by Caroline | Oct 9, 2014 | generational differences, Sheryl Sandberg Lean In, women and confidence, women in business, women in leadership, Women in management, women supporting women, women tooting own horn, women working with women |
Women often complain about having a bad woman boss, generalizing their criticism to all women. In a difficult relationship between a woman boss and female subordinate, there is often a generational difference. While inter-generational differences can play a role, I think, the conflict is mostly based on deeply rooted gender issues. Women are less comfortable in a hierarchical relationship with another woman. And women share a culturally-based sense that men deserve top positions more than women.
by Caroline | Jul 1, 2014 | confidence, confidence gap, progress of women, Sheryl Sandberg Lean In, women and business development, women and business development, women and confidence, women confidence, women selling themselves, women tooting own horn |
While there are many successful women in sales, proportionally fewer are good at selling themselves (e.g., as a provider of professional services). Both older and younger women have a hard time “tooting their own horn.” Women find it easier, in general, to sell others and may do a “soft sell.” Reluctance to sell oneself is deeply rooted in nature (brain structure and hormones) and nurture. The “confidence gap” may affect some women’s ability to sell themselves.
by Caroline | Mar 18, 2014 | benefits of diversity, bottom line value of gender diversity, business value of gender diversity, Gender diversity, gender diversity in leadership, gender stereotypes, gendered definitions of leadership, invisible mind-sets, Lean In, Men and women at work, obstacles to gender diversity, unconscious images, unconscious mind sets, value of diversity, Women in management |
One of the mindsets that create obstacles for women in the workplace is “unconscious images.” We have mental pictures of how leadership looks and what women want and can do. In our workshops, we bring this and other mindsets to conscious awareness. In the news, we see women leaders and experts, including Fortune 500 CEO’s. Lean-In.org and Getty Images have joined these efforts to broaden our images of women’s potential. They have published a gallery of 2,500 images of women and men that challenge old stereotypes.
by Caroline | Mar 5, 2014 | appreciating difference, bottom line value of gender diversity, business value of gender diversity, comfort principal, diversity and inclusion, gender diversity in leadership, gender inclusive, Inclusive culture, Inclusive leadership, invisible mind-sets, obstacles to gender diversity, Organizational culture, Sheryl Sandberg Lean In, unconscious mind sets, women and ambition, Women in management |
McKinsey & Company issues an annual report called “Women Matter.” McKinsey has researched the bottom-line value of gender diversity, what has been effective in successful gender diversity initiatives – and what is still in the way. One of the things in the way is “unacknowledged mindsets.” “Cultural factors” are a key reason so few women reach the top. Culture reflects the “mindsets” of an organization’s leaders. The key to creating an inclusive culture is bringing unconscious mindsets to consciousness so attitudes and behaviors shift. In our workshops, we help bring awareness to those mindsets – the double bind, the comfort principle and unconscious images.
by Caroline | Jan 30, 2014 | ambition, authenticiy, balance of masculine and feminine, feminine leadership strengths, feminine strengths, gender inclusive, gender stereotypes, Inclusion, Lean In, Masculine Feminine Difference, Sheryl Sandberg, women and ambition, women and confidence |
In her book Lean In, Sheryl Sandberg points to internal barriers that hold women back. Many are just “feminine” ways. Women are wired and acculturated to value relationships more than status and to avoid bragging. This looks like lower ambition. Women tend to speak more humbly; this looks like lower confidence. I agree that, to make it to the top, women must demonstrate ambition and confidence. But my hope is that one day leaders will understand and appreciate feminine as well as masculine style and see leadership in both.
by Caroline | Sep 10, 2013 | causes of disengagement, flexible work schedules, flexible work shedules, Inclusion, Inclusive culture, obstacles to gender diversity, Organizational culture, progress of women, Sheryl Sandberg, unconscious images, Women in management, work and family, work life balance |
Send to KindleWomen are doing great in business – in its lower ranks. Women earn more than half of all undergraduate and graduate degrees. According to Catalyst, in the Fortune 500 they make up nearly half of the workforce and slightly more than half of middle...
