LP Magazine

JUL-AUG 2018

LP magazine publishes articles for loss prevention, asset protection, and retail professionals covering shrinkage, investigations, shoplifting, internal theft, fraud, technology, best practices, and career development.

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■ From LP agent to director, you have to believe in yourself and your skill sets. This must come from you because it's up to you. Some additional comments from industry leaders included: "Opportunities to get ahead should always be based on merit, but sometimes it's also our ability to impress those qualities on others and voice our interest and desire to get ahead. I agree that there are times when a promotion might not be perceived as fair, and surely there are times when they're not. But it's also important that we're willing to reflect on ourselves and try to figure out what we might have done differently or better. These decisions aren't made on the spur of the moment, and attempting to narrow it down based on gender or any other nonmerit distinction can also be a self-serving rationalization rather than a true factor in the decision process." "There is no doubt that where you work and for whom you work will have an impact on your opportunities for advancement. But you control what you do and how you do it. Everyone needs to do the job, be present, show up, go above and beyond, own everything you do for better or worse, reject entitlement, embrace inclusion, be a team player first, and pick your battles. If you embrace these simple rules, gender shouldn't matter." Mentorship Programs When asked whether organizations, or the industry in general, should support mentorship programs, industry leaders made it very clear where their thoughts lie. Every leader we asked offered an unequivocal "yes." This subject sparked significant discussion from industry leaders as they reflected on the importance of mentors and sponsors as part of their own career development and advancement. Several named specific individuals, while others chose to offer their own experiences. What was most clearly offered was that our industry leaders strongly believe in the value of these programs and recognize the value of mentors and sponsors as part of career development. "I've had mentors and sponsors in my life that knew more about my potential than I did. Every organization should have a program, and they should invest time and money into it." "I wouldn't be where I am today if it weren't for those that saw some raw potential in me, challenged me, counseled me, and stuck with it. If the company you're with doesn't have a formal process, do it informally—or more importantly, lobby them to implement one. Having a mentor is absolutely critical in today's relationship-driven world." Further, there was a consensus that the women of loss prevention should seek out all types of mentors, underscoring the importance of having mentors from outside the loss prevention profession as well. Women should seek out both men and women to serve as mentors, sponsors, and "life-skill coaches," and should also search for opportunities to serve as mentors themselves. "I was very excited to review the results of the women of LP survey and your findings," said Bob Moraca, MBA, CPP, CFE, vice president of loss prevention with the National Retail Federation. "The NRF loss prevention community has been supportive of the women in LP movement for close to two decades. With strong female leadership, we have proudly developed several programs to enhance the growth of women in the loss prevention profession. Over the years we have developed a mentoring program, hosted women-centric professional development calls, and NRF proudly hosts the largest gathering of women in the industry at our 'Women in LP Luncheon' at NRF PROTECT every year." Moraca added, "Our entire industry owes a rousing debt of gratitude for the success that the diversity of experience, talent, thought leadership, toughness, and vision our women in LP bring to the LP community. We need to continue to mentor and encourage our emerging women leaders upward into the management ranks, where they can make a greater difference and continue their professional development." The Value of Diversity Diversity provides our country with its unique strength, prosperity, and resilience. By recognizing and embracing our human differences, we learn to better understand each other and the unique contributions that those differences can provide. These same attributes serve us in the workplace as well, with the rich and varied individual characteristics of people and the wide spectrum of traits that make up who we are creating a positive and nurturing work environment that maximizes the potential of all employees. With the opportunity for different insights, varied opinions, and better solutions, gender diversity is the absolute "Our entire industry owes a rousing debt of gratitude for the success that the diversity of experience, talent, thought leadership, toughness, and vision our women in LP bring to the LP community. We need to continue to mentor and encourage our emerging women leaders upward into the management ranks, where they can make a greater difference and continue their professional development." – Bob Moraca, MBA, CPP, CFE, Vice President of Loss Prevention, National Retail Federation WOMEN OF LOSS PREVENTION 54 JULY–AUGUST 2018 | LOSSPREVENTIONMEDIA.COM

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