Beauty, brains or both? What creates access and credibility for women executives? FutureSYNC International is pleased to announce the launch of Rocky Mountain Center for Women in Leadership (RMC-WIL).
Participants will join us to examine together the following case study in order to discover what human characteristics and communication strategies convey gravitas and influence, especially as it relates to women executives.
Case Study:
Alison is a beauty with brains. Voted “Most Likely to Succeed” her senior year of high school, this prom queen, sorority president and college athlete also maintained a 3.5 during her active undergraduate years and a 4.0 while acquiring her Master’s Degree. Currently in mid-management at a Fortune 500 company, Alison enjoys easy access to social events and receives special attention at restaurants, clothing stores and the gym. At work, she is known for her efficiency and effectiveness as her deliverables are executed with excellence and innovation. It is during business meetings and daily interactions that she has begun to express some concerns.
“I noticed that other women seem to have more credibility than I do with colleagues of both gender, when it comes to making a final decision. Though my male colleagues enjoy chatting with me about our personal or social lives, they tend to ‘dumb down’ their conversations when they are around me. They don’t push me or challenge me like they do some of the other women in the room, with whom they spend a significant amount of airtime in professional discussion. I also notice that my female colleagues are easily offended if I tease them or make jokes in an effort to be friendly, so I often have to operate with a degree of hyper-sensitivity in many of my professional interactions. I can’t help but feel left out of the executive loop at times. What is happening here and what can I do to grow my credibility?”
Kelly has a different set of concerns. Highly intellectual and academic throughout her schooling, Kelly would often forego social events to complete projects and refine essays. She has always valued academic achievement and community volunteerism and has enjoyed special attention as the high school valedictorian and college Summa Cum Laude graduate, maintaining a 4.0 even at the graduate level. She is the top researcher in her division and often receives consultation requests from her co-workers at the Fortune 500 company in which she works. Lately though, some of her colleagues’ meeting behaviors have caused her to self-examine.
“It is concerning to me that my male colleagues consistently challenge me when I offer solutions or innovations in our decision-making. Though they do tend to eventually work with me, they spend a lot of time questioning my theoretical underpinning and thought work, sometimes taking up a considerable amount of time in our meetings. Meanwhile, I notice that other female counterparts, deemed attractive or beautiful by societal standards, seem to have instant rapport and quick access to our male co-workers, especially socially – which is often where male professionals make important decisions and gain alliances. I can’t help but feel left out of the executive loop at times. What is happening here and what can I do to grow my credibility?”
Does Kelly have more credibility due to the airtime she receives through professional discourse and being challenged by her colleagues or does Alison have more influence due to her instant access and rapport with her counter-parts? De-construct the behaviors here and identify the advantages and disadvantages that both women are experiencing. Can you provide at least three strategies for each of these women?
To learn more about the Rocky Mountain Center for Women in Leadership’s launch, call the FutureSYNC office at (406) 254-2326 or contact us at info@future-sync.com.