", McKinsey job types and career path free guide (by IGotAnOffer), McKinsey case interview preparation free guide (by IGotAnOffer), McKinsey case interview training programme (by IGotAnOffer). If you have got an interview, well done - but the hard work starts now! Fastest career progression: McKinsey or BCG. In many companies, however, they experience microaggressions that undermine their authority and signal that it will be harder for them to advance. If you have got an interview, well done - but the hard work starts now! Among mothers who are thinking about downshifting or leaving, a majority cite childcare responsibilities as a primary reason. Attractive exit opportunities: MBB consultants have a wide range of exit opportunities, including strategy, operations, business development, corporate development, product, and marketing. Women with disabilities also feel more respected and supported when they have the option to work remotely. The broken rung likely explains why representation of women at the senior-manager, director, and vice-president levels has improved more slowly than the pipeline overall. Still, the overall representation of women in the C-suite is far from parity. At the first critical step up to manager, the disparity widens further. They are also more likely to feel judged or to be worried about how their career might be affected if they take advantage of options that make it easier to balance work and life, such as working from home or working nonstandard hours. Working at home can help women with disabilities be healthier and more productive since its easier to manage mobility issues, chronic pain, and mental-health conditions when you have more control over your work environment. It was then bought up by Deloitte. Additionally, four in ten women have considered leaving their company or switching jobsand high employee turnover in recent months suggests that many of them are following through. 14 In the past year, one in three women has considered leaving the workforce or downshifting their careera significant increase from one in four in the first few months of the pandemic. Managers play an essential role in shaping womensand all employeeswork experiences. And on top of this, women continue to have a worse day-to-day experience at work. Progress isnt just slow. The importance of investing in culture and change on the journey to agility cannot be overstated. Companies that offer flexible work options have also been able to diversify their talent pipelines; 71 percent of HR leaders say remote work has helped their organizations hire and retain more employees from diverse backgrounds. By fostering diversity, building a culture of opportunity and fairness, and focusing their attention on the broken rung, companies can close their gender gapsand make progress on the road to equality. They offer their corporate partners year-over-year cost savings of 8.5 percent, 5 considerably more than the 3 to 7 percent annual procurement savings that most organizations realize. Sarah Coury is consultant in McKinseys Chicago office; Jess Huang is a partner in McKinseys Silicon Valley office; Ankur Kumar is an associate partner in the New York office; Sara Prince is a partner in the Atlanta office; Alexis Krivkovichis a senior partner in the San Francisco office; and Lareina Yee is a senior partner in the San Francisco office. Or impressive alumni you think we should feature? Right now, theres a significant gap between what companies offer and what employees are aware of. Ideally, work would be a supportive place for Black women amid these national and global crises. Companies report that they are highly committed to gender diversity. The company I work for is really strict about time off, which I think has led a lot of people in the organization to become really burned out. That's why weve created a coaching service where you can do mock interviews 1-on-1 with ex-interviewers from MBB firms. Staffing model: Bain uses a local staffing model, which means that youll be working on teams with other people in your office. So, out of McKinsey, BCG, and Bain, which is the best firm to work for? McKinsey 7S. Black women who are Onlys are especially likely to feel scrutinized, under increased pressure to perform, and as if their actions reflect positively or negatively on people like them. While autonomous-driving systems steal the headlines, the steady increase in the use of sensors throughout vehicles is set to continue as consumers demand greater safety and reliability. Moreover, most companies are grappling with two pipeline problems that make achieving gender equality in their organizations all but impossible: 1. As the 80s rolled on, Booz & Company was overtaken in management consulting by McKinsey & Company. Employees universally value opportunity and fairness. All of this is having an impact on Black women. To improve outcomes, managers should focus their attention in three key areas: modeling worklife boundaries, supporting employee well-being, and ensuring that performance is evaluated based on results. All successful enterprise-wide agile transformations include the elements described above, but there are several different ways in which the elements can be combined and sequenced. That was always a challenge for me because I didnt follow the typical feminine dress code.. Women who are Onlys are having a significantly worse experience than women who work with other women. They are more than twice as likely as women overall to say that the death of a loved one has been one of their biggest challenges during the COVID-19 pandemic. You will work with senior executives (e.g. Thats also true in some consumer electronics segments, which explains those impressive rows of high-definition TVs in stores. Linjuan Rita Men et al., Vision, passion, and care: The impact of charismatic executive leadership communication on employee trust and support for organizational change, Public Relations Review 46, No. Third, learning and career paths should be set for all staff, making clear the opportunities that the agile transformation opens up. Its important for companies to understand that all women are not having the same experience and to directly address the unique challenges that different groups of women face. Spending time and energy on work that isnt recognized could make it harder for women leaders to advance. If you would like information about this content we will be happy to work with you. Our latest research shows that the total value captured in 2020 ($1.6 trillion) is at the lower end of the range of the scenarios we mapped out in 2015. Project managers don't have incentives to really develop their employees. Two types of online platforms have risen to fill that void. Sijbom, Leaders achievement goals predict employee burnout above and beyond employees own achievement goals, Wiley Online Library, August 3, 2018, onlinelibrary.wiley.com. Employees should feel empowered to surface bias in the moment and have the training and resources to act when they observe it. Theyre worried about their familys health and finances. Support resources: McKinsey has the greatest number of support resources among MBB. To accelerate progress for all women, on all fronts, companies need to double their efforts when it comes to accountability. When companies take a one-size-fits-all approach to advancing women, women of color end up underserved and left behind. Over the past five years, we have seen signs of progress in the representation of women in corporate America. Your job will be interesting and high-pressured. Senior leaders set the priorities in organizations, so when theyre engaged, it has a positive trickle-down effect: Managers are more likely to support diversity efforts, and employees are more likely to think the workplace is fair. We strive to provide individuals with disabilities equal access to our website. The COVID-19 crisis has prompted companies to rethink fundamental beliefs about remote work. Now the supports that made this possibleincluding school and childcarehave been upended. "Collegial atmosphere. However, there is more to be done. We estimate that Chinas share of IoT economic value from factories could be higher than either developed or emerging markets by 2030. However, many companies are missing a crucial piece: without clear boundaries, flexible work can quickly turn into always on work. The same is true of employees who have strong allies and believe DEI is a high priority for their company. Despite saying that gender and racial diversity are among their most important business priorities, only two-thirds of companies hold senior leaders accountable for progress on diversity goals, and less than a third hold managerswho play a critical role in hiring and promotions decisionsaccountable. Starting at the manager level, there are significantly fewer women to promote from within and significantly fewer women at the right experience level to hire in from the outside. Others are passive loyalists who, whether from laziness or confusion caused by the dizzying array of choices, stay with a brand without being committed to it. Research shows that when training focuses on concrete topics like these, it leads to better results. But progress will remain slow unless we confront blind spots on diversityparticularly regarding women of color, and employee perceptions of the status quo. 16 Expanding the types of care that can be delivered virtually or near-virtually with innovations in at-home diagnostics/equipment or combining virtual care with at-home nurse visits; 2. Glassdoor and Vault for gossip sections. The nature of these encounters is often different for them: lesbian women are far more likely than other women to hear demeaning remarks in the workplace about themselves or others like them. But womens day-to-day experiences are shaped primarily by their interactions with managers and colleagues, which means that deep cultural change is possible only if all employees are empowered to be part of the solution. When implementing new policies and programs, companies can ensure they dont simply check the box. Programs should be high-qualityresearch shows that in some areas, low-quality programs can be more harmful than doing nothing at all. And without fundamental changes early in the pipeline, gains in womens representation will ultimately stall. Only 45 percent of employees, for example, think their companies are doing what it takes to improve diversity outcomes. Organizational structure: BCGs organizational structure looks like a diamond. Companies still have work to do to create a culture that fully embraces and leverages diversity. It will take time for the full impact of the pandemic to come into focus, but one thing is clear: hybrid work is here to stay. All the progress weve seen over the past six years could be erased (see sidebar, A closer look at the challenges that could force women out of the workforce). The material in the course has helped 6,000+ students across 13+ countries land offers at top-tier consulting firms such as McKinsey, BCG, and Bain. We have updated our estimates for 2025 and beyond by adjusting for current conditions, and we have developed scenarios that account for the range of various uncertainties. Adding even one woman can make a material difference given the critical role top executives play in shaping the business and culture of their company. It builds on the Women in the Workplace reports from 2015, 2016, 2017, 2018, and 2019, as well as similar research conducted by McKinsey in 2012. Women leaders are demanding more from their companies, and theyre increasingly willing to switch jobs to get it. 3 The safety and security use-case cluster in the vehicle setting is estimated to contribute around $130 billion to $140 billion to IoT potential value by 2030. And companies need to be sure that they are incorporating the new ideas and tools from training into everyday processes, too. And companies should evaluate the impact of programs to assess whether benefits are equitable and identify areas where certain groups may need more targeted support. 14. The report analyzed the economic potential that the IoT could unleash through consideration of hundreds of use cases in the physical settings in which they could be deployed. ", "Strong pressure environment independent of the long-hours. This is a rare opportunity to change the workplace for good. Given that hiring and promotions are powerful levers in driving pipeline diversity and employee satisfaction, theres a strong business case for adopting more of these best practices. Overall, operation-management applications in manufacturing could account for around 32 to 39 percent of the total potential IoT economic value created in the factory setting, or around $0.5 trillion to $1.3 trillion, by 2030. The IoT has a large potential in developing economies. The growth may be slower than expected, but its not for lack of confidence or belief in the impact that the technology can have. Two years after the pandemic forced corporate America into a massive experiment with flexible work, enthusiasm for flexibility in all its forms is higher than ever. In relative terms, autonomous vehicles (which include partial-driving automation, or level-two autonomy, and up) make up the fastest-growing IoT-value cluster. If you're still weighingother career options, you can learn more about investment banking positions through our guides to interviewing at, First of all, to land an interview at any of these firms is tough - you may want to check out our. WebDiscover how McKinsey works with education institutions to improve student outcomes, increase access and affordability, and enable new academic research. This slows promotion timelines by 6 months to 1 year each. However, there are more opportunities for international work and travel at McKinsey. Even with the right systems in place, processes can break down in practice. Take gender diversity as an example. However, womenespecially women of colorremain significantly underrepresented in leadership (Exhibit 1). It also means that women leaders are stretched thinner than men in leadership; not surprisingly, 43 percent of women leaders are burned out, compared with only 31 percent of men at their level. But there are also persistent gaps in the pipeline: promotions at the first step up to manager are not equitable, and women of color lose ground in representation at every level. In trying to scale up, many agile transformations fail by simply launching more agile teams without addressing these backbone elements. You might be wondering why you should become a management consultantin the first place? Customers will capture most of the benefits. Lesbian women experience further slights: 71 percent have dealt with microaggressions. Business Consulting is often confused with other forms of consulting, such as strategic consulting or By Jess Huang, Alexis Krivkovich, Irina Starikova, Lareina Yee, and Delia Zanoschi. Bo Krag Esbensen, Klemens Hjartar, David Pralong, and Olli Salo, A tale of two agile paths: How a pair of operators set up their organizational transformations, February 2019. Bain consultants tend to travel less than the other firms and travel is usually to nearby cities or states. More than 4,000 leaders have now been touched by the effort, helping to shift the collective consciousness and capabilities for leaders to deliver the change. But capturing the full potential of IoT applications will require innovation in technologies and business models, as well as investment in new capabilities and talent. And they want to work for companies that are prioritizing the cultural changes that are improving work. B2B applications are where the majority of IoT value can be created, with around 65 percent of the estimated IoT value potential by 2030. They are also more likely to say their manager trusts them to get their work done and that they feel comfortable talking openly with colleagues about their challenges. The broken rung that held millions of women back from being promoted to manager has not been repaired. Given the enormous challenges mothers are facing at work and at home, two things should come as no surprise: many mothers are considering downshifting their career or leaving the workforce, and mothers are significantly more likely to be thinking about taking these steps than fathers (Exhibit 5). Although all MBB firms have the highest level of prestige, McKinsey edges out BCG and Bain because it is the oldest, largest, and most well-known. Deloitte S&O's brand is particularly strong in the US but less so in the rest of the world. This provocative message, tied to something very real for Americans, became a major factor in helping Hyundai break into the initial-consideration set of many new consumers. Specialization: BCG hires people into a generalist role or a specialist role. Merchandising and packaging have therefore become very important selling factors, a point thats not widely understood. And finally, its increasingly important to women leaders that they work for companies that prioritize flexibility, employee well-being, and diversity, equity, and inclusion (DEI). They also reflect inequalitywhile anyone can be on the receiving end of disrespectful behavior, microaggressions are directed at people with less power, such as women, people of color, and lesbian, gay, bisexual, transgender, and queer people. Many organizations face the difficult and, at times, risky venture of shifting money to fundamentally new properties, much as P&G invested to gain radio exposure in the 1930s and television exposure in the 1950s. McKinsey is known as the gold standard in management consulting and is the most recognized management consulting firm in the world. Open and frequent communication with employees is critical, especially in a crisis; when employees are surprised by decisions that have an impact on their work, they are three times more likely to be unhappy in their job. As a result, one in five C-suite leaders is a woman, and fewer than one in 30 is a woman of color. A new McKinsey Global Institute report, The Internet of Things: Mapping the value beyond the hype, attempts to determine exactly how IoT technology can create real economic value. That's why weve created a coaching service where you can do mock interviews 1-on-1 with ex-interviewers from MBB firms. WebPassword requirements: 6 to 30 characters long; ASCII characters only (characters found on a standard US keyboard); must contain at least 4 different symbols; Gender diversity efforts shift from a nice-to-have to a must-have, and that leads to broad-based action across the organization. And if you're curious about how the Big 4 and MBB firms compare to each other overall, you can check out our Big 4 vs. MBB article. However, its worth noting that employees are less convinced: only half of employees think gender diversity is a high priority to their company, and that number hasnt changed over the last five years. Chad Eschinger, Peter Middleton, and Kay Sharpington, Forecast: Internet of Things, endpoints and communications, worldwide, 2020-2030, 2Q21 update, Gartner, August 12, 2021, gartner.com. Indeed, luxury companies have pivoted to address urgent public-health needs: factories that produced scarves and perfume now manufacture face masks and hand sanitizer, and To drive change, companies need to invest deeply in all aspects of diversity, equity, and inclusion. BCGs culture lies somewhere in between McKinsey and Bain. Many women experience bias not only because of their gender but also because of their race, sexual orientation, a disability, or other aspects of their identityand the compounded discrimination can be much greater than the sum of its parts. As more women become managers, there will be more women to promote and hire at each subsequent level. A majority of employees believe they personally have equal opportunity to grow and advance, but they are less convinced the system is fair for everyone. Cynthia DuBois, The Impact of Soft Affirmative Action Policies on Minority Hiring in Executive Leadership: The Case of the NFLs Rooney Rule,. And even though more than 70 percent of companies say they are committed to diversity, less than a third of their workers see senior leaders held accountable for improving gender outcomes. It is important to note that the prevalence of sexual harassment reported in this research may be lower than what some working women experience. A commercial insurer in North America used an agile blueprint to accelerate innovation of digital and business processes. ", "Well-known name for finance-related consulting projects. At each point in the funnel, as consumers whittled down their brand options, marketers would attempt to sway their decisions. However, they also hire many people with advanced degrees and non-traditional backgrounds, more than the number that Bain and BCG hire. If you would like information about this content we will be happy to work with you. Not Good: Very long. If companies continue to hire and promote women to manager at current rates, the number of women in management will increase by just one percentage point over the next ten years. IoT value set to accelerate through 2030: Where and how to capture it. Successfully scaling an agile operating model requires new skills, behaviors, and mind-sets across the organization. Six years later, in a new report, The Internet of Things: Catching up to an accelerating opportunity, we have updated the analysis to estimate how much of that value has been captured, how the potential value of the IoT could evolve in the coming decade, and the factors that explain both (see sidebar, Defining the Internet of Things). More than a third of employees feel like they need to be available for work 24/7, and almost half believe they need to work long hours to get ahead. For example, in 2025 remote monitoring could create as much as $1.1 trillion a year in value by improving the health of chronic-disease patients. Women leaders are switching jobs at the highest rates weve ever seenand at higher rates than men in leadership. Women are more likely than men to have their competence questioned and their authority undermined, and women of color and other women with traditionally marginalized identities are especially likely to face disrespectful and othering behavior. These responsibilities arent going away. You will travel a lot and earn a top salary. Sundiatu Dixon-Fyle, Kevin Dolan, Vivian Hunt, and Sara Prince, Diversity wins: How inclusion matters, May 19, 2020. Today, China is estimated to have a significant share of the IoT-device installed base at around 32 percent, triple the estimated share of the emerging markets. This broken rung results in more women getting stuck at the entry level, and fewer women becoming managers. There is a notable disconnect between the allyship actions that women of color say are most meaningful and the actions that White employees prioritize (Exhibit 7). Never miss an insight. Mercer Oliver Wyman was the oldest of these firms. Its a positive cycle: the more employees can bring their whole selves to work, the more the workplace will work for themand for everyone. ", "Interdisciplinary staffing of projects with specialists from different areas of Deloitte. Additionally, the gains in representation for women overall havent translated to gains for women of color. Just head to an airport: automated check-in kiosks now dominate many airlines ticketing areas. Moreover, remote work will open up opportunities for existing employeesparticularly mothers, caregivers, older employees, and people with disabilities. BCG consultants tend to travel more than Bain consultants but less than McKinsey consultants. Women of color include Black, Latina, Asian, Native American/American Indian/Indigenous or Alaskan Native, Native Hawaiian, Pacific Islander, Middle Eastern, or mixed-race women. Business-to-business applications will probably capture more valuenearly 70 percent of itthan consumer uses, although consumer applications, such as fitness monitors and self-driving cars, attract the most attention and can create significant value, too. Four kinds of activities can help marketers address the new realities of the consumer decision journey. Companies will likely use these tools to varying degrees. . ", "Incredibly high expectations of employees. Younger generations are more likely to see bias in the workplacefor example, managers under 30 are more likely to say they see bias than older employees at the same level. And incidents of racial violence across the United States are exacting a heavy emotional toll. They want the system to be fair. This year, 323 companies completed the HR portion of the survey. And they are twice as likely as men to say that it would be risky or pointless to report an incident. Only about half of women say their manager regularly encourages respectful behavior on their team, and less than half say their manager shows interest in their career and helps them manage their workload (Exhibit 6). Most companies also need to take specific, highly targeted steps to fix their broken rung. We estimate that the total value captured by 2020 ($1.6 trillion), while considerable, to be in the lower end of the range of the scenarios mapped out in 2015. You will make much fewer slides at McKinsey by hand than at Bain. Women leaders also spend more time than men on DEI work that falls outside their formal job responsibilities, such as supporting employee resource groups and recruiting employees from underrepresented groups. These preferences are about more than flexibility. Yet this critical work is going unrecognized and unrewarded by most companies, and that has concerning implications. Its also important that companies establish new norms and systems to improve employees everyday work experienceseven with all the right policies and programs, employees will continue to struggle if the cadence and expectations of their work feel untenable. Women remain underrepresented at every level in the corporate pipeline. Equal access to mentorship and sponsorship is also key, yet less than half of companies offer virtual mentorship and sponsorship programs. Progress on gender diversity at work has stalled. Talented, smart people: MBB hires the smartest, most talented people. We strive to provide individuals with disabilities equal access to our website. This is driven by two trends. That will require entirely new marketing efforts, not just investments in Internet sites and efforts to drive word-of-mouth or a renewed commitment to customer satisfaction. The firm began to expand internationally to Dsseldorf, San Francisco, Milan, Paris, and London in the 60s and continued to grow in the 70s. A general message cutting across all stages may have to be replaced by one addressing weaknesses at a specific point, such as initial consideration or active evaluation. However, compensation changes frequently and direct comparisons are not easy to make. But moving to an agile operating model is tough, especially for established companies. First, cross-functional teams deliver products, projects, or activities. McKinseys second partner was Andrew Thomas Kearney, who went on to found A.T Kearney. Its also critical that leaders and HR teams communicate with empathy, so employees feel valued and understood. The case for fixing the broken rung is powerful. Due to the regional staffing model, there are fewer opportunities for international work and travel compared to McKinsey. This early inequality has a long-term impact on the talent pipeline. For example, they are far more likely than men in leadership to have colleagues imply that they arent qualified for their jobs. Benchmarking. As a result, these groups of women often experience more microaggressions and face more barriers to advancement. However, some candidates get cross-offers from two of the firms or even offers from all three! Now women, and mothers in particular, are taking on an even heavier load. And they already anticipate these benefits: 70 percent think remote work will allow them to increase diversity in their hiring. The disruption of the past year and half is driving a fundamental change in the way people work. Please email us at: A McKinsey Live event on 'Women in the Workplace 2021: The state of women hangs in the balance', This article was a collaborative effort by, This discussion of McKinseys sixth annual, Four partners outline highlights from our yearly research, with. ", "The promotions can be slower than at McK / BCG. Compared with men at their level, women leaders are up to twice as likely to spend substantial time on DEI work that falls outside their formal job responsibilitiessuch as supporting employee resource groups, organizing events, and recruiting employees from underrepresented groups. Center for Talent Innovation, The sponsor dividend, 2019, talentinnovation.org. Fixing this broken rung is the key to achieving parity. Second, companies need to track representation and hiring and promotion outcomes more fully. It also managed to build a very strong reputation for itself in the financial services sector as well as in digital strategy thanks to the creation of its Oliver Wyman Labs unit. 8. But the pandemic continues to take a toll. Many companies have taken important steps to support employees during the COVID-19 crisis. This is particularly true in the C-suite, where the representation of women has increased from 17 percent to 21 percent (Exhibit 1). 2. If women are promoted and hired to first-level manager at the same rates as men, we will add one million more women to management in corporate America over the next five years. They created a stable planning and performance-management backbone, as well as a culture of risk taking, and they used an 18-month road map to create all the new positions, train personnel in the new roles, and implement the change in full. ", Roland Berger case interview free guide (by IGotAnOffer). Companies could also benefit from dedicating resources to team bonding events and, whether theyre virtual or in person, taking special care to make sure that all employees feel included and that events are accessible to everyone. There is no playbook for this unprecedented moment, but companies can make strides by listening closely to employees, exploring creative solutions, and trying something different if a new norm or program falls flat. Although most companies track representation for women overall, far fewer do this for women of color, which means women of color are often overlooked in diversity metrics. This points to the need for companies to put additional safeguards in place to encourage fair, unbiased evaluations. Women are far less confident that reporting sexual harassment will lead to a fair investigation. If you're still weighingother career options, you can learn more about investment banking positions through our guides to interviewing at Goldman Sachs, JP Morgan, and Morgan Stanley. Such an iterative rollout approach enables continuous refinement based on constant feedback and capability building for key roles across the organization, including agile coaches, product owners, scrum masters, and leadership. The firm continued to grow in the 50s and 60s, reaching an annual revenue of $55 million in 1969. This may affect how they view the workplace and their opportunities for advancement. Companies could also benefit from stepping back to make sure people managers have the time and resources they need to do their jobs well. IoTs potential benefits and challenges across the global economy, McKinsey_Website_Accessibility@mckinsey.com. The building blocks of a more empathetic workplace may also be falling into place. 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