Women and Leadership: Position Yourself to Exert More Influence
We recently witnessed history as the first woman – and the first woman of color – got elected Vice President of the United States. My Facebook feed exploded with the excitement of my friends who fully grasped the gravity of Vice President-elect Kamala Harris’ speech in Delaware. I also loved seeing all the stories of their young daughters and granddaughters who understood that they too witnessed history unfold in front of their eyes. Even my 24-year-old son noted that my two great nieces – born in July and October of this year – will never know a world without a woman vice president. Wow!
Regardless of this historic, glass ceiling breaking event, women – and men – can lead their organization by taking a few “simple” steps.
But before I jump into these steps, I want to clarify that I do not use the word “leadership” as a noun to describe someone in a position of authority, although people in positions of authority can and should exert leadership (and much of the successes and failures to control the pandemic trace back to effective or ineffective leadership). Instead, I use the term “leadership” as a verb to describe the action of effectively working with others to define a problem then develop, implement and evaluate an effective solution to solve that problem or ameliorate its impacts on the lives of others.
Because women still hold a minority of positions of power – including in nonprofits where women hold only 45% of CEO roles in spite of comprising 73% of the workforce, I focus my suggestions on women and their unique skills that can contribute to their effective exercise of leadership. But these tips apply to anyone who wants to take a more active role in moving her or his organization forward.
Speak up. Everyone has something important to contribute to the conversation (Ok, almost everyone!). Society has historically taught women not to rock the boat or create conflict and to keep their own needs secondary to others. Hogwash! Let others hear your voice, thoughts, and ideas.
Show your expertise. You have knowledge, skills, and experiences that no one else in your organization does. If not, they would not need you! Identify those talents and cultivate them, not quietly, but demonstrate your expertise every chance you get. Again, society teaches girls to quietly go about our business and not boast. Boast! Make sure that everyone in your organization knows your worth and value. And do not assume they will “figure it out.” Take credit for your work so they know who created it.
Network. Organizations function on social capital. Thankfully, women’s intrinsic skills and tendencies make us better at creating and nurturing relationships. So, use those innate skills to create networks that help you get more done in your organization.
Stand up for yourself! A 2014 George Washington University study found that men interrupt women 33% more often than they interrupt other men, but women rarely interrupt their male colleagues. Why? According to world-renowned gender communication expert Deborah Tannen, men speak to determine and achieve power and status while women talk to determine and achieve connections (see #3!). Interrupting becomes a power play, intentionally or unintentionally. If you get interrupted, speak up. You have a few options on how. Gently remind the interrupter that you have more to say or, take the Vice President-elect’s approach and bluntly tell the interrupter “I’m still speaking.”
What do these tips mean for exercising leadership?
If you see a problem in your organization, talk to others to see if they share your perception. Together, work to define the problem and then generate possible solutions. If you have the authority to make change, work with those impacted to make change. If not, then show your expertise and social capital to take that solution to people in authority and persuade them to act. Or, better yet, include people in positions of authority in your network so they go on the problem discovery journey with you. (Remember, change happens better with people than to them.)
If you aspire to positions of authority, these tips can also help you achieve your goal, because when you exhibit leadership skills, colleagues and decision makers will more likely see you as capable to assume that management position.
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Successfully engaging staff in organizational change begins with creating an organizational culture that supports change.