Gender and Leadership
Ever since I've embarked on the journey of teaching leadership, I've come to realize that a Overcoming the Effects of Gender Bias: It takes the Power of Leadership . utilize the right communication strategies and maintain good relationships. Men and women are on different sides of the beach ball. Leaders suggest that the power of relationships can be better leveraged by identify- ing desired The typical participant was a male (73 percent), between the. No longer are we comfortable equating leadership with force, and All of us, both men and women, face similar challenges every day: failure to build mutual relationships with others; and making you the center of attention.
I remember in one of my previous engineering jobs, there was a part of my role which I really loved and was passionate about. I developed my strengths in that area and I became the go to expert. This increased my value and I believe it earned me a lot of respect. Maintain your Credibility — People follow and listen to those they can trust. When people trust us, it means they have confidence in our abilities and in who we are. It means we are respected and it creates the avenue for us to lead, to be listened to, and to influence.
Power and Influence
In order to create this trust, we must maintain personal integrity, be purposeful and authentic, demonstrate results, and have a good track record. Embrace a Winning Attitude. As women, we need to make a decision not to accept and entertain the lingering mindsets. One solution to this is a cultural change on the part of the organization, which will be addressed below.
The other solution, is to not accept the biases as the norm. Say no, when we are expected to take the meeting notes or clean up. By all means, do document and report any discrimination or wrong doing, always. I remember years ago, as an engineering co-op, from talking with my male colleague about what we earned as co-op students, I found out that he was making more than I was.
For organizations I work with who want to overcome and solve lingering challenges, I introduce a mindset exercise in the beginning of the training to help the audience become aware of their existing mindsets — those things that might hold them back from wanting to implement the proposed solutions.
Becoming more aware of these mindsets helps us become more intentional about not letting them hold us back. They are just mindsets. Going on with this attitude only affects how you show up and translates into your performance and results.
Effectively Communicate your Desires — There are so many desires we have as women in the workplace. These desires need to be communicated to the appropriate audience, not just among the other women in your organization or in your women only resource groups.
For example, if you are seeking new and more challenging opportunities, requesting flex time, requesting a change in policies, or want a raise. We need to ask for what we want. Their primary interest was the issue of power, and how the gender categories "male" and "female" are part of a system of power relations that empowers some and exploits others.
Why are there differences between males and females in who becomes a leader? This is one main question of concern to writers in the area of gender and leadership.
Though the situation has improved recently for women in the United States and other western countries, throughout human history women have not traditionally been found as leaders, outside the family, in complex organizations—those corporations, legislatures, universities, and financial institutions that greatly influence society. Several reasons are cited for the low proportion of women leaders. One is that females' life aspirations are diminished by their early childhood socialization in the nuclear family.
Generally the nuclear family transmits definitions of appropriate gender behavior to children. For girls, this includes submissiveness, passivity, avoidance of aggression and competition, reticence to take risk, and other qualities our culture considers "feminine.
Power and Influence | HuffPost
One result of this childhood socialization is the tendency for adult women to be stereotyped as less well-suited than men for leadership roles. Several studies have shown that people perceive successful managers to have the characteristics typically associated with men, though the actual qualities successful managers possess are a combination of masculine e. An obvious consequence of this is that a man is more likely to be selected for a leadership position than is a woman of equal qualification.
Thus, a woman who aspires to leadership positions must overcome both her childhood socialization, which discouraged development of some essential qualities, and a popular perception of the maleness of leadership—both of which tangibly reduce the chance she will be judged qualified.
In addition to socialization and stereotyping, other barriers to females' upward mobility into leadership positions include: Other reasons women ascend to leadership positions less frequently than men are that women most frequently inhabit managerial positions with little power, little advancement opportunity, or where other women are so rare that their presence is attributed to their sexuality or affirmative action, or it is used as a symbol of the organization's enlightenment.
Outside their paid jobs, women usually have significant responsibility for the care of their families and home, thereby depleting the energy they might otherwise devote to the pursuit of leadership positions of consequence.
Though females' early socialization and other obstacles may impede them from becoming leaders, those who do ascend do not behave significantly differently from men in the same kinds of positions. Some studies have been able to discern differences in leadership style and managerial behavior, but most have not. The first is task accomplishment style, which is how much the leader initiates, organizes, and defines work activities and processes. The second is interpersonal style, which is how much the leader builds morale, relationships, satisfaction, and commitment in the organization.
The third is decision-making style, which is how much the leader encourages a participative, democratic approach as opposed to an autocratic approach. Some studies find differences between males' and females' task accomplishment styles and interpersonal styles. Males tended to be more task-oriented; females tended to be more relationship-oriented. These differences, however, have been observed only in men and women subjects of laboratory experiments, that is, people asked to speculate how they would behave if they were leaders.
Differences disappear in studies where actual managers are compared: Moreover, experienced women managers show no differences in leadership abilities from experienced male managers. These women, in fact, are likely to more closely resemble their male counterparts in drive, skills, temperament, and competitiveness, than the average woman in the population. Women can rise to leadership positions, as long as they understand how.
In the movie 9 to 5, administrative assistants are initially intimidated by their boss's arrogance and allow him to take credit for work they accomplished. The women finally band together to create a force he is unable to reckon with.For Men Only Understanding the Purpose and Power of Men - Myles Munroe
They take over their workplace and create an environment in which they and others thrive. In Working Girl, Melanie Griffith plays an administrative assistant to a female boss, who steals her ideas and presents them to impress a business partner.
When her boss falls on a ski slope, Melanie moves into position to represent her idea in her most charming, tactful way, and to show her boss's true deceptive colors in a public forum. All of us, both men and women, face similar challenges every day: How to bring our leadership ideas, voice and talents into the world without stepping all over others?
How to exercise our talents in a world with other talented executives through fair and honest interactions and dynamics, without one-upping, stepping all over each others' toes, deceptively undermining, intimidating, taking credit for others' success, or self-promoting?
In the climb up the ladder of leadership, we need to find ways to move up to the next level. How we influence others along the way will determine how we climb. How do we use our power and influence in ways that create support around us? Learn how to positively influence. The meaning of influence ranges from the dominant and authoritative, to the more important and significant.
At one end, it is being influential because of "fear. To be recognized as important -- to have others see our talents and reward us -- is the challenge that we all face in the rise to the top. How can women get recognized? Why do women have more difficulty making it to the top?