Be objective.
Be Objective! Be-Be-Be Objective!
I have heard this bit of advice so much recently--and it's true. Objectivity, specificity, and clear expectations with roles, goals, and manner are key! It is even more powerful for a woman to develop and use this skill in the workplace. This aligns with the last post on goal-setting as well, but it’s much more about the workplace.
I cannot tell you how many times I have met with a woman who tells me things like— she doesn’t have goals for the year, she is not quite sure what is in her job description, or even that she does not know what excellence and over performance looks like for her supervisor! WHAT?! This is unacceptable for me, and if that’s the case for you, I’m going to go ahead and put that back on you. Your workplace may not make this priority, but there’s still room for you to do so.
Knowing expectations and what it looks like to exceed those expectations is HUGE in professional development and gives you clear, specific grounds to request promotions, increased pay, or even a title change.
Knowing expectations also helps to alleviate the double bind dilemmas many women face in the workplace. Merriam Webster defines a double bind as a “psychological predicament in which a person receives conflicting messages that allow no appropriate response to be made.”
A growing body of research shows that stereotyping is a key contributor to the gender gap in leaders, as men are often seen as natural leaders. Gender stereotypes can become powerful threats to women and their organizations.
The three most common double bind dilemmas facing women include:
Too soft; too tough
When women leaders act according to gender stereotypes, they are seen as too soft and as incompetent leaders. When they act in ways inconsistent with gender stereotypes, they are seen as too tough.
Higher expectations; lower rewards
Women often have to prove they can lead before given the chance and work harder to show the same level of competence.
Competent, but not liked
Women who adopt leadership styles that are stereotypically masculine are often seen as competent, but are viewed more negatively in a social setting, which may impact their work relationships and access to social networks.
For more, check out this report. Don’t let these double binds hold you back in your success. Be aware of gender stereotypes in the workplace, talk openly about the issue, use clear and effective communication, and know your role— meet with your supervisor and set clear expectations that align with your role. Ask your supervisor what excellence looks like and strive for it!