Those seeking a mentor relationship are likely overachievers who are fresh out of college. These budding entrepreneurs have spent years studying pages upon pages of textbooks. These goal-oriented, new college graduates seek honesty as they enter the “real world,” which is where a good mentor comes in handy. I have found that the only way to be successful is to have someone be completely honest about an idea. I am very straightforward with my mentees on how their idea may or may not turn out. This will leave your mentee with a stronger mindset and the ability to think more creatively.

Now that these college graduates are book smart, the question is: how can we support these driven, goal-oriented women? The answer: shoot straight from the hip, provide the “street smarts” and direction they likely lack and make them accountable. A mentor should not do the work for them, but give these young women the guidance and responsibility that they need to grow. These overachievers, many times bite down on more than they can chew in an effort to do it all and do it all well! It’s important, as a mentor to break through the clutter and help focus the mentee on what’s important or what requires their attention first. I found that it is important to only help sort through the clutter and not get caught up working it out, leave the mentee responsible.

I’ve worked with many young women who believe they must do it all to get it all, which overwhelms and blinds them from their ultimate goal. These mentees simply begin to lack direction. The idea is ingenious, the drive is there. But they seem paralyzed by the process to start up a company and end up getting “muddied” in the details. Sometimes, what they seek is a brainstorm partner, someone to help them cut through the BS and simply get going! By brainstorming with my mentee, I find that they become better problem solvers and thinkers.

It is important to guide mentees through their thoughts, ideas, problems and successes. It’s important to keep the meeting on track, where an agenda should be used. Like any other meeting you set as a business owner, you should have an agenda and follow-up to assure all tasks are being met. This isn’t any different. I help set realistic and tangible goals with my mentees each session we meet. I consistently follow-up to make sure all goals are being met and the end-result is insight.

Honesty, accountability, encouragement, and guidance are four essential pieces to being a valuable mentor to up-and-coming female entrepreneurs. Each of these characteristics will lead a mentee to become: strong, a big thinker, creative, a problem solver, responsible, and focused.

by Georgette Pascale and Liz Kohn

Working virtually undoubtedly has its benefits, but owners and employees alike face many challenges in creating a successful business environment in this unique field. As a virtual team– a project assistant working closely with a mother and president of a small business– we have found an effective manner to manage the VA relationship. We share several tips for success below.

Before listing these suggestions, however, it is important to understand just what benefits and challenges arise in a virtual business setting.

Benefits of a Virtual Company

Virtual companies create many advantages for their employees: relocation is unnecessary, work schedules are more flexible and managing and balancing a full life is easier. Employees have a great sense of autonomy, making decisions and meeting challenges at a steady, comfortable pace while juggling a busy personal life. Additionally, communication between the employer and employees tends to improve, as the minute but vital details of virtual interaction receive more focus and attention.

Overall, without office space expenses, capital costs are less, and everyone, especially the environment, benefits from decreased fuel usage. There are challenges in this work environment, like most, making tips for fostering a stable VA/management relationship even more essential.

Challenges of a Virtual Company

Without an office, it is difficult to monitor employee productivity, progress, or customer interaction. Communication can be difficult when relying on technology, and employee availability is often unpredictable. With this lack of face-to-face communication, misunderstanding and duplication risks arise. Virtual employees may feel isolated and disconnected from their coworkers or become distracted in their homes. Together, as an owner and her employees who have faced such challenges, we can offer the following tips to overcome these common challenges:

* Clarify availability
Spell out flexible, preferable schedule, work days/hours and be accessible during these times by phone and email.
* Offer formal training for all virtual employees and their managers
Explain various communication techniques and technologies available (e-mail, conference calls, online chatting, etc.) and ensure familiarity with each.
* Communicate openly and consistently
Send company-wide e-mails detailing announcements, organizational changes, schedule complications, or any other pertinent information. Such communication will foster a “team” feeling for those who are in a virtual office.
* Highlight the boundaries of specific work assignments
This will help avoid duplication and allow different employees to work together more efficiently.
* Create ground rules
Clearly state deadlines, response times, and goals.
* Make Lists and prioritize tasks
With calls and instant messages coming from several directions, it’s important to take notes and record details to avoid overlooking assignments or deadlines.
* Segment Employee’s work
Try to avoid piling on one huge assignment upfront. Instead, break up the work load and encourage timely updates rather than intimidating the employee.
* Monitor performance
Once you’ve defined the work environment, it’s important to enforce rules and evaluate work efforts and output.
Proving weekly reports or updates on assigned tasks helps keep all team members on the same page and aware of progress and complications with a particular project.
* Establish routines
Each day, greet employees and offer support—whether this is an uplifting quote or link to a great news report, this will foster a connected, productive work force.
* Stay in contact
Do not be afraid to pick up the phone to touch base or clarify any questions about the project or tasks you are working on.
This is particularly vital in the absence of an office. Responsiveness to employees needs is key; and providing constructive feedback keeps motivation and work ethic levels high. Scheduling conference calls or on-line chats is a great way to do this.

Conclusion

With an increasing number of women balancing life and a career, along with a growing global economy, company flexibility and employee accessibility are vital, and these characteristics attract, develop, and retain loyal, productive workers. By using the above tips and working from the “virtual ground” up, anyone can build a work environment and communication level that meets and rivals those of your everyday office.

No one would disagree that recent statistics about growth in female-owned businesses are encouraging. According to the Center for Women’s Business Research, “nationally, women-owned firms continue to grow at twice the rate of all firms. Between 1997 and 2006, the number of majority women-owned firms grew 42% to 7.7 million from 5.4 million, compared to all firms, which grew 23%.” The best part of it all is that 2007 predictions indicate that this trend shows no signs of slowing.

I worked for public relations firms in the heart of Manhattan for a long time amongst all of the hungry corporate executives who inhabit the island. It was when I moved to Pittsburgh that I made the decision to start my own company, Pascale Communications, a healthcare public relations firm. This was the boldest and riskiest move I have made in my professional career.

It was in Manhattan when I first learnt that the industry was so cutthroat where keen businessmen and women constantly battle to get to the top. I loved that about the industry, but I, as I’m sure many women feel in any city across the nation, definitely felt an added challenge in my workplace to rise to the top over male professionals. Most of this pressure, like many other women, I am sure I put on myself. However, I found that some clients (male and female) would gravitate to the male employees to ask questions and give the credit.

It always pleased me to see such a high population of women walking the streets of Manhattan in their tailored suits and on their blackberries. It is empowering as a female that throughout these added challenges, there is still this constant rise in the number of women reaching management positions, like Indra K. Nooyi who was recently named CEO of Pepsi, Co.

Challenges Starting Out

I went into my endeavor realistically knowing that I would still be working long, if not longer, hours to get the business up and running; knowing the struggle it would take to be successful as a female business owner; and quite frankly knowing that the business could fail.

Starting out was challenging for me, which is no surprise to anyone who has started their own company. I was extremely determined and hungry for business, which meant that nothing would stand in my way; especially being a female. Like all business owners first staring out, I worked harder than ever, which required countless “all nighters” to put together outstanding proposals for prospective clients. My hard work and determination garnered me enough accounts to put Pascale Communications in business.

I learnt many first hand struggles that I realize many women in my same position must face. While I had an unbelievable amount of support, there were still people (both men and women) who would comment on my endeavor saying things such as “that is a cute idea” or “try not to get eaten alive”. To me, comments such as those are insinuations that I was going to fail. In fact, I have even turned down business from a potential client who scrutinized me as a female business owner and said they would hire me as a ”favor” thinking I desperately needed the help. I was strong enough to say that I did not need their business that bad and had other clients that hired me because of my professional capabilities. I believe that was my biggest struggle starting off (and sometimes still come across), but have been overcoming these insinuations with my success.

One of the biggest situations in running my business where I find myself getting “stuck” continually as a small business owner is the process of hiring, training and managing employees. Like almost every other small business owner, I am very protective of my company and want employees who feel as passionate about the work and company as I do. This is one of the ways to attain employees who will want to create a long career with us and stay interested in Pascale Communications. I never want the ‘perfect’ employee; I have become realistic to the fact that there is no such thing and that people are ultimately going to do whatever they want no matter what benefits/perks that are provided to them. In addition, I have also learned that the imperfections in employees (and me for that matter) can be some of the best qualities to help keep my company moving in a positive direction and keep me on my toes. As a result, I am continually reinventing the managing and training processes and am also always open to taking resumes to have on hand because of the realistic fact that employees can come and go with no warning or reason. My biggest advice to those in my same position is to keep realistic expectations and to never stop thinking of ways to reinvent and improve the hiring, training and managing process.

Creative ways for business development

When deciding how I would run my company, I thought about what made me happy at work so I could strategize ways to parlay that into how I would run my business. I also wanted to think of a way to minimize costs, maximize outreach to accommodate clients and stand out from competing PR firms. As a result, I could not think of any other way except starting a completely virtual company. Luckily for me, my staff, and the industry I am in, this vision works extremely well.

As a female business owner, I also wanted to create an environment that was conducive to working mothers. Working from home offers flexibility in working hours and spending less money on suits! Finally, I loved the idea that my employees would also save time and money by not having to commute. With rising gas prices and the extra time it takes to sit in rush hour traffic, I hoped this would help avoid added stress and increase productivity in my employees. All in all, I felt this met my main goal of setting my firm apart from most others. I think it is invaluable for the client to know that their PR firm is nimble and accessible, and being virtual achieves those traits.

I believe the way I run my company is equivalent to any other company run by a male or female. Knowing the rising number in female-run businesses makes me feel not only empowered as a woman, but gives me stronger drive to work hard to succeed and continue growing my company. There is room for everyone to do this; male and female. In fact, I am sure men face certain challenges that I do not.

Pascale Communications is now over two years old with quadruple the client base, and quadruple in size. My success has been attributed to my determination and the people I surround myself with. It’s as easy as that.