I read this a little while ago now, but I wanted to write a quick review as I’ve since recommended it to a few people! Here’s a few highlights…
Men are ambitious, but women are ambivalent
I’m sure we’ve all seen this stat somewhere in some form or another, but the authors note that women tend to apply for promotion only when nearly 100% of the skills required are met, whereas with men it’s only 60%.
I remember at one point when I was job hunting and feeling under-confident, I read my own current job description back to myself and thought that if I saw it, I’d have felt I was under-qualified for the position (a job I had been doing for a year!). It’s frustrating that people (especially women) do this, but once you see it you can start to check yourself. The authors also note that women don’t tend to promote themselves in the same way and to the same extent that men do. Instead, they tend to be ambitious for the company and seeing it succeed, and less ambitious for themselves personally, sidelining themselves and focussing on the work to be done.
It was quite a breakthrough for me when I realised that I should not be expecting my managers to know what I was doing and achieving, if I didn’t tell them. Since then I have made a point of consistently highlighting to my manager when the team or company has moved forwards as a result of work I or a team member have completed. It doesn’t have to sound arrogant, and in fact a really nice way to do this is by highlighting co-workers’ achievements and wins. You’ll probably find the co-worker repays the favour the next time you do something great.
How can you think about and promote your own success?
It starts with cutting yourself some slack. The so-called “Superwoman myth” where women believe they should be able to do everything without asking for support is not helpful or desirable. The spectrum of success is also non-binary. It’s not total success or total failure – most of us are oscillating somewhere in the middle, and that’s okay. Even when you’re faced with self-doubt, don’t let anxiety hold you back from reaching your potential. “Feel the fear, then do it anyway”.
When we think about growth, Unerman and Jacob suggest you can do plenty to stretch yourself without necessarily having to strive for a promotion. Think too beyond the ‘rules’ you think bind you, and see if there isn’t a more creative way you can advance your goals. Barriers and blockers can be a ‘leaping off point’ to get somewhere better. Another good point they make is that success is something highly personal, and can be different for everyone. It’s important to work out what ambition means to you, and don’t be dazzled by huge promotions or roles which impress others more than they fulfil you.
As a boss, how can you champion women?
Unerman and Jacob suggests that it’s wrong for managers to think promotion is the only way to help their team get ahead. Instead, they advocate trying to train and stretch team members in other ways whilst they’re still in their current roles, to prepare them for what may come next. They also advocate being more conscious about some of the inhibitions that women may have, and to make time regularly to ask (particularly) the women in your team what they have achieved and what they are most proud of.
As a champion of women in the workplace, you’ve learned to notice talent in its many different forms, and you can help to challenge other managers who might not quite be there yet. For example, if you see a talented person who does not seem to be advancing within the organisation, ask their manager why that person is not being nurtured.
Onwards into 2020!
I am pleased to say I’ve joined a local library so there is now virtually no end to my supply of books in 2020! Please keep your recommendations coming and let me know how you’re planning to work on your personal development this year.
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