Vietnam celebrates Women’s Day twice yearly. The first is on March 8, which is observed by many worldwide. The second, October 20, is celebrated to honor Vietnamese women and the founding of what is now known as the Vietnam Women’s Union.
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The word faith is often associated with religion. This article focuses on believing in others. Many employees complain when they’re assigned challenging tasks. They assume it’s some form of punishment. They’re mistaken because they aren’t aware that they’re trusted with more complex work. In short, their bosses believe in them. Conversely, some leaders prefer to do the hard stuff on their own. They strictly abide by the phrase, “if you want something done right, do it yourself.” They rarely delegate tasks to others because they don’t believe in their colleagues. These leaders claim there’s trust in their organizations. But they barely show confidence in the people they work with. The question is which side of the fence you belong to. Before moving on… The word faith is often associated with religion. This article focuses on believing in others. Faith in people doesn’t mean being Blind As a leader, you wouldn’t assign tasks to colleagues when unsure of their abilities. You would first ask yourself, what are your employees capable of? You can determine this from past performances and experience. What about the new employees who haven’t been tested? You can find out by assigning them simple tasks and soon increasing the difficulty. Believing in people also means accepting their weaknesses and shortcomings. Ignoring these can lead to blind faith. Keep in mind that perfect employees do not exist. There’s more than one way to cook an egg This is a good reminder for the perfectionists out there. They believe that their method of doing things is the only right way. Faith in others’ skills or abilities can increase efficiency and innovation. Also, expressing confidence is a motivator as employees strive harder to prove themselves worthy of such. If you want to build trust in your organization, let others flourish. Actively look out for people who are capable of taking on challenges. They may discover new ways or even develop better ideas that will benefit your organization. Don’t lose faith because of failures People you believe in will sometimes fail you. If you’re a sports fan, you’ve witnessed times when star players failed to score at a crucial time. The best sports teams, though, will continue to believe and remain confident in them.
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Many employees think one-on-one meetings are useless. They go through the motions and expect nothing to come out of it. The reason could be simple. The wrong questions are being asked and nothing worthy is discussed. You want to get the most out of these sit-downs as a leader. These are not ordinary conversations, although you want to set a conversational tone to create a relaxed atmosphere. Much feedback can be gained from one-on-one meetings if done right. The challenge is that many bosses don’t realize that it’s their responsibility to conduct meaningful discussions. If you’re a manager, boss or the top person in your organization, take note of the following before you call or schedule a sit-down. 1. The first step is to review notes from past meetings. It will give you an idea of where your starting point is. 2. The next step is to prepare questions relevant to the person you’re to meet. Don’t waste time on subjects your employee doesn’t know about. Avoid templates or generic questionnaires. These don’t do much good today. However, there are basic questions that you should consider and here are several: Encourage your employee to keep talking. So don’t forget the following: · Go on… · Why do you think that? · Tell me more. · Give me an example. 3. Listen and take notes, which means putting on silent distractions like phones. You may not agree, but acknowledge what your employee is saying. Also, you shouldn’t talk too much or too little. Offer suggestions and advice when you can. 4. Recap and plan for the next meeting. Summarize everything discussed and ask your employee if you missed anything. Also, determine what needs to be addressed the next time you meet. After your meeting, evaluate how you did and find out how you can do better next time.
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It isn’t enough that organizations give women more opportunities to develop into leaders. When they become one, they should be fairly evaluated too. Sure, there are women in leadership roles today. But, they may not be judged impartially by their colleagues, even when they’re performing well. It doesn’t help that many women believe that men are better leaders. You are likely to find them in your midst. Nevertheless, before you assess a woman leader, take note of the following. These will help you give a fair assessment. » Your Unconscious Biases Have you asked yourself what you think of women leaders? You may be unaware of deep-rooted biases that influence your opinion of women. Culture can have an effect. In several modern societies, women aren’t encouraged to pursue high positions. There’s that belief that these jobs are better suited for men. Experiences can also play a role. For instance, an unpleasant encounter with a woman leader can create negative opinions without you knowing it. So, when evaluating, make sure you’re being objective. Question your reasoning when you make opinions about women in leadership roles. » Your Organization You can’t change a company’s culture overnight. Some organizations need to be restructured when deciding to become diverse. Many businesses claim they don’t have glass ceilings. If there are no programs or a conscious effort to promote and train women for leadership, then it’s just empty talk. Do women in your organization enjoy the same opportunities given to men? Are employees open to reporting to women bosses? When women leaders work in an environment where gender biases exist, they always fall short of expectations. » Define Parameters for Evaluation Did a leader, regardless of gender, accomplish goals for the month, quarter or year? This is one of the basic questions during assessments. There should be criteria for evaluation. Also, as an evaluator, provide evidence such as results. When giving opinions, cite events or situations when a leader did well or otherwise. Most organizations have well-thought-out questionnaires used for evaluations. Without one, there’s a tendency to make judgments influenced by biases. » Make the First Step. When a woman leader is assertive, many may view her as abrasive. When she shows empathy, she’s considered soft. Encouraging cooperation, employees think she’s weak. Don’t stereotype and maybe, try to change the hearts and minds of people who view women as inferior. When evaluating a woman leader, stick with performance criteria. Don’t look for skills or traits that are unnecessary for the job. Lastly, set an example by sharing your thoughts with others. You may be the spark your organization needs.
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Gender bias is the tendency to prefer one gender over the other. Often, men receive preferential treatment in the professional world. More organizations are striving to close the gender gap in their respective industries. But, gender stereotyping might still be happening unconsciously in the workplace. This bias is the tendency to prefer one gender over the other. Often, men receive preferential treatment in the professional world. Even with good intentions, organizations unknowingly may be perpetuating this bias. So, it’s best to look out for these signs and stop unhealthy behavior in the office. 1. Parenthood Bias Demanding jobs require much from employees. This means spending more hours at work, whether in the office or home. As a result, many employers believe that mothers or women, who intend to raise a family, may not be fully committed to additional tasks. A study in the American Journal of Sociology (March 2007) revealed a bias against mothers. They are less likely to be hired or promoted. You might think it isn’t happening at your workplace. You could be wrong. Sometimes, stereotyping can be disguised as something else. Expecting less from moms because they can’t stay late, take business trips or attend dinner meetings is not being considerate. Limiting their responsibilities means restraining them from growing, developing and allowing them to reach their full potential. 2. Classification Bias In many countries, people wouldn’t vote for women during elections. Despite strides in all areas of life, women are still viewed as weak, too emotional, etc. Those that break the mold are viewed as exceptions rather than the norm. Women can be weak, but not all are. Unfortunately, in some societies, biases against women remain. Stereotyping can also affect how managers assign tasks to their colleagues. When women are viewed as inferior, they aren’t given significant responsibilities. So, if you’re a manager, determine first when delegating work if an employee’s gender is affecting your choices. 3. Held Beliefs Bias It doesn’t help that many women are not confident with women leaders. They prefer to work for men. They believe that the latter is better based on gender alone. Beliefs formed by experience or influence are ingrained in people’s minds. It’s a challenge to change and modify these. Many women believe that they are incapable of demanding tasks or leadership roles. When this happens, they view other women as unfit too. Many beliefs also restrain women from trying out other opportunities. Being excellent in administration but not in finance is one example. The truth is that the latter isn’t the exclusive domain of men. There is no one surefire way of removing biases in the workplace. But, determining if these exist is already one big step.
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