Archive for Equality
When We Become Leaders: Happy Ever After??
Posted by: | CommentsThere is a great image I once saw of someone climbing the ladder of success only to find it was attached to the wrong building; at the top were broken windows and a roof that needed replacing. It’s not always the way we think it will be.
I was reminded of that when I was telling my five year-old grand-daughter a new rendition of Cinderella. Life is not always as we expect it to be. Arielle requested a story that would be about her heroine, Cinderella, after she had married the prince.
I looked down at the pair of UGG boots I had just taken off, sitting near the door and the story just flowed. Cinderella was bored with her position, all pomp and no power. She decided she wanted to go hiking in the cold winter and came back from shopping with a new pair of UGG’s.
The prince shrugged, he was too busy with the state of the state to bother with fashion. However, the queen was furious that Cinderella wanted to wear such cumbersome shoes. I was just about to have Cinderella succumb to the queen’s demands to return the UGG’s. I was curious to see how my granddaughter would react, when she chirped up with “its okay grand mom, she should keep the shoes, after all it’s her body and she can wear whatever she wants!”
I really did see that a new generation of young girls is growing up to have internal strength and not buy into the fairy tales as easily as I know I did as a kid. I also gave kudos to my daughter for helping keep a balance between fairy tale beliefs and emerging leadership that begins with internal conviction.
We are all learning to be authentic, true to ourselves. If we can see that we are all works of art in process and that change comes each time we say “Yes” when we mean yes and “No” when we mean no, we are on the route of authenticity and integrity. I think this path may be a bit easier for younger generations. Just know we are paving the way.
Why We Need a Woman at the Top
Posted by: | CommentsPost by Jane K. Stimmler, contributing Women On Business writer
The other day I went into the closet where I store my off-season clothes and saw my “Hillary for President” baseball cap. It made me feel sad again. Not that I haven’t moved on – I truly have – but seeing the cap stirred up my sense of frustration that we haven’t been able to put a woman in our country’s top leadership position.
Did you know, according to the organization “50-50 by 2020,” that 63 women have been elected or appointed to serve as prime ministers, presidents or chancellors in 47 countries from Argentina to Yugoslavia? But not in the United States – unless you count the Fox television show “24.” This is their second season with a female president and if you’re looking for optimism, the show used to have a male African-American president – and that was before Barack Obama.
I think it’s great that we have a few women (including Hillary Clinton as Secretary of State) who are powerful and visible as representatives of our country. However, the real breakthrough will come only when a woman is elected to the highest office in the land. Why? I believe the prescription for finally breaking down stereotyping and vanquishing ignorance is for people to become accustomed, on a day-to-day basis, to having a woman in charge – with all her strengths, failings and unique leadership skills.
Research has shown that most women have very different leadership styles than men. Wouldn’t it be interesting to see how those differences play out in the office of president? Would a female leader change the paradigm through more comprehensive communication, longer term decision-making and valuing success above power? Would she be collaborative, ethical, and empathetic? Studies have shown these as some of the strengths that women possess. However, they are gender-specific behavioral stereotypes and in reality, the way in which our hypothetical female president leads will depend on the specific woman elected and her individual style.
The path to gender equality will only come through greater understanding and appreciation of individuals and their unique talents, and cannot be achieved until precedent is broken and a fundamental shift takes place. In business, a critical mass of women is necessary at the top echelons of organizations in order for women’s voices to be heard. In politics, there’s only one top job – and for women to be seen as true equals without limitations, a woman must hold the office.
What do you think? Please join the conversation!
Work for a Jerk?
Posted by: | CommentsAt one point or another, we have all worked for a jerk. Trending analysis, client feedback and underground communication clearly indicate that mismanaged employees and boundary violations are on the rise. Managing through tough times and poor leaders is often time more difficult than the work itself. Poor leadership can range from an immediate supervisor to poor HR leadership. Noone is exempt.
Taking charge of your career and disengaging from negative forces, including a jerk of a boss is within your reach. As a Career Strategist with an organic and practiced track record of problem solving, I am focusing this weeks blog on the employee relations aspect of managing poor leadership, self preservation and maintaining your sanity.
5 Strategies to Activate NOW
#1 Document…Document…Document
Venting is short lived whereas documenting is soothing, has long range positive effects and will set you up for a chronicle of events if you need to take legal action.. Hand write your discontent in a strategy journal. This is a journal specifically dedicated to you, your work, your accomplishments and your discontent. Keep it is a safe place and use it daily. Date, time stamp and openly journal details of what is occurring. Always be sure to credit yourself for one or two accomplishments per writing. When leadership is lacking, you need to start truly leading yourself. This means crediting your daily accomplishments and cheering for yourself!
#2 Keep the Personal Out of Professional
Remind yourself that you accepted your position to offer professional skills in lieu of pay. That is it! Nothing more! While it is a bonus if you make a friend or two in the workplace, your primary focus must be on your skills and honing them. If you have a jerk as a boss or a leader who leads you to feel uncomfortable, steer clear. You are under no obligation to take part. If you think you can out maneuver the person…perhaps you can but you will be far better served if you develop a strategy focusing on your accomplishments and becoming successful than trying to “play the game”.
#3 Remove Fear from your Vocabulary
There is a reason the famous quote “there is nothing to fear but fear itself” has stood the test of time. Use it. Get out from behind your fears and exercise your courage. This does not mean randomly acting out, but rather, put a plan in place on making your move to either sustain the existing workplace dysfunction OR exit the company. Planning your work and working your plan is powerful. Have dedicated hobbies outside of work. This will give you something positive and productive to look forward to and feed your focus on you.
#4 Stop living above your means NOW
If you cannot quit your job due to financial restraints, start cutting back on your luxury spending and live beneath your means. Start paying yourself first by banking as much as you can. Make a game out of stashing away extra money. You will gain power over yourself which will bring a heightened sense of confidence into the workplace. Your boss may be curious about seeing a change in your however, never needs to know why the change. Remember Rule #2??? Keep personal to yourself.
#5 Take Action.
If you have been spoken to inappropriately, asked to divulge personal information, felt emotionally violated to the point of crying or coerced to conform in what may be perceived as a borderline “touchy feely, cultish” environment, stand your ground and exercise your voice. The EEOC is always available to file charges especially if on the job allegations are not being dealt with. Environmental harassment is NEVER ok. Once you speak up, you are protected by the law from any further wrongdoing. Get Moving!
For more information: www.eeoc.gov.
Women Leadership and Mad Men
Posted by: | Comments
Some revolutions are bloody, and some are flash-in-the-pan moments.
The women’s movement began quietly with a book “The Feminine Mystique”, moved to bra burning, and gained traction with consciousness raising groups.
All of that seems like it was centuries ago.
We now head large organizations, are in key positions in government, and have a say in just about everything. Yet some of the pleaser and martyr behavior patterns that were handed from generation to generation are still dying a slow death.
Just watch “Mad Men” and remember how it was. You worked if you typed and delivered. No not ideas – merely the coffee to the men. While much has changed, there is more work to be done.
This is a year of both celebrating change and dialoguing about what still needs to change. CELEBRATION: in the next few months women will cross the threshold and become the majority workers in America. CELEBRATION: women professionals are in the majority in this country. CELEBRATION: women have become economically powerful in their own right.
What is the next phase of the revolution toward equality, and even beyond that, toward partnership?
Perhaps we need to regroup and create consciousness-raising groups that mirror the 60’s. Maybe this time it needs to include both men and women. While we need to celebrate the successes, we really need to ask the hard questions that remain unanswered for ourselves, our children, and even our grandchildren.
My daughters are grown, and I am now watching the dilemmas and concerns about what it means to raise children in a world that is going at warp-speed. What does it mean to run a business, run a household, and still have time for the kids?
I believe the dialogues of today are around the unfinished business of the past. The issues are around motherhood, and fatherhood. The issues at the deepest level are about the children. If we have them, then who raises them? What kind of support is needed to bring out the best in the next generation?
This is where the pleaser and martyr patterns of the past, so deep in the neuropsychology of most women, kick in. Women still appear to be the ones who make the plans for the youngsters, take off the time if they are sick, and worry about grades, friends and drugs. Sure, dads are included, yet it still seems that mothers are carrying the heaviest part of the load. That has not really changed.
I am not suggesting we demand that our men vacuum and make the oatmeal. That discussion belongs to each couple to sort out. I am thinking way bigger than that. I am wondering if we can look at the countries that have offered families more help, looking especially at Norway and Sweden.
What do we need to do to change, so the next generations grow to be the best they can be? When do we as women take the pleaser and martyr parts of our personalities and transform them into their positive opposites – the truth teller and the integrator? What are the questions that need to be asked to sort out the dilemma of what we can do, what our businesses can do, and what government can do?
I’d love to hear from you with ideas about creating life-enhancing programs that can deter so many of the social problems connected with the new world of work we have helped create, and the burdens of parenting at every level of our society.
Let’s start a 21st Century rendition of consciousness-raising, and keep the revolution for healthy and balanced evolution at the forefront of our lives.
Why Critical Mass is Important
Posted by: | CommentsPost by Jane K. Stimmler, contributing Women On Business writer
I was meeting with the top decision-makers at a client organization recently to plan out an important event for 2010. As we began to discuss the speakers they had invited to participate, and the ones they planned to recruit, I realized there wasn’t a single woman – or minority – among them. Though, in fairness, the organization is about three-quarters male, it still was baffling to me that they were oblivious to the fact that they had reeled off eight white males as speakers without a thought to diversity. My clients are really good people who are intelligent, open-minded, creative and curious. But not once did any of them consider the issue of balance in gender – or race, or anything else for that matter.
When I spoke up and pointed out the issue, there was a collective pause – and then, as they “got it,” a change in direction.
It made me think about the issue of balance in women’s representation.
I believe, in most cases, the reasons for lack of appropriate balance are not due to a Machiavellian plot, but to history “the way it’s traditionally been”, staying in a comfort zone “the people with whom I eat lunch or play golf”, and obliviousness to the issue “I’m just choosing people I know who fit the bill.” This line of reasoning ignores 50% of the population and 50% of the workforce – and the importance of including them in leadership and decision-making. It also doesn’t take advantage of women’s fresh perspectives and different experiences, nor does it take into account their value as consumers and constituents.
And, a token woman won’t be of much value, according to a study which reported that having three women on a corporate board seemed to change the paradigm by boosting women as a minority status and enhancing their contributions. Disturbingly, Catalyst’s 2009 Census shows that less than one-fifth of the 496 companies they polled have three or more women Executive Officers and almost one-third of these companies have NO women Executive Officers. So much for critical mass.
What can women do to improve the statistics?
It is important for women to build open and effective networks in order to become better known. Understanding the importance of making key contacts internally in your organizations as well as externally is vital. Women must also be unafraid to take more risks and learn to be more strategic in terms of career growth. Using mentoring effectively is another tool to help you get your name and talents known to the right people. And, finally, learn to navigate the politics of your organization or company and don’t shy away from leadership positions.
If we keep our eyes open to inequities in gender balance and we make our observations known, I’m convinced progress can be made in this area. However, it will take a critical mass of voices to change the status quo. So let’s all put this on our “to do” list for the new year!
What do you think? Please join the conversation!
Leadership Lessons: I’d Rather Be a Whale
Posted by: | CommentsPart of leadership, especially women, is to be a voice for separating the wheat from the chaff. It is time for all of us as women leaders to put a halt to the binding messages we are bombarded with about image. No, I don’t mean we should all state that overweight is better, I mean we need to begin to question what is being fed to us (sorry for the pun) about what is the standard for the acceptable and attractive woman. It is a legacy issue that if addressed now will have a vast impact on our daughters (and they are all our daughters regardless of who birthed them) of the future.
Nancy Pennebaker, a senior consultant with our organization, Creative Energy Options, Inc. (CEO) sent this to me for both the humor and the depth of the message. Our company motto, “we are all connected and no one wins unless we all do”, is embedded in the following short article. It shows that this issue of image is one that is a world issue.
Notice that the sign in the window of an exercise studio and the answer are from France, where the image of gorgeous models in clothes by Yves St. Laurent, Chanel et a.l became the standard of beauty.
This is a time for us to say what really matters and stand for changes, so that the future is not trapped in the girdles of the past.
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“This summer, do you want to be a mermaid or a whale?” A middle-aged woman, To Whom It May Concern, Mermaids don’t exist. The choice is perfectly clear to me: P.S. We are in an age |
