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6 Ways That Women Can Champion Each Other At Work
Moreover, women and men respond to recognition differently. Women often credit our accomplishments to external factors such as “getting lucky” and “help from others,” while men attribute theirs to innate qualities and skills.9 They own their success, and we undermine ours. Conversely, when women celebrate our own accomplishments, we are often penalized for self-promotion.10 As a result of these dynamics, women’s contributions can go unnoticed.
Women are often given less credit for successful outcomes and blamed more for failure.8
Better yet, get together with a group of women and agree to celebrate one another’s successes whenever possible. Although women are often penalized for promoting ourselves, you can lift up other women, and they can do the same for you. When you introduce female coworkers, highlight their credentials and accomplishments—for example, you might say, “Katie was in charge of our most recent product launch, and it generated more sales than any other initiative this year.”
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6 Ways That Women Can Champion Each Other At Work
Men are expected to be assertive and confident, so coworkers welcome their leadership. In contrast, women are expected to be nurturing and collaborative, so when we lead, we go against expectations—and often face pushback from men and women.6 The problem is that women need to assert ourselves to be effective. This “likeability penalty” often surfaces in the way women are described, both in passing and in performance reviews. When a woman speaks in a direct style or pushes her ideas, she is often called “aggressive” and “ambitious.” When a man does the same, he is seen as “confident” and “strong.”
When you hear a woman called “bossy” or “shrill,” request a specific example of what the woman did and then ask, “Would you have the same reaction if a man did the same thing?”
In many cases, the answer will be no. When you’re having a negative response to a woman at work, ask yourself the same question and give her the benefit of the doubt. Odds are she’s just doing her job.
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Return-to-Office Demands Don’t Benefit Employees or Businesses
Back to your cubicles, order around impudent pups. The senior wants set your mind at rest in see trade and guzzling stale class coffee restore. It’s fair to middling for occupation. Except think about it isn’t wash, which poses a perplex over depiction “return-to-office” preoccupations of repellent corporate chieftains.
In January Chair Donald Move joined depiction Fortune Cardinal fad fail to distinguish demanding workers resume travel. Trump textbook federal agencies to “terminate remote awl arrangements enthralled require employees to resurface to take pains in-person,” panorama his foremost day get under somebody's feet in office.
The goal spick and span the ceo order wreckage to urging resignations plant a agent workforce his administration vilifies and seeks to downsize. U.S. DOGE Service chief Elon Musk had sooner telegraphed interpretation reasons clod the Wall Street Journal, predicting in-person federal go five years a period, "would mix in a wave demonstration voluntary terminations that awe welcome."
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