Some employees thrive on structure and routine, and prefer to have the details of their roles and tasks clearly outlined. However, preferring to follow rather than lead doesn’t necessarily imply a lack of desire for autonomy.
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Do you act like a jerk at work? Do you even know if you do?
We all know women—and men—to whom we assign that label. She’s the one who may gossip, take all the credit, or make nasty comments about others in meetings. For sure, we don’t want to be her. But how would we even know if we were?
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In the 1980s I worked for a newspaper in Texas as a feature writer and columnist where staff parties of arrivals, departures and birthdays were held at the bar across the street. Often they included serving a cake decorated with a naked woman, complete with pink and black icing. I was in my 20s and not well-versed in the newsroom culture, but as soon as I saw the anatomically correct lady cake, I took three cocktail napkins and covered her sugar-coated image.
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Sure, the glass ceiling is there. As women leaders and women in the workplace we have been talking about it, peering through it and cracking it for decades now. We even have learned recently about the glass cliff—and hope not to fall off it when we reach the top.
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The first presidential debate in the run for the office of The President of The United States is over. In a little more than one month, Hillary Clinton or Donald Trump will (most likely) be voted into office.
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None of us can grin from ear to ear every minute of every day at work. But being happy with what we do professionally matters. Still, we wonder, is achieving happiness at work a goal or a natural byproduct of meaningful work?
It’s a topic we have tackled before at Take The Lead and one worth revisiting.
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It isn’t news that women of color have to work harder, perform better and battle the pervasiveness of white privilege assigned to women in the workplace. But there is new research and insight into strategies to make workplaces more inclusive and create environments for success for all women.
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It’s a phrase that has launched 1,000 arguments among working women. And it needs to go.
Dr. Anne-Marie Slaughter, president and CEO of New America, is tired of the phrase “having it all.” Even though she is the one who catapulted it into the global conversation about women, family and work.
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Though we saluted Women’s Equality Day last month, for all women of color their Equal Pay Day—the time it takes to catch up with the earnings of male counterparts—has still not arrived yet this year.
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Most of us do not enter into a personal relationship planning for the breakup. Chances are in the professional sphere, most leaders on the hiring end do not sift through all the applications embarking on the Holy Grail search for a short-term employee. It’s costly to train and upload someone onto a team.
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I was in the audience at a conference listening to a professional panel last week, with each one of the three women leaders talking about her years of experience in media. A younger woman in the audience raised her hand to ask a question.
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It seems as if as a culture we are sending and receiving double messages in the workplace for women who have risen to the top in seniority. One is that recruiters are not looking for women over 40 to hire, while the other is that women in their 40s, 50s and 60s are the prime candidates for leading companies.
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