Lately some (small) things went wrong at work. It upsets Femsy and she has difficulty overcoming these mistakes.
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Situation 21: OVERCOMING MISTAKES
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Tag Archives: Leadership
Situation 18: CAREER RESPONSIBILITY
Mian is upset with Mansy because he is not taking the responsibility for her career planning.
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I Am Feeling Vulnerable!
At work, we are programmed to act as if we know what we are doing, even in moments when we have no clue.
Managers and employees often act from the shared belief that being vulnerable at work is not acceptable, that it will result in perceptions of incompetence, lack of confidence and consequently a poor performance review.
We are often afraid to be vulnerable because it is associated with weakness. However it is a commonly experienced human feeling. None of us are exempt from feeling vulnerable at times. Continue reading
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Maria Bartiromo with Catherine Whitney, “The 10 Laws of Enduring Success”
Reviewed by Femflection
Maria Sara Bartiromo (born September 11, 1967) is an American television journalist, magazine columnist and author of three books.
“The 10 Laws of Enduring Success” draws on the experiences of the thousands of executives Maria Bartiromo has interviewed over the years, as well as her own career and professional philosophy. Continue reading
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When Office Politics Are At Odds With Your Personal Values
Just yesterday, I came across a Harvard Business Review article titled “Great Leaders Embrace Office Politics”. Written by Michael Wenderoth, the article describes how, in the real world, our success is determined less by merit and more by perceptions and political skills. Michael’s writing is pragmatic and draws insights from top executives’ actual experiences, even his own. It also reminded me of the many warnings I have received about playing the office politics game. “It is there in every office. You cannot eliminate it, so you might as well play it,” a number of colleagues, relatives and friends have told me so over the years. Continue reading
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John Covington, “What I Learned About Leadership From My Dog”
Reviewed by Femflection
John Covington is CEO of Chesapeake Consulting. He is APICS certified as CPIM, has all TOCIOC disciplines and is a Jonah’s Jonah. Prior to founding Chesapeake he served industry in roles ranging from process engineer to vice president of operations. Continue reading
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Robyn Benincasa, “How Winning Works: 8 Essential Leadership Lessons from the Toughest Teams on Earth”
Reviewed by Femflection
New York Times best-selling author and world champion adventure racer Robyn Benincasa accepts full responsibility for inspiring people to do insane things like climb Mount Kilimanjaro, run their first triathlon, start their own adventure racing teams, or launch their own businesses. After all, that is who she is and what she does: an adventurer who inspires people to do amazing things.
In her 15-year career as a professional adventure racer, Benincasa has competed in close to 40 expedition-length events – gnarly, multiday, multisport killers such as Primal Quest and Eco-Challenge. She has biked through jungles in Borneo, climbed Himalayan giants in Nepal, trekked across lava fields in Fiji, rafted rapids in Chile – and racked up multiple world championship titles along the way. In her spare time, she is a full-time firefighter in San Diego on the nation’s first all-female crew.
Her latest book, How Winning Works: 8 Essential Leadership Lessons from the Toughest Teams on Earth, hit the shelves in May 2012 and was quickly dubbed a New York Times bestseller. Continue reading
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Situation 13: ADVISOR/MENTOR ON CONTENT
Betsy, new in her Supervisory role, feels she can benefit from regular advise from somebody more experienced than she is. She asks Billy to act as her mentor. Billy gladly accepts this role.
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Is Gender Equality a realistic option?
Gender discrimination is the unequal treatment of someone based on sex.
In the workplace, gender discrimination is illegal if this discrimination affects the “terms or conditions of employment.”
(i.e. hiring/firing/promotions, pay, job classification, benefits)
Nevertheless, gender equality is a hot issue:
- Just 5 percent of Fortune 500 CEO’s are women. In the U.S. only 17 percent of corporate board seats and 25 percent of senior management positions are held by women, even though women make up nearly half the workforce.
- Despite attempts to debunk the wage gap statistic, women only earn 77 percent of what men earn for the same job or amount of work. At this rate, it could take a full 45 years before the wage gap disappears.
We have stereotypes about what constitutes leadership, and it is much aligned with our stereotypes about who men are and who women are.
When we think about how leadership is defined, we tend to think more naturally about men as leaders than women.
Not surprisingly, men are expected to be confident, opinionated and assertive, while women are expected to be nurturing, compassionate and passive.
Women therefore are not top-of-mind when we think about leadership, which hinders the ability to move ahead toward gender diversity and equality.
Unless we as women play a major role in abolishing gender stereotypes, gender equality will never be a true option.
Source: http://www.kornferry.com/institute/second-generation-gender-bias
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SORRY!
According to a 2010 study in the journal Psychological Science, “women have a lower threshold for what constitutes offensive behavior,” and hence are more likely to see a need for an apology in everyday situations.
Women apologize more, and they seem to do so to be compliant and empathetic.
Should women “man up?”
Could apologizing be holding women back at work?
View one:
- “Excuse me, may I ask…”
- “I might be wrong, but …”
- “I don’t know, but…”
Phrases like the above litter your speech, and each time you use one, you weaken your own voice. When you say what you mean in a direct, straightforward manner, you’ll be heard, understood and respected.
Knowing how to communicate with confidence sends the message that you are self-assured, proud of your skills, and comfortable in expressing your ideas.
When you stop saying sorry, you allow yourself to grow into the most confident version of yourself.
View two:
Ann Friedman believes it’s up to society to change the sorry game and wrote a story that followed Crosley’s, aptly titled, “Can We Just, Like, Get Over the Way Women Talk?”. She believes women shouldn’t be forced to “question [their] voice.” If all women were to change their speech patterns to fit a prescribed, “powerful” norm, our cadence “would lose the casual, friendly tone we wanted it to have and its special feeling of intimacy…it wouldn’t be ours anymore.”
My view:
There is power in empathy. Apologizing isn’t what keeps women out of high-powered jobs they deserve. It’s not the “sorry” that’s the problem. It’s the sexism.
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