<?xml version="1.0" encoding="UTF-8"?><rss version="2.0" xmlns:content="http://purl.org/rss/1.0/modules/content/" xmlns:wfw="http://wellformedweb.org/CommentAPI/" xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:atom="http://www.w3.org/2005/Atom" xmlns:sy="http://purl.org/rss/1.0/modules/syndication/" xmlns:slash="http://purl.org/rss/1.0/modules/slash/" > <channel> <title>leadership Archives - Braving Boundaries</title> <atom:link href="https://bravingboundaries.com/tag/leadership/feed/" rel="self" type="application/rss+xml" /> <link>https://bravingboundaries.com/tag/leadership/</link> <description>PROFESSIONAL LIFE COACHING & TRAINING</description> <lastBuildDate>Thu, 30 Oct 2025 11:49:46 +0000</lastBuildDate> <language>en-ZA</language> <sy:updatePeriod> hourly </sy:updatePeriod> <sy:updateFrequency> 1 </sy:updateFrequency> <image> <url>https://bravingboundaries.com/wp-content/uploads/2020/03/Asset-1.svg</url> <title>leadership Archives - Braving Boundaries</title> <link>https://bravingboundaries.com/tag/leadership/</link> <width>32</width> <height>32</height> </image> <item> <title>The End-of-Year Crunch is Always Nuts! Part II – Especially for Teams</title> <link>https://bravingboundaries.com/the-end-of-year-crunch-is-always-nuts-part-ii-especially-for-teams/</link> <comments>https://bravingboundaries.com/the-end-of-year-crunch-is-always-nuts-part-ii-especially-for-teams/#respond</comments> <dc:creator><![CDATA[friedaL2020]]></dc:creator> <pubDate>Thu, 30 Oct 2025 11:05:06 +0000</pubDate> <category><![CDATA[Communication]]></category> <category><![CDATA[braving boundaries]]></category> <category><![CDATA[burnout prevention]]></category> <category><![CDATA[communication]]></category> <category><![CDATA[corporate wellness]]></category> <category><![CDATA[employee engagement]]></category> <category><![CDATA[end-of-year stress]]></category> <category><![CDATA[leadership]]></category> <category><![CDATA[mental health at work]]></category> <category><![CDATA[mindful working]]></category> <category><![CDATA[team performance]]></category> <category><![CDATA[team wellbeing]]></category> <category><![CDATA[workplace culture]]></category> <category><![CDATA[year-end planning]]></category> <guid isPermaLink="false">https://bravingboundaries.com/?p=235421</guid> <description><![CDATA[<p>The post <a href="https://bravingboundaries.com/the-end-of-year-crunch-is-always-nuts-part-ii-especially-for-teams/">The End-of-Year Crunch is Always Nuts! Part II – Especially for Teams</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></description> <content:encoded><![CDATA[<div class="et_pb_section et_pb_section_0 et_section_regular" > <div class="et_pb_row et_pb_row_0"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_0 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_0 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h5><strong><span style="color: #be9727;"><em>WRITTEN BY ALICIA KOCH, FOUNDER OF <span style="text-decoration: underline;"><a style="color: #be9727; text-decoration: underline;" href="https://legalwhizz.wixsite.com/thelegalbelletrist">THE LEGAL BELLETRIST</a></span> </em></span></strong></h5> <p> </p> <p class="p1"><span style="text-decoration: underline;"><a href="bravingboundaries.com/the-end-of-year-crunch-is-always-nuts-part-i-especially-for-individuals">Click here for Part I: The End-of-Year Crunch is Always Nuts – Especially for individuals …</a></span></p> <p> </p> <p class="p1">Just as it is in our personal lives, the end-of-year rush takes hold at work too. As deadlines tighten, budgets close and projects demand wrapping up, teams everywhere find themselves hurtling toward December with little time to rest. The pace quickens, expectations rise and even the most cohesive teams can begin to feel the strain.</p> <p class="p1">In theory, this should be the season for celebration: a chance to recognise collective achievements and enjoy the camaraderie built over the year. Yet, more often than not, it becomes a blur of back-to-back meetings, last-minute deliverables and frantic attempts to “get everything done before the holidays”. The joy of teamwork gives way to the tyranny of ticking boxes.</p> <p class="p1">Perfection takes priority over presence and connection is lost in the noise of productivity. The focus shifts from collaboration to completion, leaving even the strongest teams drained and disconnected.</p> <p class="p1">This time of year doesn’t have to be about survival. With a more mindful and intentional approach, teams can finish the year with focus, appreciation and energy, not exhaustion. It’s about swapping stress for strategy and rediscovering the meaning behind working <i>together</i>.</p></div> </div><div class="et_pb_module et_pb_text et_pb_text_1 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h2><strong>Preparing for year-end pressures</strong></h2></div> </div><div class="et_pb_module et_pb_image et_pb_image_0"> <span class="et_pb_image_wrap "><img decoding="async" src="https://bravingboundaries.com/wp-content/uploads/2025/10/Athletes-Ready-at-the-Starting-Blocks-by-Aflo-Images-from-アフロ（Aflo）.jpg" alt="Athletes Ready at the Starting Blocks by Aflo Images from アフロ（Aflo）" title="Athletes Ready at the Starting Blocks by Aflo Images from アフロ（Aflo）" /></span> </div><div class="et_pb_module et_pb_text et_pb_text_2 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p class="p1"><strong>How teams can prepare for the end of the year silliness</strong></p> <p class="p1">Year-end pressures can be overwhelming for both leaders and teams. Here are some ways to mitigate the stress and maintain well-being –</p></div> </div> </div> </div><div class="et_pb_row et_pb_row_1 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_1 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_1"> <span class="et_pb_image_wrap "><img fetchpriority="high" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/1.png" alt="" title="1" class="wp-image-1486" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_2 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_3 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p><strong>Setting clear expectations and workload management</strong></p> <p> </p> <ul class="ul1"> <li class="li1"><b>Communicate targets realistically –</b> define achievable end-of-year goals (yes be realistic) and deadlines without creating an overwhelming workload (because that would defeat the purpose, wouldn’t it?).</li> <li class="li1"><b>Prioritise tasks –</b> focus on tasks with the highest impact and delegate or postpone others if at all possible. Learn to say no, prioritise and ask for help.</li> <li class="li1"><b>Break down large projects –</b> divide major tasks into smaller, manageable milestones to maintain momentum and avoid burnout. After all, this is the end of the year, set your tasks at an achievable level. Tackle the most important things first. Leave the rest, if you can, until the New Year.</li> <li class="li1"><b>Allocate tasks fairly –</b> distribute responsibilities based on individual capacity and capabilities to ensure no one is overloaded, overwhelmed and stressed out. It’s their end of the year too. Remember that.</li> <li class="li1"><b>Plan in advance –</b> look at the calendar and determine resource needs, potential flexibility options and celebration plans before the busy season begins.</li> </ul></div> </div> </div> </div><div class="et_pb_row et_pb_row_2 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_3 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_2"> <span class="et_pb_image_wrap "><img decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/2.png" alt="" title="2" class="wp-image-1487" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_4 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_4 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p><strong>Protecting boundaries</strong><b></b></p> <p> </p> <ul class="ul1"> <li class="li1"><b>Encourage employees to set boundaries –</b> leaders should encourage and commend employees for establishing their own boundaries and model this behaviour themselves. Lead by example as they say.</li> <li class="li1"><b>Communicate boundaries clearly – </b>employees should define and communicate their work hours and availability to colleagues and clients, clearly but politely. Sometimes a firm word is required.</li> <li class="li1"><b>Practice saying no –</b> learn to politely decline tasks that exceed capacity and bandwidth. You matter too.</li> <li class="li1"><b>Disconnect after hours –</b> encourage employees to unplug from work-related communications during off-hours. Unless it’s life threatening, after-hours should be sacrosanct.</li> <li class="li1"><b>Seek support –</b> employees should feel comfortable discussing their workload and seeking help from managers or colleagues if they are overwhelmed. Delegation is important and sometimes very necessary. Leaders and employees must be open to this.</li> </ul></div> </div> </div> </div><div class="et_pb_row et_pb_row_3"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_5 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_image et_pb_image_3"> <span class="et_pb_image_wrap "><img decoding="async" width="2000" height="1500" src="https://bravingboundaries.com/wp-content/uploads/2025/10/Word-Unplug-White-Internet-Usb-Adapter-on-Moss-Green-Grass-Background.-Top-View.-Copy-Space.-Banner.-Biophilia-Concept.-Nature-Backdrop-by-Yuliia-Chyzhevska.jpg" alt="Word Unplug, White Internet Usb Adapter on Moss, Green Grass Background. Top View. Copy Space. Banner. Biophilia Concept. Nature Backdrop by Yuliia Chyzhevska" title="Word Unplug, White Internet Usb Adapter on Moss, Green Grass Background. Top View. Copy Space. Banner. Biophilia Concept. Nature Backdrop by Yuliia Chyzhevska" class="wp-image-235447" /></span> </div> </div> </div><div class="et_pb_row et_pb_row_4 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_6 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_4"> <span class="et_pb_image_wrap "><img decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/3.jpg" alt="" title="3" class="wp-image-1488" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_7 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_5 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p><strong>Creating space for reflection and closure</strong><b></b></p> <p> </p> <ul class="ul1"> <li class="li1"><b>Encourage breaks and downtime –</b> regular breaks throughout the workday and during the holiday season are essential for recharging and maintaining focus. It’s no longer a bum on seats scenario and burning the midnight oil is so old school. We have moved beyond that now and recognise that burnout is real. Downtime is, in fact, necessary.</li> <li class="li1"><b>Promote self-care –</b> encourage practices such as adequate sleep, healthy eating, exercise and mindfulness techniques.</li> <li class="li1"><b>Reflect on the year’s successes and challenges –</b> before the break, leaders and teams can reflect on achievements, lessons learned and areas for improvement, helping to build momentum for the new year.</li> <li class="li1"><b>Celebrate wins –</b> acknowledge and celebrate achievements, both big and small, to boost morale and engagement.</li> <li class="li1"><b>Recharge intentionally –</b> take time to rest and reset to ensure a refreshed start to the New Year.</li> </ul></div> </div> </div> </div><div class="et_pb_row et_pb_row_5"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_8 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_6 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p class="p1">The end of the year doesn’t have to feel like a mad dash to the finish. With a bit of planning, clearer priorities and a few well-placed “no’s”, it can be a time to thrive rather than merely survive.</p> <p class="p1">In the workplace, that means creating a culture that supports people; one that values wellbeing as much as performance. Open, honest communication is vital. Speak up when you’re stretched, ask for help, delegate where you can and support one another through the crunch.</p> <p class="p1">If you or your team could use some guidance navigating this busy season, reach out to Frieda Levycky at <a href="https://bravingboundaries.com/"><span class="s1">Braving Boundaries</span></a>. Sometimes, the bravest thing you can do is ask for help, whatever time of year it may be.</p> <p class="p1"><i>(Sources used and to whom we owe thanks – </i><a href="https://www.gouldtraining.co.uk/topics/assertiveness/setting-boundaries/boundaries-at-work" target="_blank" rel="noopener"><span class="s1"><i>Gould Training</i></span></a><i>; LinkedIn </i><a href="https://www.linkedin.com/pulse/navigating-year-end-pressures-finding-balance-amid-di-dia-pcc-szzce/" target="_blank" rel="noopener"><span class="s1"><i>here</i></span></a><i> and </i><a href="https://www.linkedin.com/pulse/manage-year-end-stress-go-q1-strong-approach-miller-caton-jr-mrmhf/" target="_blank" rel="noopener"><span class="s1"><i>here</i></span></a><i> and </i><a href="https://amazingbusiness.com/6-ways-to-thrive-through-the-end-of-year-craziness/#:~:text=It%2520is%2520that%2520time%2520of,I%2520could%2520enjoy%2520this%2520time." target="_blank" rel="noopener"><span class="s1"><i>Amazing Business</i></span></a><i>).<span class="Apple-converted-space"> </span></i></p></div> </div><div class="et_pb_module et_pb_image et_pb_image_5"> <a href="https://bravingboundaries.com/wp-content/uploads/2025/10/Revised-Corporate-Services-Brochure-2025.pdf" target="_blank"><span class="et_pb_image_wrap "><img decoding="async" width="810" height="450" src="https://bravingboundaries.com/wp-content/uploads/2025/10/End-of-blog-post-CTA-image.jpg" alt="End of blog post CTA image (5)" title="End of blog post CTA image" class="wp-image-235400" /></span></a> </div><div class="et_pb_module et_pb_divider et_pb_divider_0 et_pb_divider_position_bottom et_pb_space"><div class="et_pb_divider_internal"></div></div> </div> </div><div class="et_pb_row et_pb_row_6 et_pb_gutters1"> <div class="et_pb_column et_pb_column_1_4 et_pb_column_9 et_pb_css_mix_blend_mode_passthrough"> <div class="et_pb_module et_pb_image et_pb_image_6"> <span class="et_pb_image_wrap "><img decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/08/Alicia-Koch-The-Legal-Belletrist.jpg" alt="" title="Alicia Koch - The Legal Belletrist" class="wp-image-1704" /></span> </div> </div><div class="et_pb_column et_pb_column_3_4 et_pb_column_10 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_7 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner">About the Author, <strong><em>Alicia Koch, Founder of The Legal Belletrist.</em></strong> Alicia, an admitted attorney with over 10 years PQE, and now a legal writer and researcher, has established The Legal Belletrist to assist companies (in different sectors) to write well-researched articles that speak to each company’s core business, enabling growth and commercialism.</p> <p>Click here to visit <a href="https://legalwhizz.wixsite.com/thelegalbelletrist">The Legal Belletrist website</a>. <strong>Email: <a href="mailto:alicia@thebelletrist.com" target="_blank" rel="noreferrer noopener">alicia@thebelletrist.com</a> </strong></div> </div> </div> </div> </div> <p>The post <a href="https://bravingboundaries.com/the-end-of-year-crunch-is-always-nuts-part-ii-especially-for-teams/">The End-of-Year Crunch is Always Nuts! Part II – Especially for Teams</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></content:encoded> <wfw:commentRss>https://bravingboundaries.com/the-end-of-year-crunch-is-always-nuts-part-ii-especially-for-teams/feed/</wfw:commentRss> <slash:comments>0</slash:comments> </item> <item> <title>Perfectionism vs. Excellence: Finding the Balance for Leadership and Team Success</title> <link>https://bravingboundaries.com/perfectionism-vs-excellence-finding-the-balance-for-leadership-and-team-success/</link> <comments>https://bravingboundaries.com/perfectionism-vs-excellence-finding-the-balance-for-leadership-and-team-success/#respond</comments> <dc:creator><![CDATA[friedaL2020]]></dc:creator> <pubDate>Wed, 03 Jul 2024 20:34:18 +0000</pubDate> <category><![CDATA[Communication]]></category> <category><![CDATA[Corporate Wellness]]></category> <category><![CDATA[Effective communication]]></category> <category><![CDATA[Lessons Learned]]></category> <category><![CDATA[Perfectionism]]></category> <category><![CDATA[Stress & Anxiety]]></category> <category><![CDATA[Team building]]></category> <category><![CDATA[Team communication]]></category> <category><![CDATA[Work life]]></category> <category><![CDATA[Working environment]]></category> <category><![CDATA[communication]]></category> <category><![CDATA[communication skills]]></category> <category><![CDATA[delegation]]></category> <category><![CDATA[effective communication]]></category> <category><![CDATA[effective leadership]]></category> <category><![CDATA[excellence]]></category> <category><![CDATA[interpersonal communication]]></category> <category><![CDATA[leadership]]></category> <category><![CDATA[perfection]]></category> <category><![CDATA[perfectionism]]></category> <category><![CDATA[perfectionist]]></category> <category><![CDATA[promoting excellence]]></category> <category><![CDATA[team success]]></category> <guid isPermaLink="false">https://bravingboundaries.com/?p=6210</guid> <description><![CDATA[<p>The post <a href="https://bravingboundaries.com/perfectionism-vs-excellence-finding-the-balance-for-leadership-and-team-success/">Perfectionism vs. Excellence: Finding the Balance for Leadership and Team Success</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></description> <content:encoded><![CDATA[<div class="et_pb_section et_pb_section_1 et_section_regular" > <div class="et_pb_row et_pb_row_7"> <div class="et_pb_column et_pb_column_4_4 et_pb_column_11 et_pb_css_mix_blend_mode_passthrough et-last-child"> <div class="et_pb_module et_pb_text et_pb_text_8 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h5><strong><i>By Frieda Levycky – Founder and Director of <a href="https://bravingboundaries.com/">Braving Boundaries</a></i></strong></h5> <p id="ember59" class="ember-view reader-content-blocks__paragraph">Perfectionism – We’ve all encountered it at some point in our professional lives. Whether you’ve struggled under someone else’s unrealistic standards that stifle growth and leave no room for mistakes, or you’ve been the leader who couldn’t let go and delegate, one thing is clear: perfectionism is unattainable.</p> <p id="ember60" class="ember-view reader-content-blocks__paragraph">I’ve seen firsthand how leaders, driven by perfectionism, often micromanage their teams, adding unnecessary stress and ultimately creating a toxic work environment. On the other hand, I’ve seen how fostering excellence encourages innovation, collaboration and a healthier, more productive work environment. That’s why I’m sharing my insights on this important topic. What are the key differences between perfectionism and excellence? What are the telltale signs of a perfectionist leader? How does perfectionism impact teams? How can leaders promote growth and excellence within their businesses? Keep reading to find out.</p></div> </div><div class="et_pb_module et_pb_text et_pb_text_9 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h2><strong>Defining Perfectionism vs. Excellence</strong></h2></div> </div><div class="et_pb_module et_pb_text et_pb_text_10 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h3><strong>Key differences between perfectionism and excellence</strong></h3></div> </div><div class="et_pb_module et_pb_text et_pb_text_11 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p id="ember63" class="ember-view reader-content-blocks__paragraph">You might think that perfectionism and excellence are similar, but they are fundamentally different in approach and impact. Perfectionism in leadership is driven by a need to meet unattainable standards, leaving no room for mistakes or growth. It often results in:</p> <ul> <li><strong>Micromanagement:</strong> A perfectionist leader struggles to trust their team, often overseeing every detail and task, which can suppress employees’ creativity and innovation.</li> <li><strong>Inability to Delegate:</strong> This stems from a need for control, where leaders find it challenging to entrust tasks to others, fearing the outcome won’t meet their high standards.</li> <li><strong>Excessive Control:</strong> When leaders feel “out of control” due to delegating tasks, it signals underlying perfectionism. This constant need for control can create a stressful and unproductive environment.</li> </ul> <p id="ember65" class="ember-view reader-content-blocks__paragraph">Excellence, on the other hand, focuses on achieving high yet realistic standards. It values continuous improvement, effort and progress rather than flawlessness. Leaders who promote excellence encourage innovation and collaboration, creating a supportive environment where team members feel safe to take risks and learn from their mistakes. This approach fosters a positive, dynamic work culture that enhances productivity and morale.</p></div> </div><div class="et_pb_module et_pb_text et_pb_text_12 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h3><strong>Signs of a perfectionist leader</strong></h3></div> </div><div class="et_pb_module et_pb_image et_pb_image_7"> <span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2024/06/Perfectionism-vs.-Excellence-2.png" alt="" title="Perfectionism vs. Excellence (2)" class="wp-image-6219" /></span> </div><div class="et_pb_module et_pb_text et_pb_text_13 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p id="ember63" class="ember-view reader-content-blocks__paragraph">A telltale sign of a perfectionist leader is an overemphasis on minor details and an insistence on doing things “the right way,” which often translates to “their way.” They may be reluctant to acknowledge and celebrate small wins, focusing instead on what could have been done better. Such leaders are often highly critical and quick to point out flaws while rarely offering positive feedback. Additionally, they might set unrealistic deadlines and expectations, pushing their team to the brink in pursuit of perfection. This can create an environment where employees feel undervalued and perpetually anxious about meeting unattainable standards.</p></div> </div><div class="et_pb_module et_pb_text et_pb_text_14 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h3><strong>The harmful impact of perfectionism on teams</strong></h3></div> </div><div class="et_pb_module et_pb_text et_pb_text_15 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p id="ember63" class="ember-view reader-content-blocks__paragraph">Perfectionism can have a detrimental impact on teams, creating an environment of constant pressure and stress. Team members may feel anxious and overwhelmed by the unrealistic expectations set by a perfectionist leader, leading to burnout and decreased morale. This fear of making mistakes slowly but surely kills creativity and innovation, as employees become hesitant to take risks or suggest new ideas. The lack of positive reinforcement and recognition for their efforts can result in feelings of underappreciation and resentment. Over time, the team’s productivity and cohesion suffer, because the focus on flawlessness erodes trust and collaboration.</p></div> </div><div class="et_pb_module et_pb_text et_pb_text_16 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h3><strong>Strategies for leaders to foster excellence in their teams</strong></h3></div> </div><div class="et_pb_module et_pb_text et_pb_text_17 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p id="ember71" class="ember-view reader-content-blocks__paragraph">I think I’ve fixated on perfectionism enough for one day, don’t you? Let’s switch our focus to its healthier, more sustainable counterpart… Excellence.</p> <p id="ember72" class="ember-view reader-content-blocks__paragraph">Leaders can promote excellence within their businesses by fostering a supportive and empowering work environment. Here’s how:</p> <ul> <li><strong>Set Clear, Realistic Expectations:</strong> Establish challenging, yet attainable goals. This approach encourages continuous improvement without the paralysing fear of failure.</li> <li><strong>Emphasise Effort and Progress:</strong> Highlight the importance of effort and progress over perfection. Celebrate small wins and milestones to keep morale high and motivation strong.</li> <li><strong>Encourage Open Communication:</strong>Create an atmosphere where team members feel comfortable voicing their ideas, questions and concerns without fear of judgment. This can be achieved through regular check-ins, team meetings and encouraging continuous feedback through collaboration platforms.</li> <li><strong>Provide Opportunities for Professional Development:</strong>Offer training programmes, workshops and mentorship opportunities to help employees enhance their skills and advance in their careers.</li> </ul></div> </div><div class="et_pb_module et_pb_text et_pb_text_18 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><h3><strong>Cultivate a Culture of Excellence</strong></h3></div> </div><div class="et_pb_module et_pb_text et_pb_text_19 et_pb_text_align_left et_pb_bg_layout_light"> <div class="et_pb_text_inner"><p id="ember75" class="ember-view reader-content-blocks__paragraph">Understanding the difference between perfectionism and excellence is the key to effective leadership. By focusing on achievable high standards and continuous improvement, leaders can create a positive and productive work environment.</p> <p id="ember76" class="ember-view reader-content-blocks__paragraph">As you reflect on the points shared in this blog, think about how you can encourage excellence within your team. Are you committed to nurturing teams that thrive on openness, innovation and collaboration? <a class="app-aware-link " href="https://bravingboundaries.com/contact-me/" data-test-app-aware-link="">Reach out today</a> to explore how we can help your team achieve excellence through improved communication and leadership strategies.</p></div> </div><div class="et_pb_module et_pb_image et_pb_image_8"> <a href="https://www.webtickets.co.za/v2/Event.aspx?itemid=1547283135" target="_blank"><span class="et_pb_image_wrap "><img loading="lazy" decoding="async" width="1200" height="628" src="https://bravingboundaries.com/wp-content/uploads/2024/06/Tame-the-perfectionism-workshop.png" alt="" title="Tame the perfectionism workshop" class="wp-image-6222" /></span></a> </div> </div> </div> </div> <p>The post <a href="https://bravingboundaries.com/perfectionism-vs-excellence-finding-the-balance-for-leadership-and-team-success/">Perfectionism vs. Excellence: Finding the Balance for Leadership and Team Success</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></content:encoded> <wfw:commentRss>https://bravingboundaries.com/perfectionism-vs-excellence-finding-the-balance-for-leadership-and-team-success/feed/</wfw:commentRss> <slash:comments>0</slash:comments> </item> <item> <title>I’m a grown up! – And still being bullied….</title> <link>https://bravingboundaries.com/workplace-bullying/</link> <comments>https://bravingboundaries.com/workplace-bullying/#respond</comments> <dc:creator><![CDATA[friedaL2020]]></dc:creator> <pubDate>Tue, 22 Jun 2021 09:48:54 +0000</pubDate> <category><![CDATA[Comfort over coffee]]></category> <category><![CDATA[Lawyer Life]]></category> <category><![CDATA[mental health]]></category> <category><![CDATA[Working environment]]></category> <category><![CDATA[attorney]]></category> <category><![CDATA[attorney life]]></category> <category><![CDATA[attorneys]]></category> <category><![CDATA[big law]]></category> <category><![CDATA[big law life]]></category> <category><![CDATA[bullied adults]]></category> <category><![CDATA[bullying]]></category> <category><![CDATA[cold shoulder]]></category> <category><![CDATA[cyber bullying]]></category> <category><![CDATA[cyber-bullying]]></category> <category><![CDATA[executive coaching]]></category> <category><![CDATA[human resources]]></category> <category><![CDATA[ignoring]]></category> <category><![CDATA[institutional bullying]]></category> <category><![CDATA[intimidation]]></category> <category><![CDATA[junior associate]]></category> <category><![CDATA[junior attorney]]></category> <category><![CDATA[junior lawyer]]></category> <category><![CDATA[law]]></category> <category><![CDATA[law life]]></category> <category><![CDATA[lawyer]]></category> <category><![CDATA[lawyer careers]]></category> <category><![CDATA[lawyer coach]]></category> <category><![CDATA[lawyer life]]></category> <category><![CDATA[lawyer lifestyle]]></category> <category><![CDATA[lawyer problems]]></category> <category><![CDATA[lawyer tips]]></category> <category><![CDATA[lawyers]]></category> <category><![CDATA[leadership]]></category> <category><![CDATA[legal environment]]></category> <category><![CDATA[legal firm life]]></category> <category><![CDATA[legal life]]></category> <category><![CDATA[legal professionals]]></category> <category><![CDATA[legal recruitment]]></category> <category><![CDATA[legal secretaries]]></category> <category><![CDATA[legal world]]></category> <category><![CDATA[life coach]]></category> <category><![CDATA[life coaching]]></category> <category><![CDATA[life lessons]]></category> <category><![CDATA[mental health advocate]]></category> <category><![CDATA[mental health awareness]]></category> <category><![CDATA[mental health matters]]></category> <category><![CDATA[mental wellbeing]]></category> <category><![CDATA[mental wellness]]></category> <category><![CDATA[ostracism]]></category> <category><![CDATA[ostracizm]]></category> <category><![CDATA[partner]]></category> <category><![CDATA[passive aggressive]]></category> <category><![CDATA[passive-aggressive]]></category> <category><![CDATA[professional coaching]]></category> <category><![CDATA[resilience]]></category> <category><![CDATA[retaliation]]></category> <category><![CDATA[social exclusion]]></category> <category><![CDATA[sticks and stones]]></category> <category><![CDATA[toxic work environments]]></category> <category><![CDATA[toxic workplace]]></category> <category><![CDATA[trust in yourself]]></category> <category><![CDATA[unjustified criticism]]></category> <category><![CDATA[verbal bullying]]></category> <category><![CDATA[words will never hurt me]]></category> <category><![CDATA[workplace bullying]]></category> <category><![CDATA[workplace ostracism]]></category> <category><![CDATA[you matter]]></category> <category><![CDATA[young attorney]]></category> <category><![CDATA[young lawyer]]></category> <guid isPermaLink="false">https://bravingboundaries.com/?p=2993</guid> <description><![CDATA[<p>Bullying is not OK. In any situation. No matter the environment. Or your age. And it has no place in a business that wants to be successful.</p> <p>The post <a href="https://bravingboundaries.com/workplace-bullying/">I’m a grown up! – And still being bullied….</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></description> <content:encoded><![CDATA[ <h5 class="wp-block-heading"><em>WRITTEN BY ALICIA KOCH, FOUNDER OF <a href="https://www.thelegalbelletrist.com/" target="_blank" rel="noreferrer noopener">THE LEGAL BELLETRIST</a></em></h5> <p></p> <p><em>Linked article: <a href="https://bravingboundaries.com/workplace-ostracism-addressing-the-intangible-office-bully/">Workplace Ostracism: Tackling the silent office bully</a></em></p> <p>When I think back to my school days, I recall kids taunting other kids because they had braces or freckles or perhaps their skirts were too long. But I recall, quite traumatically, how I was teased. Relentlessly. All because I wore a hearing-aid in one ear.</p> <p>Kids thought that meant I had a mental disorder. That I was in some way mentally slower than them. Not that I couldn’t hear. It was cruel. I wasn’t invited to play with others, I was ostracized and made to feel ashamed. Like there was something inherently wrong with me. So much so that I refused to wear my hearing-aid going into High School, rather relying on lip reading.</p> <p><em>Something I still do to this day. </em>The coping mechanism just stuck with me.</p> <p>But that was on the playground. And I had hoped it would stay there.</p> <p>But it didn’t. It just happened differently as I got older.</p> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>Bullied adults</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/06/bullying-in-the-workplace1.jpg" alt="" class="wp-image-3003"/></figure> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <p>Before adults think that they are immune to being bullied and that bullying is simply <em>“part of being a child”</em>, think again. Because it extends to the workplace too.</p> <p>According to a 2017 survey by the <a href="https://www.uwsp.edu/conted/Documents/FOCUS/C5 and E2 See handout_workplace bullying stats.pdf" target="_blank" rel="noreferrer noopener">Workplace Bullying Institute</a>, 38% of Americans are bullied or witness bullying, 61% of Americans are aware of abusive conduct in the workplace and 60.4 million Americans are affected by it.</p> <p>And those are staggering numbers.</p> <p>According to <a href="https://www.acas.org.uk/if-youre-treated-unfairly-at-work/being-bullied" target="_blank" rel="noreferrer noopener">ACAS</a> in the UK, workplace bullying is behaviour from a person or group of people that is unwanted and makes you feel uncomfortable. It is harmful, often targeted behaviour that may be spiteful, offensive, mocking, intimidating or ostracizing. It can also be in the form of verbal, physical, social or psychological abuse.</p> <p>At a high level, the effects of bullying can be anxiety, depression, low self-worth, feeling intimidated, having low morale, feeling hopeless and stressed out. In addition, bullying can affect the business: resulting in poor work performance, high levels of sick leave, valuable employees leaving the business, and a hostile environment that can trickle down the ranks of the workplace becoming obvious to customers and business associates alike. The result? A detrimental impact to their brand and business reputation.</p> <p>But it extends beyond that too.</p> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>The wider implications of bullying</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/06/bullying-in-the-workplace2-Small.jpg" alt="" class="wp-image-3012"/></figure> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <p>In an article titled <a href="https://www.thehrdirector.com/features/health-and-wellbeing/bullying-is-systemic-in-the-workplace-despite-working-from-home/" target="_blank" rel="noreferrer noopener">Bullying is systemic, even working from home</a>, bullying in the workplace is identified as a systemic problem related to <strong><em>the actions and reactions of an organisation</em></strong> (which is often deep rooted in the core of a business). It also affects the individuals involved, as well as all those who witness the behaviour – the so-called “bystanders”.</p> <p>Whilst bystanders may be willing to actively help and support the target, it is more often than not very difficult for them to stand up against the bully. Often they themselves fear retaliation from the bully, may fear losing their own job or may believe that they do not have enough “organisational authority” to intervene.</p> <p>In some other instances, the bystander might either ignore the bullying or frame it as “normal behaviour”, especially when it is recurrent within the organisation without consequences or without the perpetrator being held accountable.</p> <p>Importantly, the organisation’s response or lack of response to bullying in the workplace is critical.<strong><em> Where there is no accountability for bullying in an organisation, it can quickly become an entrenched problem.</em></strong> And when this happens, there are ramifications not only for the employees but the business’s bottom line – <em>unhappy staff are not productive staff.</em></p> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>Cyber-Bullying</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/06/bullying-in-the-workplace5.jpg" alt="" class="wp-image-3008"/></figure> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <p>With COVID (and the resulting lockdown), there is an increase in remote working blurring the lines between work and home life. As a result, digital bullying and discrimination (aka cyber bullying) has become a major challenge. Workplace bullying is now happening from afar – leaving no visible scars, going unreported and, as a result, not showing up in statistics.</p> <p>Even worse is the fact that bullies can reach their victims at all times of the day due to the increased use of and reliance on technology to communicate. Seemingly expecting employees to now be available 24/7.</p> <p>According to the article <a href="https://www.kingsleynapley.co.uk/insights/blogs/employment-law-blog/cyber-bullying-in-the-workplace-during-remote-working" target="_blank" rel="noreferrer noopener">Cyber bullying in the workplace during remote working</a>, examples of cyber bullying include –</p> <p><em>“frequent interruptions during virtual meetings, unkind emails and repeated and excessive emails from managers. Some employees may “hide behind their screens” and not uphold the usual standards expected of them”.</em></p> <p>The situation of workplace bullying is at an all-time high and is a dire situation that needs to be addressed. Concerning is the fact that with most incidents going unreported, the only solution for some victims is to simply leave their jobs.</p> <p>But it is important to note that whether an employee feels excluded or otherwise bullied by colleagues, it does not matter whether that behaviour takes place electronically or in person.</p> <p>The emotional turmoil to the victim and risk to the business remains the same.</p> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><span style="color:#c69229" class="has-inline-color"><strong><em>Bullying –</em> <em>This </em></strong></span><em><strong>is not a “sticks and stones” situation</strong></em></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/06/bullying-in-the-workplace8.jpg" alt="" class="wp-image-3011"/></figure> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <p>Whilst we already know that workplace bullying can take many forms including verbal abuse, offensive behaviours, unjustified criticism, singling someone out for the wrong reasons, excluding employees, or embarrassing or humiliating them. There are others too.</p> <p>Let’s unpack this a little –</p> <div class="wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex"> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:15%"> <figure class="wp-block-image size-large is-resized"><img loading="lazy" decoding="async" src="https://bravingboundaries.com/wp-content/uploads/2020/07/1-1024x1024.png" alt="" class="wp-image-1486" width="100" height="100"/></figure> </div> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:85%"> <p><strong>Verbal bullying</strong> – this could include mockery, humiliation, jokes at another’s expense, gossip, or other spoken abuse like <em>calling someone worthless or insinuating that they are not worth their pay, even telling them to go back to law school just because they disagreed with the decision of the CEO (</em>happened to me);</p> </div> </div> <div class="wp-block-columns is-layout-flex wp-container-core-columns-is-layout-2 wp-block-columns-is-layout-flex"> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:15%"> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="1024" height="1024" src="https://bravingboundaries.com/wp-content/uploads/2020/07/2-1024x1024.png" alt="" class="wp-image-1487"/></figure> </div> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:85%"> <p><strong>Intimidation </strong>– this could include threats, work sabotage and interference, stealing or taking credit for ideas; spying, or other invasions of privacy. Anything to make you feel “small” and insignificant;</p> </div> </div> <div class="wp-block-columns is-layout-flex wp-container-core-columns-is-layout-3 wp-block-columns-is-layout-flex"> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:15%"> <figure class="wp-block-image size-large"><img decoding="async" src="https://bravingboundaries.com/wp-content/uploads/2020/07/3-1024x1024.png" alt="" class="wp-image-1488"/></figure> </div> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:85%"> <p><strong>Social exclusion in the workplace</strong> like cold-shouldering or ostracizing (something we discussed in our article <a href="https://bravingboundaries.com/workplace-ostracism-addressing-the-intangible-office-bully/" target="_blank" rel="noreferrer noopener">Workplace Ostracism: Tackling The Silent Office Bully</a>) can leave you feeling like you are not liked, trusted or respected by your colleagues. And this affects your confidence, taking an emotional toll on you and how you see yourself fitting within an organization,</p> </div> </div> <div class="wp-block-columns is-layout-flex wp-container-core-columns-is-layout-4 wp-block-columns-is-layout-flex"> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:15%"> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="1080" height="1080" src="https://bravingboundaries.com/wp-content/uploads/2020/07/4-1024x1024.png" alt="" class="wp-image-1489"/></figure> </div> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:85%"> <p><strong>Passive aggressive behaviour</strong> – when a colleague or manager harbours negative feelings towards you but expresses them indirectly. In other words, <em>they don’t say what they mean</em>. They may be angry, jealous, or upset, but they mask their emotions through <em>indirect hostility</em>. And this can make you feel confused. Bewildered even. Almost like you are going insane because the “bully” hasn’t actually said what they mean – it’s all done through intonation! <em>Did they say what they mean or do I need to read between the lines?</em></p> </div> </div> <div class="wp-block-columns is-layout-flex wp-container-core-columns-is-layout-5 wp-block-columns-is-layout-flex"> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:15%"> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="1024" height="1024" src="https://bravingboundaries.com/wp-content/uploads/2020/07/5-1024x1024.png" alt="" class="wp-image-1490"/></figure> </div> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:85%"> <p><strong>Unjustified criticism</strong> – this could include wrongful blame, harsh and undue criticism without a reason as to why;</p> </div> </div> <div class="wp-block-columns is-layout-flex wp-container-core-columns-is-layout-6 wp-block-columns-is-layout-flex"> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:15%"> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="1024" height="1024" src="https://bravingboundaries.com/wp-content/uploads/2020/07/6-1024x1024.png" alt="" class="wp-image-1491"/></figure> </div> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:85%"> <p><strong>Unwarranted retaliation</strong> – sometimes just talking about the bullying can lead to accusations of lying, further exclusion, refused promotions, or being excluded from important work meetings or emails, and</p> </div> </div> <div class="wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7 wp-block-columns-is-layout-flex"> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:15%"> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="1024" height="1024" src="https://bravingboundaries.com/wp-content/uploads/2020/05/7-1024x1024.png" alt="" class="wp-image-1882"/></figure> </div> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:85%"> <p><strong>Institutional bullying</strong> – this is when a workplace accepts, allows, and even encourages bullying to take place. This bullying might include <em>unrealistic performance goals, expected and unrealistic overtime, or singling out those who can’t keep up</em> <em>(not worth their salaries)</em> –<strong><em>But how do you *really* know if you are being bullied?</em></strong></p> </div> </div> <p></p> <h2 class="wp-block-heading"><strong><em>But how do you *really* know if you are being bullied?</em></strong></h2> <p>Again, this is not a <em>“sticks and stones may break my bones but words can never hurt me</em>” situation.</p> <p>When made to feel like a social pariah, you start to wonder whether being bullied is <em>your own fault</em>. Whether you deserve it. Whether you imagined it. Especially when the bullying has been consistent and subtle over a sustained period. You might start to doubt your own sanity or convince yourself that the behaviour is actually OK. That it is warranted.</p> <p>Maybe you are told to <em>“grow thicker skin”</em> that these actions are entirely normal and that <em>“you are too sensitive”</em> (again, this happened to me). Continuous doubt creeps in.</p> <p><em>Is it actually you? Your fault? </em>The answer to that is simple:<em> <strong>NO!</strong></em></p> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><em><strong><span style="color:#c69229" class="has-inline-color">Here are some examples of actions that could amount to bullying:</span></strong></em></h2> <p>1. You may become completely ostracized. Co-workers might become quiet or leave the room when you walk in or they might simply ignore you</p> <p>2. You might be intentionally left out of office culture, such as chitchat, parties, or team lunches</p> <p>3. Your supervisor or manager might check on you very often or ask you to meet multiple times a week without a clear reason as to why</p> <p>4. You may be asked to do new tasks or tasks outside your typical duties or outside your skill set without training or help (even when you request it)</p> <p>5. It may seem like your work is frequently monitored, to the point where you begin to doubt yourself and start to experience difficulty when trying to undertake your regular tasks</p> <p>6. You might be asked to do difficult or seemingly pointless tasks and be ridiculed or criticised when you can’t get them done</p> <p>7. You may notice a pattern of your documents, files, other work-related items, or personal belongings going missing</p> <p>8. You may be ridiculed, told you cannot handle your work, need more training but then not told why</p> <p>9. You could be purposely misled about work duties, like incorrect deadlines or unclear directions</p> <p>10. There could be continued denial of requests for time off without an appropriate or valid reason why</p> <p>11. You could experience threats to your personal standing – for example, nasty comments about your physical appearance or personality</p> <p>12. You could also be told not to bill working hours, so that someone more senior than you can take the rewards</p> <p>13. You could be the victim of targeted practical jokes.</p> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <p>These incidents may seem random at first. But if they continue, you may worry something you did caused them and fear you will be fired or demoted. Thinking about work, even on your time off, may cause anxiety, fear and stress. Affecting your health physically, emotionally and mentally.</p> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>Bullying in the legal profession</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/06/bullying-in-the-workplace6.jpg" alt="" class="wp-image-3009"/></figure> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <p>Unfortunately, the legal profession is not immune to bullying.</p> <p>In the article <a href="https://www.lawsociety.ie/gazette/in-depth/bullying-in-the-workplace/" target="_blank" rel="noreferrer noopener">Make it stop</a> by the Law Society Gazette in Ireland, the following was set out –</p> <p><em>“research has shown that legal professionals who generate high profits for firms are sometimes tolerated, despite their bullying behaviour, displaying immunity from firms’ anti-bullying policies. This feeds in, significantly, to organisational culture and is noticed and felt by employees at all levels in the workplace”.</em></p> <p>In fact, the <a href="https://www.ibanet.org/article/09C3DA0E-723F-4E21-9A7E-AA0DFF1FB627" target="_blank" rel="noreferrer noopener">International Bar Association (IBA)</a> has published the initial results of a global evaluation (the “<strong>survey</strong>”) into the wellbeing of the legal profession. This survey undertaken from July 2020–December 2020, garnered responses from more than three thousand individuals and over 80 legal organisations, including bar associations, law societies, in-house legal departments and law firms.</p> <p>The survey confirmed that lawyer wellbeing is a cause for global concern –</p> <p><em>“The wellbeing index scores gathered from the survey data (based on the World Health Organisation’s WHO-5 indexing methodology) demonstrate that lawyers’ levels of wellbeing are below the global average in every regional forum. Although they may differ in manifestation, no one jurisdiction has a monopoly on these issues</em></p> <p><em>Stigma is a major problem: 41 per cent of respondents said that they could not discuss wellbeing issues with their employer without worrying that it would damage their career or livelihoods</em></p> <p><em>Awareness about local and international wellbeing support and services available is low, and, in many jurisdictions, wellbeing support or services do not currently exist: 22 per cent of respondents said that no wellbeing help, guidance or support was in place in their jurisdiction</em></p> <p><em>A large disparity between the number of institutions that say they have wellbeing initiatives in place (73 per cent), and the extent to which those in managerial positions are offered any sort of wellbeing training (16 per cent).</em></p> <p><em>Findings show that experiences of bullying are widespread in the legal profession, with half of the women and a third of men reporting experiences of bullying victimisation. In 57% of cases, the bullying episodes were not reported by the targets”.</em></p> <p>There is clearly (and still) a crisis in terms of mental wellbeing in the legal community. Globally.</p> <p>One surprising finding from the <a href="https://www.ibanet.org/article/09C3DA0E-723F-4E21-9A7E-AA0DFF1FB627" target="_blank" rel="noreferrer noopener">IBA survey</a> however, is the fact that the majority of legal participants in the survey have found healthy coping strategies (compared to previous years), including meditation, yoga and a healthy diet, as opposed to the use of alcohol or recreational drugs as a means of coping.</p> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>So what is the solution to workplace bullying?</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/06/bullying-in-the-workplace7.jpg" alt="" class="wp-image-3010"/></figure> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <p>Bullying can have significant and serious effects on physical, emotional and mental health. So, whilst leaving your job or changing departments could end the bullying, this isn’t always possible. Or the correct solution. Because the actual impact of being bullied can last long after it has stopped.</p> <p>Unfortunately, there is not a one-size-fits-all approach here. Often each individual may require their own set of coping mechanisms and remedial actions.</p> <p>BUT the following can be considered as starting points (at least) –</p> <p>1. <strong>Try your best not to react emotionally</strong> – bullies take pleasure in emotionally manipulating their victims. Try responding instead. Responding is different to reacting. When you respond you have prepared for the outcome in advance. So, begin with the end in mind. What outcomes would you like to see?</p> <p>2. <strong>Evaluate the situation objectively</strong> – properly evaluate the situation objectively to see if the situation is actually bullying (remember proper constructive criticism is not bullying)</p> <p>3. <strong>Know your workplace policies</strong> – Be aware of your rights and your workplace bullying policy. Familiarise yourself with the reporting procedure and follow it if needed</p> <p>4. <strong>Know your legal rights</strong> – Do your own research. Learn about inappropriate behavior and any <a href="https://www.werksmans.com/legal-updates-and-opinions/workplace-bullying-remedies-and-recourse-in-south-african-law/" target="_blank" rel="noreferrer noopener">legislation</a> that may be of assistance. The more you know, the better your chances of successfully dealing with the situation are</p> <p>5. <strong>Document your situation thoroughly –</strong> Start collecting as much evidence as you can. This includes keeping a dairy of events to help paint a clear picture of what’s been happening. If you need to recall particular events, having a reliable record will add credibility to your claim of bullying. If you have one and they are approachable (and presuming they are not the bully), go and talk to your HR manager</p> <p>6. <strong>Seek help or guidance</strong> – talk to someone who you can trust. Don’t ignore what has happened or is happening. If you are struggling to cope or don’t know where to start, contact <a href="https://bravingboundaries.com/contact-me/" target="_blank" rel="noreferrer noopener">Braving Boundaries</a> who will be able to not only support you as you go through this process but can also provide you with actionable targets and goals that can help you deal with and get over being bullied</p> <p>7. <strong>Look after yourself</strong> – maintain a healthy and balanced lifestyle outside of work to help you cope with the stress you are experiencing at work. Work out, get a good night’s sleep and eat a healthy diet</p> <p>8. <strong>Know your limits</strong> – if the situation cannot be resolved, consider your options for leaving. Don’t expect to change the bully overnight. Real behaviour change is difficult and it takes time. You have no control over the person’s willingness to accept that they have a problem and to work on it. You can only do your best to manage the situation. In the worst-case scenario you may decide to leave your job or be prepared for a long hard fight with the person bullying you</p> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>What is the takeaway?</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/06/bullying-in-the-workplace3.jpg" alt="" class="wp-image-3005"/></figure> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <p>Bullying is not OK. In any situation. No matter the environment. Or your age. And it has no place in a business that wants to be successful.</p> <p>Whilst many companies claim to have a zero-tolerance policy, bullying can sometimes be hard to recognise or prove. It therefore makes it difficult for managers or HR departments to take action.</p> <p>Other companies may not have any policies about bullying in place at all.</p> <p>We are of the firm belief that all workplaces should have a policy on bullying explaining how it should be handled. If your organisation needs guidance or assistance on how to develop these policies, <a href="https://www.coachingadvocates.com/" target="_blank" rel="noreferrer noopener">Coaching Advocates</a>, a practice dedicated to helping <em>modernise the way law firms and corporates work</em>, may be the perfect place to start.</p> <p>Taking steps to prevent workplace bullying can benefit organisations and the health of their employees. If you have been bullied or are being bullied, know you can safely take steps to combat the bullying without confronting the perpetrator.</p> <p><em>And always remember to take care of your own health first!</em></p> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <figure class="wp-block-image size-large"><a href="https://bravingboundaries.com/book-a-call/"><img loading="lazy" decoding="async" width="810" height="450" src="https://bravingboundaries.com/wp-content/uploads/2021/06/Copy-of-linkedin-filler-pictures-5.jpg" alt="" class="wp-image-3000"/></a></figure> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <hr class="wp-block-separator is-style-wide"/> <div style="height:50px" aria-hidden="true" class="wp-block-spacer"></div> <div class="wp-block-columns is-layout-flex wp-container-core-columns-is-layout-8 wp-block-columns-is-layout-flex"> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:15%"> <figure class="wp-block-image size-large"><img decoding="async" src="https://bravingboundaries.com/wp-content/uploads/2020/08/Alicia-Koch-The-Legal-Belletrist-1024x1024-1.jpg" alt=""/></figure> </div> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:85%"> <p>About the writer, <strong><em>Alicia Koch, Founder of The Legal Belletrist.</em></strong></p> <p>Alicia, an admitted attorney with over 10 years PQE, and now a legal writer and researcher, has established The Legal Belletrist to assist companies (in different sectors) to write well-researched articles that speak to each company’s core business, enabling growth and commercialism. </p> <p>Click here to visit <a href="https://www.thelegalbelletrist.com/">The Legal Belletrist website</a>.</p> <p><strong>Email: <a href="mailto:alicia@thebelletrist.com" target="_blank" rel="noreferrer noopener">alicia@thebelletrist.com</a> </strong></p> </div> </div> <p>The post <a href="https://bravingboundaries.com/workplace-bullying/">I’m a grown up! – And still being bullied….</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></content:encoded> <wfw:commentRss>https://bravingboundaries.com/workplace-bullying/feed/</wfw:commentRss> <slash:comments>0</slash:comments> </item> <item> <title>FEMALE LEADERS in the workplace – breaking the glass slipper, ceiling & cliff</title> <link>https://bravingboundaries.com/female-leaders-breaking-the-glass-ceiling/</link> <comments>https://bravingboundaries.com/female-leaders-breaking-the-glass-ceiling/#respond</comments> <dc:creator><![CDATA[friedaL2020]]></dc:creator> <pubDate>Wed, 19 May 2021 06:53:05 +0000</pubDate> <category><![CDATA[Lawyer Life]]></category> <category><![CDATA[Leadership]]></category> <category><![CDATA[work-life balance]]></category> <category><![CDATA[Working environment]]></category> <category><![CDATA[assumptions about women]]></category> <category><![CDATA[beyond law]]></category> <category><![CDATA[bias]]></category> <category><![CDATA[big law]]></category> <category><![CDATA[big law life]]></category> <category><![CDATA[breaking the glass ceiling]]></category> <category><![CDATA[broken rung]]></category> <category><![CDATA[business women]]></category> <category><![CDATA[cinderella]]></category> <category><![CDATA[climbing the corporate ladder]]></category> <category><![CDATA[discrimination]]></category> <category><![CDATA[entitlement gap]]></category> <category><![CDATA[executives]]></category> <category><![CDATA[female]]></category> <category><![CDATA[female boss]]></category> <category><![CDATA[female bosses]]></category> <category><![CDATA[female business women]]></category> <category><![CDATA[female empowerment]]></category> <category><![CDATA[female entrepreneurs]]></category> <category><![CDATA[female lawyers]]></category> <category><![CDATA[female lead]]></category> <category><![CDATA[female leaders]]></category> <category><![CDATA[female leadership]]></category> <category><![CDATA[female role models]]></category> <category><![CDATA[females]]></category> <category><![CDATA[gender discrimination]]></category> <category><![CDATA[gender equality]]></category> <category><![CDATA[gender gap]]></category> <category><![CDATA[gender inequality]]></category> <category><![CDATA[girls supporting girls]]></category> <category><![CDATA[glass ceiling]]></category> <category><![CDATA[glass cliff]]></category> <category><![CDATA[great leaders]]></category> <category><![CDATA[inequality]]></category> <category><![CDATA[junior lawyer]]></category> <category><![CDATA[law]]></category> <category><![CDATA[law life]]></category> <category><![CDATA[law recruiters]]></category> <category><![CDATA[law students]]></category> <category><![CDATA[lawyer]]></category> <category><![CDATA[lawyer careers]]></category> <category><![CDATA[lawyer life]]></category> <category><![CDATA[lawyer lifestyle]]></category> <category><![CDATA[lawyer tips]]></category> <category><![CDATA[lawyers]]></category> <category><![CDATA[leadership]]></category> <category><![CDATA[male role models]]></category> <category><![CDATA[male supporters]]></category> <category><![CDATA[strong leaders]]></category> <category><![CDATA[the glass slipper]]></category> <category><![CDATA[the real world glass slipper]]></category> <category><![CDATA[toxic work environments]]></category> <category><![CDATA[toxic workplace]]></category> <category><![CDATA[unconscious bias]]></category> <category><![CDATA[woke]]></category> <category><![CDATA[woman boss]]></category> <category><![CDATA[women]]></category> <category><![CDATA[women bosses]]></category> <category><![CDATA[women empowerment]]></category> <category><![CDATA[women in business]]></category> <category><![CDATA[women in leadership]]></category> <category><![CDATA[women in the workplace]]></category> <category><![CDATA[women leaders]]></category> <category><![CDATA[women supporting women]]></category> <category><![CDATA[work environment]]></category> <category><![CDATA[working mom]]></category> <category><![CDATA[working moms]]></category> <category><![CDATA[working mum]]></category> <category><![CDATA[working mums]]></category> <category><![CDATA[workplace bias]]></category> <category><![CDATA[young lawyer]]></category> <guid isPermaLink="false">https://bravingboundaries.com/?p=2894</guid> <description><![CDATA[<p>Climbing the corporate ladder for female leaders still remains overly complex. It's time to break the glass ceiling & glass cliff for good.</p> <p>The post <a href="https://bravingboundaries.com/female-leaders-breaking-the-glass-ceiling/">FEMALE LEADERS in the workplace – breaking the glass slipper, ceiling & cliff</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></description> <content:encoded><![CDATA[ <p><strong>Article 3 of 3 in the <em>Female Leadership</em> series</strong></p> <h6 class="wp-block-heading"><em>CO-WRITTEN BY FRIEDA LEVYCKY (<a href="https://bravingboundaries.com/">BRAVING BOUNDARIES</a>) & ALICIA KOCH (<a href="https://www.thelegalbelletrist.com/">THE LEGAL BELLETRIST</a>)</em></h6> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <p>Think back to when you still played with dolls and had tea parties with your teddy bears. When we all still believed in magic and talking animals. When we all still watched Walt Disney with a certain sense of belief. And wonder.</p> <p><em>We all wanted to be the heroine in our own stories. We all wanted to be the princesses in our own fairytales.</em></p> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/05/gender-discrimination-in-the-legal-profession-Braving-Boundaries4.jpg" alt="" class="wp-image-2921"/></figure> <p>Take Cinderella as an example. Despite being, for want of a better word, a servant in the beginning of the story, we all still wanted <a href="https://www.youtube.com/watch?v=yY30B9ZMq4U" target="_blank" rel="noreferrer noopener">talking mice as friends</a> <em>like her</em>, we all wanted to <a href="https://www.youtube.com/watch?v=OSknj15TYuU" target="_blank" rel="noreferrer noopener">talk to birds</a> <em>like her</em> and we all wanted to have our own Happily Ever After <em>like her</em>. <em>We all wanted to be Cinderella.</em></p> <p>I mean, why not? At the end of the day she was rewarded for her hard work and strife with one night that changed her life. Forever.</p> <p><em>Swoooooon.</em></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><em><strong>The fairy tale</strong> – no glass ceilings or cliffs in sight</em></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/05/gender-discrimination-in-the-legal-profession-Braving-Boundaries11.jpg" alt="gender discrimination in the legal profession Braving Boundaries11" class="wp-image-2914"/></figure> <p><em></em>Donned in her one-of-a-kind, exquisite dress and glass slippers (all provided by her magical Fairy Godmother), Cinderella runs down the stairs as the clock strikes 12 (just before her carriage turns into a pumpkin) leaving behind one glass slipper – the <em>only clue</em> to her identity for her one true love to find.</p> <p><em>Umm, hello? Wouldn’t he just recognize her face, her laugh, her voice? Why the glass slipper? And – as an aside – if it fit so perfectly, how did it fall off her foot in the first place?</em></p> <p>Miraculously, prince charming by sheer wit and will alone (<em>whatev’s</em>) finally finds Cinderella, the glass slipper fitting her perfectly (I mean how unique <em>were her feet</em>?) and suddenly he recognizes her. Because of her glass slipper….. not because of her.</p> <p>And they lived<em> Happily Ever After</em>.</p> <p>Simple as that.</p> <p><strong>Preposterous!</strong></p> <p>I mean a shoe cannot be the key to a Happily Ever After, can it? (If so, then Alicia, here is the proof that your shoe fetish has been wholeheartedly justified).</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>The real world glass slipper</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/05/gender-discrimination-in-the-legal-profession-Braving-Boundaries3.jpg" alt="" class="wp-image-2922"/></figure> <p>If we’re really honest – we wanted the happily ever after part. We too wanted to get everything we had ever dreamed of.</p> <p>If we are <em>really, really honest</em>, we dreamt of having our own Fairy Godmother, of wearing the glass slippers and of having our own prince charming sweep us off our feet.</p> <p>We are both romantics at heart….. <em>and naïve.</em></p> <p><em></em>But it was only later that we discovered that stories like Cinderella were not only <em>wholly inaccurate</em>, they were also make believe. They were fairy tales. Some might even say that they were vehicles for keeping women in line – <em>be good, work hard and you will be rewarded with your prince charming. </em>A whimsical tale, which may even dissuade a woman from actually trying to climb the corporate ladder in the first place – <em>why do all that if you only need a prince charming to make you happy?</em></p> <p>And whilst we always had a taste for expensive heels, it was only later in our careers that the “<em>glass slipper”</em> magically appeared in our life. Just not in the way we had always imagined it would.</p> <p>You see, adulthood has a way of poking holes into even the most charming of fairy tales. And even the most innocent of wishes.</p> <p>Reality is no fairytale.</p> <p>So, let’s talk about the <em>“glass slipper”</em> <strong><em>in the real world</em></strong>….</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><em>Problem 1 for females in the workplace: </em><strong><em>The Glass Ceiling</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/05/gender-discrimination-in-the-legal-profession-Braving-Boundaries5.jpg" alt="gender discrimination in the legal profession Braving Boundaries5.png" class="wp-image-2915"/></figure> <p>Not a slipper at all, rather a ceiling. The glass ceiling can be described as an invisible barrier that <em>prevents women</em> from rising to higher ranks within a corporation. And women continue (even in this day and age. Perhaps, especially in this day and age) to struggle to get fair representation in corporate boards and higher management levels <em>because of it</em>.</p> <p>You know you have reached this glass ceiling when lesser qualified individuals than you keep passing you by, smugly being promoted to more senior roles.</p> <p>In fact in a study titled the <a href="https://www.ijrte.org/wp-content/uploads/papers/v8i4/D6923118419.pdf" target="_blank" rel="noreferrer noopener">Impact of Glass Ceiling on Stress, Well-Being, Self-Esteem, Effective Organizational Commitment and Job Satisfaction among Working Women</a>, the following was set out – <em>“even though there is a considerable increase in participation and subsistence of women employees in the workforce, the ingress of women into higher managerial positions remains restricted”</em>.</p> <p>And that was in 2019.</p> <p>It is clear that the glass ceiling is still being fought today. I mean we <em>can</em> <em>see through it</em>. We just <em>cannot break through it</em>. <strong><em>Still</em></strong><em>.</em></p> <p>In our article <a href="https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few/" target="_blank" rel="noreferrer noopener">Women leaders in the workplace – why are we so few?</a>, we highlighted the fact that based on the January 2021 S&P 500 list, women currently hold only 31 of the <em>total CEO positions</em> at S&P 500 companies. That makes up a meager 6.2% of total global top 500 companies.</p> <p>Startling.</p> <p>And we’re certain that a common thread with each of the female CEOs has been to fight tooth and nail for the role. Because they undoubtedly had to work doubly hard for the position. It’s a battle women around the world face in their workplace. No matter how “diverse” their oganisation may claim to be.</p> <p>And don’t forget, the effects of the glass ceiling can be felt long after you have bumped your head against it – year after year. In fact, in the afore mentioned study, the researcher wanted to “<em>throw the light on the need of equality which is only seen in policies / practices, but the fact is <strong>females are not taken as healthy competitors of males in professional roles due to the social taboo & how these things are affecting their performance, job satisfaction, work-life balance, stress levels & their confidence</strong>.”</em></p> <p>In fact, and according to <a href="https://www.healthline.com/health/mental-health/glass-ceiling-effect" target="_blank" rel="noreferrer noopener">health line</a>, the realities of inequality in the workplace can have a direct effect on women’s health and well-being. A stalled career and the inability to gain a higher income can leave you with a bundle of mixed feelings, including self-doubt, a sense of isolation, resentment, anger, stress, mood disorders, anxiety and depression. I am certain we have all felt it at one point or another.</p> <p>And whilst women have been chipping away at the glass ceiling for years, there is still <em>a long way to go</em>.</p> <p>However, the important take away is this – being held back <em>because of the glass ceiling</em>, is a <em>reflection on the company you work for</em>. And not on you or your abilities.</p> <p>You <em>can </em>manage the stress, depression and anxiety by talking to someone who understands you, who can listen and provide some guidance, like <a href="https://bravingboundaries.com/" target="_blank" rel="noreferrer noopener">Braving Boundaries</a>.</p> <p>So keep looking beyond that glass ceiling and focus on the stars instead.</p> <p><em>“Aim for the moon. If you miss, you may hit a star” – W. Clement Stone</em></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><em>Problem 2 for females in the workplace:</em> <strong><em>The Glass Cliff</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/05/gender-discrimination-in-the-legal-profession-Braving-Boundaries7.jpg" alt="" class="wp-image-2916"/></figure> <p>Michelle Ryan, a social and organizational psychologist at the University of Exeter, (and the person responsible for coining the phrase the <em>“glass cliff”), </em>described the<em> </em>research-backed phenomenon as when <em>women are promoted to senior leadership positions during a difficult time for a company, when the risk of failure is high. </em>And fail to lead <em>because of it</em>.<em></em></p> <p><em></em>It is a <em>sister phenomenon to the glass ceiling</em> and is seemingly one of the major ways that women can attempt to <em>break through the glass ceiling. </em>Unfortunately.<em></em></p> <p><em>It’s easy to understand why it is likened to a cliff – given the ease in which you can fall off it!</em></p> <p>And the crucial thing with the Glass Cliff is the <em>timing and manner in which women are promoted to leadership positions</em>. Are women only chosen for top positions <em>because of precarious times</em>, because employees are demanding diversity, because their stakeholders are demanding diversity?</p> <p>According to Michelle Ryan and in answer to the above question, (together with her colleague Alex Haslam), the “<em>failure to lead” </em>during difficult times is not <em>due to women being bad leaders, but because they were appointed as leaders when companies were failing themselves</em>.</p> <p><em></em>The conclusion? – <em>if women are only promoted during times of crisis the fact that they fail is <strong>not because they are unable to lead, but because leading in a time of crisis is more difficult</strong> and more precarious than leading when everything is smooth sailing. It’s the circumstance and not the quality of leadership.</em></p> <p>Seemingly obvious.</p> <p><em></em>And what inevitably results from “<em>failing to lead” </em>during these times of crisis is the assumption (and stereotype) that <em>women are unable to lead and are not good in leadership roles.</em></p> <p>Not only nonsense but outright unfair!</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>The glass cliff and glass ceiling in action</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/05/gender-discrimination-in-the-legal-profession-Braving-Boundaries8-1.jpg" alt="gender-discrimination-in-the-legal-profession-Braving-Boundaries" class="wp-image-2917"/></figure> <p>I (Frieda) once had a conversation with the senior heads of a global corporation about its lack of diversity in the executive team. Of the 20 members, not a single female was represented. When I pointed out the benefits that qualified and capable women would bring to the team, I was greeted by a roll of the eyes and a sneer: “<em>We’ve tried that twice before and look at how that turned out</em>.”</p> <p>I was pretty astounded by the response. I knew the women who had been appointed to these top positions: both strong, charismatic, clever women. Women who had dedicated the majority of their professional careers to the organization. And when I say dedicated – I mean dedicated. They’d sacrificed time with their families. Worked late into the night. Travelled the world to meet with consumers and staff. These were women whose hard work and integrity I admired. Whose dedication had warranted their promotion.</p> <p>But once they had jumped every hurdle possible to achieve the lofty heights of the executive suite – it became a never-ending battle to stay there. Instead of focusing on the capability, compassion, innovative way of thinking which they had brought to the executive suite, one was cloaked by rumours that she’d slept her way to the top – quite frankly, who cares who she was sleeping with (if she was). She was excellent at her job and deserved a seat at the table. And the other was knowingly promoted into a position outside of her area of expertise at a time when the company was really struggling. <em>Glass cliff – here we come!</em> A year later, she was replaced by a man. Back into familiar territory we go.</p> <p>The cards were written before the executive suite door had even been opened.</p> <p>Despite regaling this information to the senior heads, I’m sorry to say that it landed on deaf ears. The same corporation today still has a leadership team of 20 people – only one of them is a woman.</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>So how are the glass ceiling and glass cliff tackled?</em></strong></h2> <p>Not through positive discrimination – that’s for sure! Appointing women to higher ranking positions purely because quotas or external financing require it, doesn’t stop sexist behaviour – it fuels it. Positive discrimination suggests that women need a leg up to get to the executive level. What nonsense! Women deserve to be appointed because of their <em>talents, because of their hard work, because of their perspective.</em> Appointments should be based on <em>merit</em> not gender … or race, sexual preference or religion for that matter.</p> <p><em>So what can we do tackle the glass ceiling and glass cliff?</em></p> <p>It may seem like a <em>“Duh”</em> moment but it’s simple really.</p> <p>It <em>starts</em> by consciously changing the kind of sexist language that is no longer acceptable in the workplace today. And ladies, this applies to us too. We have adopted sexist language into our own daily vocabulary. Language that encourages the unconscious bias that companies have towards women in the workplace. Language that limits a woman’s role within the workplace. Albeit unconsciously.</p> <p>When preparing this blog post, we spoke with a number of our female friends in the corporate world and asked them for examples of recent sexist language used in the workplace. Take a look at the infograph below.</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <figure class="wp-block-image size-full is-resized"><img loading="lazy" decoding="async" src="https://bravingboundaries.com/wp-content/uploads/2021/05/what-women-dont-want-to-hear-in-the-workplace.png" alt="" class="wp-image-2944" width="660" height="1500"/></figure> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <p>These sayings or words may seem somewhat unimportant and petty. Especially when there are bigger issues at hand. But language and <em>how it reflects the role of gender in the workplace, how it can perpetuate the glass ceilings or cause the glass cliffs is crucial</em>. Think about it – <em>“oh it’s that time of the month again” – </em>eluding to the fact that a woman, especially in a senior role, cannot be entrusted to make a sound decision because she is on her period. It’s nonsense. And yet said. So often.</p> <p>These small changes in the workplace, like changing demeanour and changing language can place everyone – male and female – on a level playing field at an earlier stage in their careers. Right from the get-go. And in the right way.</p> <p>But language is only the beginning – how about when appointing women in senior leadership positions, you provide them with the support they require to succeed? Whether that means bigger budgets, more time, more flexibility or the support of others within the company. Whatever it is. They need to be set up to succeed. Not set up to fail. Just like a man placed in the same role. Equality is the goal!</p> <p>Logical. And easy to do. No?</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>Breaking through the glass ceiling and cliff: Is there a happy ever after?</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/05/gender-discrimination-in-the-legal-profession-Braving-Boundaries10-Custom.jpg" alt="gender discrimination in the legal profession Braving Boundaries10 (Custom)" class="wp-image-2925"/></figure> <p><em></em>There is a great saying: <em>“Teach your daughters to worry less about fitting into glass slippers and more about shattering glass ceilings.”</em></p> <p>Accurate. And appropriately thought provoking. But we think it goes beyond that..</p> <p>There is no doubt that fairytales have their place – they bring a magical quality to our childhood (and to our dreams) – but (more importantly) we need to teach the younger generation about how the real world works. We need to teach them about the importance of culture and diversity <em>in all aspects of life</em>. About equality. About how language impacts the way we see the world.</p> <p><em>About the realities of glass ceilings and glass cliffs. And not about the romance of glass slippers.</em></p> <p>Through teaching the next generation, we are not only seeking to eradicate inequality at the younger level, we are also bringing awareness to our own language and behaviour; to our own unconscious bias.</p> <p>And perhaps instead of just wearing our glass slippers, we can take them in hand and use them as tools to break the glass ceilings and glass cliffs. Turn the fairytale into something more empowering. We don’t need a prince to be our “happily ever after”. What we <em>do </em>need is awareness, strength of character and moral aptitude to do better. Be better.</p> <p>After all – isn’t that what a fairytale is for – showing you how good life could be? Well then, be rewarded for your hard work and strife. Take that darn shoe (glass or otherwise) and walk forward, looking ahead. Your head held high. Because you don’t need to rely on a fairy Godmother to make your dreams come true. <em>You have yourself for that!</em></p> <p></p> <p><strong>Other articles in the <em>female leadership</em> series:</strong></p> <p><strong><a href="https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few/" target="_blank" rel="noreferrer noopener">Article 1: FEMALE LEADERS IN THE WORKPLACE – WHY ARE WE SO FEW?</a><br><a href="https://bravingboundaries.com/female-leaders-in-the-workplace-how-do-we-break-through/" target="_blank" rel="noreferrer noopener">Article 2: FEMALE LEADERS IN THE WORKPLACE – HOW DO WE BREAK THROUGH?</a><br><a href="https://bravingboundaries.com/female-leaders-breaking-the-glass-ceiling/">Article 3: FEMALE LEADERS IN THE WORKPLACE – BREAKING THE GLASS SLIPPER, CEILING & CLIFF</a></strong></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <figure class="wp-block-image size-large"><a href="https://bravingboundaries.com/work-with-me/individual-coaching/"><img loading="lazy" decoding="async" width="810" height="450" src="https://bravingboundaries.com/wp-content/uploads/2021/04/struggling-in-the-workplace-CTA.jpg" alt="" class="wp-image-2690"/></a></figure> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <hr class="wp-block-separator"/> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <div class="wp-block-columns is-layout-flex wp-container-core-columns-is-layout-9 wp-block-columns-is-layout-flex"> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:15%"> <figure class="wp-block-image size-large"><img decoding="async" src="https://bravingboundaries.com/wp-content/uploads/2020/08/Alicia-Koch-The-Legal-Belletrist-1024x1024-1.jpg" alt=""/></figure> </div> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:85%"> <p>About the writer, <strong><em>Alicia Koch, Founder of The Legal Belletrist.</em></strong></p> <p>Alicia, an admitted attorney with over 10 years PQE, and now a legal writer and researcher, has established The Legal Belletrist to assist companies (in different sectors) to write well-researched articles that speak to each company’s core business, enabling growth and commercialism. </p> <p>Click here to visit <a href="https://www.thelegalbelletrist.com/">The Legal Belletrist website</a>.</p> <p><strong>Email: <a href="mailto:alicia@thebelletrist.com" target="_blank" rel="noreferrer noopener">alicia@thebelletrist.com</a> </strong></p> </div> </div> <p>The post <a href="https://bravingboundaries.com/female-leaders-breaking-the-glass-ceiling/">FEMALE LEADERS in the workplace – breaking the glass slipper, ceiling & cliff</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></content:encoded> <wfw:commentRss>https://bravingboundaries.com/female-leaders-breaking-the-glass-ceiling/feed/</wfw:commentRss> <slash:comments>0</slash:comments> </item> <item> <title>Female leaders in the workplace – how do we break through?</title> <link>https://bravingboundaries.com/female-leaders-in-the-workplace-how-do-we-break-through/</link> <comments>https://bravingboundaries.com/female-leaders-in-the-workplace-how-do-we-break-through/#comments</comments> <dc:creator><![CDATA[friedaL2020]]></dc:creator> <pubDate>Thu, 15 Apr 2021 18:34:44 +0000</pubDate> <category><![CDATA[Lawyer Life]]></category> <category><![CDATA[Leadership]]></category> <category><![CDATA[work-life balance]]></category> <category><![CDATA[Working environment]]></category> <category><![CDATA[assumptions about women]]></category> <category><![CDATA[beyond law]]></category> <category><![CDATA[bias]]></category> <category><![CDATA[big law]]></category> <category><![CDATA[big law life]]></category> <category><![CDATA[broken rung]]></category> <category><![CDATA[business women]]></category> <category><![CDATA[climbing the corporate ladder]]></category> <category><![CDATA[discrimination]]></category> <category><![CDATA[entitlement gap]]></category> <category><![CDATA[executives]]></category> <category><![CDATA[female]]></category> <category><![CDATA[female boss]]></category> <category><![CDATA[female bosses]]></category> <category><![CDATA[female business women]]></category> <category><![CDATA[female empowerment]]></category> <category><![CDATA[female entrepreneurs]]></category> <category><![CDATA[female lawyers]]></category> <category><![CDATA[female lead]]></category> <category><![CDATA[female leaders]]></category> <category><![CDATA[female leadership]]></category> <category><![CDATA[female role models]]></category> <category><![CDATA[females]]></category> <category><![CDATA[gender discrimination]]></category> <category><![CDATA[gender equality]]></category> <category><![CDATA[gender gap]]></category> <category><![CDATA[gender inequality]]></category> <category><![CDATA[girls supporting girls]]></category> <category><![CDATA[glass ceiling]]></category> <category><![CDATA[glass cliff]]></category> <category><![CDATA[great leaders]]></category> <category><![CDATA[inequality]]></category> <category><![CDATA[junior lawyer]]></category> <category><![CDATA[law]]></category> <category><![CDATA[law life]]></category> <category><![CDATA[law recruiters]]></category> <category><![CDATA[law students]]></category> <category><![CDATA[lawyer]]></category> <category><![CDATA[lawyer careers]]></category> <category><![CDATA[lawyer life]]></category> <category><![CDATA[lawyer lifestyle]]></category> <category><![CDATA[lawyer tips]]></category> <category><![CDATA[lawyers]]></category> <category><![CDATA[leadership]]></category> <category><![CDATA[male role models]]></category> <category><![CDATA[male supporters]]></category> <category><![CDATA[strong leaders]]></category> <category><![CDATA[toxic work environments]]></category> <category><![CDATA[toxic workplace]]></category> <category><![CDATA[unconscious bias]]></category> <category><![CDATA[woke]]></category> <category><![CDATA[woman boss]]></category> <category><![CDATA[women]]></category> <category><![CDATA[women bosses]]></category> <category><![CDATA[women empowerment]]></category> <category><![CDATA[women in business]]></category> <category><![CDATA[women in leadership]]></category> <category><![CDATA[women in the workplace]]></category> <category><![CDATA[women leaders]]></category> <category><![CDATA[women supporting women]]></category> <category><![CDATA[work environment]]></category> <category><![CDATA[working mom]]></category> <category><![CDATA[working moms]]></category> <category><![CDATA[working mum]]></category> <category><![CDATA[working mums]]></category> <category><![CDATA[workplace bias]]></category> <category><![CDATA[young lawyer]]></category> <guid isPermaLink="false">https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few-copy/</guid> <description><![CDATA[<p>How do bring more female leaders into senior positions? It's time to be inspired. It's time to be brave not perfect.</p> <p>The post <a href="https://bravingboundaries.com/female-leaders-in-the-workplace-how-do-we-break-through/">Female leaders in the workplace – how do we break through?</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></description> <content:encoded><![CDATA[ <h5 class="wp-block-heading"><em>WRITTEN BY ALICIA KOCH, FOUNDER OF <a href="https://www.thelegalbelletrist.com/" target="_blank" rel="noreferrer noopener">THE LEGAL BELLETRIST</a></em></h5> <p></p> <p><strong>Article 2 of 3 in the <em>Female Leadership</em> series</strong></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <p>In our <a href="https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few/" target="_blank" rel="noreferrer noopener">last article</a>, we discussed barriers women face in the workplace. Things like the <em>broken rung effect</em> and the <em>entitlement gap</em>. Each explaining why there are so few women in senior roles in the workplace – a type of unconscious bias (both by women caused by societal ideas of the broken rung and the entitlement gap as well as the subliminal bias of their male counterparts) that women don’t belong in senior level positions.</p> <p>But we couldn’t disagree more – women have so much to bring to the workplace. Offering different benefits and positive additions to the workplace. </p> <p><em>This is <strong>not</strong> a male vs female thing. </em></p> <p>Rather it is women and men working together – with equal pay, equal say and equal standing in the workplace. Even in senior roles.</p> <p>Unfortunately, it just appears that women haven’t been given the “leg up”. And there is still a disconnect, despite surveys and studies to the contrary, between the notion that women offer a great deal to the organisations that they work for and there just not being enough women in real leadership roles in the workplace to take any guidance or motivation from.</p> <p>We are seemingly short of role models……</p> <p>The song <a href="https://www.youtube.com/watch?v=cv-0mmVnxPA" target="_blank" rel="noreferrer noopener">“Let the River Run”</a> by Carly Simon comes to mind – </p> <p><em>“We the great and small</em></p> <p><em>Stand on a star</em></p> <p><em>And blaze a trail of desire</em></p> <p><em>Through the darkening dawn”</em></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <p>And I am not sure about you but I am suddenly imagining Melanie Griffith in <a href="https://en.wikipedia.org/wiki/Working_Girl" target="_blank" rel="noreferrer noopener">Working Girl</a> commuting to New York City in her sneakers!</p> <p>And it is this movie that, in at least some ways, firmly represents what it means to break-through in the workplace. To become the person you know you are meant to be. Despite any previous notions to the contrary.</p> <p>And it is the most obvious example I can use in not only setting the tone for this article but also highlighting what we already know – we deserve to be here. We deserve to be in senior roles. We deserve to succeed.</p> <p>Working Girl, in my opinion, remains a timeless example of the working woman – women that are fierce, passionate, courageous and resilient all at the same time. Possibly ahead of its time (in its messaging), Working Girl celebrated the bravery and ambition it takes to <em>maintain your values while fighting for a place in a system that isn’t designed to accommodate you</em>. The real love story isn’t between Tess and Jack or even Tess and her job—<strong><em>it’s in the love and belief Tess has for herself </em></strong>(<a href="https://film.avclub.com/working-girl-s-message-is-timeless-even-if-the-hair-an-1841193320" target="_blank" rel="noreferrer noopener">Working Girl’s message is timeless, even if the hair and the shoulder pads aren’t</a>)<strong><em>.</em></strong></p> <p>And following on from Tess’s realisation, women need to believe that they are stronger than we give ourselves credit for and we are able to achieve more than what we have been led to believe (both by society and ourselves). We may think that we are alone and that we cannot breakthrough the <a href="https://bravingboundaries.com/female-leaders-breaking-the-glass-ceiling/">glass ceiling in the workplace</a> (something we will also be discussing in our next article – watch this space). But that simply isn’t true. Even if we cannot see it. </p> <p>And therein lies the seemingly obvious realisation – there are just not enough women in any industry to show us that <em>we can</em> – there are not enough role models to show the younger generation of women what is possible. What they can do. Who they can become and what they can achieve. </p> <p>But we can change that….</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading" id="female-role-models-in-the-workplace-just-a-few-shining-examples"><strong><em>Female role models in the workplace (just a few shining examples) – </em></strong></h2> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace2-1.jpg" alt="" class="wp-image-2736"/></figure> <h3 class="wp-block-heading" id="alyssa-carson"><strong><em>Alyssa Carson</em></strong></h3> <p>The 19-year-old astronaut in training who is on a mission to become the youngest person ever in space and one of the first people on Mars, graduated from the Advanced Space Academy at 16-years-old, becoming the youngest person ever to do so. </p> <p>In an interview conducted by <a href="https://www.thefemalelead.com/post/meet-the-teenage-astronaut-in-training-on-a-mission-to-mars" target="_blank" rel="noreferrer noopener">The Female Lead</a>, Alyssa was asked one question which has seemingly stood out – <em>When you first decided to train as an astronaut, did you have any preconceptions as to what one looked like?</em></p> <blockquote class="wp-block-quote is-layout-flow wp-block-quote-is-layout-flow"><p><em>“When I was younger I didn’t really have much of an idea of who astronauts were and I think that’s the biggest issue – so many kids are interested in space and haven’t always seen visible representation in the media, like women and younger people. One thing for me that I’ve been trying to change is to encourage younger people who are interested in space to go for it at any age. The youngest person, in the USA, to fly to space was 32 and I always just thought why is that. Of course, you have to do the training and attend University but why have we never sent anyone younger.</em></p><p><em>I think the next steps should be to get </em><strong>more women involved in the industry </strong><em>– which is already happening and is amazing to see – but also to capture the younger generation in this. </em><strong><em>Seeing more females of all ages working in the various roles throughout the space industry would be amazing</em></strong><em>”</em>.</p></blockquote> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <p>Alyssa was then asked – <em>How important are female mentors to you? </em>And her obvious answer was – </p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <blockquote class="wp-block-quote is-layout-flow wp-block-quote-is-layout-flow"><p><em>“</em><strong><em>Really important</em></strong><em>. So many female mentors have made me think that what I want to do is definitely possible”.</em></p></blockquote> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h3 class="wp-block-heading" id="jacinda-adhern"><strong><em>Jacinda Adhern</em></strong></h3> <p>Jacinda is the 40 year old New Zealand politician who has been serving as the 40th prime minister of New Zealand and leader of the Labour Party since 2017. She was first elected to the House of Representatives as a list MP in 2008, and has been the Member of Parliament for Mount Albert since March 2017. In 2017 (and at 37), she was the youngest head of state in New Zealand.</p> <p>Due to her amazing leadership, she will govern New Zealand for a second term after the Labour party secured a historic landslide victory in the general election in 2020, attracting so many votes it could become the first party in decades to be able to govern alone. </p> <p>She is an incredible leader transforming public assumptions about women in leadership, taking her daughter in 2018 to the UN, becoming the first world leader to bring their baby to the UN general assembly. She eliminated COVID-19 in her country announcing in April 2020 that there was no longer any undetected community transmission of COVID-19 and that her country had effectively “eliminated” the virus, with health authorities aware of and able to trace each current case. She banned military-style semi-automatics less than a month after the <a href="https://www.theguardian.com/world/2021/mar/13/they-are-us-christchurch-shooting-victims-remembered-two-years-on" target="_blank" rel="noreferrer noopener">Christchurch shootings</a>. She became the first NZ PM to march in an LGBTQ+ Pride event. In 2020, she pledged to provide period products to all girls committing to end “period poverty” by giving all school-aged people who have period’s free sanitary products. And those are just some of her highlights. There are so many <a href="https://scroll.in/video/942660/watch-new-zealand-pm-jacinda-ardern-take-less-than-three-minutes-to-outline-two-years-achievements" target="_blank" rel="noreferrer noopener">more</a>.</p> <p>But even a woman as highly regarded and as highly accomplished as Jacinda <a href="https://www.theguardian.com/world/2020/dec/21/jacinda-ardern-i-try-to-turn-self-doubt-into-something-more-positive" target="_blank" rel="noreferrer noopener">revealed</a> that she suffers from “imposter syndrome” and she tries to turn her self-doubt into “something more positive”.</p> <p>We can all understand it. No matter how well we do or how high we fly – we still doubt ourselves. An unfortunate result of decades of believing that we are not worthy. </p> <p>But we <em>can</em> overcome all of these doubts and misgivings and turn it into something positive. Just like Jacinda. </p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading" id="there-are-so-many-other-amazing-female-leaders"><strong><em>There are so many other amazing female leaders – </em></strong></h2> <p>Just take your pick!</p> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace3.jpg" alt="" class="wp-image-2737"/></figure> <p>There are other women in leadership roles that are shining examples of how women can (and do) succeed – take congresswoman <a href="https://ocasio-cortez.house.gov/about/biography" target="_blank" rel="noreferrer noopener">Alexandria Ocasio-Cortez</a> for example, or president of the European Commission <a href="https://www.forbes.com/profile/ursula-von-der-leyen/?list=power-women&sh=300ff75175d4" target="_blank" rel="noreferrer noopener">Ursula von der Leyen</a>, or CEO of Nasdaq <a href="https://www.forbes.com/profile/adena-friedman/?list=power-women&sh=2243c2f3245f" target="_blank" rel="noreferrer noopener">Adena Friedman</a>, or <a href="https://www.forbes.com/profile/oprah-winfrey/?list=power-women&sh=6c4454965745" target="_blank" rel="noreferrer noopener">Oprah Winfrey</a> for goodness sake. Or any of the other 100 most powerful women in the world as listed by <a href="https://www.forbes.com/power-women/#2e129b5a5e25" target="_blank" rel="noreferrer noopener">Forbes</a>.</p> <p>There are many powerful and successful women in senior and leadership roles. </p> <p><strong>We just need to look beyond our own insecurities, our own inabilities and be our own cheerleaders. </strong><strong><em>Believe that we can do it</em></strong><strong>. If the women listed in Forbes top 100 woman can do it, so can we! </strong></p> <p>We just need to look beyond our own fears to see them. <strong><em>And be them.</em></strong></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading" id="so-how-can-women-break-through-in-the-workplace"><strong><em>So how can women “break through” in the workplace?</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace5.jpg" alt="" class="wp-image-2739"/></figure> <p>I wish it was as easy as – “Abracadabra”. But it just isn’t.</p> <p>But we need to start somewhere. </p> <p>You often find that success is found outside of your comfort zone. And more so than that – by tackling the things that scare you to the core. </p> <p><a href="https://reshmasaujani.com/about/" target="_blank" rel="noreferrer noopener">Reshma Saujani</a>, founder and CEO of <a href="https://girlswhocode.com/" target="_blank" rel="noreferrer noopener">Girls Who Code</a>, said that while girls are taught to play it safe, smile pretty and get all A’s, boys are taught to play rough and swing high. <em>“In other words, we’re raising our girls to be perfect, and we’re raising our boys to be brave,”</em> she said in a <a href="https://www.ted.com/talks/reshma_saujani_teach_girls_bravery_not_perfection/transcript?utm_campaign=BeepBeepBites%20-%20Nieuwsbrief&utm_source=hs_email&utm_medium=email&_hsenc=p2ANqtz-8hrp2DddFfAf2NdFVByHUTn6FGOOYtdO-Tj4iaUlmmZM_y7TTWE3OK83RNrqqYeU-PawWa" target="_blank" rel="noreferrer noopener">TED </a>talk. Even when women are ambitious, the socialisation of perfection often leads them to risk aversion, Saujani said. So teach girls bravery,<strong><em> not perfection. </em></strong></p> <p>Leave the perfection to <a href="https://en.wikipedia.org/wiki/The_Stepford_Wives_(2004_film)" target="_blank" rel="noreferrer noopener">The Stepford Wives</a>. Spoiler alert – it is science fiction (aka not real and not realistic)!</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading" id="because-it-takes-bravery-to-succeed-not-just-being-perfect"><strong><em>Because it takes bravery to succeed not just being perfect. </em></strong></h2> <p>Every successful entrepreneur and business leader <em>did what they were afraid to do instead of just letting the fear rule their personal and professional lives.</em> Often the best way to overcome fear is to acknowledge it. Recognise that the fear is there, but go for it anyway. If we don’t, we may miss one of those serendipitous <em>“aha”</em> moments that could inspire us to take a different approach and, by so doing, achieving greatness. </p> <p>So it comes down to this – if we want to be viewed as equal in the workplace, if we want equal pay and equal opportunity. If we want the recognition that we deserve (and have earned). If we want the working conditions that are favourable to us. If we want to have that work-life blend and not fear having to always “be on”. If we want to simply excel, then –</p> <p><strong><em>We must stand our ground and demand the respect we deserve – and it starts by behaving as if the entitlement gap has been closed and the broken rung has been well and truly fixed. </em></strong></p> <p>Women need to lead by example in order to be role models to other young women entering the work force. </p> <p>In an article by Business News Daily titled <a href="https://www.businessnewsdaily.com/5489-female-leadership-advice.html" target="_blank" rel="noreferrer noopener">Key Steps Women Can Take to Be Strong Leaders</a>, the following was set out – </p> <blockquote class="wp-block-quote is-layout-flow wp-block-quote-is-layout-flow"><p><em>“As each woman in the workplace does her part to work toward gender equality in her workplace, the gaps will slowly but surely close. It isn’t a matter of the different strengths that men and women bring to their careers, but instead </em><strong><em>how we accept the meshing of those strengths to drive companies forward in meeting their goals and setting new ones while achieving individual success</em></strong><em>”.</em></p></blockquote> <p>And that’s the point really. We don’t want more than men. We just want the same. And it really <strong><em>starts with us simply standing up for ourselves (and each other) and being brave</em></strong>! </p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace4.jpg" alt="“Be bold and mighty forces will come to your aid” – Goethe " class="wp-image-2738"/></figure> <p></p> <p>So let’s do that! <strong><em>Let’s be bold, let’s be brave and let’s succeed!</em></strong></p> <p>In closing, we hope that these quotes will inspire you to do great things (whatever they may be) – </p> <blockquote class="wp-block-quote is-layout-flow wp-block-quote-is-layout-flow"><p>“<em>Each time a woman stands up for herself, she stands up for all women.” </em></p><cite>Maya Angelou</cite></blockquote> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <blockquote class="wp-block-quote is-layout-flow wp-block-quote-is-layout-flow"><p><em>“A strong woman is a woman determined to do something others are determined not be done.”</em> </p><cite>Marge Piercy</cite></blockquote> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <blockquote class="wp-block-quote is-layout-flow wp-block-quote-is-layout-flow"><p><em>“Life is not easy for any of us. But what of that? We must have perseverance and, above all, confidence in ourselves. We must believe we are gifted for something and that this thing must be attained.” </em></p><cite>– Marie Curie</cite></blockquote> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <blockquote class="wp-block-quote is-layout-flow wp-block-quote-is-layout-flow"><p><em>“She was powerful not because she wasn’t scared but because she went on so strongly, despite the fear.”</em> </p><cite>Atticus</cite></blockquote> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <figure class="wp-block-image size-large"><a href="https://bravingboundaries.com/work-with-me/individual-coaching/"><img loading="lazy" decoding="async" width="810" height="450" src="https://bravingboundaries.com/wp-content/uploads/2021/04/struggling-in-the-workplace-CTA.jpg" alt="" class="wp-image-2690"/></a></figure> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <div class="wp-block-columns is-layout-flex wp-container-core-columns-is-layout-10 wp-block-columns-is-layout-flex"> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:15%"> <figure class="wp-block-image size-large"><img decoding="async" src="https://bravingboundaries.com/wp-content/uploads/2020/08/Alicia-Koch-The-Legal-Belletrist-1024x1024-1.jpg" alt=""/></figure> </div> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:85%"> <p>About the writer, <strong><em>Alicia Koch, Founder of The Legal Belletrist.</em></strong></p> <p>Alicia, an admitted attorney with over 10 years PQE, and now a legal writer and researcher, has established The Legal Belletrist to assist companies (in different sectors) to write well-researched articles that speak to each company’s core business, enabling growth and commercialism. </p> <p>Click here to visit <a href="https://www.thelegalbelletrist.com/">The Legal Belletrist website</a>.</p> <p><strong>Email: <a href="mailto:alicia@thebelletrist.com" target="_blank" rel="noreferrer noopener">alicia@thebelletrist.com</a> </strong></p> </div> </div> <p>The post <a href="https://bravingboundaries.com/female-leaders-in-the-workplace-how-do-we-break-through/">Female leaders in the workplace – how do we break through?</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></content:encoded> <wfw:commentRss>https://bravingboundaries.com/female-leaders-in-the-workplace-how-do-we-break-through/feed/</wfw:commentRss> <slash:comments>2</slash:comments> </item> <item> <title>FEMALE leaders in the workplace – why are we so few?</title> <link>https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few/</link> <comments>https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few/#respond</comments> <dc:creator><![CDATA[friedaL2020]]></dc:creator> <pubDate>Thu, 08 Apr 2021 09:07:23 +0000</pubDate> <category><![CDATA[Lawyer Life]]></category> <category><![CDATA[Leadership]]></category> <category><![CDATA[work-life balance]]></category> <category><![CDATA[Working environment]]></category> <category><![CDATA[assumptions about women]]></category> <category><![CDATA[beyond law]]></category> <category><![CDATA[bias]]></category> <category><![CDATA[big law]]></category> <category><![CDATA[big law life]]></category> <category><![CDATA[broken rung]]></category> <category><![CDATA[business women]]></category> <category><![CDATA[climbing the corporate ladder]]></category> <category><![CDATA[discrimination]]></category> <category><![CDATA[entitlement gap]]></category> <category><![CDATA[executives]]></category> <category><![CDATA[female]]></category> <category><![CDATA[female boss]]></category> <category><![CDATA[female bosses]]></category> <category><![CDATA[female business women]]></category> <category><![CDATA[female empowerment]]></category> <category><![CDATA[female entrepreneurs]]></category> <category><![CDATA[female lawyers]]></category> <category><![CDATA[female lead]]></category> <category><![CDATA[female leaders]]></category> <category><![CDATA[female leadership]]></category> <category><![CDATA[female role models]]></category> <category><![CDATA[females]]></category> <category><![CDATA[gender discrimination]]></category> <category><![CDATA[gender equality]]></category> <category><![CDATA[gender gap]]></category> <category><![CDATA[gender inequality]]></category> <category><![CDATA[girls supporting girls]]></category> <category><![CDATA[glass ceiling]]></category> <category><![CDATA[glass cliff]]></category> <category><![CDATA[great leaders]]></category> <category><![CDATA[inequality]]></category> <category><![CDATA[junior lawyer]]></category> <category><![CDATA[law]]></category> <category><![CDATA[law life]]></category> <category><![CDATA[law recruiters]]></category> <category><![CDATA[law students]]></category> <category><![CDATA[lawyer]]></category> <category><![CDATA[lawyer careers]]></category> <category><![CDATA[lawyer life]]></category> <category><![CDATA[lawyer lifestyle]]></category> <category><![CDATA[lawyer tips]]></category> <category><![CDATA[lawyers]]></category> <category><![CDATA[leadership]]></category> <category><![CDATA[male role models]]></category> <category><![CDATA[male supporters]]></category> <category><![CDATA[strong leaders]]></category> <category><![CDATA[toxic work environments]]></category> <category><![CDATA[toxic workplace]]></category> <category><![CDATA[unconscious bias]]></category> <category><![CDATA[woke]]></category> <category><![CDATA[woman boss]]></category> <category><![CDATA[women]]></category> <category><![CDATA[women bosses]]></category> <category><![CDATA[women empowerment]]></category> <category><![CDATA[women in business]]></category> <category><![CDATA[women in leadership]]></category> <category><![CDATA[women in the workplace]]></category> <category><![CDATA[women leaders]]></category> <category><![CDATA[women supporting women]]></category> <category><![CDATA[work environment]]></category> <category><![CDATA[working mom]]></category> <category><![CDATA[working moms]]></category> <category><![CDATA[working mum]]></category> <category><![CDATA[working mums]]></category> <category><![CDATA[workplace bias]]></category> <category><![CDATA[young lawyer]]></category> <guid isPermaLink="false">https://bravingboundaries.com/?p=2678</guid> <description><![CDATA[<p>Women bring unique qualities to leadership teams, and yet women leaders in the workplace remain so few. Let's explore why!</p> <p>The post <a href="https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few/">FEMALE leaders in the workplace – why are we so few?</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></description> <content:encoded><![CDATA[ <h5 class="wp-block-heading"><em>WRITTEN BY ALICIA KOCH, FOUNDER OF <a href="https://www.thelegalbelletrist.com/" target="_blank" rel="noreferrer noopener">THE LEGAL BELLETRIST</a></em></h5> <p></p> <p><strong>Article 1 of 3 in the <em>Female Leadership</em> series</strong></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <p>Gender equality in the workplace is not a new topic of discussion. It has been discussed numerous times before. Seemingly falling on deaf ears. Not surprisingly as women leaders in the workplace are still a minority. And that is a fact.</p> <p>But we want to reiterate before proceeding any further that <strong><em>this is <u>not</u> a gender bashing or anti-men article</em></strong>. Having women in leadership roles and gender equality is not about disliking men or wanting dominion over them. Not at all. It is simply about wanting to be treated fairly and equally, to have equal pay, equal opportunity for senior roles, to have our concerns, our ideas and ourselves (personally and professionally) taken seriously.</p> <p>So let’s start off with the following quote (to set the tone) –</p> <p><strong><em>“I do not wish women to have power over men; but over themselves” – Mary Shelley.</em></strong></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>Women in the workplace</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace-Braving-Boundaries4.jpg" alt="" class="wp-image-2694"/></figure> <p>If this were 60 years ago the very notion of women being anywhere but in the kitchen would have been the punchline to a joke. But here we are in 2021 and women can be (somewhat) seen in the workplace fulfilling different roles in different industries. Performing very well, actually.</p> <p>But the question, on most (women) people’s lips, is this – <strong><em>how many women are really in senior roles or leaders in companies? Are companies merely paying lip service to the notion of diversity in the workplace?</em></strong></p> <p>According to the <a href="https://www.catalyst.org/research/women-ceos-of-the-sp-500/" target="_blank" rel="noreferrer noopener">Catalyst</a>, and based on the January 2021 S&P 500 list (which is not a static list and is updated annually with women who are counted from the date they officially take their positions), women currently hold 31 of the total CEO positions at S&P 500 companies. That makes up only 6.2%. <strong><em>In total.</em></strong></p> <p>To illustrate how significant these appointments of female CEOs are, <a href="https://fortune.com/2020/11/24/dicks-sporting-goods-new-ceo-lauren-hobart-women-in-business/" target="_blank" rel="noreferrer noopener">News</a> was made in November 2020 when Lauren Hobart was appointed as Dick’s Sporting Goods CEO, replacing Ed Stack, whose father founded Dick’s in 1948. According to <a href="https://www.businessinsider.com/women-fortune-500-ceos-reaches-new-high-2020-11?IR=T#a__text_Hobart_s_20appointment_20brings_20the_20number_and_20Linda_20Rendle_20at_20Clorox_" target="_blank" rel="noreferrer noopener">Business Insider</a>, this <em>appointment was significant</em> enough to note in a lengthy article on the matter. You see, Lauren’s appointment brought <strong><em>the total number of Fortune 500 Companies with female CEO’s to 41.</em></strong></p> <p>Women around the world “applauded” as the numbers rose from a previous “record high” of only 40<strong> female CEO’s. This is said with a certain amount of sarcasm – 41 is really not an adequate number. </strong><em>Is it?</em></p> <p>Honestly, I am not entirely sure that one increase in the number of female CEO’s is worth the applause. Although, as they say – “Beggars can’t be choosers”. A harsh statement to make, but it makes an impact. Especially under these circumstances.</p> <p>Whilst we can acknowledge that the representation of women in senior roles in the workplace is improving, we are still significantly underrepresented. And that is simply not acceptable. Not in today’s times.</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>But why are women so underrepresented in the workplace?</em></strong></h2> <p>Well there are quite a few contributing factors, including the <em>“broken rung” </em>and the <em>“entitlement gap” –</em></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h3 class="wp-block-heading"><strong><em>Women in the workplace – The “broken rung”</em></strong></h3> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace-Braving-Boundaries5.jpg" alt="" class="wp-image-2695"/></figure> <p>According to <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace" target="_blank" rel="noreferrer noopener">the McKinsey & Company September 2020 article</a>, the representation of women <em>was starting to improve</em>. Most prominently in senior management where the representation of women in senior-vice-president positions grew from 23% to 28%. But those percentages are still terribly skewed and women are once again not filling more of the senior roles.</p> <p>McKinsey claims that it is the <em>“broken rung”</em> that is still holding women back. With women continually losing ground at the first step up to becoming a manager. As an illustration (and putting it into perspective) – for every 100 men promoted to manager level, only 85 women are promoted. As a result, women remain significantly outnumbered in entry-level management, holding only 38% of manager-level positions, whilst men held 62%. With this being the case, women experience an uneven playing (and paying) field leading to persistent leadership gaps in senior roles.</p> <p><strong><em>You see, gender diversity is simply not a priority to most companies. Especially in times like COVID.</em></strong></p> <p>The McKinsey study showed that prior to COVID, <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace" target="_blank" rel="noreferrer noopener">Women in the Workplace research</a> had consistently found that women and men left their companies at comparable rates. However, <strong><em>due to the challenges created by the COVID-19 crisis, as many as two million women are considering leaving the workforce</em></strong>.</p> <p>Mothers are more than three times as likely as fathers to be responsible for most of the housework and caregiving during the pandemic. <strong><em>Where is the sharing of the load here</em></strong><em>?</em> In fact (and according to the Study), woman are 1.5 times more likely than fathers to be spending an additional three or more hours per day on housework and childcare. So much so that women who are employed full-time are often said to be working a “double shift.”</p> <p><em>I can hear a collective “Amen sister” as I write that. Because it is the truth, is it not?</em></p> <p>Now women (and mothers in particular), are taking on an even heavier load. The title of the Sarah Jessica Parker movie <a href="https://www.youtube.com/watch?v=MJPKOS9DZeg" target="_blank" rel="noreferrer noopener">“I Don’t Know How She Does It”</a> springs to mind.</p> <p>It therefore comes as no surprise that one in five mothers who don’t live with a spouse or partner, <em>face even greater challenges</em>. It’s enough to want to make you pull out your not so perfectly coiffed hair (which reminds me – I really need to book a colour and blow wave. <em>When I get the chance</em>.).</p> <p>So given these enormous challenges faced by mothers <strong><em>at work and at home</em></strong>, two things should come as no surprise – many mothers are considering downshifting their career or leaving the workforce altogether, and mothers are significantly more likely to be thinking about taking these steps than fathers are.</p> <p>The (additional) problem is this – if these women leave the workplace, there will be even fewer women in leadership roles. And we simply cannot afford that.</p> <p><strong><em>Keeping your head above water nowadays really does feel like swimming against the current. In shark infested waters.</em></strong></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h3 class="wp-block-heading"><strong><em>Women in the workplace – The “entitlement gap”</em></strong></h3> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace-Braving-Boundaries7.jpg" alt="" class="wp-image-2698"/></figure> <p>A study, which was led by Cambridge psychologist <a href="https://terriapter.com/" target="_blank" rel="noreferrer noopener">Dr Terri Apter</a> in collaboration with LinkedIn and the educational charity <a href="https://www.thefemalelead.com/" target="_blank" rel="noreferrer noopener">The Female Lead</a>, came to the startling (but not really surprising) conclusion that <strong><em>women have been socially conditioned to feel less deserving of men</em></strong>. Especially with regards to things such as pay rises, promotions or more suitable conditions (even when you know you deserve it). A phenomenon they term <em>‘the unentitled mindset’</em> or the <em>“entitlement gap”</em>.</p> <p><strong><em>This gap both aptly and accurately describes the difference between the ways that men may be quick to make demands on an employer and how women are reluctant to do so at all.</em></strong></p> <p>According to the survey of 2,000 UK workers (which was conducted as part of the study), the problem is widespread. <strong><em>The results show that 44% of women agree that women feel less entitled to promotions or increased pay in the workplace, with more than a third (35%) saying that they had experienced the entitlement gap themselves or had seen it experienced by others</em></strong>.</p> <p>In addition, men admitted negotiating pay for a new role more often than women (63% compared to 40%), and while nearly half of the men (48%) said they had asked for a pay increase or promotion outside of their annual review, only a third of women (32%) had done the same. And when it comes to applying for a new job, over a third of men (37%) said they would apply for a new role even if they felt that they met approximately 50% of the criteria required, versus just one in four (27%) women admitting to being “brave enough to do so”.</p> <p>Dr Apter has said that this entitlement gap effects women’s mental health, in two important ways –</p> <p>1. anxious energy and constant reflection that goes with knowing that you deserve more status or higher pay or better conditions while wondering whether you really do (imposter syndrome to the max), and</p> <p>2. the risk that the unentitled mindset doesn’t switch off even when you are not facing the specific challenge that activated it.</p> <p>Leading to women, who have been treated badly in one workplace, being reluctant to ask for the status and/or pay they deserve when being offered a position in another workplace. Why? Because instead of owning their value and worth, they feel ‘grateful’ or ‘lucky’ that another company is <em>even interested in them</em>. It’s like having <a href="https://www.healthline.com/health/battered-woman-syndrome" target="_blank" rel="noreferrer noopener">battered wife syndrome</a> – where women who have suffered from abuse start to believe that that’s all they deserve and lose sense of their self-worth and self-value.</p> <p>Although the entitlement gap impacts our behaviour, the study is keen to highlight that this mindset is not the fault of women – instead, <em>it’s the product of a wider societal problem and the only way to solve this gap is to make society-wide changes</em>.</p> <p><strong><em></em></strong>But that is easier said than done. And just like from the SJP movie, you begin to ask yourself – <strong><em>How do you keep your life together, without losing it?</em></strong></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>But women leaders have so much to offer…</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace-Braving-Boundaries2.jpg" alt="" class="wp-image-2692"/></figure> <p>Again, we want to reiterate that we are not just <a href="https://www.thesun.co.uk/news/10760207/woke-meaning-definition/" target="_blank" rel="noreferrer noopener">woke</a> women who are gender bashing our male counterparts without rhyme or reason. We are not just <a href="https://www.sciencedirect.com/topics/computer-science/liberal-feminist" target="_blank" rel="noreferrer noopener">liberal feminists</a> who believe that women are superior to men. No. We believe that women and men are equal. And should be treated accordingly. Both sexes have their own benefits that they bring to the table. Equally important. But not always the same. And we believe that there is space for both sexes in every company.</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>Why we need more women leaders in the workplace</em></strong></h2> <p class="has-black-color has-text-color"><strong>(Not that this should need explanation, but) <em>Here’s why –</em></strong></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h3 class="wp-block-heading"><strong><em><u><a href="https://hbr.org/2019/06/research-women-score-higher-than-men-in-most-leadership-skills" target="_blank" rel="noreferrer noopener">The Harvard Business Review</a></u> (HBR) – Women in leadership positions are perceived as being every bit as effective as men.</em></strong></h3> <p>According to the HBR, in an analysis of thousands of assessments, women were rated as excelling in taking initiative, acting with resilience, practicing self-development, driving for results, and displaying high integrity and honesty. In fact, they were thought to be more effective in 84% of the competencies that we most frequently measure. The conclusion? Women are equally as effective as men.</p> <p>I do sense a communal “Duh” moment here….</p> <p>But the HBR research also echoed that of the Entitlement Gap survey – when women were asked to assess themselves, despite their aptitude and ability to do the job, they are not generous in their own ratings. In fact, they have lower scores than men on confidence ratings, especially when they’re under 25.</p> <p><em></em>But what the HBR research concludes (something we already know) is that it is not a woman’s lack of skill, understanding, capability or competence that holds them back. <em>It is the scarcity of opportunities.</em></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h3 class="wp-block-heading"><strong><em><u><a href="https://www.ccl.org/articles/leading-effectively-articles/7-reasons-want-women-workplace/" target="_blank" rel="noreferrer noopener">The Centre for Creative Leadership</a></u> (CFCL) – Gender diversity is key for organisations’ bottom lines</em></strong></h3> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace-Braving-Boundaries3.jpg" alt="" class="wp-image-2693"/></figure> <p>To further this point, the CFCL has concluded that companies that don’t realise the importance of women in the workplace are missing out. Besides doubling their talent pool, more women may also improve a company’s performance.</p> <p>The CFCL research showed that gender diversity was key for organisations’ bottom lines:</p> <p><em>1. “Fortune 500 companies with the highest representation of women on boards financially outperform companies with the lowest representation of women on boards.</em></p> <p><em>2. Gender-diverse teams have higher sales and profits compared to male-dominated teams.</em></p> <p><em>3. A recent Gallup study found that gender-diverse business units have higher average revenue than less diverse business units”.</em></p> <p>But it doesn’t end there.</p> <p>The CFCL also found that having a higher percentage of women in an organisation reflected –</p> <p>1. More job satisfaction;</p> <p>2. More organizational dedication;</p> <p>3. More meaningful work;</p> <p>4. Less burnout, and</p> <p>5. Positively affecting employee engagement and retention.</p> <p>Specifically, when asked why they stay with their current employer, people from organisations with a high percentage of women were more likely to cite positive and meaningful organisational culture, including having a job that fits well with other areas of their life, opportunities for them to make a difference with employees claiming that under female leaders they are just able to enjoy their work more.</p> <p><em>Simple as that!</em></p> <p>In addition, senior-level women are more likely than senior-level men to embrace employee-friendly policies and programs and to champion racial and gender diversity (more than 50 % of senior-level women say they consistently take a public stand for gender and racial equity at work, compared with only about 40% of senior-level men).</p> <p>And these findings persisted regardless of the participants’ age, industry, organisation size, leadership level, ethnicity or gender.</p> <p>Women are also more likely to mentor and support other women (38% of senior-level women currently mentor or sponsor one or more women of colour, compared with only 23% of senior-level men). And that is hugely important – <strong><em>women have got to help other women!</em></strong></p> <p>It comes down to the personal approach that women just seem to have. Treating their co-workers and employees like people instead of machines. It’s about caring. And that makes all the difference.</p> <p>So whilst we agree that women are not superior to men, we do believe that we bring something (very) special to the table…..</p> <p>And the results really do speak for themselves.</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>But…. There is <u>always</u> a but.</em></strong></h2> <figure class="wp-block-image size-large"><img loading="lazy" decoding="async" width="640" height="480" src="https://bravingboundaries.com/wp-content/uploads/2021/04/female-leaders-in-the-workplace-Braving-Boundaries6.jpg" alt="" class="wp-image-2696"/></figure> <p>Whilst studies prove that women are not only competent to do the work but are also very competent leaders, women still turn down leadership opportunities because they are uniquely concerned that their qualifications will not stand up to their male counterparts and are not sure that others in the organisation will support them. Instead, they express concern that they were being set up for failure – the so-called <em>“glass cliff”</em> positions where leadership opportunities are high stakes, precarious, and have a high likelihood of failure (we will discuss this in our <strong><em>upcoming article</em></strong> – so watch this space!).</p> <p>Unfortunately, research conducted by the <a href="https://hbr.org/2017/10/research-objective-performance-metrics-are-not-enough-to-overcome-gender-bias" target="_blank" rel="noreferrer noopener">Harvard Business Review</a> suggests that these concerns among women are valid. Studies show that organizations expect women to be more qualified than men for the same positions, and that <a href="https://hbr.org/2012/11/study-women-get-fewer-game-changing.html" target="_blank" rel="noreferrer noopener">leadership opportunities for men often come with more resources</a> compared to women’s leadership opportunities.</p> <p><em></em>Given the above, it is not surprising that many women (in general) have said that the single most important thing companies <em>can do to attract and retain talented women is to admonish sexism and offer gender parity in pay, experiences, and opportunities for success.</em></p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <h2 class="wp-block-heading"><strong><em>It doesn’t seem like a big ask. Does it?</em></strong></h2> <p>But there just seems to be a disconnect with just not enough women in real leadership roles. And leaders have got to start taking a long hard look at what gets in the way of promoting women in their organisations. Clearly, there is an unconscious bias (both by women caused by societal ideas of the broken rung and entitlement gap as well as the subliminal bias of their male counterparts) that women don’t belong in senior level positions. So, it’s imperative that companies change the way they make hiring and promotion decisions and ensure that eligible women are given serious consideration. Not just given lip-service.</p> <p>Following her presentation at the 3rd Annual Women in Insurance Conference, <a href="https://www.linkedin.com/in/carla-jordan-b3065931/" target="_blank" rel="noreferrer noopener">Carla Jordan</a> Chief Financial Officer of <a href="https://emeraldsa.co.za/emerald-africa/" target="_blank" rel="noreferrer noopener">Emerald Africa</a> has this to say about Female Leaders in the Workplace –</p> <blockquote class="wp-block-quote is-layout-flow wp-block-quote-is-layout-flow"><p><em>“As a women leader in business, I know first-hand that the road to success is a little bit more winding, with barriers and challenges along the way that perhaps our male counterparts never encounter or even know exist. I also know that you cannot let these things define you or stand in your way. With global gender equality estimated to take another 100 years or more, we certainly cannot sit on the sidelines and wait for the world to change and for opportunities to come to us. As women, we need to be more confident in ourselves and our abilities, and lead the change that we want for ourselves and future generations”.</em></p></blockquote> <p>And it is on this point that we undoubtedly agree – we need to be more confident, we need to speak up for ourselves and what we want. And in order to get those things, we need to lead the change that we want for ourselves and for the future generations of women that will follow in our footsteps.</p> <p>And that can only be done with action leading to positive change.</p> <p><em></em>Can you say – <em>“One giant leap for woman kind”?</em></p> <p><strong><em>And we know we can do it!</em></strong></p> <p>In our next article we will be highlighting some incredible female role models and discuss how we can break-through in the workplace. Stay tuned!</p> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <figure class="wp-block-image size-large"><a href="https://bravingboundaries.com/work-with-me/individual-coaching/"><img loading="lazy" decoding="async" width="810" height="450" src="https://bravingboundaries.com/wp-content/uploads/2021/04/struggling-in-the-workplace-CTA.jpg" alt="" class="wp-image-2690"/></a></figure> <div style="height:30px" aria-hidden="true" class="wp-block-spacer"></div> <div class="wp-block-columns is-layout-flex wp-container-core-columns-is-layout-11 wp-block-columns-is-layout-flex"> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:15%"> <figure class="wp-block-image size-large"><img decoding="async" src="https://bravingboundaries.com/wp-content/uploads/2020/08/Alicia-Koch-The-Legal-Belletrist-1024x1024-1.jpg" alt=""/></figure> </div> <div class="wp-block-column is-layout-flow wp-block-column-is-layout-flow" style="flex-basis:85%"> <p>About the writer, <strong><em>Alicia Koch, Founder of The Legal Belletrist.</em></strong></p> <p>Alicia, an admitted attorney with over 10 years PQE, and now a legal writer and researcher, has established The Legal Belletrist to assist companies (in different sectors) to write well-researched articles that speak to each company’s core business, enabling growth and commercialism. </p> <p>Click here to visit <a href="https://www.thelegalbelletrist.com/">The Legal Belletrist website</a>.</p> <p><strong>Email: <a href="mailto:alicia@thebelletrist.com" target="_blank" rel="noreferrer noopener">alicia@thebelletrist.com</a> </strong></p> </div> </div> <p>The post <a href="https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few/">FEMALE leaders in the workplace – why are we so few?</a> appeared first on <a href="https://bravingboundaries.com">Braving Boundaries</a>.</p> ]]></content:encoded> <wfw:commentRss>https://bravingboundaries.com/women-leaders-in-the-workplace-why-are-we-so-few/feed/</wfw:commentRss> <slash:comments>0</slash:comments> </item> </channel> </rss>