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Be Fair to Women Leaders

Empowering Women, Leadership / My Holland

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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Watch Out for these Gender Bias Signs

Awareness, Empowering Women, Workplace Culture / My Holland

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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Why Women Are Successful Networkers

Empowering Women / My Holland

For some time, networking has been the domain of men. They found it easy to connect with others through social groups and create professional relationships. Developing contacts and exchanging information informally are necessary to advance careers. Having mentors or knowing industry counterparts can be valuable to any person seeking success. Also, many businesses increase their clientele through social networks. But there are several reasons why people, many women, aren’t fond of networking. Among these, many think that professionals network for self-serving purposes. Alliances that are formed are only temporary. These exist only if they are advantageous to all persons involved. Also, one common belief is that networks become political. Politics is not everyone’s cup of tea. But, the word networking no longer conjures images of men drinking and smoking cigars in exclusive clubs. Women are forming networks, too and many of them are doing things differently. So, before you disregard networking, here are excellent reasons that might change your mind. 1. Women succeed with long-term relationships. Men understand that forming alliances is needed to get ahead. It doesn’t matter if their relationships are purely for business. Women, on the other hand, favor meaningful relationships. They prefer smaller and sincere ties with people they can trust. It’s not surprising that women are forming circles composed of women. Often, this leads to support systems where they share professional and personal advice. Friendships are created, making networks more valuable. 2. Women are wired for collaboration. Yes, men form alliances. But, they only do as long as these serve their interests. On the other hand, women find common ground, which helps them see eye to eye with others. Women work to enhance working relationships in the office, gaining them more visibility. Men, however, view getting ahead as a competition. Also, women tend to share career advice and information about advancement opportunities. This can result in a higher probability of getting a better position. 3. Networks are boundless. Women are better at making and maintaining connections with people from other industries and communities. They seek new relationships beyond their known circle. When they move to another company or city, they often keep their contact list while searching for new ones. 4. Women provide something different to networks. Successful women networkers are not only intelligent. They bring warmth to groups and aren’t afraid to show empathy. Women also favor authenticity. When sincere, they encourage people to trust them, which improves the exchange of ideas. Women are more transformational than transactional. They always think of what’s best for all members of their circle.

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Yourself: Lead Like A Woman

Emotional Intelligence, Empowering Women, Leadership / My Holland

Not long ago, female bosses were seen as successful because they emulated their male counterparts. It was still men that set the tone for becoming great leaders. This, however, is changing rapidly. Exhibiting feminine traits is no longer viewed as a handicap for women taking on leadership roles. Showing empathy and emotional intelligence are just as relevant as being assertive and authoritative. Also, while men tend to be more controlling, women prefer participation. With women leaders, organizations realize that highly-engaged employees become more productive. Not all leadership styles, though, are suited for all organizations. Certain traits may work better in some environments. For instance, a company that wants to drive sales up may encourage its different business units to compete against each other. Clearly, this would not be a situation that calls for cooperation. Nevertheless, specific gender traits can have positive effects in the workplace. The key is finding out which is best for an organization. In the meantime, here’s our advice to women on how they can be better at breaking the mold of traditional leadership. >> Be authentic. Forget about adopting a persona. Instead, be a genuine. For instance, you can be a strong leader yet still show compassion. People no longer view this as being soft. Let the real you shine. Don’t advance or get promoted because of false pretenses. You are to make a difference and not go with the flow. You may learn how the former boss does things, but don’t copy. Instead, add your personal touch. >> Make use of your strengths. Think of the qualities that make you successful. Determine which of those can help you as a leader. Maybe it’s time for more participation or empathy? Both improve communication and dialogue in any organization. Women leaders are not hesitant to create emotional connections with their colleagues. This is always a plus. Also, there’s always room for new ideas and other ways to solve problems. So, if you support collaborative work, encourage it at your workplace. Instead of conforming, assert your femininity and embrace your uniqueness. >> Be a transformational leader. Traditionally, men are transactional leaders. They reward desired behavior and are a stickler for rules. Often, they prefer structured policies and focus on results. On the other hand, women can be effective leaders when they motivate, inspire, and support employees. They are flexible and open to change. Also, they treat each employee as a unique individual. Make sure that a transformational style will work in your organization. There might be instances when you have to become a transactional leader. There’s no doubt that women leaders are making their mark in society. So, if you live the life you want, lead the way like a woman.

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Women Leaders

Empowering Women, Engagement, Goals, Leadership, Motivation, Positivity, Productivity, Workplace Culture / My Holland

Breaking down Barriers Women hold only about 28% of senior-level, executive and managerial positions in the United States. The intention to remedy this situation exists but not enough effort has been made so far. Many organizations would like to give more women opportunities but have been unsuccessful. More steps should be taken to fully break down the barriers that prevent more women from taking leadership roles in organizations. These steps should include the following. Close the Gender Pay Gap Pay inequality is one of the biggest obstacles for women in the workplace. More women have college or master’s degrees but receive less than men with the same educational background. Many factors such as work experience, are used to explain this gender pay gap. But when the qualifications of male and female job aspirants are equal, there should be no excuse for differences in pay. The laws are vague where gender pay gaps are concerned. Individuals, men included, should lobby their representatives to create laws that: Impose more substantial penalties on companies that are guilty of pay inequality. Prevent employers from penalizing their employees who discuss their wages with others. Require companies to disclose wage data. What can be done in the meantime while we wait for laws that will close the gender pay gap? Employers should take the initiative and offer salaries that correspond to a person’s qualifications. Companies want to hire the most qualified person for a leadership role. They shouldn’t hold back on wages when the best person for the job is a woman. Women should ask for more pay when offered a job. A little research will help estimate what a fair wage should be for a job in a specific geographical area. Women should not settle for salaries offered to them initially and subsequently. An employer’s best offer is usually not their last. Provide Better Access to Childcare Services Talented women will resign from their jobs to care for their newborn children. Employers who lose talent will suffer in the long run. Think of the costs alone of training replacements. Companies can team up with childcare services to assist their female employees. Big organizations, on the other hand, can consider building their childcare centers. Address Discrimination Many people have a bias, sometimes indirect, against female leaders. This creates an unhealthy environment for talented women who may eventually seek opportunities elsewhere. Employers should conduct training that will change their employees’ negative perceptions of women leaders. They need to be reminded that women can be good bosses too. With these steps, women will find it more beneficial to take on leadership roles. In time, the barriers they face now will be things of the past!

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Empowering Women

Be Fair to Women Leaders

Watch Out for these Gender Bias Signs

Why Women Are Successful Networkers

Yourself: Lead Like A Woman

Women Leaders

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