At a time when everyone is deliberating ways to bridge the yawning gender gap at the leadership level, another barrier must be addressed simultaneously. Tropes or stereotypes about women in leadership are something that organizations and women aspiring for advancement should be wary of.
Last year, the Women in the Workplace report by McKinsey in partnership with LeanIn.Org found that the ‘great breakup’ is impacting gender balance in the workforce.
The report said, women leaders are ‘having their judgment questioned or are mistaken for someone more junior.’
The report highlights that women want to advance just like men but face stronger headwinds. The headwinds include tropes and stereotypes they have internalized:
Don’t be ‘bossy’: Talk about centuries of conditioning and prejudice, the world is accustomed to men leading. The term bossy becomes a pejorative to describe women who are just as decisive as male leaders are. After all, they should be competent, knowledgeable but also sweet and supportive. It becomes necessary for women leaders or women on the growth path to navigate this tightrope and tap more into the inspirational and motivational side. More importantly, be consistent with all these traits.
Don’t cry at work: Studies have discussed how being emotional is a stumbling block for leadership as it could not be suitable for a high-stress job. However, today, vulnerability is increasingly seen as a strength and not a weakness. Sharing what you feel is necessary for people to build trust in the leaders and encourages others to share. Embrace it with confidence.
You have to work twice as hard: Women leaders tend to overwork to be considered competent and credible. The result is burnout and stress. Instead, the focus should be results and prioritizing what’s important rather than trying to do it all. It could also be about turning away tasks and projects that do not contribute to career advancement and goals, apart from delegation.
Not being confident is a sign of Imposter Syndrome: Women alone do not experience Imposter syndrome! There are men out there feeling the same— unsure about how to move ahead and less confident about their capabilities. Look at how Imposter Syndrome can be leveraged as an ally, as it can offer you a fresh perspective on the situation and the growth areas to overcome insecurities.
It is essential to replace these tropes with truths. Organization mentors can address these to offer them a nuanced perspective of their skills— the ones they have and those they can acquire.
