I was recently shocked by the results of a survey on how women underrate their bosses’ opinions about their job performance. What is about us as women that we often doubt our abilities and how others think about us?
The study was conducted by Scott Taylor, assistant professor at the University of New Mexico, Anderson School of Management in 2009. In the study 251 male and female managers from different industries nationwide rated themselves and requested ratings from their supervisors, peers and subordinates. The main findings were:
- Female managers are more than three times as likely as their male counterparts to underrate their bosses’ opinions of their job performance. The discrepancy increases with women over 50 years old.
- The men who were studied slightly overestimated how their bosses would rate them, while the female respondents underestimated their ratings on average by about 11 percent.
- Women managers think their bosses and/or others rate their work performance much lower than they actually do when it comes to social and emotional qualifications and skills necessary for effective leadership. It’s not that we aren’t confident of our abilities, rather seems we aren’t as confident in others’ opinions about us.
More about the study at: www.aomonline.org
Scott theorizes that women impose the glass ceiling on themselves by constantly underrating what others, in particular men, think of them.
This confirms my own experience in the corporate world. Women complain about the glass ceiling and the good old boys’ club mentality. At the same time they seem to lack confidence when it comes to selling their competencies. Is Scott right? Do we create our own glass ceilings?
As a true believer in the power of women and having mentored many women, I wish the term “glass ceiling” did not exist. These words convey the image of a building with a low ceiling without enough space to expand. But women can be the architects of their own buildings, and it is their own decision if they put the ceiling low or high. On the other hand, if we don’t feel like architects and make somebody else responsible for the layout and the design, we simply become a construction worker doing our job. We execute what others want us to do, but we do not show any leadership.
This is where emotional and social skills become very important. It is not enough to have the tools and the knowledge. We need to be able to assume the lead and make the big decisions. First we create the vision, then we draw the plan and we speak up about what we are doing at all times.
I want to encourage women to stop questioning what others might think about them or their performance. Instead of wondering if what you do is good enough, do what you think is good. Give the best that you can give and ask yourself the honest question: Was that my best shot or can I do better? Trust me, if you are pleased with yourself and your performance, others will be, too. The next step is to stand up for what you have achieved. Your boss will appreciate your efforts if you convince him that you are the right person for the job.
And if you do not get the feedback you were expecting, don’t be hard on yourself. Look at the facts, re-evaluate the project and take the lead in making any needed adjustments. Don’t forget that you are the architect and that your client will normally want some changes. Consider the possibilities, keep focused on the big picture and build the house what works for you and your client.
If you want to find encouragement and empowerment, I invite you to read my other blog posts. Be a woman and act like one.
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Reprinted from “Hertha Wolff-Arend | Be a Woman and Act Like One” a blog written by Hertha Wolff-Arend. Subscribe at http://beawomanandactlikeone.com/ and receive Blog updates by email.
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