My Holland, Author at EQuest Asia

Be Fair to Women Leaders

Empowering Women, Leadership / My Holland

Be Fair to Women Leaders It isn’t enough that organizations give women more opportunities to develop into leaders. When they become one, they should be fairly evaluated too. Sure, there are women in leadership roles today. But, they may not be judged impartially by their colleagues, even when they’re performing well. It doesn’t help that many women believe that men are better leaders. You are likely to find them in your midst. Nevertheless, before you assess a woman leader, take note of the following. These will help you give a fair assessment. » Your Unconscious Biases Have you asked yourself what you think of women leaders? You may be unaware of deep-rooted biases that influence your opinion of women. Culture can have an effect. In several modern societies, women aren’t encouraged to pursue high positions. There’s that belief that these jobs are better suited for men. Experiences can also play a role. For instance, an unpleasant encounter with a woman leader can create negative opinions without you knowing it. So, when evaluating, make sure you’re being objective. Question your reasoning when you make opinions about women in leadership roles. » Your Organization You can’t change a company’s culture overnight. Some organizations need to be restructured when deciding to become diverse. Many businesses claim they don’t have glass ceilings. If there are no programs or a conscious effort to promote and train women for leadership, then it’s just empty talk. Do women in your organization enjoy the same opportunities given to men? Are employees open to reporting to women bosses? When women leaders work in an environment where gender biases exist, they always fall short of expectations. » Define Parameters for Evaluation Did a leader, regardless of gender, accomplish goals for the month, quarter or year? This is one of the basic questions during assessments. There should be criteria for evaluation. Also, as an evaluator, provide evidence such as results. When giving opinions, cite events or situations when a leader did well or otherwise. Most organizations have well-thought-out questionnaires used for evaluations. Without one, there’s a tendency to make judgments influenced by biases. » Make the First Step. When a woman leader is assertive, many may view her as abrasive. When she shows empathy, she’s considered soft. Encouraging cooperation, employees think she’s weak. Don’t stereotype and maybe, try to change the hearts and minds of people who view women as inferior. When evaluating a woman leader, stick with performance criteria. Don’t look for skills or traits that are unnecessary for the job. Lastly, set an example by sharing your thoughts with others. You may be the spark your organization needs.

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Watch Out for these Gender Bias Signs

Awareness, Empowering Women, Workplace Culture / My Holland

Watch Out for these Gender Bias Signs Gender bias is the tendency to prefer one gender over the other. Often, men receive preferential treatment in the professional world. More organizations are striving to close the gender gap in their respective industries. But, gender stereotyping might still be happening unconsciously in the workplace. This bias is the tendency to prefer one gender over the other. Often, men receive preferential treatment in the professional world. Even with good intentions, organizations unknowingly may be perpetuating this bias. So, it’s best to look out for these signs and stop unhealthy behavior in the office. 1. Parenthood Bias Demanding jobs require much from employees. This means spending more hours at work, whether in the office or home. As a result, many employers believe that mothers or women, who intend to raise a family, may not be fully committed to additional tasks. A study in the American Journal of Sociology (March 2007) revealed a bias against mothers. They are less likely to be hired or promoted. You might think it isn’t happening at your workplace. You could be wrong. Sometimes, stereotyping can be disguised as something else. Expecting less from moms because they can’t stay late, take business trips or attend dinner meetings is not being considerate. Limiting their responsibilities means restraining them from growing, developing and allowing them to reach their full potential. 2. Classification Bias In many countries, people wouldn’t vote for women during elections. Despite strides in all areas of life, women are still viewed as weak, too emotional, etc. Those that break the mold are viewed as exceptions rather than the norm. Women can be weak, but not all are. Unfortunately, in some societies, biases against women remain. Stereotyping can also affect how managers assign tasks to their colleagues. When women are viewed as inferior, they aren’t given significant responsibilities. So, if you’re a manager, determine first when delegating work if an employee’s gender is affecting your choices. 3. Held Beliefs Bias It doesn’t help that many women are not confident with women leaders. They prefer to work for men. They believe that the latter is better based on gender alone. Beliefs formed by experience or influence are ingrained in people’s minds. It’s a challenge to change and modify these. Many women believe that they are incapable of demanding tasks or leadership roles. When this happens, they view other women as unfit too. Many beliefs also restrain women from trying out other opportunities. Being excellent in administration but not in finance is one example. The truth is that the latter isn’t the exclusive domain of men. There is no one surefire way of removing biases in the workplace. But, determining if these exist is already one big step.

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How to Tell People “Be More Confident”

Leadership, Motivation, Workplace Culture / My Holland

How to Tell People “Be More Confident” Your first response would be to give it to someone straight. But did you know that doing so can be counterproductive? Yes, you have good intentions. Unfortunately, telling people to be more confident will suggest they aren’t. Or, they’re self-assured and you might be mistaking their behavior for something else. For instance, soft-spoken persons don’t necessarily lack confidence. They may be wise and intelligent. On the other hand, you can’t assume loud people are confident. The truth can be the opposite. So, if you think someone needs to improve their belief in themselves, here are better ways to go about it. Get Rid of Your Biases Before you tell people to be more assertive, the first step is to check if you’re making the right assumptions. During meetings, you notice a colleague is silent the whole time. Maybe that person is weighing all the ideas being exchanged before forming an opinion or, like a sage, speaks only a few words. A person’s view of confidence is subjective. You cannot assume based on your beliefs alone. A meek person doesn’t necessarily lack confidence. The perception that meekness is a sign of weakness clouds judgment. Hold back on making assumptions the next time you meet a humble and quiet person. Appearances can be misleading. Also, women hunched forward don’t mean they lack self-confidence. They may be trying to avoid objectification. How often have you heard “my eyes are up here”? Compliment Applaud every time your colleagues do something good if you want them to become more confident. Celebrate the small victories. Great work! These two words can encourage people. Be sincere when you say it, though. Be specific when you compliment others. Reinforce positive actions and show appreciation. A pat on the back can be enough. Encourage Employees, especially new hires, can be discouraged by setbacks. They can lose their confidence. It’s necessary to remind them that the road to success is filled with obstacles. Encourage them to move on from past failures and keep on plugging away. Remind them to use their strengths instead of focusing on their weaknesses. If you’re a manager, assure your colleagues you have their backs. Telling them they have your support can improve their confidence. Address Specific Behaviors Posture and body language can reflect a person’s confidence. But, you will agree that telling someone “look at people in the eyes during a presentation” is better than “be more confident.” What are other behaviors you want your colleagues to improve or change? Focus on these instead of generalizing. More importantly, address these privately and not in public.

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My Holland

Be Fair to Women Leaders

Watch Out for these Gender Bias Signs

How to Tell People “Be More Confident”

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