by Nicole McMackin | Women
I’m often interviewed and asked about successful women in the workplace and my views on being one of the few to break the glass ceiling in the technology sector.
My response has always been that I never saw a glass ceiling, so I didn’t give myself an excuse not to break through it.
What research reveals
However, various articles and statistics about women in leadership roles in the United States do prove that there is a disparity of women leaders in the workplace. Currently, the Fortune 500 is led by 32 female CEOs, a record high.
In a recent study conducted by Pew Research Center, 34 percent of respondents surveyed believe that male executives are better than women executives at assuming risk. Moreover, when asked about specific industries women could support, a significant portion felt that men would do a better job leading technology, finance, and oil and gas companies, whereas women would be strongest at running retail and food companies.
Although that survey is full of traditional stereotyping of women, you still need to ask yourself: “Why aren’t more women promoted into the CEO position, but rather held back?”
Historically, it seems that women do not have the consistent high-ranking executive sponsorship who campaign for their advancement. Why is this?
As a sex, women represent more than half the population, a group that’s more than ready to prove themselves in senior levels in the workplace and to have the opportunity to earn equal pay for the same job.
Although women can keep up with the rigorous pace and workload at the office, maybe they can’t keep up with the social politics of the perceived “Good Old Boys Club.”
Because of the lack of women in leadership roles combined with the desire for career progression, women’s perceived need of survival overtakes their personality or natural disposition to be a leader.
The quandary
Typically, in these scenarios, women play down their strengths in an attempt to over-compensate for not being equal or the same to men. Throughout my career, I’ve heard more commentary about a woman’s disposition in a meeting or board room than I ever heard about a man’s.
Women are left in a quandary, discussed, judged, and evaluated every time they open their mouths. They’re are considered harsh and manlike if they speak up to their peers or a weak follower if they don’t.
Recent studies show that a diversified executive team will produce up to 34 percent more revenue to a corporation than an executive team filled with the same sex.
Corporations and stockholders are beginning to recognize the need for more sex and gender balance within companies, which is leading them to adapt policies that deviate from the perceived “Good Old Boys” norms and create an environment that’s friendlier to all minorities.
A call to action
With the backing of corporate stockholders, women now have an opportunity to take accountability and remain true to themselves while engaging with their male peers.
Women will only succeed if they demonstrate the will and power to not act like a man, but to leverage their natural gifts of honesty, teamwork, compassion, and persuasion.
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Today’s guest contributor is Nicole McMackin, president of Irvine Technology Corporation, a firm that specializes in information technology solutions and staffing. Nicole has an established career in sales and management, emphasizing account ownership within Fortune 300 organizations.
Image credit before quote added: Pixabay
by Andi Simon | Women
As women have taken on greater leadership roles in the business world, it’s paid off for both them and business.
A study by the Peterson Institute for International Economics found that firms with women in the C-suite were more profitable. Meanwhile, the number of female-owned businesses grew 45 percent from 2007 to 2016 compared to just a 9 percent growth in the number of businesses overall.
But will all those women in leadership roles change the workplace culture to make it more female friendly—and does it matter?
The power of culture
As a corporate anthropologist, I’m aware of the recent shift in thinking surrounding how cultures should be restructured in order for women to thrive in the workplace. This has caused me to ask: What type of culture do women really want and is it that different from what men want, too?
The results of my research were surprising.
It turns out that, in many ways, men and women want similar things in the workplace. Both prefer a strong clan culture that emphasizes collaboration, teamwork and a focus on people.
So what lessons does that hold for women who start their own businesses or are hired or promoted into leadership positions in existing businesses?
3 things for female leaders to do
Based on my personal experiences, and what I’ve learned from female business leaders I’ve interviewed, some of the ways women can succeed when leading an organization and make the workplace more attentive to the needs of both men and women include:
1) Create a culture that blends work and home.
I talked with the founder of one company that intentionally took a whole-life approach and didn’t force employees to choose between work and family. That company won all sorts of local awards for being one of the best places to work in the area.
2) Encourage staff to be innovators.
Often even the employees who think outside the box are reluctant to act outside the box for fear of repercussions if things don’t work out quite the way they hoped. But for innovation to happen, a good leader needs to empower employees to try new ideas.
3) Be an adventurer, stay curious.
If you expect your employees to try new ideas, you need to be willing to do so as well. Don’t worry about failing. Keep tinkering and trying stuff and sooner or later you’ll hit upon your a-ha moment.
My research shows that the females who know how to create success are not just building better businesses; they are changing the way people work.
The corporate cultures in women-run businesses reflect the personal beliefs and values of the women leading them, and those businesses tend to be highly successful.
What’s been your experience running or working in a women-run business?
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Andi Simon, today’s guest contributor and the author of On the Brink: A Fresh Lens to Take Your Business to New Heights, is a corporate anthropologist and award-winning author. She is the founder and CEO of Simon Associates Management Consultants, a public speaker, an Innovation Games facilitator and trainer, and a tenured professor of anthropology and American studies at Ramapo College of New Jersey.
Image credit before quote added: Pixabay
by Jane Perdue | Women
In the future, there will be no female leaders. There will just be leaders. ~Sheryl Sandberg
And when that day arrives, we’ll have no more need for today’s International Women’s Day, an observance that began in 1909 to commemorate the bold struggle for women’s rights.
Much work is needed to reach that milestone. Women’s issues need to become business issues. Women, men, and organizations need to work together to make respect, inclusion, and equity real for all. Women and men need to push for faster progress.
I’ve taken my five dreams for women and combined them with action items from the International Women’s Day (IWD) 2017 web site.
Take a look and see what items about making a difference call to you.
Dream #1…a woman can be outspoken without being labeled a bitch and a man can be compassionate without being labeled a wimp.
IWD action…champaign bias and inequality and work to:
• Query all-male speaking panels
• Pull people up on exclusive language
• Challenge stereotypes
• Call it out when women are excluded
• Monitor the gender pay gap
• Point out bias and highlight alternatives
• Call for diverse candidate shortlists
• Embrace inclusive leadership
• Redefine the status quo
Dream #2…just as many women as men are Fortune 500 company CEOs and that men no longer earn $1.22 to the 78¢ a woman earns.
IWD action…I’ll forge women’s advancement and work to:
• Decide to buy from companies that support women
• Choose to work for a progressive employer for women
• Support or back a woman-owned business
• Take a junior female colleague to a major meeting or event
• Build conducive, flexible work environments
• Appoint a woman to the board
• Mentor a woman and sponsor her goals
• Invite women into situations where they’re not already present or contributing
• Measure and report on gender parity gaps and keep gender on the agenda
• Create new opportunities for women
Dream #3…sex trafficking, domestic and other violence, stereotypes, and gender-driven discrimination have gone the way of the dinosaurs (along with the old boy network, too).
IWD action…I’ll campaign against violence and work to:
• Educate youth about positive relationships
• Challenge those who justify perpetrators and blame victims
• Donate to groups fighting abuse
• Speak out against the silence of violence
• Be vigilant and report violence
• Campaign for the prevention of violence
• Abstain from all violence, physical and otherwise
• Volunteer your help at a local charity
• Recognize coercive control and redress it
Dream #4…women no longer have to choose between being competent and being liked and that they, like men, are evaluated on both their future potential and past performance.
IWD action…I’ll celebrate women’s achievement and work to:
• Raise women’s visibility as spokespeople in the media
• Drive fairer recognition and credit for women’s contributions
• Launch even more awards showcasing women’s success
• Hail the success of women leaders
• Applaud social, economic, cultural and political women role models
• Celebrate women’s journeys and the barriers overcome
• Reinforce and support women’s triumphs
Dream #5…women are judged not by their attractiveness or bra size but by the strength of their character and contributions.
IWD action…I’ll champion women’s education and work to:
• Launch or fund a women-focused scholarship
• Encourage more girls into STEM education and careers
• Learn to code
• Value diversity for greater educational outcomes
• Support women inventors of new products and services
• Celebrate women researchers discovering new knowledge
Many opportunities exist for making a difference for yourself, your children, grandchildren, colleagues, and women everywhere in this list.
Pick any and all that call to your passion for respect, equity, and inclusion…and work to make it so!
How will you be bold today?
Image source: Pixabay
by Jane Perdue | Women
I found it poignant and creepy that Carrie Fisher passed away on my birthday after suffering cardiac arrest. Heart disease is a silent killer of women. Why? Because we insist we’re just fine even when we aren’t.
I know. I did just that.
Thankfully my loving husband ignored my “I’m fine” remarks and took me to the hospital. Because of him, I dodged the silent killer. I got to celebrate my last two birthdays.
That privilege, I’ve learned, comes with opportunities and obligations. Opportunities to live a life of purpose and an obligation (albeit a welcome one) to share, educate, and inspire.
So, about women and heart disease, here goes.
Risk factors
90 percent of women have at least one risk factor for heart disease that’s ignored. Think about your life. Feeling mental stress? Do heart problems run in your family? Feeling depressed? Do you smoke? Overweight? Is your diet convenient-food rich and fruit-and-veggie poor? Spend most of your day sitting at a desk?
A “yes” answer signals a risk factor to watch.
#1 killer
Cardiovascular disease and stroke, not breast cancer, is the number one killer of women, claiming one out of three women each year. While still serious, one out of every eight women develop invasive breast cancer across the course of their life.
One out every three women dying from a heart problem is a scary number. One that’s incredibly humbling as I nearly became one of those statistics.
Know the symptoms
Heart attack symptoms differ between men and women. Not knowing the difference isn’t uncommon. Even doctors mess up.
Women are seven times more likely than men to be misdiagnosed and sent home from the emergency room. Men’s symptoms—chest and arm pain—are widely recognized; women’s not so much. Women’s symptoms can include being extra tired for no apparent reason, experiencing unusual shortness of breath, feeling light-headed, or having pain in your neck, jaw or back.
I dismissed my episodes of dizziness and shortness of breath as signs of overwork and lack of exercise. That was almost a deadly mistake.
Know your numbers
If we run a company or a department, we know our metrics. We look at the numbers to know what’s going right and what needs attention. As women, we need to rattle off our blood pressure and cholesterol numbers just as easily as we do the bottom line business ones.
Not wanting the attention
Why do women continue to let heart disease be a silent killer? There’s many reasons.
We don’t want to make a fuss.
We don’t want to be selfish.
We don’t want to admit that something serious might actually be wrong with us.
If you’ve used any of these reasons to avoid acting, you have lots of female company. Women are far more likely than men to delay seeking medical treatment for heart conditions.
Share the love
Loving life and others starts with loving and taking care of ourselves.
February is heart health month.
To celebrate, start now. There’s no reason or excuse big enough not to act.
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- Schedule an appointment with a cardiologist. Now! Go even if you feel just fine. Don’t let a risk factor sneak up on you.
- Encourage your gal pals to schedule appointments, too. Meet up for coffee after and compare notes. Hold each other accountable for self-care, for not downplaying symptoms, and for knowing your personal health numbers.
- Tell yourself—every morning—that self-care isn’t selfish; it’s smart.
As a gift to yourself, your loved ones, and in honor of Princess Leia, just do it.
Life—with all its delicious and dizzying ups and downs—is the reason why.
Image source: Pixabay
by Cynthia Fick | Women
It’s a perplexing situation.
Women control half of the wealth in the United States, yet studies have shown that many of them are convinced they are lacking when it comes to understanding finances. Too often, they believe they aren’t capable of making prudent investment decisions.
I say that’s not true, and I want to change that mindset.
As I see it, many women do face financial crises, yet they don’t realize they have the power to change that. All they have to do is learn how to manage the fears about money that have locked them into certain roles or paths.
Managing fear
These negative beliefs can affect women’s relationships, their children and even the economy.
When women feel they can’t make good money decisions, they give their power away, typically to whomever is pushing them the hardest, be it an advisor, a spouse, someone yelling at them from a TV, or a person who doesn’t have their best interests at heart.
Feeling powerless causes women to approach money decisions from a position of fear—and that is never a good place to be in when making a decision of any kind.
The key to women’s financial success is summed up best in one word: “trust.” Women need to first trust themselves, their intuition, and their hearts. When that happens, they can trust others, such as a spouse or a financial advisor.
Ultimately, this all leads to them being able to trust their own financial decisions.
3 things to do to change the stereotype
To be able to trust their own financial decisions, women need to inventory where they are in terms of finances and confidence, so they know how to move forward.
I offer three tips for making that so:
Tip #1: Uncover your money beliefs.
Your attitude about money is important because what you believe determines where you are going. For example, if you don’t think you can retire early, you are probably making choices right now that support that belief.
Too often, women’s negative views about their financial knowledge dictate their fortunes, and perception becomes reality. By exploring their views about money, women can challenge their limiting beliefs, become more confident, and take control of the situation.
Tip #2: Clarify your financial-life vision.
One of the first steps to achieving your goals is to make sure they are clearly defined. What are your goals? Your dreams? What do you truly want for yourself? How do you want your life to look?
When you get clear about what is most important to you, you create a very good template to make decisions about potential opportunities, your money and your life. Figuring out what you want is a very important part of creating wealth from your heart.
Tip #3: Capture your financial snapshot.
I’m surprised by how many women (and men, too, for that matter) only have a vague notion about how they spend their money. You need to write down how much you spend each month for expenses such as but not limited to your mortgage, car payments, electricity, cable TV, groceries and wherever else you are spending money.
Then you need to calculate your monthly income and compare it to your expenses. That way, you can see how much, if any, money you have left over to save, invest or use to pay down debt. Gathering this information gives you a picture of your current financial reality, which is an essential step to take to see if adjustments in spending, saving, etc., need to be made.
Your thoughts
What other ways do you think women can change the stereotype about them being bad with money?
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Today’s guest contributor is Cynthia Fick, an investment advisor, advocate for women, and author of The Sisterhood of Money: The Art of Creating Wealth from Your Heart. ” She lives in Phoenix, Ariz., with her two teenage children and Goldendoodle, Buddy.
Image credit before quote added: Gratisography
by Bonnie Marcus | Women
Political savvy is critical for career success and the good news is that you don’t need to lose your integrity in the process.
Political savvy involves developing relationships and a sensitivity to the culture of the organization.
This can be accomplished over time with the use of keen observation and listening skills.
Using Lisa Mainiero’s work as a guide, I have identified four stages for development of political savvy. (more…)
