What do you think of this provocative article from MIT-Sloan about women and work?
I’d love to see some lively discussion.
Archive for Female Leaders – Page 3
There’s very little more soul-crushing than when you don’t feel respected and valued at work. I’d venture to say that over the portfolio of our career, we all will experience, at a minimum, pockets of lack of respect.
University of Michigan Professor Jane Dutton says that an astounding 90 percent of workers polled say lack of basic respect in the workplace is a big issue.
Want More Respect at Work? Try This 1 Simple Framework | Inc.com
Here are some good ideas! I especially love Ann Cuddy’s work work on “Power Posing.”
I have seen her present in person several time and her continually evolving research is fascinating! For more from her about how our body language shapes who we are, check out her talk on my website here: https://theleadershipfocus.com/whats-new/
Sometimes, executive coaching reveals that the person being coached is in the wrong role. When this becomes clear, bosses too often prematurely conclude that they have to fire the person or that the coaching was a waste.
Here is a short, but very useful article that I totally agree with. It both suggests adopting another perspective and provides a number of alternative options to approach this outcome.
Source: When Coaching Finds That an Executive Isn’t in the Right Role
Given the extraordinary low levels of engagement in the U.S. workforce — a recent Gallup poll showed that 70% of employees are “not engaged” or “actively disengaged” at work — many leaders are looking for solutions….
So your boss just sat you down and recommended that you get a coach.
Are you concerned that you have a performance issue? Are you skeptical about how it could work? Are you worried that you might be seen as a problem child?
Source: My Boss Said I Need An Executive Coach…Should I Be Worried?
Regardless of which one you are.
Source: How to Be Good at Managing Both Introverts and Extroverts
Business problems today are too big for any one person to solve.
Agile teams are much more effective at solving problems than are lone geniuses. So why do we still reward the smartest people in the room more so than those who excel at working with others?
You know who I’m talking about: the people who brazenly take over meetings by showing off how much they know or how witty they can be at the expense of any other voice in the room—and who often end up getting all of the boss’s attention.
No one person has all the answers.
In research by Frances Milliken of New York University and two colleagues, the majority of 40 employees at knowledge companies reported having concerns about such issues as workflow improvement and ethics — but not speaking up about these issues to their supervisors. The belief that 
raising the issues would make no difference was the third most frequently cited reason. Said one employee: “Even if I did comment on the issue, it was unlikely to change anything.”
Read on to find out more about the disconnect between reality and expectation.
Perhaps you are more persuasive than you think!
It’s the key to collaboration.
Here ,Brian Uzzi , the Richard L. Thomas Professor of Leadership and Organizational Change
at Northwestern’s Kellogg School of Management and the codirector of the Northwestern Institute on Complex Systems (NICO), presents the concept of “multivocal leadership.”
Multivocal leadership is not about gaining technical proficiency in multiple areas, but instead, it’s about leaders identifying directly or vicariously through others to fluently broker communication among teammates and guide collaboration.
Great Leaders Can Think Like Each Member of Their Team – HBR.