Recently I have been interviewing for a CEO role for an exciting start up. The role requires some key experience but most importantly requires huge personal initiative and drive for results.
An amazing insight I have discovered and realised when approaching and headhunting candidates is that there is a fundamental difference between a man and a woman’s response. When I approached men, they tended to respond with what they could contribute to the role as well as what skills they could bring. Whereas women, when approached often said why they couldn’t do in the role and emphasised the skills or experience they lacked for the opportunity.
I’ve outlined 8 key reasons why women won’t get what they want in the workplace from gender diversity and leadership opportunities:
- The perception that you need to “look like you work hard by being at the office”: discriminating against women working remotely and not publicly demonstrating deliverables.
- Unconscious biases: “jobs for the boys” & “old school ties”. This is may be due to single sex high schools that do not help men and women to learn how to interact & collaborate together in the workplace.
- The “nuclear family nuked generational childcare support”: rarely is there care for children by older family generations – by people who are related and love them. This places pressure on parents, particularly mothers to stay home and not drive a career.
- Women say no and Men say yes! In my 25 years of Executive Search experience I see a difference in genders when people are “headhunted”. Women always point out why they can’t do the job and what they lack in skills & experience and men will tell you what they can do -women say no and men say yes! This is well written about by Sheryl Sandberg, COO of Facebook who talks about why women don’t make it to the top. Women systematically underestimate their own abilities.
- Pregnant women are not predictable: So much is ahead and yet no one can be assured of what is ahead – only the universe holds the future and this does not help future proofing an organisation.
- Men are the Hunters and Women are the Gatherers: Our long history of heritage that prefers women to push the shopping trolley and nest with our young. I like the saying that you never know the torment of flying the coop, if you have never built a nest!
- “Men have egos and Women have pride”: Does that big promotion/job appeal more to men than women? Do women seek more pride in delivering good results- doing a good job, ignoring the politics?
- The power of the maternal gene is more ominous than the corporate ladder climbing gene. I know personally how many hours I have laid in bed tormented about how my kids are tracking at school, and if they feel supported and nurtured. Do men focus more on a difficult staff member than whether their child needs to improve at school?
Whatever the reasons, this may help to explain a little about the perceived “glass window” that I have personally never experienced. Maybe women simply don’t forge forward and back themselves enough?
Some decent food for thought!
For more information contact Simone Allan, Director at Mondo Search on 1300 737 917 or email email@example.com.
Everyday we hear of stories of candidates leaving companies in acrimonious ways.
I always get concerned when candidates do not have previous employers as referees. It is very disappointing to see long term, high performing employees leaving companies and in their last few hours departing acrimoniously.
I so often say – leaving an organisation is often like a “divorce” and grief occurs. Often in a marriage collapsing you do see two normally caring individuals go nasty in the final hours, leading to a divorce. This is just like when you see previously well liked employees falling out in the final hours of their departure! It is always a sensitive and emotional time. This once again reinforces the old adage “Never burn your bridges”
The employer often plays a big role in the departure and management of exiting employees and so often simple things like “farewell dos”and exit interviews are forgotten and final remuneration payments for commissions/bonuses etc are delayed. This encourages negative memories and thoughts on behalf of the outgoing employee.
It is refreshing when we secure references of candidates who go the extra mile before their exit. One recent reference that I noted as memorable was when the employer noted that the departing employee left such a good handover for the new incumbent that the next 6 months of marketing plans were in place and a successor was appointed with ease into the role. Leaving with dignity can become part of your legacy in your career footprint.
So, actively champion the phrase “never burn your bridges” with your employment situations, as you never know when your paths will meet. Actively work as an employer to ensure that departing employees are treated with professionalism and dignity and as an exiting employee, never close the door or burn your bridges. Hand over your responsibilities and unfinished tasks with professionalism and clarity.
Burning your bridges will really take its toll in your career future!
Mondo Search Pty Ltd
The old way of running a team of sales representatives and hand selling to customer channels is being transformed with services like Omna Field Solutions (OFS). OFS is a new business founded on the basis of utilising advanced technology to deliver more cost effective, consistent and transparent solutions to the market.
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In a world that has uncertain trading conditions and highly volatile market challenges and an Australian media that feeds that uncertainty, people often feel very insecure in the workplace. Australia is a lucky nation with low unemployment levels of around 4.5%, unlike the US that is pushing 10.5%, (declared). Many companies suggest having corporate values and visions and missions, but if you were to ask the average employee what was important to them, in these times, they would say a steady career path and a guaranteed job.
Values are critical in any relationship, in fact if you consider those people that are close to you – no doubt you would have “a meeting of the minds” in terms of aligned values and attitudes about life. A harmonious workplace, like a
harmonious relationship occurs when people are aligned to the values and people feel safe to express their point of view. Andrew Horabin once spoke about the essence of his book “Bullshift- getting honesty and straight talk in the workplace” and he stated that if people are not heard and made to feel safe – they will be defensive, make excuses and abdicate responsibility. These are all behaviours that reduce workplace productivity.
Of all the critical values that a company can have – the first is that an employee should feel safe in their tenure. A famous psychologist – Abraham Maslow who examined human needs found that there is a hierarchy of needs and feeling safe is the top of the tree. People need to feel safe – they need to feel that their role is secure and that they are supported. If you ever study youth delinquents- they have a history of feeling neglected and unsafe.
Therefore – if you are happy with your team – think about ways that you can make them feel safe in their career journey with you – allow them to be able to express their thoughts and opinions with encouragement and make time with them regularly, to review their progress and their long term role in your company. Feeling safe in the workplace is more than compliance to Occupational Health and Safety standards!
It’s no secret that Aussies love their sport…. in fact many would say it as big a time waster in the workplace as the water cooler! With the winter olympics in full swing, we have noticed it’s the talk of the office at the moment, helping to improve communication in a team environment when so often offices today are like libraries, with everyone on sms and email
Sport talk in the workplace can help build team. It is something that people actually have in common to talk about , no matter what walk of life, age or stage.
Office Winter Olympic company themed team sweeps and footy tipping competitions are just two of many sporting team building concepts. At Mondo we are an Aussie Executive Search company that connects calibre. Placed 2700 business leaders in 20 years across Australasia- we know why people stay or leave an organisation.
One of the most imperative reasons people stay with their employer is the importance of having a good workplace environment. As a business leader, you need to make sure you check in regularly with the type of environment. Retaining good staff is invaluable for the success of an organisation. Always think of sport to cross all barriers with your people.
It seems the world is becoming more casual about relationships in the workforce.
However, there are a few 101’s that remain and need to be maintained within our workplaces despite society and it’s changes towards social behaviour and custom.
- Employees must be held with respect. Leaders cannot think humour around any discrimination is acceptable. Nor is axe or words around breaking physical or emotional boundaries.
- Believe it or not, the old saying still stands “If you don’t have anything nice to say, don’t say anything at all.” (This includes office gossip.)
- Any professional negative feedback must be given in a private and quiet environment.
- Love can hurt in more ways than one. Be wary of this when starting any sort of relationship with someone you work with.
Our Director Simone Allan was interviewed by Noosa FM on this matter.
Part One: https://www.linkedin.com/feed/update/urn:li:activity:6371912787467345920
Part Two: https://www.linkedin.com/feed/update/urn:li:activity:6371914257763831808