Marketing

Here Comes the 'She-Conomy'

Women will become a dominant force worldwide over the next decade.

September 11, 2011
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Over the next decade, women—particularly those in emerging markets—will become a dominant force worldwide, assuming increased leadership responsibilities across business, government, and education.

And due to urban migration, improved access to education, mobile technologies, and the availability of micro credit, nearly one billion women will enter the workforce or start new businesses by 2020.

This move to the “she-conomy” is one of 20 trends that will shape the next decade, according to the Intuit 2020 Report, prepared by Emergent Research in partnership with Intuit.

In addition, women from generation Y, across race and ethnic lines, will dominate both college graduation rates and professional workplace entry, expanding their role in management and in professions such as law, business, and medicine, according to the report.

“Women will overcome the legal or traditional barriers that prevented them from participating in some regions by using virtual, mobile, and Internet technologies to run businesses without having to be physically present,” Intuit 2020 predicts.

This and the other demographic, social, economic, and technology trends Intuit 2020 outlines have major implications for financial services providers.

Namely, increased regulatory pressures, the rapid adoption of mobile devices, and heightened customer expectations will reshape the financial services industry over the next decade. To successfully compete in this new environment, credit unions must remain agile in responding to customer demand for personalization, accessibility, and value-added services.

Next: Four trends that will redefine banking

Reach the Woman = Reach the Household

Mark Arnold
September 08, 2011 10:32 am
Women are already the dominant economic force in our society. In fact, they control the pocketbook in almost every household. Women make almost 80% of all the household buying decisions. If credit unions want to reach the household with financial services, they merely need to target women.


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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory (www.appreciationatwork.com/assess) will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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