother, they came from Brunei, Jamaica, Ghana, Singapore, Australia, India, New Zealand, Cyprus. “The majority of women are not allowed to


@felicity_aston: The Twitter diary tells the journey backwards

Make their own decisions, they often lack self-confidence. I wanted to give them role models that every woman can use as a guide, ”says Aston. “Otherwise we often think: I can't become an artist because I don't come from a circus family. Or I can't walk to the South Pole because women don't do it in my country. ”Aston learned that differently. Her parents took her on mountain tours as a toddler. “I was always encouraged to do the things I wanted to do.” Don't be afraid of polar bears With the women's team, the 900 kilometer journey on skis challenged Aston in a whole new way. “I had to take responsibility

take over for my team and motivate all participants. It was not easy, especially for participants with such different cultural backgrounds. «The British tend to be straightforward and address problems openly. Other cultures are more reserved. Finding out what each individual could contribute to the team and integrating and appreciating them accordingly was a very important experience.Today, Felicity Aston is happy to pass this experience on in seminars and lectures. One lesson is about meeting a polar bear: “You have to make yourself big and scream. Scream very loud. He must not notice that you are afraid. «* Nautical mile / nautical mile = 1.852 km

January 23: After 1744km and 59 days I arrived at Hercules Inlet on the Ronne Ice Shelf and completed my crossing of Antarctica. January 21: I have to navigate a crevasse field tomorrow. I have coordinates to follow and it is a well-trodden route but still ... January 19: As much as I'm looking forward to the end and counting the miles, I've also been getting pangs of regret that it might soon be over. January 12th: Woke up to find everything sore from my toes to my brain. Even my thoughts ache. January 9th: The drifting snow being blown against my tent sounds like the spray of the sea and the tent flapping like sails. Feel like I'm sailing. January 5th: Making lots of small but stupid mistakes, being clumsy etc. Sure sign that I am getting generally tired. January 1st: No booze with me to toast the new year but treating myself to spoonfulls of the peanut butter I was given at Pole December 26th: A perfect christmas gift, my tent in a white wilderness. Antarctica has been stunning today. December 25th: When the sun reappears it feels like a miracle and nothing seems quite as bad as it did before. December 19: Not a breath of wind and the sun is so hot - honestly! - That my tent is warm without needing a stove on. December 15: I felt tired today but I could hear my Mum’s voice encouraging me, “Just keep moving. Keep moving forward. «December 8th: All 3 of the lighters I have for the stove have stopped working this evening. Luckily I have matches - but only 45 December 2nd: Great day. Sunshine, 12 nm * covered and just what I needed to get back into a routine. November 30th: Only made 5 miles today thanks to steep uphills, soft snow and heavy sledges. Windy but nothing to last night November 25th: Alone

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With style

Ute blinds about desk chaos  Do you know the difference between a ›Kruschterin‹ and an ›Leerhalterin‹? Or a 'fortune-teller' or a 'sorter'? In my mind, these types dominate the desk world. And I'm a Kruschterin. In other words, someone who fills her desk, even if she really would like it to be different. I don't sort every scrap of paper into the filing, I don't keep my desk sparkling clean, one thing comes after another with me. It has always been like this. I'm not a fan of creative chaos. But I am a consistent user. That's why my desk was most manageable when it was a mouse measure (around 70 by 50 centimeters): There

there was little room for fuss. I don't understand how people manage to have practically nothing on their desk except a monitor, keyboard and mouse, maybe a pad and a pen. Otherwise: yawning emptiness. I have a desk calendar, notes, other pads, coffee and tea cups (rinsed!), Gummy bears, telephones, cell phones, calculators, business cards, punches, staplers and much more. This can not continue like that. My strategy: aesthetic attack! So I started looking for nice things for everyday office life. Now only they are allowed on the desk, everyone else at least has to hide.

Geppettos pencil sharpener 10 euros

I don't know whether I'll get any closer to my goal with the Geppettos pencil sharpener. The little one fulfills its purpose. But really often I don't use a pencil and therefore I don't use a pencil sharpener. I think a drawer model makes more sense. Advantage: It lies comfortably in the hand and calms you down. Also worth something. From Monkey Business

India notebook from 6.50 euros

Perhaps the final inspiration will come in the form of this book published by professors at the Cologne International School of Design. Uta Brandes and Michael Erlhoff examined 686 desks in eleven cities from Auckland to Taipei. One can, however, come to the conclusion that there are considerably more Kruschter women than is commonly admitted: of 9,246 private objects, 5,885 belonged to women. From Birkhäuser Verlag

Instead of working with umpteen different notes, you can use a 'book instead of a slip of paper': I like to write all upcoming tasks in here, and I cross out those that have been completed. If one page is full, I can transfer the remaining tasks to the next page. From O.K.-Versand 36

My desk is my castle € 24.95


x

With style

Who has the nicest desk?

When we looked at the subject of desks, we became curious: What do our readers' desks look like? Orderly or chaotic? Full of paper or electronic accessories? Send us a photo of your desk! Simply send it to [email protected] or post on Facebook under BusinessLadys.

Edward scissors from 17 euros

These scissors were named after Johnny Depp's role in "Edward Scissorhands". I think this Edward could almost rival him in attractiveness. You certainly don't lose this pair of scissors. They should only be protected from colleagues and children. From Koziol

Note holder Bianca 13, - Euro

Bianca is a little hippopotamus. It carries a heavy load of notes on its back. And there is always space in the mouth to remind you of the most important things. Good support even in the age of smartphones. From Monkey Buiness

Recycle bin Ba Ba Bin & Bag 20 euros

Paper is usually well supplied in a conventional bucket. But where should you put used tea bags, banana peels, apple casings? The small extra rubbish bin is simply attached here and can be disposed of separately. Nice wastebasket with a little kick. Von Koziol Photos: India notebook - Photo: Peter Strumpf, Düsseldorf, book cover My desk is my castle: Birkhäuser, All others: www.design3000.de

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Women in the usa

America’s Next Role Model The land of unlimited opportunities - also for women? In the USA there are brilliant role models for career women, promising developments, but also rock-hard hurdles. Two experts comment on the key issues that women in the USA are currently facing: Joanna Barsh, Director at McKinsey in New York, initiator of the ›Centered Leadership‹ project and author of ›How Remarkable Women Lead‹, and Selena Rezvani, career advisor, Blogger (www.nextgenwomen.com) and author of ›The Next Generation of Women Leaders‹ and ›Pushback‹. Interview: Petrina Engelke Photos: private Illustration: kokitom - Fotolia.com

I.

In the USA there are many words that cannot be said. TV stations usually even show live broadcasts with a few seconds delay so that they can quickly put a beep over what, for example, Oscar winners sometimes slip out. Tender souls should not break from it. Adults use 'f-word' to describe this. ›Women's quota‹ could also be one of these words, and not just because of the first letter. Just mentioning a quota is really uncomfortable for most people in the US. In the eyes of many Americans, such state regulations lead directly to arbitrariness, socialism and chaos. Even more liberal spirits see a quota system as a threat to a performance society. After all, the American dream is based on the idea that you just have to work hard enough to get whatever you want. Itself is the woman! Or is it rather: Makes more sacrifices? Why is Barsh rarely discussed the women's quota in the US? Joanna Joanna Barsh: Because she's not performance-oriented. A quota also raises legal questions: You can't discriminate against anyone in the United States. If you discriminate in favor of women, then you discriminate against men. That sounds illogical at first, but one has to understand America's way of thinking about injustice: We want to be fair to everyone. When a women's group is founded, you often see eight others straight away. Because no sooner has a group been founded than every other group has a right to form. The African American, the Hispanic / Latino group, the gay-lesbian-transsexual group, a group for Asians, Indians and so on. That is why it is seen as a general trend that companies in the USA are more concerned with diversity than with gender diversity.

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Distant Vision - Women in the US


US women can fry an extra burger elsewhere: To have been to a Catholic girls' school is not a sign of prudish in the US. Nicky Hilton, Stefani Germanotta (Lady Gaga) and Christa Miller (the sarcastic neighbor in ›Cougar Town‹) went to the Convent of the Sacred Heart, one of New York's most expensive private schools - only for girls. School fees there are currently $ 37,395 per school year. Even later, women can stay among themselves: unlike in German-speaking countries, there are numerous all-women universities in the USA. There are around 60 all-women colleges in the United States. Are these just relics of the past or do they have significance for the future? Selena Rezvani: Let me put it this way: They shouldn't have any meaning anymore, but they do. There are now more women than men graduating from university in this country, so there are enough places for women to study. But women leave all-women colleges with far more leadership skills than women who have been in mixed colleges. Almost all of the well-known politicians have been to women's colleges: Hillary Clinton, Nancy Pelosi, Madeleine Albright. That is noticeable. Women's colleges shouldn't make any sense these days, but when you see results like this, you probably want to send your daughter to a women's college. But sometimes the Americans are left behind. In an international comparison, experts find with embarrassment that the USA is the only industrialized nation that does not have any legally regulated, paid parental leave. Three months after giving birth, women have to go back to work, otherwise it's gone. But they have no problem finding a day care center - there is plenty of professional care. Recent research shows that motherhood, in and of itself, does not prevent American women from pursuing careers. Around-the-clock availability and constant business trips do, however. In some ways, women in America have taken the lead. The proportion of women at the top, on the executive boards of the Fortune 500 companies, is around 15 percent. 18 women even chair it there, they are CEOs. Compared to German DAX companies, that's a lot, there are only three percent women on the executive board, and no chairperson at all. Some say that there will soon be even more movement in the United States: in 2010, more women graduated from university there than men for the first time. And in mid-March 2012 the headline of ›Time Magazine‹ was ›The Richer Sex‹ - illustrated with a figure with a skirt folded from dollar bills. According to the book of the same name by Liza Mundy, women are increasingly taking on the role of family breadwinners. What does it mean for women when the 'dad brings the money home' model changes in the US? Joanna Barsh: We researched what proportion of female and male executives believe he or she is the primary breadwinner. Almost as many women as men claim that, including singles. What caught the eye: Of all the women who said they were the breadwinners, 75 percent also said they played the primary caring and educational role. Of the men, only 25 percent said that. If both work, there may be two people in the household

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