This is a historic moment that celebrates women and highlights their achievements and leadership. Officially recognized by the United Nations in 1977, International Women’s Day is also a time to acknowledge the commitment and progress of organizations and society as we work collectively toward gender equity and inclusion. Both are critical for creating greater opportunities for women—and for everyone—to lean into our best leadership and thrive.
As we gradually begin to emerge from a long and challenging year brought about by the unprecedented global pandemic, there is a growing sense of optimism that we are heading on a new path forward for companies, communities, and our society as a whole. It’s evident that whatever systems we may have in place to try to create gender equality are broken, which was amplified by the news last month that 2.5 million women exited the workforce or were laid off during the pandemic. This previously unthinkable and unfortunate reality reveals that our work systems and culture are currently misaligned with the needs of today’s working women and families.
This ongoing trend will continue to create losses not only for women, but also for their organizations and customers, since we are all connected at a fundamental level within a broader ecosystem. It’s time to embrace this fact and seize this moment for a reset, creating a future that fosters greater inclusion and partnership. Together we can envision and design a path forward that bridges the gap between differences, advancing our leadership beliefs and actions to better align with today’s environment, opportunities, and social responsibility.
This starts with individuals doing their part and leading the way for others. Over my next two blog posts, I’ll share a short list of seven actions that I invite you to consider:
Thinking Makes It So
According to the National Science Foundation, the average person has between 17,000 and 60,000 thoughts a day. Those thoughts influence your thinking and actions within seconds—and negative thoughts can activate bad habits and limit your decision making, creativity, and ability to tap into your own unique strengths and perspectives, as well as those of others.
I call these negative thoughts the “Sticky Floors.” They are self-limiting beliefs and assumptions that hinder your highest potential. To avoid letting Sticky Floors derail your leadership potential, examine your inner critic and challenge your thinking as needed. Many fearful beliefs are based on “false evidence appearing real,” which can limit your best self and your opportunities while depriving others of the fullest expression of your leadership ability.
Empathy and Compassion
Think of a time you felt truly alone or not part of something. That sense of not belonging or not feeling valued is real for many of us. Universally, human beings want to be listened to, heard, and understood. In order to help those who depend on you as a leader, it’s important to respond rather than react to people. You may feel that being “all business” is important for the bottom line, but when you depend on others in the organization to help get you there, you must effectively balance being simply transactional with being present.
Many times we enter into a conversation with our mind already made up on an issue, or we hold on to an assumption that is based solely on our own way of thinking, without considering other perspectives or cognitive styles. The best leaders become experts in channeling into the concerns of others by truly listening to them, noticing what’s happening in the room, and understanding what’s not being said when speaking with others. Develop and then tap into your emotional intelligence skills, pause and assess versus assume, follow up to gather more information, and notice nonverbal cues. Hone in on the tone and emotions of others, and remember to create a culture of inclusion by using inclusive language, as well as moving from a “me” to ”we” perspective.
Get Comfortable with the Uncomfortable
In order to unravel and create a shared understanding around inclusion, race, and differences, it’s important for leaders to engage in conscious conversation about these sometimes sensitive topics. Today’s leadership must understand the systematic and societal issues that may influence their assumptions and engagement with others.
With this in mind, create the space for others to speak that allows for authenticity and opportunity to share their true views and priorities. Questions that can help others feel valued and heard include, “Tell me more,” “How can I support you,” and “What’s top of mind for you?” Be curious, ask powerful questions, increase your desire to learn from different experiences and people, and continue to challenge yourself to keep your personal bias in check so that you can ensure all voices are heard around the table.
Real change starts with one person who inspires and models the way for others. In my next post, I’ll share four more actions for a leadership reset that can create a new path forward.
Contact me at info@shambaughleadership.com or link to our website to learn more about SHAMBAUGH’s offerings on Leadership Development, Executive Coaching, and Targeted Solutions for Accelerating the Development and Advancement of Women Leaders.
Rebecca Shambaugh is President of SHAMBAUGH Leadership, and Founder of Women in Leadership and Learning. Rebecca is a contributing writer to Harvard Business Review, the HuffPost, and a TEDx speaker. She is author of the best-selling booksIt’s Not a Glass Ceiling, It’s a Sticky Floor andMake Room for Her: Why Companies Need an Integrated Leadership Model to Achieve Extraordinary Results.