Joanne Flynn of Phoenix Strategic Performance Co-Authors New Book, “Breaking the Concrete Ceiling: Empowerment Tools for Women"

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This latest book is an exclusive guide for women in business to gain more confidence and control as they progress on their career journey.

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I was compelled to be a co-author in this book because I feel that women in the workforce need to reframe and rethink how they approach and define career success. It is time for women to embrace their responsibility and to identify and understand the power of organizational currency.

Joanne Flynn, Managing Director and Founder of Phoenix Strategic Performance, recently co-authored the book, “Breaking the Concrete Ceiling: Empowerment Tools for Women.” Her chapter of the book entitled, “Organizational Currency 101: The Basics of Career Currency,” focuses on the issues of power in the form of organizational currency that women in the workforce must identify and effectively use. By mastering this form of direct and indirect power, women can more effectively plan and control their careers.

The first section of the chapter focuses on the power of career currency (exchanging value for value), which is often considered an organizational taboo. Women need to bring organizational currency out of the shadows and deal with organizational currency in plain sight. Organizational currency is ubiquitous. If women don’t acknowledge currency and participate in the use and exchange of currency like others in the organization do, we put ourselves at a significant career disadvantage.

The next section of the chapter is a detailed outline that breaks down currency in hard currencies, soft currencies, and currency and influencing options and tactics. Recognizing that all currencies are not equal, this section outlines the differences in currencies along with when and how to use them efficiently and effectively. Throughout this part of the chapter, there are workbook exercises to help the reader identify the hard and soft currencies that are under their control, the types of currencies that are valued in their organization, and the tactics that will make the currency work to achieve anticipated outcome. Knowledge is power, and this section of the chapter shows women how they must be organizationally savvy and skilled to proactively take charge of their own careers.

The final section focuses on the unspoken world of organizational politics in which both organizational currency and organizational dynamics exist. Organizational currency only has power when you know who you are attempting to influence, what’s important to help motivate them (value), and identify the right currency at the right time for them, not you. At the end of this section there is a call to action that looks at planning for the future by understanding the rules of the game.

As Joanne Flynn writes, “I was compelled to be a co-author in this book because I feel that women in the workforce need to reframe and rethink how they approach and define career success. It is time for women to embrace their responsibility, to identify and understand the power of organizational currency, and control how currency is used to plan and manage careers."

The purpose of Breaking the Concrete Ceiling: Empowerment Tools for Women, is to provide women with the information they need to feel confident in both their professional and personal roles. Other co-authors of this book include: coaches, consultants, psychologists, educators, and business leaders.

Another co-author of the book is Joanne Flynn’s daughter, Elyse Flynn Meyer. Her chapter focuses on eight strategies to help individuals navigate, manage and sustain a personal brand that will drive their careers forward. Joanne Flynn says, “Elyse was always my inspiration for a better future for women in the workforce. I am so proud to see that she is carrying the message into the next generation.”

Download Your Copy of Joanne Flynn’s Chapter of the Book

About Phoenix Strategic Performance:
A strategic, business-focused human capital advisory firm bringing an integrated business discipline to human capital performance. This is accomplished through: data and business analytics filtered at multiple levels; strategic insights into your most important asset, your people; and future-focused human capital gap analysis, workforce planning & development capabilities.

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Joanne Flynn
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