In this title, I am using the word "she" as a representative of any woman in the workplace and not at all thinking of any one woman in particular. However, at times I may bring to mind a certain woman (including myself) to make my point. So what made me write such a post? What do I think the answer to this question is? Why should we even care?
Well the other day a person I would consider to be one of the nicest college friends I ever had posted a quiz on Facebook titled "How Bitchy Are You?" At first, I thought now why would she do that? She's not even close! Although, her score was 52% which said she was a "Balanced Bitch". So a couple hours went by and without thinking much about it except to laugh to myself because I thought for sure my result would be much higher, I took the quiz. Now let me just say, as an educated adult, I do know there is not a lot of research that is behind these silly Facebook quizzes, but what the hey. My theory was correct and I did score higher by 10%, achieving the "balanced bitch" entitlement as well. Then another friend who scored only 23% took it. Honestly, I would have ranked both the friend that took it initially and the latter friend in the same category of friendliness (not bitchiness) due to my own personal experiences with them. Thus negating my trust in the quiz even further.
All this got me thinking of the use of the word "Bitch" in general and more specifically in the workplace. I remember as a young professional (YP), I was invited to join a ladies group called "Bitchin' Broads" and I was offended that they called themselves that and refused to be part of the group, because as a professional I didn't want to be associated. I felt at the time it gave women a bad name in the workplace. Little did I know at the time that in reality, if you simply spoke up, shared what was on your mind, refused to do something ridiculous, called others on their laziness, or anything that others might consider "crossing the line," that is what they called you (and still do). Why is that?
If you are passionate about something and convey that in the workplace you can kiss your reputation as the nice lady goodbye. Take on a supervisor, manager, director or above and actually not be afraid to do the job...life as you know it is over. Matter of fact, your most likely counter supporters are typically other women. I have had several women tell me that they preferred to work for a man than woman. With more women entering the workplace decade after decade and still not joining the numbers at the top as a majority like their male counterparts, is it because of this mentality? Are women holding women back just because they are too nice to appreciate bitchiness as a necessary competency for getting things done? Please note: I am not condoning bullying in the workplace. I consider that to be totally different and definitely inappropriate in the workplace. A bully is a downright jerk regardless of gender.
So, I know for a fact, I have been a bitch at times both in the workplace and in the volunteer roles I have held related to the workplace. When I posted my score and comment in Facebook "life can be a bitch at times and so can I. I'm sure many of you would agree! Ha! Ha!" not many responded and I know why. The truth hurts. It's not intentional and it's not something I look back on and am proud of all the time. However, it has been essential at least 75% of the time. Many do take it a compliment. Just look at these articles I pulled a quote or takeaway from related to my thoughts on the topic.
"The more of a bitch I am the more successful I become" http://www.forbes.com/sites/
"Stop saying I'm sorry - there is a time and place for apologies"http://m.contentfac.com/?url=
When it means making 18% more than your agreeable counterparts why not earn the bitch title? http://jezebel.com/stop-being-
And just in case you missed the Facebook Bitch Quiz, here's another you can take to see if you are one of the workplace "she's": http://www.gotoquiz.com/are_
Is the "she" in your workplace a bitch? My answer is "yeah, maybe" but is that a bad thing? Maybe not!
About the Author: Donna Rogers, SPHR aka @HRWarrior. Donna is a full time Instructor at University of Illinois at Springfield, owner of Rogers HR Consulting and the immediate past Director of the Illinois State Council of SHRM. She has over 20 years in the HR field and currently teaches Human Resources Management, Organizational Behavior, Organizational Development, and Strategic HR Management. She practices what she teaches for almost 100 clients in the central Illinois area.
Throughout the world there’s a huge gender gap in regards to business, and even in modern society women are still heavily discriminated against in the workplace. However, according to Inc., in the United States and Asia female entrepreneurs are both more innovative and more successful than their male counterparts. Here are the top three reasons why.
Women Take Fewer Financial Risks
A study conducted by the International Finance Corporation states that women are “less risky” than men. Taking fewer financial risks often leads to less debt and a slower rate of growth. Rapid expansion, however, can drive businesses into bankruptcy. This is because as expenses grow, so do costs, and they will often find themselves unable to cope with the demand. Women often prefer to keep their businesses smaller so they can focus on delivering a quality service and retain a better work/life balance.
A recent trend in this regard is the lack and women signing long term lease agreements for offices; and instead, opting for short term serviced offices. Unlike traditional office spaces – which often require a contract term of 3-5 years – serviced offices can be rented for as little as 1 month; provide services and facilities without overheads; provide a more prestigious working address; and most importantly, lower financial risk. Skyline Offices have compiled a case study exploring the benefits of serviced offices.
Women Often Seek Advice During the Startup Stages
70% of women who start businesses will seek advice prior to investing any time or money in their venture; and many partake in some form of government run business course. In addition, women are known to develop more thorough business plans and give their ideas more thought than men. Business leaders that prepare significantly increase their chance of success.
While seeking advice isn’t an innovative approach to conducting business, it can certainly help boost confidence and trigger more innovative ideas; especially in today’s remote working environment where high proportions of female entrepreneurs are starting new businesses online.
Women Place More Emphasis on Social Media
According to Forbes, women use social media a lot more than men; therefore, women business leaders tend to place more emphasis on social media marketing. It’s estimated that most female entrepreneurs invest roughly 79% of their online marketing budget on social media. While this may seem high; unlike other forms of online marketing, social media is a one-time investment because when a lead “follows” or “likes” a social network page or profile, they’ll be subject to free marketing in the future.
In addition to this paid traffic, Google looks favourably upon businesses that have an active social media presence and will reward them with higher organic rankings in the search engines. This can lead to a constant steam of free exposure.
Sadly, women are 18% less likely to believe that they can achieve success in business, which puts many talented individuals off the idea altogether. It’s going to take more than statistics to change narrow mindedness and gender discrimination; however, if women continue to yield successful results in the future, perhaps the faces of up-and-coming businesses will start to change.
Photo Credit: Jodie Womack
About the Author: Helen Wallis is a 30 something mum of one who enjoys reading and is a passionate blogger. Having worked in the big smoke for many years, Helen now enjoys a quieter lifestyle and indulges in her passion for writing and cooking.
Editor’s Note: Though many of our readers and writers tend to be US or UK based, the goal of Women of HR is to support all women in business, regardless of location. Today we are expanding our reach as our guest author takes a look at the challenges of women in business in Asia.
The business world in Asia needs to take a hard look at why many companies are still hesitant to hire women in leadership positions. Gender diversity in successful organizations has reached a point where women need to be brought into leadership roles. According to UN Women, the Asia-Pacific economy loses USD 89 billion every year by not cultivating the female workforce. This is only one of many reasons why women should be hired into the workforce as leaders.
Perceived Challenges for Hiring Women in Asia
There are a number of basic challenges that can influence Asian employers into thinking that hiring women complicates team synergies. The bottom line is these are just perceptions. Some of the difficulties that employers think they’ll face when hiring women include:
- Prioritizing family commitments
- Un-equal dedication of work hours as compared to male peers
- What-If Scenarios: What if they get married, what if they get pregnant, what if they move away?
- Effort required to become a female friendly workplace
However, don’t you think some of the same scenarios exist for men too? It may not seem like it but family is usually the number one priority for everyone. Challenges need to be worked out for both men and women and it’s unfair to think that just women will let you down.
Benefits of Women in Leadership Roles
More or less we understand the perceived challenges that employers may fear, including the ones listed above. However, the benefits of women in leadership roles and the specific talent they bring to an organization greatly outweighs the concerns.
- Experienced Multitaskers: Rather than taking a women’s requirement to juggle work and family as setback, one should consider that this actually makes them better project managers and team leaders. So much so that BBC covered the topic, scientifically proving that women are better multitaskers. Leaders should ask themselves, if the majority of their male leadership teams were replaced by women, would they actually achieve more?
- Extreme Dedication: Most Asian women know that getting a break in the professional world could come once maybe twice in their working careers. When they get it, their dedication is incomparable. They’re open to working from home, coming in on weekends and bringing their children to work. A report published by TalentCorp Malaysia and Acca revealed that the top 3 reasons why women leave work in Malaysia is:
- To raise a family
- Lack of work life balance
- To care for a family member.
As long as they’re given the opportunity to focus on both family and work they won’t let either one down.
- Different Leadership Styles: Teams in the workplace now want collaborative leadership styles rather than commanding ones. Certain character traits which are more dominant in women such as building relationships, listening and collaboration can create an environment which cultivates both team and company success. According to a survey conducted by HBR, 62% of respondents leaned towards hiring a male CEO unless the company was doing poorly in which case 69% wanted to hire a female leader. People understand that women make different leaders than men in a good way, they just don’t implement it regularly.
In an ideal world, women and men would be considered equal professionals – traits and perceived challenges would not be based on gender. However, anyone who has spent time working in Asia knows that we’re far away from this goal for gender diversity. How have you changed your workplace to be more female friendly, especially in leadership positions?
About the Author: Paul Keijzer is the CEO and Managing Partner of Engage Consulting in Malaysia, Pakistan and UAE. His primary focus is on transforming top teams and managing talent across Asia’s emerging and frontier markets. Download Paul’s Social Media Toolkit to Advance your Career
The old Mars versus Venus debate is back and this time it’s in the business arena. Traditionally, men have always had an edge over women in running businesses- more men own businesses and high revenue businesses are mostly controlled by men. So why ask this question? With many women rising to break the glass ceiling and proving that gender has nothing to do with success, it is indeed a valid question. Women are showing that they can handle business as well as men, if not better.
The rise of women in business: Why women are better at calling the shots
The last few years have seen a steady rise of women-owned businesses in the country. From startups to corporate giants, a number of women CEOs run companies. Business is no longer male-dominated. According to a 2013 report by American Express OPEN, women own 8.6 million businesses in America. Moreover, women-owned businesses have grown by 59 percent between 1997 and 2013 and this trend is set to continue in the next few years. As more women step into the business game, it brings us back to the question: Are women better at doing business? Here are five areas where women fare better than men, research has confirmed. All of them are important in the task of running a successful business. The findings may just about convince you!
Women were rated as better leaders than their male counterparts in a 2011 study carried out by Zenger Folkman Inc., the Harvard Business Review reports. Women score higher than men in most of the competencies critical in leadership, scoring high in qualities like taking initiative and pushing hard for results.
2. Decision making
The fairer sex lives up to their name. Research shows that women bosses are fairer than their male counterparts when it comes to making critical decisions in the company. A study by the International Journal of Business Governance and Ethics found that women leaders involved others in the decision making process and companies that had female board members were more successful, reports The Daily Telegraph.
3. Financial emergencies
A 2013 HSBC study has found that men are more likely than women to touch their retirement savings when faced with a financial crisis. More women also considered economizing as a possible means of dealing with financial crisis, the study adds. Going by this study, women seem to be better financial planners, a quality that is vital in business.
4. Credit management
A study by the American Association of University Women shows that women may just be better at handling debt than men, says a report by CBS News. While men and women are equal in terms of average credit scores, men tend to have bigger mortgages and higher incidents of late payments.
5. Social responsibility
Women leaders are more likely to contribute towards activities that have a societal impact. The 2013 U.S. Trust Insights on Wealth and Worth reveals that female entrepreneurs love to give back to their community, Forbes reports. Philanthropy plays a big part in the financial portfolio of women leaders, more than men.
An article by American Express further makes the case for women, citing five reasons on what makes women more effective bosses than men- they are better at communication, better at fostering relationships, have got stronger business ethics, they are more patient and better at triggering passion in employees.
Women have always excelled in the corporate sector, but their numbers in top positions have been dismal. But these studies show why women may be better business handlers and how they make more successful leaders as compared to men. Some of the findings may have come as a surprise- traditionally men have been more driven and forward in taking the initiative but women outscore them in these two areas!
It’s not just in the big businesses that women are thriving. Driving for growth is also one of the characteristics of women who own small businesses, the Hartford small business report shows. The 2013 study showed that when it came to small businesses, women displayed more desire for growth than men owning similar sized businesses.There’s also increased optimism in women owners who operate small businesses, the study adds.
As the future for women-owned businesses seems bright, one thing is clear: In a tough business environment, women are no less and the numbers are out there for all to see. Can women handle business better than men? I think you know the answer!
About the Author: Elvis Donnelly is a father of two who works from home. He is a voracious reader and like to keep abreast of current affairs on personal finance, technology and innovation. In his spare time, he loves taking on home improvement projects and considers himself a closet chef.
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Do not look at the woman in front of you as having been out of the workforce. Instead, see her as formerly employed in one of the hardest occupations possible: parenting. She can handle stress and odd hours, all with very little sleep. She can multitask and think days, weeks and even years in advance. As an HR professional, there are things you can do to help her return to the workplace and capitalize on her unique set of needs.
Understand the Compromise
In a study published in the Australian Occupational Therapy Journal, researchers found that compromise was a major theme in the decision of a parent to return to work. A parent returning to work has made a decision to balance her life between two huge priorities. Understand that she may be torn between being at home and being at work. She wants to do both, and well, but bilocation is still a fantasy. By keeping the job focus on achievement over time, a smart HR director can ease the pain of returning to work and increase employee retention.
Value the Employee
The same article states that one of the major factors for a parent to return to work is for a sense of value. It is important for any employee to feel valued, but may be more so for the returning parent. Awards, appreciation flowers or a heartfelt thank you note can bring out the best in a parent-turned-employee.
Remember that a mother coming back into the labor force post labor is not some lost soul who needs a place to be. She is an accomplished human being who can bring value to your company.
Go To Bat
Workplace flexibility is central to a parent’s decision and ability to return to the workforce, according to the Journal of Industrial Relations. Unfortunately, studies show there is often a dissonance between the policies of a company and the management’s actual practice. Having a work-at-home policy means nothing if that policy is never approved by management. Economies of time are central for success for both a business and a parent. A business manager needs enough man hours to complete a task but valued parent-workers needs time to pick up children from school and handle kid-related emergencies.
Sometimes it will be the HR director’s job to mediate this balance of time and responsibility. This may require conversations with managers, but it could also mean offering the parent-worker alternative job responsibilities. Researchers are finding that the stresses of being both a parent and a successful employee are opening up people returning to the workforce to the idea of changing career paths. Making this a possibility can be good for all parties involved.
About the Author: Ruth Harris has been a HR consultant in the Bay area for ten years. When she’s not at the office, she enjoys spending time with her kids and exploring the city of San Francisco.
Women in leadership positions have been a hot topic on the global news circuit. In the US, tongues are wagging about whether Hillary still plans to become one of the most powerful people in the world , while in the UK, the government target of 25% female representation on boards by 2015 will likely be smashed since it’s shot up to 20% for the first time ever.
Yet despite the positive changes, a recent report released on Catalyst.org says that female representation on boards in North America has stagnated in the past few years. While women represented 47.3% of the 2011 workforce in Canada, they only made up 22.9% of senior management position s by 2012.
All the data suggests that the playing field is not even quite yet. So how have the women at the top of the global HR and business community climbed the career ladder to the top rung, and how can you do the same? Changeboard turned to seven senior business and HR professionals to get their advice on the problems they’ve faced, and how they’ve overcome them.
Carolyn McCall, CEO of easyjet, on balancing work and home life:
“You can’t be managing director or CEO of a company and not stay completely involved in the business, but it’s about finding a way of making it work. An important ingredient for me was having the right balance between my personal life and career.
It’s now time for women to keep their head above the parapet. Write a letter to your line manager or HR outlining the flexibility you require and present your business case. You may be surprised to find that you’re pushing at an open door.”
Kate Chapman, group HR director, PageGroup, on developing your own leadership style:
“I’m the same person I was when I started work, and have stayed true to my core values. I’ve got many great experiences to draw on and plenty of people I can reach out to.”
Leigh Lafever-Ayer, HR director of Enterprise Rent-a-Car, on the importance of mentoring:
“Look for mentors in and out of your organization. They can help you develop your skills and knowledge. Studies show that, despite having proven their talent, lots of women lack confidence in their abilities. A mentor can boost your confidence and could encourage you to go for jobs that you would otherwise pass over. Networking is equally as important. Introducing yourself to a wider community can lead you to untapped opportunities.
In my position, one of the areas of special focus is helping women to grasp the opportunity that is there. Many women readily admit that they are more cautious about putting themselves forward for a role than men. Even when their balanced scorecard is demonstrating ability, they may hesitate and wonder if they really are ready. Our mentoring, networking and development programmes are designed to help women overcome these hurdles.”
Fareda Abdullah, VP, human capital and corporate communications, Majid Al Futtaim Ventures, on what it takes to grow in business:
“I do not accept the common misconception that women have no career ambitions. It’s important to be focused and not give up. You must adapt according to your circumstances.”
Jane Bilcock, executive VP & chief HR officer, Pinstripe & Ochre House, on the key to success:
Do something you feel passionate about. Life’s too short to do something that doesn’t excite you.
Ceri-Anne Connelly, HR director, group functions, Aviva, on the value of hard work:
“Roll up your sleeves and get ‘into the work.’ I wouldn’t ask my team to do anything that I wouldn’t do myself. Sitting with employees on the front line is the best possible way of understanding the need for change and defining the most successful people strategy.”
Jeannie Edwards, director of HR, Europe Africa, MWH Global, on being authentic in business for success:
“Don’t try to be anything other than yourself and don’t take yourself too seriously. Don’t try to fit into a mould. The most successful women I know are comfortable with themselves. The most frustrated are role playing. A very senior woman once told me that I would never be taken seriously if I wore pink. I wear pink a lot, and it doesn’t seem to have done me too much damage.”
About the Author: Katie Richard is the online content editor for Changeboard.com, a global HR careers and content site based in the UK. A Canadian living in London, she’s interested in raising the profile of women in business.
Despite remarkable progress in the workplace and society over the past few decades, women still seem to have more trouble being assertive, overall, than do their male counterparts. For instance, women tend to be more apologetic than men are, even when the situation doesn’t necessarily warrant an apology. Some women seem to be constantly apologizing, and even their nonverbal communication leaves the impression that they are apologizing for taking up space. Some women are so apologetic that, when called on it, they apologize yet again. That’s an extreme example, but the tendency to be overly apologetic is a problem that many women need to correct.
Not convinced? Then here – without apology – are 5 reasons a woman should curb that apology impulse in the office, particularly if she’s in a position of authority or has ambitions in that direction.
1. Being constantly apologetic makes you appear submissive. Continually and unnecessarily apologizing is submissive behavior. Even if you have a subordinate role in the workplace, you don’t have to be submissive. You’re less likely to be taken seriously, either by superiors or subordinates, if you’re continually saying you’re sorry for everything you do or say.
2. Being overly apologetic can erode your self-confidence. This goes hand in hand with number 1 above. Constantly apologizing can not only lessen others’ regard for you, it can also make you doubt yourself and your own capabilities. And if you’re aiming for a position of authority, being too apologetic can sabotage your efforts at advancement, as it reinforces your submissive behavior and thought patterns.
3. Being overly apologetic clouds the real issues. Maybe you apologize to keep peace or to be diplomatic. But there’s such a thing as being too diplomatic, to the point of being dishonest. If you keep letting others get away with boorish behavior and cover it with an apology and a smile, the problems will continue to fester and may blow up in your face someday.
4. Being overly apologetic is ineffective anyway, due to overuse. A recent study showed that because women are more apologetic than men, their apologies are generally less likely to be taken seriously.
Apparently it’s the unexpected apology that makes people sit up and take notice. While the same study indicated that, statistically speaking, an apology from someone in a managerial position is more significant than the gender of the person making the apology, women in general are still taken less seriously, so apologies should only be made when the situation truly calls for one.
5. Apologizing can seem like an admission of guilt or liability. This could be especially important for women in HR, particularly when dealing with an employee’s complaint. Even a well-intentioned expression of empathy can backfire if it seems to be framed as an apology for the company’s wrongdoing.
Nobody is suggesting that women adopt an arrogant attitude and never apologize when an apology is indeed appropriate. Moreover, as many women have discovered, female assertiveness also carries risks. Both male and female employees are more likely to classify a woman as “bossy” when she is even mildly assertive, though they wouldn’t blink an eye at the identical behavior from a man in the exact same situation. Your best bet is to strive to be as reasonable and balanced and fair as possible, keeping in mind that in the workplace it’s generally better to err on the side of assertiveness – even if they do call you “bossy”.
About the Author: This is a guest post by Sarah Brooks from people search. She is a Houston based freelance writer and blogger. Questions and comments can be sent to firstname.lastname@example.org.
Being a successful manager or high-ranking executive within a position dominated by men involves much more than being able to generate profits. While success is frequently measured in dollars and cents, profit and loss, or income and expenses, those statistics are only part of the total package that equals successful management and it seems that women need to work twice as hard.
Successful management consists of a set of core values that are essential for women to succeed:
- Knowledge: Knowledge is not limited to that which was learned in college, it also consists of having a broad industry-specific knowledge base in which a person is involved. It includes a detailed understanding of management skills and abilities that are conducive to getting desired results. Taking it upon yourself to learn as much as you can go a long way.
- Versatility and Adaptability: Successful women leaders cannot be rigid in their business outlook, because of the ever-changing landscape in which they work. Not only do businesses need change frequently, but there are also changes to applicable laws and regulations, relationships with suppliers and vendors, and modifications to the company’s organizational structure. Being flexible and able to adapt to anticipated and unexpected changes is essential and causes others to take notice.
- Effective Communication Skills: It is impossible to manage a business if you lack a strong ability to communicate effectively. Managers and executives must communicate frequently with a variety of individuals, and they have to be able to express clearly their opinions, instructions, and objectives. Effective communication also includes the ability to dictate those things to people in a positive way that creates a desire in others to carry out directives, share opinions, and fulfill business goals. This is one of the harder things to learn, so mastering it will give you a competitive edge.
- Leadership Ability: In nautical terminology, a captain is expected to go down with the ship when it sinks, but the captain is also at the helm of that ship when it is forging ahead into uncharted waters. This analogy also applies to members of management, who should possess leadership qualities that inspire and motivate others to follow where they lead. A good leader is one who seems to attract effortlessly a following of loyal staff members who admire, respect, and look up to that leader as a positive, influential role model.
- Commitment: Being committed to the success or failure of a company is a quality that many employees and supervisors possess, but successful leaders are also committed to the success or failure of every member of their team. Commitment includes being able to “see” desired goals and objectives being met in the future and motivating employees and other managers to move continually forward and focus on attaining those goals for the good of the company.
Successful management also includes other qualities that could be viewed as being equally important, but these five core values are those which should be fundamental, especially for women. Without these values, it truly is impossible to manage successfully and having just one or two is not good enough. To be a truly successful woman in management you must stand out. Going above and beyond, and showing everyone that you have what it takes to be a successful leader in not only your business or company but in your industry.
About the Author: Dee Fletcher is a freelance and ghost writer. See also enjoys guest blogging, and does it as often as she can to build her online presence. She has previously been a guest writer for Women of HR. Dee writes mostly about current trends or events relating to business and technology, but will occasionally write about various industries as well. She works from her home in Southern California and loves to visit the beach as often as she can.
“Don’t just stand for the success of other women – insist on it.” - Gail Blanke, President and CEO, Lifedesigns
Maybe being a man writing this undermines all credibility. My career has been all about embracing the importance and value of a diverse workplace. Having a silent or marginalized voice isn’t easy. Being an ignored or disrespected voice is soul crushingly depressing. I’ve long been having this conversation with my female colleagues about the importance breaking the silence and finding my voice.
Let’s not kid ourselves though, there’s still knuckledraggers wandering the workplace halls. The staff room at times is more like a locker room. You need hipwaders every time you pass the watercooler, because there’s so much BS and testosterone fueled bravado surrounding it.
There are talkers in your midst. They’re also getting ahead by only talking a good game. It’s time to rise above the bad smell, of less pay, less recognition, and lesser titles. You’re educated, you’re smart, you have skills, and you work harder than most. You’ve got game. Communicating a great game will raise the bar in your workplace.
Improving your verbal and non-verbal communication skills will get you noticed, will help get you ahead, and make for a better workplace. Here are some things to keep in mind.
- Being overly apologetic is undermining. It’s not your fault the network is down, or the caterer messed up the the lunch order. Working late to meet a deadline, don’t apologize for asking your team to join you.
- Your behavior shapes the universe. Your competence and confidence always need to be on display. Showing courage and conviction will inspire and mobilize others to take action. Turning your words into action will get you noticed. Remember the fine line between arrogance and confidence. Speak directly with authoritative tone. Being loud, condescending, or defensive won’t carry the day.
- Do not talk down your achievements or undervalue them when working in a successful group and alongside men. Teamwork matters. Undervaluing yourself in group situations, in front of co-workers or employers, will hold you back. Take the credit and recognition you’re due. Kudos aren’t just a man’s domain.
- Of course there’s merit in wanting to be helpful, and having the get things done attitude to achieve your teams goals. Remember the delicate balance between taking on meaningful tasks versus the busy grunt work nobody else wants to do. You want to be a meaningful and effective contributor. Communicate with the boss about projects that excite you. Let them know what you’d like to work on.
- Ideas are essentially gender neutral. Work at generating good ideas, communicating the value of those ideas, as well as helping others articulate their ideas.
- If direct and open feedback is constructive, don’t personalize or internalize it. Be direct and open in receiving it. Take action on it.
- Be authentic. Know and respect what you are about, and true to your beliefs. You’re more than just what’s on your resume.
- Focus on your own growth and contribute to the growth of the people supporting you.
A truly diverse workplace embraces different voices, with different perspectives. By making your voice is heard and your presence known, you’ll be making a difference.
“Don’t waste your energy trying to educate or change opinions; go over, under, through, and opinions will change organically when you’re the boss. Or they won’t. Who cares? Do your thing, and don’t care if they like it.” ― Tina Fey, Bossypant
About the Author: As VP of Marketing, Bimal Parmar manages the global marketing strategy and execution at Celayix. With over 20 years industry experience, Bimal is responsible for making sure the world learns about the benefits of Celayix’s solutions that include: advanced employee scheduling, time and attendance, employee communication as well as integration modules for payroll and billing. Before joining Celayix, Bimal was Vice President of Marketing at Faronics, a leading provider of IT solutions for the Education vertical where he helped grow revenue over 50% and launched exciting new solutions. Prior to that Bimal held senior marketing and product roles at technology companies such as Business Objects and McAfee Security where he gained significant international experience working with global companies such as Microsoft, Dell, Sony, HP, Orange, Telefonica and Ricoh.
Editor’s Note: Dr. Lois P. Frankel is the President of Corporate Coaching International , an executive coach, speaker, and best-selling author. She has just released an updated and revised 10th anniversary edition of her book Nice Girls Don’t Get The Corner Office: Unconscious Mistakes Women Make That Sabotage Their Careers. In it she reveals a distinctive set of behaviors that women learn in girlhood that ultimately sabotage them as adults and discusses how to eliminate those behaviors. Today, she has shared her Top 10 tips with us. Some you may agree with, some you may not. Let us know what you think in the comments below!
Top 10 Tips For Claiming the Corner Office
1. Body Art: Don’t get a tattoo or an unusual body piercing if you’d had even one drink, toke, or snort. You’ll be likely to regret it. Similarly, don’t be goaded into getting one by your sorority sisters, girlfriends, or someone you’re dating who thinks they’re hot.
2. Communication: Resist the urge that screams incomplete when you don’t say everything that’s on your mind. Women, fearing they haven’t explained well enough, can use about twice as many words per day than men (and then wonder why they’re not listened to). We think when we talk more, we make a better case – when in fact the opposite is true. This is a case where less is more.
3. Inappropriate Use of Social Media: Once you post something on the internet, getting it off is like trying to put the toothpaste back in the tube. You have no control over where it goes. Play it safe. Put nothing on the internet that could cause someone to doubt your values, your brand, or your reputation.
4. Giving Away Your Ideas: Get in the habit of asking a question after expressing an idea or making a proposal. Something like, “Are there any objections to immediately getting to work on this?” is ideal. This increases the likelihood of acknowledgement and discussion.
5. Feeding Others: Unless your name is Betty Crocker, don’t bring food to work or have it sitting on your desk. It softens the impression others have of you. Of course if it needs softening because you’re a tough broad, it could be a good strategy!
6. Skipping Meetings: If you think meetings are just a big waste of time, think again. They’re called “meet-ings” not “work-ings.” Even when a meeting seems unproductive, it provides you with the opportunity to market you brand, get information, and be on the radar screens of those who making decisions about your career.
7. Being a Doormat: Pablo Picasso said, “There are only two types of women – goddesses and doormats.” Avoid being the latter by learning to manage expectations about what you can and can’t realistically do (take a negotiations class if you have to), asking for what you want or need rather than waiting to be given it, and trusting your instincts. If you think you’re being taken advantage of or abused, you likely are.
8. Protecting Jerks: Women are like jerk flypaper. Not only do we attract them more than men do, we tolerate them longer than we should. Consciously distance yourself from jerks (and jerks can be men or women) so that you’re not found guilty by association, when you get blamed for the actions of a jerk re-direct the blame to where it belongs, and when the jerk is your boss it’s time to look for another job. You won’t change a jerk, so protect yourself.
9. Making Miracles: Miracle workers get canonized not recognized. In every organization there’s a baseline for hard work that everyone is expected to toe. If you consistently work beyond the baseline you’ll be seen as a worker-bee and just be given more work to do. Learn to not only do your job well, but also be strategic in how it gets done so that you’re seen as more than just a worker-bee. Use all the extra “free” time on your hands to build relationships that will serve you throughout your career.
10. Branding: We are all brands in the workplace. It’s what distinguishes you from everyone else. Write down 3 – 5 words you want people to use to describe you. Then identify the behaviors in which you must engage for others to actually see those traits. When you act in concert with your brand, people will come to trust you.