Daily Albany Women Leaders News Page 15

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

October 04, 2026

Women Leaders: When You Don’t Click With Your Coach

What if not clicking with your coach is a signal to start a conversation, not a reason to blame yourself or walk away immediately? If you’re wondering what to do when you don’t click with your coach, you may be balancing two concerns: you want to feel understood and supported, but you also want to protect the relationship and keep making progress on goals that matter. That uncertainty makes sense. A coaching relationship can take time to find its rhythm, but ongoing misalignment in communication, expectations, or the kind of support you need deserves attention. You can name what isn’t working without deciding that you or your coach has failed.

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October 03, 2026

Rebuilding Morale After Downsizing: Guide for Women Leaders

What if the first step toward stronger morale is giving your team permission not to feel positive yet? After downsizing, remaining employees may be anxious about their roles, guilty about colleagues who left, or frustrated by heavier workloads. For women leaders, rebuilding team morale after downsizing means acknowledging those realities instead of reaching for quick fixes that can feel hollow. Trust grows when people see honest communication and follow-through, not pressure to move on. You can help your team regain confidence without making promises you can’t keep. This guide explores how to recognize the impact of downsizing, reset priorities and workloads fairly, and create space for questions and feedback.

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October 03, 2026

How to Be a Better Mentor to Women of Color: Practical Guide

For every 100 men promoted from entry-level roles to manager, only 60 Black women and 82 Latinas make the same step, according to a 2025 McKinsey report. That gap makes thoughtful mentorship more than career advice. If you’re wondering how to be a better mentor to women of color, start by recognizing that one-size-fits-all guidance can miss the barriers and opportunities shaping each woman’s career. You may already know that trust, honest feedback, and access to opportunity matter. The challenge is offering them without making assumptions about race or identity, or expecting your mentee to educate you about workplace bias. Start with her goals and preferences, not a preset mentoring formula.

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