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Embracing the Power of Female Leadership

Empowering Women / Mylan Holland / Female Leadership

The world is changing, and it’s time for us to embrace female leadership traits. Empathy, compassion, authenticity, emotional intelligence, and listening are all qualities that women have naturally possessed for centuries. However, these traits have often been overlooked in the workplace, where masculine leadership traits have been seen as the only way to succeed. It’s time to challenge this way of thinking. Research has shown that companies with more women in leadership positions tend to perform better financially. In fact, according to a study by McKinsey & Company, gender-diverse companies are 15% more likely to outperform their non-gender diverse counterparts. Additionally, companies in the top quartile for gender diversity are 21% more likely to have above-average profitability than companies in the bottom quartile. This is in part because female leaders tend to bring a unique set of leadership qualities to the table, including empathy, collaboration, and communication, which are highly valued in today’s workplace. Women have often had to portray masculine leadership traits to be taken seriously in the workplace. But by doing so, they’ve missed out on the unique strengths that come with being a woman. It’s time for us to embrace these strengths and recognise them as valuable assets in the workplace. The CEO of our company, My Holland, recently gave a TEDx talk on FQ (Female Intelligence), where she emphasised the importance of embracing female leadership traits. She has a book coming out soon on this topic, which I highly recommend. But embracing female leadership traits isn’t just for women. Men can benefit from these traits as well. By embracing empathy, compassion, authenticity, emotional intelligence, and listening, men can become better leaders and create a more inclusive and productive workplace. So, let’s make a commitment to embrace female leadership traits. Let’s recognise the value that women bring to the table and create a workplace that values collaboration, communication, and inclusivity. By doing so, we can create a brighter future for everyone. If you enjoyed this, you might be interested in BE FAIR TO WOMEN LEADERS and YOURSELF: LEAD LIKE A WOMAN Source: https://www.mckinsey.com/featured-insights/gender-equality/women-in-the-workplace-2020 Written by Mylan Holland

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When toxic féminity exists at work

Empowering Women, Khả năng lãnh đạo, Workplace Culture / My Holland

In many countries, young girls are brought up to fit a mold their societies dictate. These include expectations that women must be submissive, married by a certain age and bear children. Even in a professional setting, many employees believe women should be subservient, passive, dress appropriately and focus on support instead of leadership. Also, several companies bypass women for promotion because they could become pregnant and their absence can cause disruptions in operations. There’s even a common belief that women are emotional and thus cannot make rational decisions. Note that it’s not just men who think this – women too. What then is Toxic Femininity? It is behavior that upholds gender stereotypes and norms that degrade and discourage women from growing personally and professionally. It is also exhibited when women try to conform to traditions or norms at the expense of their individuality. The definition of femininity is not the same everywhere, as culture, society, laws and even religion affect it. The social standards of one country may be different from that of another. But this doesn’t mean that change is impossible. It might take time for others to rid their societies of toxic femininity. Nevertheless, here are a few ways to handle it. Check your beliefs Unknowingly, you might tolerate or advocate toxic femininity because your beliefs guide your behavior. Do you believe that there are roles for men alone or that women are incapable of specific tasks at work Today, there aren’t any jobs for men only – maybe male dominated but not exclusive. Analyze your belief system and ask yourself if you’re being fair to women. Be open to new views that you never considered before. Make sound judgment It’s going to take a while to change your beliefs. In the meantime, ask yourself if a person’s gender affects your evaluation of a colleague. Even in a professional setting, certain traits are instantly attributed to women. For instance, they’re sensitive. You know that men can be sensitive too. When you assess a woman, ensure her gender isn’t a factor. Make It Part of the Conversation It isn’t wise to tell others that they are perpetuating toxic femininity. But when the opportunity arises, ask why they think that way. This allows you to share your views, though contradictory. Discussing rather than telling people they’re wrong is always the better option. They may disagree with you, but get them to think about it.

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Telling Colleagues What You Really Think

Sự gắn kết, Workplace Culture / My Holland

Employees aren’t often honest with each other. Most wouldn’t dare give feedback to their bosses. I know because I’ve been there and maybe, you have too. Looking back, I realize why we hold back from discussing hard truths. We dislike offending or hurting others’ feelings. We also fear “retaliation” from others, especially superiors. But there are ways of being truthful and avoiding all the problems that may arise. First, you need to change your mindset and approach. Here are some tips that can help you. 1. Determine if being honest will be constructive Before you point out a colleague’s flaws, ask yourself – are you doing so to help the other person improve? Also, are you trying to stop a person from committing self-destructive behaviors? Many like to find fault in others to belittle them. Make sure you want to help the other person. 2. Put it in writing Typing and re-typing is so easy on a PC / Laptop. You can review your piece several times before sending it to your colleague. Now, you would ask why not in person. Things could quickly get out of hand during a conversation. Tempers could flare up and you could say hurtful words. There’s also the issue of timing. You might catch your colleague at the wrong time. A written piece is beneficial to your recipients. At first, they might be upset. But, given time, they may realize you may have a point. Later on, if your colleague desires, you can discuss what you wrote them. 3. Empathize What would your reaction be if you were the recipient of your letter/memo? Do you see it as an attempt to help you become better? There was a time when I didn’t particularly appreciate being told of what I was doing wrong. But, I met people who could give feedback without being offensive. Their secret is empathy. They put themselves in my shoes and knew how to communicate with me. 4. Remember to mention the other person’s strengths Tell your colleagues what they’re doing great. Let them know that you recognize their contributions to the organization. If they’re well-liked, admired or respected, remember to mention it. 5. Offer Solutions You only present a problem with a possible fix. Often, your colleagues will have ideas on how to solve them. But even though they have a solution, yours might be better. Lastly, remember to offer help or further discussion.

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Adopting a Coaching Culture

Khả năng lãnh đạo / My Holland / Coaching Culture

Most people think of sports when they hear the word “coaching.” But this also exists in other organizations. Training often needs to be differentiated from coaching. The former is identified with an HRD, while the latter is the responsibility of all leaders in an organization. One definition of coaching is instructing and counseling a person or group to improve their performance and productivity. Sounds simple? It’s not and isn’t spoon-feeding. A coaching culture inspires and accelerates growth within an organization. Leaders apply techniques that empower employees to grow in a supportive environment. Managers can be called coaches. You might be one if you meet the following criteria: A coaching culture doesn’t guarantee success and it isn’t for every organization. But there’s no denying that it can help an organization achieve its goals. So, a lot of businesses are adopting coaching. Unfortunately, many companies take shortcuts, like conducting seminars or hiring motivational speakers. These have short lifespans. For a coaching culture to work, people should realize it is an ongoing process. Leaders should be the real coaches if they want it to work. Where should transformation begin? Experts will say that change should begin at the top, which might even require a vision update. Top management, especially with big corporations, has to be on board. A culture shift can be implemented smoothly with support from decision-makers. But middle managers can effect change too. One person can make a difference if you’ve read a recent blog: Be the Conscience your Organization Needs. Be the drive in your organization if you believe a coaching culture is needed. When your upper management sees the benefits and positive effects, they will also support a culture shift. Adopting New Habits is Key More of the same will not result in any culture shift. Practices need to be changed. For instance, leaders can begin consulting with subordinates when setting goals and planning. Also, they can get more involved in the daily grind with their employees. Managers could also schedule more time to meet with employees individually and advise them on how they can perform better. There are many ways leaders can become coaches. It starts with them, but it should also include their employees.

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Staying Focused on your Resolutions and Goals

Goals, Motivation, Productivity / My Holland / Goals, Resolutions

Recently, we’ve written a blog about resolutions and adopting new habits. People can forget them or lose focus. Many procrastinate and justify their delay with what they promised for the new year. Now, we’re sharing tips to keep you focused. Adopting these will help you stay on track. Here they are: 1. First, go over each and check for the following attributes. Rewrite your resolutions if these are missing the above. 2. Place reminders where you can see them. It’s easy to become distracted at home and work. Before you know it, you forget what you planned to do to achieve your goals. Successful people have reminders all around them. Some are direct, like post-it notes, while others are subtle, like a small round sticker on a watch’s strap.Others use technology like their smartphones. What’s important is to create reminders that will work for you. 3. Write a to-do list before sleeping at night. Every person doing this will swear that they accomplish more than they have without one. A list reminds you of what tasks are important or urgent. Don’t forget to put a checkmark by a finished task on your list.You’ll always feel great and proud of yourself. 4. Attend to one task at a time. Machines are the only true multitaskers. Sure, you can cook a meal and talk on the phone simultaneously. But it’s different when you try to accomplish focus-intensive work. Quality will suffer when you work on two or more tasks simultaneously. You become inefficient, less productive and end up spending more time. 5. Find an accountability partner. This person could be anybody who can check on you regularly. You don’t have to see them in person. A call or text message will be okay. Studies show that when people are accountable to others, they feel obligated to act and keep their eyes on their goals. 6. Pause to relax. Can’t figure out that problem at work? Take deep breaths or short walks, especially when you’re stressed. These are good for the mind and body. You’ll feel recharged when you return to your tasks.

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Embracing the Power of Female Leadership

When toxic féminity exists at work

Telling Colleagues What You Really Think

Adopting a Coaching Culture

Staying Focused on your Resolutions and Goals

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