THE POWER OF PERCEPTION: STRATEGIES FOR CAREER ADVANCEMENT

Transcription

1 THE POWER OF PERCEPTION: STRATEGIES FOR CAREER ADVANCEMENT Dr. Shawn Andrews, CEO, Andrews Research International Melissa Lowe, Sr. Manager, VI Sales Enablement & Learning, Spectranetics June 6, 2017

2 Perception Impacts Promotion

3 Leadership Gender Gap Emotional Intelligence Barriers to Leadership Cases Studies Practical Strategies

4 THE LEADERSHIP GAP

5 U.S. Labor Force Women Now Represent Management & Professional Occupations 57% S&P 500 CEOs 52% U.S. & Europe Bachelor Degrees 60% 5.8% S&P 500 Board Seats 20%

6 29 FEMALE CEOS LEADING S&P 500 COMPANIES Mary Barra GM Meg Whitman HP Virginia Rometty IBM Indra Nooyi Pepsico Marillyn Hewson Lockheed Martin Safra Catz Oracle Denise Morrison Campbell Soup Marissa Mayer Yahoo Michele Buck Hershey Adena Friedman Nasdaq Geisha Williams PG&E

7 EMOTIONAL INTELLIGENCE

8 WHICH GENDER IS MORE EMOTIONALLY INTELLIGENT? Men? Women?

9 EQ AND GENDER WOMEN EMPATHY SOCIAL RESPONSIBILITY INTERPERSONAL RELATIONSHIPS MEN ASSERTIVENESS STRESS TOLERANCE SELF-REGARD

10 INSTRUMENT EQ-i 2.0 measures 5 Composites & 15 Competencies Self-Perception - self-regard, self-actualization, Emotional selfawareness Self-Expression - emotional expression, assertiveness, independence Interpersonal - interpersonal relationships, empathy, social responsibility Decision Making - problem solving, reality testing, impulse control Stress Management - flexibility, stress tolerance, optimism

11 EQ MALE BIAS

12 EQ FEMALE BIAS

13 BARRIERS TO LEADERSHIP

14 Lack of access to informal networks Lack of female role models Lack of female mentors Lack of male sponsors STRUCTURAL BARRIERS

15 INSTITUTIONAL MINDSETS Gender bias Gender stereotyping Agentic leader behaviors Role congruity theory

16 Junior sales rep applied for a full field sales rep position in pharma Demonstrated >3 years of consistent, successful sales results New manager told the Junior sales rep you re not competently ready New manager outlined a step-bystep plan on how to move into a full field sales position New manager had never observed or rode along with this individual Outcome

17 INDIVIDUAL MINDSETS Large percentage of women hold themselves back Self-select out of workforce Office housework

18 Work-life balance Family choices Breadwinner/caregiver roles STRUCTURAL BARRIERS

19 Middle-aged female trainer in biotech company Received news of pregnancy 2 months after starting a new job Approached boss with wellconstructed transition plan and return to work timeline Discussed whether to make the news public Outcome

20 GENDER CULTURE

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22 CULTURE Not about rights and wrongs it s simply about difference Work within a structure, network, conduct meetings, interpret information, communicate, work in teams, take risks, and how we lead

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24 MEETINGS

25 Successes and Failures COMMUNICATION Networking Listening

26 LEADERSHIP Transactional and Transformational

27 TABLE EXERCISES Half the Room Has gender differences impacted how you re perceived at work? If so, please give example. Half the Room Share a time when you ve personally experienced or observed one of these barriers at work. What was the result?

28 PRACTICAL STRATEGIES

29 GENDER CULTURE Reinterpret opposite gender s intent Flex your style by modifying behavior to be in sync with other person s gender-culture Talk about differences and best ways to work together

30 Power Pose like Dr. Amy Cuddy Increases Confidence and Assertiveness

31 Problem Solving Create more opportunities to solve problems with others. Organize teams that deal with problems as they arise.

32 Stress Tolerance Do someone a favor. It allows you to shift from problem sufferer to problem solver, and helps put problems in perspective.

33 STRUCTURAL STRATEGIES Seek mentors & sponsors by developing reciprocal relationships Cultivate and leverage vast network Be inclusive in all your behaviors

34 INSTITUTIONAL STRATEGIES Be honest with yourself about biases Don t make assumptions that women are limited in their commitment, ability to travel, or take new assignment Make decisions collectively

35 INDIVIDUAL STRATEGIES Take on new challenges and responsibilities Take credit for your successes Speak confidently and speak often

36 LIFESTYLE STRATEGIES Have honest dialogue with employer about work-life balance needs Have honest dialogue with spouse/partner about breadwinner and caregiver duties Role model equity at home

37 AS TRAINING PROFESSIONALS, YOU CAN Advance Understanding Create Dialogue Minimize Bias & Barriers Develop Leadership Skills Drive Behavior Change Promote Diversity & Inclusion

38 CALL TO ACTION What is one thing you are going to use from this workshop?

39 CONTACT US Shawn Andrews Website: Melissa Lowe LinkedIn: Melissa Lowe, M.B.A. LinkedIn: Shawn Andrews, Ed.D., M.B.A LTEN Advisory Council L-ten.org

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