Top Fortune 500 Companies Are Listening To Women Because It’s Good For Business
 
 
Just like the Fortune 500 companies, your company should be looking for ways to do better financially. Wouldn’t it be a kick if that turned out to be by promoting more women into upper management? Wouldn’t it be great if your stockholders thought this would also be good for their pockets? Well, the kicker is . . . it’s true! Now you need to get the word out. And to do that, you need proof. Catalyst, a New York-based research organization has provided the proof.
 
Catalyst found that Fortune 500 companies with the highest representation of women in their senior management teams had a 35 percent higher Return on Equity—a key measure of profitability—and a 34 percent higher Total Return to Shareholders—capital gains plus dividends—than companies with the lowest representation of women at the senior level.
 
So, promoting women up, way up, increases the bottom line. I hope you’re asking yourself, “Aren’t women being promoted?” For those of you, the resounding answer is “No.” Women are half our workforce and only 16%—that’s way less than half—of our upper management. There are many subtle obstacles that cause this situation. The Good News is these obstacles can avoided by smart women preparing for them and by smart companies taking an active role in removing them.
 
What could be the reasons for a financial upside to promoting women? Catalyst is careful not to try to guess at what causes these numbers. But I’m not shy, I’ll give you my thoughts. I believe women bring a different way of looking at things that a group of men may have overlooked. I’m not saying the men’s viewpoint is wrong, but asking them to consider a different direction, a different product, is valuable.
 
Also having more female role models will attract the best-qualified women to your company. Heather Arnet of the Post Gazette says, “Demonstrating a true commitment to paying women fair wages and providing opportunities for advancement within your corporate and board structure will enable your company to compete for the most qualified workers in the market.” And now more women than men are graduating from our universities: 6 out 10 college graduates are now women. We can’t ignore this skilled talent pool.
 
And also of financial importance is stemming the turnover of your female employees. As Mike Cook of Deloitte discovered (as reported in the Harvard Business Review), women were not leaving to start families, they were leaving because they saw men receiving the best new clients and men being promoted more rapidly. These practices have been curbed, and guess what, the women are staying. 
 
It’s a novel turn of events that we now need to say, “Don’t promote women because it’s the right thing to do. Promote women because it’s good for the bottom line.”
 
 
Tip:  Get the word out. Refer your CEO to Deloitte, IBM, or Johnson & Johnson to see how they’re removing obstacles to promoting women and gaining the financial upper hand. If a woman would like to take some time off to start a family, these companies now offer a 1 to 5 year sabbatical (without pay) where they keep you informed and connected to the company. And yes, men can use this time off (for any reason) as well. If you’re running your own business, as many women today are, ask a man for his viewpoint—you may be surprised. Of course, if you’re the boss, you get to make the final decision.
 
 
Further Reading:
 
Podcast (always less than 10 minutes), Working in Heels, by Nancy Clark, Take That Interview Or Promotion Review
—How To Improve Your Interviewing Skills
 
Podcast (always less than 10 minutes), Working in Heels, by Nancy Clark, Are Women As Competitive As Men? —Is Competition Unfeminine?

Blog, Women’s Lunch Talk, by Nancy Clark, Businesses That Make A Difference For Mommies Women Want Jobs That Give Them Choices

Website, WomensMedia, by Catalyst, What Keeps Women from Reaching the Top?
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Tags: career, business, women, promotions, Catalyst, family, leave

Don’t Let This Stereotype Stick To You
 
 
You can’t deny it, in a business environment, as you scan a room of new faces, you notice which are men and which are women. You can’t avoid this. Studies show that we have to decide which gender we’re looking at before we can do anything more. In the fraction of a second before logic sets in, your brain makes use of stereotypes stored there to make things easier for you. Sounds like a good thing? Not if that stereotype whispers to your brain, “She’s probably not important.” as you single out a woman. This certainly is an obstacle for women, but now that you know it, you can prepare ahead of time to deflect that stereotype as others scope you out and assess your worth from a first impression.
 
First off on that first impression, stand comfortably tall. Make eye contact and then smile. Be the first to extend your hand to shake hands, because men are sometimes confused as to whether we want to shake hands. Face the person directly—don’t angle away from them, this indicates a lack of power. Of course, you know to give a firm handshake and not one of those fingertip handshakes. You’re not a wimp—you’re important.
 
Now, what would you like to accomplish businesswise with this introduction? Are you proud of the position you currently have? Would you like to aim for something slightly higher and that’s why you’ve taken on an extra project? Here’s an example:
 
Hi, I’m Karen Johnston, Human Resources Specialist at G.E. I’m also interested in marketing so I’ve taken on a project in that area. And you are. . . ?
 
Would you like something in a different area? Well, work that into your introduction—ahead of time, while you’re still practicing. Here’s another example:
 
Hi, I’m Emily Harrison, Public Relations Assistant at HTC. I’ve been interested in marketing for quite some time, so I’ve been thinking of running a business in my off hours. Tell me about yourself.
 
You need to give the other person the information that, “Yes, you are an important person.” Think of it as the stripes on a military Captain’s uniform. Men want to know how many stripes you have! You also should plant the seed of what you’re aiming for. You never know who you’re going to run into who knows someone else who can help you. The important thing is not to ASK a person to do something for you. Let them think of what it might be and let them decide they want to help you. It’s a much better feeling for them and is not weighted with any sense of obligation to you.
 
 
Tip:  Now I’m optimistic that women are at the tipping point. Soon—hopefully, that’s not in geologic terms—when men meet women in a business setting, they won’t let the She’s Probably Not Important stereotype pop up. Meanwhile, we have to work with this obstacle and one more double standard that I’m sad to say I must tell you:  First Impressions Are Based On Achievement For Men—Appearance For Women. Lousy, itsn’t it? Well, along with your new introduction, use this information to your advantage. Be a little better groomed and dressed, and have a little better posture than the men and you’ll be off to a headstart. So, you know what that means for casual Fridays!
 
 
Further Reading:
 
Podcast (always less than 10 minutes), Working in Heels, by Nancy Clark, Powerful Body Language For Working Women —Women, Change Your Body Language, Change Your Message
 
Podcast (always less than 10 minutes), Working in Heels, by Nancy Clark, Learn How To Say “No” Like You Mean It —Get Rid Of The “Shoulds” And Say “No” Without Guilt!

Blog, Women’s Lunch Talk, by Nancy Clark, The Stereotyping Myth —Power or No Power Creates Stereotypes, Not Nature

Website, WomensMedia, by JoAnn Hines, First Impressions:  How to Make the Most of the First 30 Seconds
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Tags: career, business, women, introduction, stereotype, gender, differences

Use Confident Language That Says, “I Can Do It!”
 
 
The “impostor syndrome” is more prevalent among women than men. You know, it’s that nagging feeling that any minute people will discover that you’re not up to a task. Relax, most of us feel that way when we accept a challenge—even a small one.
 
If you’re a woman, you know how often this self-doubt occupies your mind. It occupies a man’s mind too, but to a lesser extent. And, here’s the important fact, men don’t voice this OUT LOUD. You know what a man says when faced with self-doubt:  Of course, I can do it!
 
Now, the first tip for you is to stop vocalizing your self-doubt. The second tip is to substitute strong words for your weak vocabulary whenever you feel doubt creeping up.
 
Start substituting these phrases:
 
I know…
I’m convinced that…
I’m certain…
 
 
And stop uttering these phrases:
 
I’m not sure, but…
I feel…
I may be wrong, but…
 
 
Start bringing these phrases into the conversation—when they fit, of course:
 
a proven winner
take advantage of a unique opportunity
tell me what you need and I’ll take care of it
minimum risk and opens up possibilities
I’ll evaluate it
in my experience, response has been good
I’ll give it top priority
 
 
Tip: 
 
 Let’s say you want to talk to your boss with full confidence—and no self-doubt showing. Words are not the only concern. Your body language must be strong as well. Here’s the scenario. Knock on your boss’ door. Enter with strength—not timidly—and make eye contact. Take a minute or two before being seated—there’s power is having your boss look up to you. Sit up straight. Only use your hands to make strong gestures—especially those with an upturned palm. Don’t let your hands fiddle with your hair or jewelry or pen. You know you can do a good job of this. Give it a try!
 
Further Reading:
 
Podcast (always less than 10 minutes), Working in Heels, by Nancy Clark, Communicate Without Losing Your Authority —Assertive, Not Aggressive, Works Best For Women

Blog, Women’s Lunch Talk, by Nancy Clark, Stereotypes, Not Differences, Are Holding Women Back —Are Mars-Venus Stereotypes Barriers To Women’s Advancement?

Blog, Women’s Lunch Talk, by Nancy Clark, Leadership Using Collaboration —Collaboration For Good Leadership

Website, WomensMedia, by Kimberly Wiefling, Unmasking the Impostor Syndrome —Do you ever feel like a fraud in your professional realm?
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Tags: business, career, women, confidence, communication, self-improvement, strong, impostor

Successful Women Use Power Differently Than Men
 
 
I believe women see power differently from the way men do. Women see power in terms of influence, rather than rank. In agreement is Ann Fudge, Chairman and CEO of Young & Rubicam Brands, one of the world’s leading marketing communications groups, and a member of the Harvard Board of Overseers. She questions, “Do we need to follow the boys’ scorecard?” She believes her power is based on an openness and ability to connect with people. She strives to use her power to influence others to contribute to the success of the company.
 
Successful companies today are going into the relationship mode. They’re focused on customer relations, and joint ventures with partners and suppliers. The winner-take-all form of negotiations does not sit well with companies you might want to partner with next year. It’s all about relationships now—and women are comfortable forming relationships.
 
Janice Gjertsen of Digital City New York handles many contract negotiations with media companies. “I see the same patterns over and over again: Men are oriented toward power, toward making fast decisions in a black-or-white mode. Women are more skilled at relationships. They see shades of gray and explore issues from different angles. It’s instinctual. Men come to the negotiating table in full battle armor. I don’t do that. I believe it goes against a woman’s nature to be aggressive, rude, or abrupt. I never know how to react to these kinds of women, and neither do men.”

A recent survey by Simmons School of Management showed that 80 percent of high-level women are comfortable with power and what they can accomplish with it. In all, 95 percent described themselves as action and results oriented. 92 percent said they formed critical relationships at work, and 90 percent said they built networks or allies. And for those of you who may be wondering, the survey also showed that women with or without children pursue power at the same rate.

Sara Levinson is president of NFL Properties, Inc. (yes, that NFL is the National Football League). She asked her all-male management team if her form of leadership was different from a man’s. They said her emphasis on communication and solicitation of ideas and opinions was distinctly female. And they added that she was a good leader. So, even in the NFL, a female style of leadership can be powerful.
 
Tip:
 
Don’t try to copy the boys on this one. You’ll be most effective being true to your nature. If you’re comfortable gathering ideas and looking at different perspectives, this can be your route to power. Don’t think you have to exert firm command-and-control to be a successful leader. There is one caveat here:  Once you’ve gathered ideas and made your decision, let everyone know that the team is now proceeding in this direction.
 
 
Further Reading: 
 
Podcast (always less than 10 minutes), Working in Heels, by Nancy Clark, Leadership For Women —How To Make The Jump From Manager To Leader or read it here.
 
Blog, Women’s Lunch Talk, by Nancy Clark, Communicate Without Losing Your Authority —Assertive, Not Aggressive, Works Best For Women
 
Podcast (always less than 10 minutes), Working in Heels, by Nancy Clark, Powerful Body Language For Working Women  —men, Change Your Body Language, Change Your Message or read it here.
 
Website, WomensMedia, Michelle LaBrosse, Negotiate Your Way to Success
 
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Tags: power, leadership, women, business, career