By Melissa J. Anderson (New York City)
New research [PDF] out of INSEAD, the world’s largest graduate business school, shows that women leaders experience less stress at work when they feel good about… being women. This finding may seem simple and obvious, but the rigorous study delves deep into identity theory around leadership and gender, with quantitative research on over 600 female leaders across the globe.
The study, “Me, a woman and a leader: Antecedents and consequences of the identity conflict of women leaders,” was written by INSEAD researchers Natalia Karelaia and Laura Guillén. They found that, especially in male dominated organizations, women leaders experience significant conflict regarding their social identities as both a leader and a woman.
Many women in the study reported spending all day conforming to an aggressive, stereotypically “male” leadership identity at work. Feeling forced to behave in a way that was inauthentic to their more traditionally “female” gender identity – warm, nurturing, cooperative – left these women unhappy at work, stressed out, and unmotivated to lead.
These women saw leadership as something the had to do, rather than something they wanted to do.
But, the research shows, this identity conflict seemed to diminish in companies that were more gender balanced at the top, middle, and entry level. In fact, working in organizations where being a woman is seen as explicitly positive left them more motivated to lead.
“By reducing identity conflict, a more positive gender identity increases the joy of leading and decreases the sense of obligation to do so,” Karelaia and Guillén write.
Developing Multicultural Competence
Featured, Managing Change“Everyone has a cultural lens based on their own socialization. It’s important to realize that we all make assumptions. The important task is to check that assumption for validity.”
–Tonnie Martinez, PhD, Assistant Professor, Kansas State University
It’s impossible to avoid unconscious biases, and being able to recognize and work through them is a critical skill for the leaders of today’s diverse, global companies.
Attorney Jennifer Passannante at the New Jersey firm Hoagland Longo Moran Dunst & Doukas, LLP has had conversations with friends and colleagues about how dangerous “latent as opposed to blatant” discrimination can be. “Subtle but pervasive discrimination often manifests itself in workplace patterns, as opposed to acute incidents,” says Passannante.
“Psychological research has shown that issues regarding racism, sexism, and homophobia (to name just a few) run deep into our unconscious process and influence the way we view the world,” adds Silvia Dutchevici, president and founder of the Critical Therapy Center. “Reflection plays a big part in identifying these biases and in changing them. Examining one’s own biases and prejudicial attitudes, particularly when one is learning about and working with different identity groups, facilitates a process of change.”
To that end, leaders can take the initiative to begin recognizing their own blind spots when it comes to diversity, and start to change behaviors that may be holding others and themselves back. Here are some ideas on how to develop your multicultural competence:
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Voice of Experience: Anne Robinson, Chief Counsel, Global Commercial Services and U.S. Consumer Travel, American Express
Voices of ExperienceAfter graduating with Honors from Hampton University, Anne Robinson went on to study law at Columbia Law School. She joined the law firm of Milbank Tweed, and then moved to an in house role at Deloitte Consulting before joining American Express. What attracted her to the company, she said, was its female General Counsel Louise M. Parent, who had a reputation for supporting women in the company and in the legal profession at large.
Now, having worked for American Express for nine years, Robinson is Chief Counsel for Global Commercial Services and US Consumer Travel, leading the legal team supporting several of the company’s lines of business.
Robinson says she enjoys working in the office of the General Counsel. “It’s not a business unit that has to deliver products or services, and it’s not like marketing or advertising either. We’re business advisors, and for me, the greatest achievement is feeling like I’ve been consistently able to gain the trust and respect of my clients and serve them as a trusted advisor.”
Building those relationships every day is what she likes about her job, she continued, “If I didn’t like the day-to-day, my job satisfaction would be limited. If my clients are excited, I’m excited and that’s why I’ve been here almost ten years now.”
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The Praise Paradox: Why Praise Doesn’t Always Lead to Confidence
Expert AnswersGrowing up, I was often told I was a “great writer.” In school, when I handed in essays, short stories, or research papers, I usually got them back with an A at the top. I even won writing contests and awards.
For a while, I felt confident about my abilities. Yet as time went on, particularly through college and graduate school, I started feeling more and more insecure about my writing ability. When I landed in elite writing workshops at a top university, the negative feedback I got from professors was hard to recover from. Did it mean I wasn’t a good writer after all? Eventually, I became too overcome by insecurity to enjoy writing or to write much at all.
My story is a common one. Many women find themselves full of paralyzing self-doubt about the very things they’ve been praised for. It’s the opposite of what we’d expect. What’s going on here?
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Movers and Shakers: Kerris Wigfall, Vice President, Fixed Income Compliance, ING U.S. Investment Management
Movers and Shakers“It’s very hard for me to say there are particular barriers for professional women,” began Kerris Wigfall, Head of Fixed Income Compliance at ING U.S. Investment Management. “And as an African American woman, I’m pretty sure a lot of people would expect me to say it’s harder to move forward. But that hasn’t been my experience.”
She continued, “Different companies play by different rules in determining how people grow and move forward. For me, I’ve focused on learning and trying to be the best at what I do, and I’ve been honest with myself with regard to what I’m willing to tolerate. I’ve found that’s how to earn people’s respect. As a result, people have been willing to vouch for me and help me move forward.”
She recalled how, when she interviewed for her first company out of law school, the firm didn’t have a compliance job available. “But the person who interviewed me was impressed by my skills and abilities, and he wanted to take a chance on me. Nine months later, he called me back because he found an opportunity for me.”
Similarly, another previous boss has served as a reference for her later on. “He knew what I could do and my level of professionalism and was willing to do what he could to help me take the next step in my career.”
Wigfall says she has been able to cultivate that kind of sponsorship throughout her career. “I’ve been blessed to have people who understand what I’m trying to do, and really support me moving forward,” she added.
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Movers and Shakers: Rashaan Reid, Director, Mortgage & Securitized Products Sales, Bank of America Merrill Lynch
Movers and ShakersAccording to Rashaan Reid, Director in the Mortgage & Securitized Products Sales Group at Bank of America Merrill Lynch, the most important factor in succeeding on Wall Street is drive.
“Having the passion is the first thing – it takes a lot of energy and stamina,” she explained.
Next important, she continued, is the willingness to learn. She encouraged people just beginning their careers in the industry to hone their curiosity and build a broad foundation of knowledge. “Seeing different aspects of the business gives you a well roundedness and a better ability to provide solutions for your client. You have to ask questions and learn the business from the ground up.”
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Celebrating African American Professional Women
NewsIn honor of Black History Month, this week and next week, every day The Glass Hammer will feature interviews with notable African American women on their career experiences, aspirations, and advice for other women in their field.
The women span industries like financial services, law, accounting, and technology and have reached various levels of seniority. In fact, each career path is different, and while some have been shaped by similar factors – like participating in diversity programs at the university level or having had valuable mentors and sponsors along the way – the interviews show that today, there are many paths to the top for women of color.
Check back all week long to read about African American women who are making a difference at work and in their communities.
How to Talk About Politics at Work
Office PoliticsWhat do you do when a coworker tries to engage you in a conversation about politics, forwards you an email that supports a particular political viewpoint, or makes political comments that you feel are inappropriate? Likewise, if you are engaged in politics, what’s an appropriate way to be authentic to your personal beliefs without alienating someone who may disagree? Is it ever okay to talk politics at work?
According to recent survey by Fierce, Inc., which includes responses from executives and employees in the finance industry, more than half (54 percent) of workers say that political discussions are not healthy and do not improve communication. In fact, 78.1 percent of workers claim that political discussions cause coworker tension. Yet nearly the same number—80.4 percent—don’t want employers to forbid political discussions at the office.
How can we solve this dilemma?
One way is by establishing some ground rules. “Employees will talk about politics, whether it is allowed or not, so organizations should set guidelines on how to approach the subject of politics and what is acceptable behavior,” says Halley Bock, Fierce’s CEO and president. “Although political discussions may cause tension, management should never outlaw specific topics of conversation.”
Here are suggestions from Bock and others on the etiquette of talking politics at work.
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Spouse Out of Work? What to Do
Work-LifeDespite the slowly churning economic recovery, massive layoffs continue to occur with frightening frequency. For example, with 2013 barely underway, big banks across Wall Street began announcing plans for large-scale layoffs, and other industries will likely follow.
Might your spouse or partner be among those let go? It’s something that paired professionals have to worry about. Even if your own job seems secure, the loss of a partner’s position can wreak financial and emotional havoc on your household and threaten the lifestyle to which your family has become accustomed.
Business owner Lisa Adams recently lived through her husband being out of work. Though he began a new job in January, it required the couple to relocate, adding another layer of stress to an already difficult situation. Adams and her spouse found the loss of her husband’s income hard to manage as well. “We lived within a three months’ severance and no unemployment since he worked for a nonprofit,” she says. “Financially extremely challenging.”
What should professional women do—financially for their family and emotionally for their partner or children—if their spouse or partner loses their job? The Glass Hammer asked Roy Cohen, author of The Wall Street Professional’s Survival Guide, for his advice. “This is one of the greatest challenges professionals and their families may ever face: unemployment and job loss,” says Cohen. “Its impact on families is enormous and the effect of long-term joblessness has yet to be fully understood or examined.”
He adds that how parents manage the stress and hardship of job loss will have a significant impact on how their children approach change and loss in their own lives. “It is a great opportunity to model the very best behaviors and to show children that it is possible to navigate change successfully and with confidence rather than fear,” says Cohen.
Cohen offers these suggestions on how spouses and significant others can provide support during a job search, for better or worse.
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Enabling Women to Be Authentic Fuels the Desire to Lead
Industry Leaders, LeadershipNew research [PDF] out of INSEAD, the world’s largest graduate business school, shows that women leaders experience less stress at work when they feel good about… being women. This finding may seem simple and obvious, but the rigorous study delves deep into identity theory around leadership and gender, with quantitative research on over 600 female leaders across the globe.
The study, “Me, a woman and a leader: Antecedents and consequences of the identity conflict of women leaders,” was written by INSEAD researchers Natalia Karelaia and Laura Guillén. They found that, especially in male dominated organizations, women leaders experience significant conflict regarding their social identities as both a leader and a woman.
Many women in the study reported spending all day conforming to an aggressive, stereotypically “male” leadership identity at work. Feeling forced to behave in a way that was inauthentic to their more traditionally “female” gender identity – warm, nurturing, cooperative – left these women unhappy at work, stressed out, and unmotivated to lead.
These women saw leadership as something the had to do, rather than something they wanted to do.
But, the research shows, this identity conflict seemed to diminish in companies that were more gender balanced at the top, middle, and entry level. In fact, working in organizations where being a woman is seen as explicitly positive left them more motivated to lead.
“By reducing identity conflict, a more positive gender identity increases the joy of leading and decreases the sense of obligation to do so,” Karelaia and Guillén write.
Read more
Being Authentic – What’s Love Got to Do With It?
Ask A Career CoachAre you an authentic leader? It’s a big topic. Carl Jung said, “The privilege of a lifetime is to become who you truly are.” It’s the topic of my upcoming book. It’s a topic that’s very personal to me and it’s a topic that is very universal. We feel our best and most inspired when we can be authentic – and we create the greatest contributions to our workplaces when this happens. Yet, there are many challenges to our being authentic leaders.
One of them is love. For Valentine’s Day, I thought I’d write a blog post about “what’s love got to do with it” – with being authentic.
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