“What’s happening in Ciudad Juarez? What lies behind the death of over 400 women from 1993 until today? Our first commitment in this documentary “Silencio en Juarez" was to search for the human side of the victims. We had to chose the most recent cases, and found it very hard to set aside the hundreds of other cases of women who are still missing. As we delved deeper into the stories, our solidarity with the victims and their families intensified, as well as the desire for this documentary to be helpful in breaking the Silence in Juarez and the indifference towards these femecides."

- Michela Giorelli, Director of Production and Development for "Silencio en Juarez" (Discovery en Español).

“Communication and the transmission of ideas were two central constants in the election of my career. At Discovery en Español we are committed to exploring the issues that most affect the Hispanic community in a manner that is both objective and unambiguous; and certainly this is how we went about producing the documentary "Silencio en Juárez". But this time I could not help but feel the pain of the mothers, sisters, and daughters. Being a woman myself definitely brought me closer, not only to the personal stories that we featured within the documentary, but to the harsh reality that afflicts a city and leaves many women without hope. It is a reality that is difficult to digest because it is years in the running. I so wish I could do more than give voice to the issue. I really hope that the mystery is finally unraveled and that the citizens and people of Ciudad Juarez can walk the streets without constant fear. The look on many women’s faces would then change...and their reality as well”.

- Sol Colom, Executive Producer for "Silencio en Juárez" (Discovery en Español).

So, how do you go about bringing value? I always tell people they should focus more on their passion.

Actually, on the intersection between their passion and their talents. If you discover what you are passionate about and you are able to match that with your abilities, you found gold. Your career takes off like it never did before when you were working at something that you were good at, but not passionate about.

Now, many people have asked me: “How do you discover what you are passionate about?” and that’s a fair question, one that I had to answer myself in the past, and even now, whenever I become distracted by too many interests.

Ask yourself: When are you the happiest? Doing what? With who? Where? The answer may entail a hobby, a specific task at work, or a particular activity you do when you help in your community. It could be anything. My answer was, that I was happiest talking to people and helping them achieve their dreams.

Once you are able to identify your passion, you’ll have to look into your talents. What do you do best? What special abilities do you have? What can you do that nobody else can? (This may involve something as simple as your approach to a topic or a different perspective than anybody else around you). In my case, I knew I could write and speak in an approachable way that would enable people to connect with my message and apply the practical information to their lives. I knew I could connect with all kinds of audiences regardless of gender, age, ethnic background or socio-economic level. That’s how my writing and speaking career took- off overnight. (The truth is, though, that it took me almost fifteen years to prepare for that “overnight” flight!)

In addition to discovering your passion and identifying your talents, you have to keep in mind some aspects of yourself that, as a Latina , you also bring to the table. Of course these characteristics may not all be true for everyone, but they generally apply to people with your background. They involve:

• Your communication style — Spanish is a beautiful language and whether you speak it or not, having been raised by people who speak Spanish has an impact on your style. It’s a very versatile language and it requires a lot more words than English does, to say the same thing. It tends to make for a softer, less direct and assertive communication, which will help you when you try to establish relationships or to mediate between people. You’ll have to work harder at saying “no” than others and to learn to manage conflict, as your tendency is to please others and avoid confrontation. So, think about how good you could be as a negotiator, for example.
• Your great adaptability —Coming from an area with a great level of unpredictability, where you never know what will happen tomorrow, it’s very likely that you learned to have several plans prepared in case “plan A” failed. You tend to be a good trouble-shooter and not to get easily discouraged when things don’t go as expected. You probably handle several different roles with equal competency, which enables you to move from one area of the business to another with no problem. Use this trait to your advantage to take the risks required to change roles or careers if you discover your passion lies elsewhere. Also, it’s a great asset to have in times of change, because you could easily fit in a different role if the company needs to reassign you. Always make sure you don’t stay in a certain position too long, because it feels comfortable even if it’s not what you love to do.

• The ease with which you establish relationships —Due to how the system works in Latin America , personal relationships are extremely valuable, as it’s almost impossible to reach any goals without the support of your family and friends. Therefore, it’s usually very easy for Latinos to establish and maintain their personal relationships. You may just need to develop the ability to do the same in the professional realm. Think about how great you would be as a director of your company’s employee network, as a fund- raiser for the non-profit organization your company supports or as the organizer of special functions where high-level executives participate. These are all activities that would make you stand out.
• Your loyalty —Latinos are known for being loyal to their friends and family. This is a critical value to bring to today’s professional world where companies fight over hiring and keeping the best talent. Your loyalty is a wonderful asset to your employer. Just make sure you don’t miss out on opportunities available to you, because you wish to remain loyal to your boss, your teammates, etc. Show your loyalty by helping to develop businesses for your company, whether you do it by sharing ideas, generating sales or recommending key people for job openings.

You see, the best way to bring value to be workplace is by connecting your passion your talents and certain cultural traits that only you bring to the table.

Mariela Dabbah is the co-author of The Latino Advantage in the Workplace and the author of How to Get a Job in the U.S, Guide for Latinos; Help your Children Succeed in School, guide for Latino Parents; and Help your Children Succeed in High School and Go to College, guide for Latino Parents.

Network with Mariela: Visit her site www.marieladabbah.com or email her at  mariela@marieladabbah.com.

The focus on the presentation was: Understand that your confidence and effectiveness of work are the determining factors in your success. Identify obstacles that hinder your success. Take responsibility for developing creative strategies that support your professional development.

With this in mind I sat down with Audra for a quick post-session Q&A. Here’s what she shared with us.

What tools do you use to channel your goals in the right way?

It’s important to have a vision, it doesn’t have to be fancy in  terms that you’ve thought everything out but it does have to have enough weight to it that it will direct you. So it may be that you want to go back to school or you’re seeking out upward mobility or expanded responsibility. After that, you put in place goals and action steps. Also, anticipate the obstacles and blocks in terms of your relationships, your own weaknesses and what is going on in company or organization. You must be candid and say “if these obstacles surface, this is what I have in place to manage them.”

What defines your value proposition as a professional?

A value proposition really is about how you are an asset to the organization. So you think about what it is that you provide to the organization that represents a value-add and that is normally what a value proposition represents. So if I’m a leader in the organization my value proposition is that I help drive the organization objectives and I help take the organization to where it wants to go – that’s why the organization has hired me and wants me there. The value proposition also evolves because organizations evolve so what causes me to be a value today may not make me of value tomorrow.

How do you develop a strategy for advancing in your company or in your department?

There are two things. You need to have an understanding of the traditional and non-traditional career paths. Some people don’t necessarily move through the organization the way everyone else does. You also want to have people who believe in you and are willing to help you along the way. So you need both. I would say, start with understanding where you want to go, then get other people to understand where you want to go so they help guide you in the organization.

How do you find a mentor?

When people tell me they want a mentor I ask them: Are you mentor ready? The reason is that you make yourself attractive to a mentor and they will come to you. You volunteer wherever, or are on a committee so your name will keep coming up. I am a firm believer of volunteering and helping people out.

Who are the key people a woman should keep in her inner circle?

It depends on what you are looking for. So for example, if you want upward mobility you want a strong sponsor, someone who may be a couple levels ahead of you. You want someone that you can talk to about anything and it won’t come back to haunt you. You need someone who can politically help you navigate in the environment. Also, you want someone to be a counselor. Make sure you have a range of individuals in your network you don’t want all of the same kinds of persons. Also, you have to have someone at home who will support you and if they won’t support you at least won’t get in the way. Because love is conditional support is unconditional.

How do you keep the balance between your cultural parameters and your company?

I believe in life integration and you will know when you have that integration.

Visit MFHA's website: www.mfha.net

Paula: What shift have you seen in how organizations approach diversity today vs. ten years ago?

Josy: The shift I’ve see is that it’s being taken more seriously because of the issue of talent. Talent is very diverse and if they want to capture it they need to make an effort that will make it attractive.

Paula: In your experience what industry or company sets the standard for diversity?

Josy: IBM has always been a leader in terms of diversity. I think the foodservice and hospitality industry has always had a large population of diversity but they are not at the senior levels. So sometimes we have to be careful about numbers and know that if they are not in the leadership there may be a ceiling there.

Paula: As a minority, what key indicators should you look for before joining a company to make sure their culture fits you?

Josy: One of the indicators is whether there’s anyone that looks like you at the leadership level. Also, is there anyone you can mentor with? You also need to know that your voice will be heard and that your opinion counts. Everyone is looking for that but for women it’s been a slower growth.

Paula: Can joining the wrong company dead end your career?

Josy: I think all experiences are good and we learn from everything. If you go to work and find out it’s not a good fit you can always move on. One thing I’d never do is burn bridges; you should always keep that network.

Paula: How do you get yourself “noticed” in terms of upward mobility?

Josy: Find out what are some projects that you can volunteer for, be willing to do laterals because sometimes it‘s a step down that will get you ahead. Be willing to develop your portfolio of skills. Be willing to do various things and don’t get hung up on titles. In my personal experience some things have just fallen on my lap and you just learn as you go. You want people to know who you are and remember you.

Paula: If you work for a company with limited diversity how do you bring about change?

Josy: It depends on how you comport yourself and how comfortable people feel with you where they get to the point that they trust you. When they see the work ethic is there they make a decision to bring on someone else like you. In a way, it’s a bit of dispelling myths.

recently, while thumbing through my old yearbooks it occurred to me that even as far back as high school, we were being branded.

Class clown, most likely to succeed, class cutey, were all brands we bestowed on those select few that made a favorable impression on us. While others, like Billy Schneider* who was named most likely to repeat senior year, was branded as someone I know he did not want to be known as.

We all posses a Personal Brand whether we realize it or not. In life, like in high school, if you don't brand yourself someone else will.

We know all too well how essential branding is to the success of any business but how often do we consider the role that branding plays when we market ourselves?

Billy Schneider was given a brand that was not of his choosing. Had he understood the principles of personal branding, he may have had a different experience.

It is our beliefs, values and our self-image that drive our personal brand. Failure to identify and cultivate these drivers affects our ability to attract interest, differentiate ourselves from our competition and promote and market ourselves effectively.

To experience the greatest success and impact in your relationships, consider these personal brand success principles...and stick to them:

1. Identify Your Unique Values:

Like any good marketing plan, you want to begin with what makes your product unique. In this case, the product is you. Remember that you are an original - there is no one else quite like you. What do you stand for? What are your beliefs? What do you value most? This can come from your heritage, history, etc. Jot down several key words or phrases that best describes your unique values.

2. List Your Key Attributes:

Identify your key strengths/talents in a few key words or phrases. This can be what others have told you are fantastic about you. Even more effective are those “secret strengths” you believe you have but are (for whatever reason) afraid to tell others just how fabulous you are. No one is reviewing this list but you so let your best flow…

3. Develop Your Personal Brand Statement:

Compare your unique values and key attributes and from those key words and phrases begin to develop your personal brand statement in 1-2 sentences. This statement represents your personal brands unique promise of value and is distinctive to you and only you.

What I mean is this…

Your brand statement is more than just your moral code, it is more than the code “tu madre” ingrained in you. Your brand statement represents what you truly wish to contribute to the world.

4. Integrate Your Brand Statement into Everything You Do:

Since your brand statement is the essence of you, incorporate it into all of your printed collateral. Make it a part of your introduction at networking and other functions. Communicate your brand statement in the way you conduct business and in your personal image.

I’ll be honest…

Once you craft your brand statement you’ll find it quite personal and intimate. And because of that, you may find it a challenge to express this fully in your business. I challenge you to step into the light and let the world “see” what’s in your heart. Businesses grow because of the business owners passion. Share yours with others and watch your business take off!

5. Watch Your Appearance:

If the visual image you project is not a direct reflection of your personal brand statement, you are doing yourself and others a disservice. Consider your personal image as the packaging of your personal brand. Remember, YOU are now the product and your packaging will either attract or detract from your product.

And while I’m at it, let go of preconceived “shoulds.” If you prefer a more informal mode of personal dress, it’s perfectly okay to also “dress” your business informally. Please don’t misunderstand me. Informal is not the same as sloppy. What is essential is to keep your message and packaging authentic to you.

6. Check Your Brand Behavior:

Packaging your brand includes not only your appearance but your conduct. Do you return phone calls and emails promptly? Do you deliver on your promises? Although it may seem obvious, being forgetful, stretching yourself so thin that you don't deliver on what you promise can negatively affect the integrity of your personal brand.

Too many women, particularly those of us brought up to believe our needs come last, suffer needlessly because they stretch themselves too thin. While your intentions may be good, know that setting proper boundaries are as integral to your brands success as any business plan.

7. Communicate Your Brand:

Studies show that our appearance represents 55% of influencing power when meeting someone for the first time, while 38% comes from tone of voice/behavior. The words we speak reflect the balance of 7%.

Although 7% may not seem high, it still has influencing power when meeting people for the first time. That’s why speaking in a manner that reflects the core of your personal brand is key. If your brand statement depicts energy and creativity, for example, then your speaking style should reflect those key elements as well.

8. Let Your Brand Take Center Stage:

One of the most effective ways to promote your brand is to speak in public. When asked, public speaking is one of the things most people are terrified of doing, followed by dying. Shake off the fear and communicate the brilliance of your personal brand by looking for opportunities to tell others what you can offer. The more people you can touch with your brand, the more valuable your brand becomes.

9. Evaluate Your Brand Regularly:

Make an appointment with yourself twice a year to re-evaluate your personal brand statement. If your unique values and key attributes have undergone changes (we are continually growing and evolving and there are times when that growth is so great it alters your brand) compare those changes with your personal brand statement and adjust as needed. By evaluating your personal brand on a regular basis, you are also confirming that you're on-track and staying true to your unique and authentic self.

10. Delight in Your Brand:

Many people will make the excuse that they don't have enough money, or time, to invest in themselves (or their brands). Here's a brand truth, no brand is successful without making an investment.

Stay interested in the success of your brand by paying attention to how your brand is being received and look for opportunities to tell others about your brand. The more comfortable you become with your brand the greater your chances are of attracting brand interest.

Be patient, Rome wasn't built in a day and neither will your brand. Building brand equity takes time so take the process a day at a time and enjoy the journey!

*Names have been changed to protect the wrongly branded.

©2008, Liz Pabon. All rights reserved.

Liz Pabon lives in Northern California with her hunky firefighter husband and four fury kids. Inspiring women to discover their best is her passion and purpose. To learn more about Liz and to receive her insights on success, visit her website and subscribe for her FREE weekly ezine, How She Does It. The rules of businesses have changed…have you?  www.LizPabon.com

By Maureen Perideaux

Pulse has dropped, breathing has slowed . . . is anyone here a doctor? This career is flatlining fast! Are you suffering careeritis? The symptoms include loss of attention to detail, wondering if it’s too late to change careers, compulsively checking the job boards and fantasizing about quitting and moving to Rio .

We’ve all experienced the drudgeries of work, the battles of office politics, a boss that does not tap into our strengths, the lack of challenging projects, etc. For some the episode is fleeting and they’re quickly back on their feet after addressing the issues that brought on feelings of frustration and depression. Others, however, decide on radical change. Perhaps they exit altogether and finally gather up the nerve to do what they’ve always wanted to do. But what to do when you’re just plain stuck?

It’s time to breathe some new life into your career and get the ideas circulating again. To get things pumping again, take action! It’s time to stop crying in your margarita and start asking questions:

· Is it me or the situation? Have I lost passion for my work entirely, or am I just fed up with where I work?

· What do I really want to do? Honestly. (Suspend all judgment at this point.) What makes me smile? What makes me feel like I’ve accomplished something important? If there were no constraints, no obstacles, no difficult people, what I would love to do every single day is ________________.

· What do I have to do to make this happen? Move to a new city ? Go back to school? Start a business? Learn a new skill or language?

· Who can I talk to who can help me figure out how to make all this happen? Get on the phone. Meet for lunch. Email. Brainstorm, seek advice and remain open to possibilities.

Now that the blood is flowing again, do one thing today that will move you in the right direction. Tomorrow, do another. Keep on going until you find yourself doing work you love.

Maureen is a regular contributor to Mujeres camino al exito.

Looking for work in this economy is challenging and fewer headhunters are knocking on our doors with good opportunities. But this is the very same reason that caution is important when working with a headhunter. Be aware of practices that can lead to time/money wasted or worst yet to the wrong job.

- Forced fit: Just like Cinderella’s stepsisters could not fit their feet into the glass slipper, a job too is designed with a certain shape/size of qualifications in mind. A headhunter who is on retainer gets his commission only when you are hired. Thus, a shortage of good-fit candidates may be replaced with here’s-a-warm-body. Oftentimes the job is not exclusively listed with them so they need to parade options to keep themselves top-of-mind with the client until the right person comes up.

- Nip-and-Tuck your resume: Key words will stand out to an employer and sometimes a headhunter will ask you to include those in your resume. This is fine if you already posses the general qualifications for the job but if the tweaking results in a re-purposing of your resume it goes into shaky practices and worst yet, land you a job you can’t sustain. I’ve seen endless cases of people who oversell their qualifications only to be called out and replaced shortly after. Honesty is the best policy when it comes to your job search; don’t be pressured into doing something you aren’t comfortable with.

- Double charging on fees: It doesn't matter if the agency is on retainer or contingency, either way, the employer pays the fee. The Association of Executive Search Consultants bans the practice of billing candidates for the job search. If any hidden fees creep up as “services” beware of doing business with that specific firm. Experts say the search should not cost you money.

- Oh, by the way, I already send them your resume! A headhunter should NEVER send your resume until you explicitly give your permission to do so. On one occasion, I caught a headhunter in a lie and realized she’d probably sent my resume before I approved her doing so. How do I know? She called and said “They really want to meet you, they love your background!” She denied sending it and skirted the issue. This is another practice banned by the AESC so beware.

Table 1: Has the current economic environment caused you or your Clients to scale back hiring plans for the next six months?
Yes, substantially 15%

Yes, slightly 37%

No 43%

I'm not sure 5%

Table 2: When do you envision that your hiring or your clients' hiring will return to normal levels?    

Fourth quarter of 2008 16%

First half of 2009 18%

Second half of 2009 6%

Not sure - we'll have to wait and see how the 60% economy evolves

Table 3: How likely do you think layoffs are in the next six months at your organization, or if you are a recruiter at your clients' organizations?

Very likely 7%

Likely 13%

Not likely 64%

I don't know 16%

Table 4: If you or your clients have positions to fill, has the time to fill open positions changed relative to last year?
Yes, it has substantially lengthened 11%

Yes, it has slightly lengthened 30%

No 49%

Yes, it has slightly shortened 8%

Yes, it has substantially shortened 2%

Table 5: What best describes the reason for the time to fill a position lengthening?
There is no urgency to fill open positions 12%

Slight caution related to the economy 26%

Inability to find qualified professionals 59% to fill open positions

I don't know 3%

Table 6: What trend do you see in salaries for new hires?

They are significantly higher than last year 4%

They are slightly higher than last year 48%

They are the same as last year 45%

They are slightly less than last year 3%

They are significantly less than last year 0%

Table 7: Are you seeing an increase in the number of candidates applying for positions?

Yes, significantly 17%

Yes, but slightly 34%

No 49%

Carmen is today one of the most respected women in health care. I recently saw her speak at Loyola University and drew inspiration not just from what she said but because she is truly walking the talk. Website: www.aliviomedicalcenter.org

Chicago, being the Midwestern city with the largest Hispanic population is poised to become a hub for recruiting in this area. Dr. Rodriguez pointed out the opportunities the Hispanic market represents for companies wanting to reach us as consumers. Because the fact is that Latinos today are better educated, hold better jobs which in turn means we have more money to spend and, when we’re not filling up our gas tanks, have more disposable incomes.

Walking through the exhibition area I met many recruiters who all told me their companies are committed to recruit and retain a diverse workforce. Like Dr. Rodriguez, I too look forward to the day when the norm means true diversity across all ranks and not just the one Latino over in accounting. But I will say this, every recruiter there walked away with a high pile of resumes to choose from as hundreds of attendees combed the isles, many standing in line waiting for their one-on-one with representatives of the companies they where vying for. This is encouraging and I hope that in this tough job market the networking and contacts attendees made yesterday turn into a solid career path. ¡Buena suerte!

Dr. Robert Rodriguez is the Assistant Dean at Kaplan University see more about his book www.latinotalentbook.com.