It’s A Woman’s World host, Carolyn Bruna brings woman voices in our community to her show to highlight their work like Dana Theus the CEO, Executive Coach, and President of In Power Coaching who specializes in working with female leaders looking to make a difference and achieve success by being their authentic self.
There are 45% of Women in Human Resources (HR) and almost 0% of CEO’s are recruited from HR.
The Office Housewife
What are promotable task/work and non-promotable task/work?
Is there a gender difference?
Who takes on those tasks?
Work that is necessary to business, but not critical to the mission, women tend to volunteer or be voluntold to do this kind of work 2x-3x more than men.
Spending time mentoring employees, spending time with troubled employees, or building employee wellness programs are examples of this and are all important work too.
The way you get promoted into senior positions is by delivering revenue brand recognition, new clients, or move products. Women that work out of balance struggle with not getting promoted. This may be a reason because your taking on these no promotable tasks.
What is promotable and non-promotable work?
What do you want to be promoted into?
Non-promotable task/work women like to do and there is nothing wrong with it we all have to do some, but need boundaries.
Willing to do some of this work, but not willing to jeopardize highest priorities. I’ll do my fare share and I’ll let other people do their fair share, if no one else picks up that work, I don’t take responsibility for anything else. Boundaries create choices for other people. They say, you can count on me for this and you can’t count on me for this.
Need to present it as “here’s what I will do” not, “I’m not going to do that.” It just tells what you won’t do. Flip it around and tell what you will do, you can count on me for this. Everything else is up to you to figure out. This creates boundaries that creates choices for other people, which can be very empowering for you and them.
Stick to those boundaries and it allows us to train people that “you can trust me inside this boundary. I will deliver this, outside of that it’s a matter not of trust, but I never committed to that.” Either someone else picks it up of You and I negotiate a specific commitment outside that boundary, otherwise its on you not me.
Women more often than men have a belief about themselves that is out of sync with their actual achievements. Women are more likely to have doubts about their abilities that is out of sync with the world. “I feel like I am a fake. The world thinks I’m this great thing, but I don’t feel like it.” It is feed by and leads to vulnerability, potential shame, shame, feeling like you are not enough, and what you do will never be enough.
Women get stuck in that mind set and feel like it is who they are. Where men, who experience Imposter Syndrome too, but are more likely to feel like it is related to their circumstance. Men feel like, I’be never been in this situation, I kind of feel like a fake, let me dive in and figure it out.
Imposter Syndrome is exacerbated by taking on risk. Promotable work are promotable because they are a bigger risk and when you learn to manage risk, you live in the possibility and potentiality. Learning how to manage Imposter Syndrome becomes part of their success, true with men too. As we get outside of being entrapped by Imposter Syndrome and learn to let us stimulate us, and to grow and change.
Watch this episode of It’s A Woman’s World below and subscribe!