Daily Georgia Women Leaders News Page 19

Career and leadership news for women professionals and executives in Georgia daily.

September 27, 2026

Women’s Guide to Red Flags in a Professional Networking Group

A polished website and a warm first meeting don’t prove a professional networking group is right for you. Red flags in a professional networking group often show up later: unclear costs or expectations, pressure to share personal details, or promises of career benefits that aren’t matched by real opportunities. How can you tell whether a group is supportive and worthwhile, or asking more of you than it gives? It makes sense to want connection and career momentum while protecting your time, privacy, and reputation. You shouldn’t have to guess whether a group’s culture is healthy or commit before you understand what membership involves.

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September 26, 2026

Leading a Turnaround: A Practical Guide for Women Leaders

Speed can look like leadership in a crisis, but acting before you understand the decline can make it worse. When you’re leading a turnaround situation, the hardest decision may be what not to change yet. You may be expected to show rapid progress while the causes of declining performance remain unclear. As a woman leader, you may also face skepticism or resistance as you take charge. That pressure is real, but it doesn’t mean you have to choose between decisive action and careful diagnosis. Evidence gives you a stronger basis for both.

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September 26, 2026

Coaching Underperforming Women Executives: A Leader’s Guide

What if an executive’s performance concerns are real, but the feedback used to describe them is vague or inconsistent? For women leaders, subjective criticism can blur the line between a measurable performance gap and expectations shaped by bias. Learning how to coach underperforming executives starts with separating evidence from assumptions, then discussing the difference with care and clarity. If you’re concerned that a woman executive may become defensive or disengage, that concern is understandable. A direct conversation can still protect trust when it focuses on specific behaviors, their impact, and what success should look like. At the same time, support shouldn’t mean lowering expectations or delaying necessary action.

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