But within the article that I came across very disturbing information. They write, here are common questions that women ask:
While these are important questions, at least if we believe what we read in women-oriented media, they do not get to the heart of women's career success. So, I'd like to offer quick (and slightly irreverent) answers and then get on to more meaty questions."--Can I be liked and respected?--How do I project a firm, credible presence so that I'm taken seriously?--Can I have the job of my dreams and a family?--How feminine can I be in this largely male environment?--What's the best way to maneuver through a male-female power struggle?--How can I be sure this is a gender issue for that matter?"
"--Can I be liked and respected? Yes
--How do I project a firm, credible presence so that I'm taken seriously? See below.
--Can I have the job of my dreams and a family? Yes, reference most of the F500 women CEOs.
--How feminine can I be in this largely male environment? Well, you can't show too much cleavage.
--What's the best way to maneuver through a male-female power struggle? Strategically.
--How can I be sure this is a gender issue for that matter?" Do you see the same thing happening to men?
4 Questions for Career SuccessAnswering these questions might quell concerns, but they will not help women advance. Instead, here are 4 questions that any woman could ask in order to create a career that soars™:
- How can I develop and demonstrate the business, strategic and financial acumen that will advance my career?
- How do I build and nurture the right strategic networks of people inside and outside the organization?
- What are the worldviews of successful leaders and how can I cultivate mine?
- How do the answers to these questions change as I move up?
More from ForbesIn the past, I've covered this in our Lead ON! newsletter, but thought it worth posting here as well. From Carol Hymowitz' blog.
"Just 28% of some 800 companies that McKinsey surveyed for its 2009 Women Matter study cited “achieving leadership diversity” among their top 10 priorities and 40% of the companies surveyed said “it wasn’t a priority at all,” Barsh said.
The study also found that women and men have very different views about what’s needed to achieve gender parity in leadership ranks. Some 70% of the female leaders who were surveyed said they thought women needed to hold at least 30% of senior posts in business, government and elsewhere to be taken seriously and to influence decision making. But a majority of male leaders surveyed didn’t think having a critical mass of women in senior roles mattered. (Barsh agreed with the women’s perspective.)
Moreover, many companies “mistakenly think if they offer women flexible work schedules (so they can more easily balance childrearing and jobs) they’ve done enough,” said Barsh. But companies also need to analyze and improve how they developing, paying and retaining women."And Davia Temin covered the Harvard Kennedy School's Women and Public Policy program, and co-sponsored by the Council of Women World Leaders and the World Economic Forum (Davos). She lists these findings:
- "The more complex the issue, the more diversity improves the correct outcomes of decision-making.
- Quotas do work! In India, where there are gender quotas for female chief councilors in the villages, strong evidence shows that "villagers who have never been required to have a female leader prefer male leaders and perceive female leaders as less effective than their male counterparts," even when performance is identical, according to MIT professor Esther Duflo. But "exposure to a female leader ... weakens stereotypes about gender roles ... and eliminates the negative bias in how female leaders' effectiveness is perceived among male villagers. ...
- There is a strong correlation around the world between gender inequity and poverty: The greater the gender inequity, the greater the poverty.
To find out what's happening at the Kennedy School go here.The overwhelming conclusion of the conference was that the time is uniquely right--the time is now--to make significant impact through a combination of hard data and measurement, case studies and advocacy. Closing the gender gap is, as Bohnet stated, not only a human rights issue, it is a verifiable business imperative for our society's well-being."
Susan Colantuono is CEO of Leading Women and author of No Ceiling, No Walls. Follow her on Twitter.