Women in Leadership: Did We See Progress in 2010?

I wish I could tell you YES - women made huge strides in the workplace in 2010! But, in reality, while things have improved incrementally, we still have a long way to go. Here are some fairly up-to-date statistics on comparative performance and compensation:

• Women hold over 50% of total job positions, but only 18% of top-level leadership positions.
• Women earn 78 cents for every dollar earned by a male counterpart.
• Women comprise only 3% of Fortune 500 CEOs.
• 57% of college students are women, but only 26% of college professors are female.
• Women hold less than 6% of the top-paying positions in Fortune 500 companies.

Sobering, huh?

I've been thinking a lot lately about my experiences in working with women - as clients, as employees in companies, as partners - and I've asked myself, "What are the barriers I see to progress?"  Here is a quick digest of observations about the factors hold women back in the workplace and how we might be able to step up our collective performance as a gender in 2011:

Women don't bounce back from a hard punch like men do.
I know, we put on a tough face sometimes or play the ice queen, but the reality is that men know how to take a hit, shrug it off, and continue on their merry way.  Women stew over conflicts, lose self-confidence, wallow in guilt, and generally need approval from others to believe in themselves.  A key barrier to women's success in high-earning, high-profile leadership positions is the fact that they allow a regret, a missed opportunity, a mistake, or a criticism derail their ability to achieve.  They can't recover from a punch, and so allow a single hit to stop them from ardently pursuing their dreams.  While it's important to reflect on our character, nurture relationships with others, and learn from mistakes, dwelling endlessly on our shortcomings is not the path to equality.

Women tear each other down in the workplace.
This is a bizarre tendency, but I've really noticed that women attack each other at work more than they attack their male peers.  I don't know if going after a guy is too intimidating, or if we just tend to be 'bitchy' with each other, but girlfriends... stop going after each other and find some solidarity!  If you have a gripe with someone at work, try to productively solve the problem rather than tearing down other people to get ahead.  You never elevate yourself by diminishing others.  And taking an attack stance against other women starts a cycle of discontent, gossip and backstabbing that makes everyone in your work environment look bad and prevents anyone from getting ahead.

Women believe that to succeed in leadership they can't be compassionate and balanced.
Men can be very direct in their critiques and candid in their verbal feedback, but they tend to naturally avoid being blatantly destructive and overly judgmental.  They can sense when searing comments are reaching a level that will be counter-productive and they pull back.  Women are especially judgmental - and on a much more personal and detailed level - than are males.  We really need to guard against judgmentalism taking away our ability to be loving and compassionate and supportive of others.  Succeeding in business isn't about turning into men (or, heaven forbid, being even meaner than men!).  It's about leveraging all the uniquely female gifts that we have at our disposal to lead in our way. 

Women don't mentor each other and pass the torch.
Most men who have achieved great things in the corporate arena will tell you that they have a few profound mentor relationships that have gotten them where they are.  Men have learned the value in dropping a ladder down to individuals below them with potential - and they have also learned to look for the men in positions they covet and ask for help.  Women tend to work really hard in isolation and hope that their performance alone will earn them a promotion or raise.  It doesn't usually work that way.  People above you in power positions offer immense leverage that can take you up a few levels overnight.  And don't just look for your own mentors!  Be willing to help the women around you and below you step up their performance and get noticed.

Women often view the workplace as a popularity contest.
Come on ladies... we're not in junior high anymore.  Leadership isn't about everyone liking you all the time.  While it's important to be smart and fair and respected, you have to learn to deal with people who disagree with you, resent you, or ostracize you.  The few who reach the top have to make unpopular decisions at times, and you will definitely have moments when you feel very alone.  Women tend to shut down when they find themselves in an exclusionary group, but that is just the time to take up the courage of your convictions and earn respect.  Superior performance only emerges when you meet the challenges put to you in spite of your gender.  The world certainly won't adapt itself to suit you, so if you can't make tough calls and defend your ideas you'll find that primer opportunities flow right on by.

Have you noticed a broad tendency in the workplace that is holding women back?  Comment below or email me at trish@trishthomas.com and I'll include it in a future post.

Do Women Create Their Own Glass Ceiling?

Interesting study showing that female managers are more likely to underestimate how their work is valued. Say it ain't so, girls!

ALBUQUERQUE, N.M. - A new study shows female managers are more than three times as likely as their male counterparts to underrate their bosses' opinions of their job performance.

The discrepancy increases with women older than 50, the study states.

"Women have imposed their own glass ceiling, and the question is why," said Scott Taylor, an assistant professor at the University of New Mexico Anderson School of Management who conducted the study.

Taylor will present his findings Tuesday in Chicago at the annual meeting of the Academy of Management, a 19,000-member organization devoted to research and teaching.

"It's pretty fascinating, actually. It's a different take on it," said Leanne Atwater, a management professor at the University of Houston. Atwater has researched the standard management assessment tool that Taylor was examining when he discovered the gender difference.

In the study, 251 male and female managers from different industries nationwide rated themselves and requested ratings from supervisors, peers and subordinates. Each subject also was asked to predict the ratings made by others.

Taylor collected the data for the study in 2005 while a doctoral student at Cleveland-based Case Western Reserve University.

The ratings measured nine elements of emotional and social competence essential to leadership: communication ability, initiative, self-awareness, self-control, empathy, bond-building, teamwork, conflict management and trustworthiness.

The men who were studied slightly overestimated how their bosses would rate them, while the female respondents underestimated their ratings on average by about 11 percent.

Chelsea Walker, 52, an administrator for UNM's College of Pharmacy, participated in a similar exercise while taking Taylor's class and was shocked to find her results matched her professor's findings. "I was very, very surprised by his responses," she said. "I guess that I just didn't think that he thought that highly of me, even though I thought pretty highly of myself."

The exercise was a confidence booster, Walker said. Now, she takes five minutes during weekly meetings with her supervisor to discuss what she's done on the job, something she thinks men do more easily than women. "To me it's still uncomfortable to a certain degree," she said. "We're not out for the glory kind of thing. We're just out to get the job done."

Walker said her experience also reflected the generational difference found in the study.

"Younger women tended not to be as off-base in their predictions than middle-aged or senior women," Taylor said. Taylor said managers may need to learn better ways to communicate to female employees that they are valued. Women may need to learn how to better seek positive and critical feedback, he said.

Taylor says the findings could indicate why many women don't rise to head companies or why there is a wage disparity between men and women. In 2008, the Census Bureau estimated women receive only about 78 cents for every dollar that men get for doing equivalent jobs.

Bonnie Coffey, president of the National Association of Commissions for Women, said women are unable to predict their bosses' assessments because of media images, particularly those of older women, that show them as silver-haired beauties or grandmothers in dumpy dresses.

"If you recognize that society doesn't really value older women, then you say, 'Gee, this isn't where I belong. Maybe I shouldn't be asking for a raise. Maybe I shouldn't be speaking up at meetings," Coffey said.

Cara Waymire, vice president for human resources at insurance brokerage Hub International in Albuquerque, said when she works with female employees on getting raises or promotions, she notices they are more likely to focus on shortcomings rather than accomplishments.

"They think the boss needs to think they hung the moon in order for them to ask for anything," Waymire said.

Copyright 2009 The Associated Press. All rights reserved.

http://www.msnbc.msn.com/id/32364451/ns/business-careers/