Jeff Lugerner asked:
As women become more and more prominent within corporations the challenges for female leaders in male-cultured organizations begin to crystallize. The accepted practices of their male counterparts are not always working for women. Women need a new map of how to continue to succeed as a female leader. Executive coaching for women addresses these challenges.
LDI has experience working with women executives and other women in leadership roles. We assist women in navigating the politics and bringing their strengths to the table. At LDI our leadership coaches have over 15 years of experience in executive coaching for women and supporting all levels of leadership for women.
Intelligent, aspiring and hard-working women have come to realize that what they produce, by itself, will not necessarily get them recognized and elevated. Somewhere in their career they begin to realize that to be successful in business a woman needs to develop specific leadership skills for women. That is made even more difficult if she has no female mentors above her to carve the path, or none with any time or ability to teach her. LDIâ€™s executive coaching for women helps female leaders develop the capabilities that are essential to women including leading from the front, communicating from a place of certainty,(without becoming overbearing) setting the tone for her organization, communicating her worth in many forums including asking for a promotion when it has been earned, gaining visibility, confidence and accelerating her development.
Leadership for Women:
Essential Female Leadership Traits
Vs. Female Socialization
Tenacity vs. Compliance
Women have been taught to be compliant rather than to persist and persevere for what we believe. Tenacity is essential for women to get comfortable with in order to be seen as credible. This goes hand-in-hand with a wilingness to really compete.
Communicate from a place of certainty about yourself vs. “Donâ€™t bragâ€
Leadership for women feels like foreign ground for some women when they need to highlight their accomplishments. Being willing to report out their accomplishments needs to become as normal as breathing.
Asking vs. Attaining by merit only- Assignments, promotions or salary. â€œI shouldn’t have to ask. My boss should realize I deserve this.â€
Women need to get past the idea that they can earn what they deserve through merit alone. Women need to get comfortable being able to ask for deserved promotions etc. in order to not be regularly overlooked.
Lead vs. Help
Men are very conscious of hierarchy. Women tend to ignore hierarchy and believe that it is unimportant. Men see womenâ€™s reluctance to grasp for the upper hand as a sign of weakness. We need to understand this as we strive to excel in a hierarchy.
Setting Direction vs. “Be cooperative and build consensus with everyone.”
Building consensus with everyone, while great in theory, is not always time effective and looks indecisive from the male viewpoint. When men see a woman gather people together for every decision they conclude that this is a person who cannot make a decision.
Setting Limits vs. “It’s not nice to say ‘no’. People won’t like you.”
Often women find themselves having to say â€œnoâ€ or set limits/boundaries in leadership roles. With all of the socialization around being nice many women find it difficult to keep the best interest of the company at hand and to say no, firmly, when necessary.
Taking Risks vs. “If youâ€™re making unpopular decisions or you have unpopular opinions, you’ll be unpopular.”
Especially in meetings and other large forums, women need to be willing to have their voice and speak out with an unpopular opinion. To be seen as a leader a woman must not be seen as a person who waits for the popular opinion and then agrees.
Dealing with Conflict vs. “Being nice”
Women need to be willing to walk right toward conflict. Period.
Being Direct/Having the Tough Conversations vs. Communicating indirectly so as not to offend anyone.
While women have often been taught well to cloak a difficult message, not clearly stating issues in a tough conversation appears weak and deferential. It also leaves people unclear about what you were needing or requiring.
Leadership for women cannot be discussed without mentioning The Power Dead-Even Rule which is well described in the book, â€œIn the Company of Womenâ€ by Pat Heim and Susan A. Murphy. It is an unspoken rule that women can witness and accidentally participate in, over and over if they are unaware of it. Many women, at heart, donâ€™t really relate to hierarchy. They often believe that we are all in this together and all more or less at the same level. This creates particularly difficult dynamics on female teams when an internal woman is elevated. If not handled well, there is often indignation throughout the team, if not out and out rebellion, regarding why she got promoted. In order to successfully promote women it is critical that we understand this dynamic.
Executive coaching for women is a powerful tool in navigating organizational dynamics, and accelerating her won leadership strengths. In LDIâ€™s programs we discuss successful strategies in dealing with all issues regarding women and leadership. For more information on leadership coaching for women call 408-725-1083 or email firstname.lastname@example.org,our URL http://www.contactldi.com/.
We believe that developing women is essential to creating great organizations.