Are Professional Women the Victims of our Society?

Are Professional Women the Victims of our Society

Women of society are bringing glory to the nation. Still, it is striking to see how professional women have been marginalized in some vocations, ignoring the benefits of gender diversity. Do social roles determine who we are and what we can achieve in life? Could it be that external factors limit our ability to live our lives the way we want to? We are looking to answer these questions and shed light on some of the hurdles professional women may come across.

Gender Equality and Professionalism

‘For our journey is not complete until our wives, our mothers, and daughters can earn a living equal to their efforts’– cited from a former president’s second inaugural speech. The world is still contemplating these words quite a few years later.

This question of equal pay for all has been a debatable issue for some… And an eye-opener for many in the past few years. Many countries have been democratized, and they granted equal right to vote to everyone, irrespective of their gender. Still, somehow, the same rights are not given to everyone at the workplace. And nothing can be more disappointing for the countries than failing to recognise the effort of all members of the society equally.

In a report by CNN, US soccer claimed that it would not pay women soccer players equally because being a male player requires more ‘skill and responsibility’. Although American women have had far more success in football than their counterparts, the team has been subjected to this ‘sexist stereotype’. Unsurprisingly, professional women could relate to this, no matter what job they have got.

This example is just one situation where professional women have been subjected to gender discrimination. Also, people may have questioned them about their ability to perform, instead of benefiting from promoting gender diversity. However, this is not the first time that this has happened. Reportedly, far more troubling cases of discrimination, violence against women has happened around the world during the past few years. In contrast, the world remains quiet about these atrocities.

The hurdles of professional women

When we talk about professional women, we usually don’t look at what goes into achieving that status. Competition for these women is not limited to the test exams and interviews. It goes far beyond those lines: fighting social stigma, societal boundaries, family pressure, discrimination, and the stress of being a woman.

Is This a Man’s World?

Success is a complex word, apparently biased towards the male gender in most cases. We could all name men being famous and popular the world over. But can you, as easily, think of professional women being praised for their achievements on such a large scale? For one, have you heard of Ellen Johnson Sirleaf? Although she left a mixed legacy behind, she has undeniably helped to maintain peace in Liberia. She also promoted the improvement of livelihoods and safeguarding of women of her country. A victim of domestic violence, an international bank executive, and a Nobel prize winner.

In some cultures, people consider a woman’s prestige only when she keeps quiet and nods at every decision that the man makes. When she raises her voice against injustice and tries to put up against the dominating male the perception changes. When she voices her powerful opinion, she becomes an arrogant, selfish, and vindictive woman.

Nevertheless, although this has been a challenge for women, you will find them protecting their voice and rising to the trials that it brings. Undoubtedly, this is what makes them gain respect, love, and admiration at a much broader level. Professional women in such cultures may make efforts to overcome patriarchy, societal boundaries and the limitations placed on their talents. They will step up as powerful, strong women who are ready to take on the world. Women has proved this strength on many occasions.

Professional Women and Responsibility

Professional women have always been an inspiration to grow, thrive and achieve. Think of India’s Lakshmibai, Pakistan’s Malala, America’s Michelle Obama or Finland’s Sanna Marin.

The extra load that the boss wants to be done by the end of the night… The child whose homework has to be submitted the next morning… And a husband who is tired after a day’s work… These challenges rarely make a woman stumble. And before you know, she’s done with her work because that’s how they are made to function.

Photo by Philip Toledano

Indra Nooyi – Photo by Monica Schipper/Getty Images

Indra Nooyi, an Indian American Business executive and former CEO of PepsiCo, has continuously ranked amongst the top 100 most powerful women. Nevertheless, in an interview, she told of an incident. It occurred with her mother after she had been declared the President of the Board of Directors. Her mother said that the moment she enters the house, she is a wife, a mother, and a daughter-in-law and that she should leave the crown in the garage.

This incident brings out one of the biggest challenges that professional women face: no matter what women’s role ultimately comes down to managing the household.

What Does it Take to be a Professional Woman?

A woman’s sacrifice often goes unnoticed by society. In fact, a woman’s whole life may revolve around sacrifices. Furthermore, after a certain point, the difference between happiness, choice and sacrifice becomes a blurred line, until only sacrifice remains.

Leaving the home that she grew up in to create a new nest with someone else… Giving up on dreams just because the family disapproved… Letting go of a job opportunity because it demanded time and she had to be home… Resigning her job because she has a child at home to look after. Sacrifices that no one acknowledges and which may go overlooked.

Living the Life of Professional Women

We have talked about successful, professional women and their role in society. Many others have achieved similar heights or are capable of achieving something outstanding with some support and means.

Trying to work as an independent person, supporting the family or just for pursuing a passion has never been easy. The struggle is real for every woman who is trying to create an identity in the world… For women who are set to bring about a change in this society and make it a better place for all women. For example, women may not get a job just because it is presumed that they would not be able to invest themselves entirely in their work. This discriminating, stereotypical belief may pose challenges to most professional women, irrespective of their field of expertise. 

Despite these shortcomings, you will find professional women who work 18 hours a day, professional women who did not marry to pursue their career. The fight against biases and discrimination is endless; although we have come a long way in this race of equal rights, we still have a long way to go.

The responsibility 

At the same time, you must remember: we all are the makers of our own faith. Therefore, we must take an active role in deciding how our life unfolds. It’s our choice what we allow and what we decline to be part of our journey. We must recognise that the way we choose to live our lives affects the lives of the generations after us. So, finding our inner strength and voice is not only a potential but a far-reaching RESPONSIBILITY.

Empowered Women

Women are one of the main pillars of society and its existence. It is time that you wake up to your dreams, overcome your fear and defeat the demons that are trying to hold you back from achieving the heights of success.

The moment you give up your fears, the moment you embrace your womanhood in all its glory, you give way to a life that you have always dreamt of. Remember, the moment you decide to step up to what you believe in, you will find help from all walks of life. There is always help and support out there. It may just help you find an easier way out of these situations with the right tools and mechanisms.

The moment you decide to help yourself, you will find strength and power to grow and motivation to live the life you have always wanted. You are not alone in this battle; there are millions of others on this planet who are going through the same transformation. Help, support, and justice are just a few courageous steps away.

Speak, talk, let others know of how strong you are, and maybe your story can become someone else’s inspiration. If we all unite in this battle of rights, we can make this world a better place for the next generations. Remember, it is our responsibility to live a life that is based on our own decisions and preferences as empowered, strong, professional women, and not to fall the victim of society.

Beat the 4 factors which make many professionals leave their jobs

decision-makin techniques article cover image

If you are working in an office environment, you will most likely agree that building a career is not just about expertise in your professional field. Personal and social skills increasingly weigh in.

We are working in teams and maintain sometimes virtual relationships with others across the pond. Additionally, various leadership styles influence the company culture differently.

We can all read about which leadership behaviours team members are looking for. When we building a career  all we want is 

– to be valued,

– have the opportunity to grow, and

– and to keep a healthy work-life balance.

According to a study involving 30 countries, the leadership practices of an effective leader include:

– Providing guidance and defining objectives

– Communicating the expectations often and with clarity

– Listening to ideas and new approaches

– Openness to change their minds

– Helping team members to grow

These leadership practices influence the areas, where leaders can fall short according to studies, including one summarised in the Harvard Business Review years ago. Such as not

– giving clear direction;

– securing time to meet employees;

– recognising progress and achievements, and taking credit for others’ work;

– offering constructive feedback or criticism.

Even though the study was concluded years ago, the progress has not much been visible in the recent years.

But how is this all related to building a career? Great question.

For one, you may also be a leader, perhaps in the near future.

The reason I decided to highlight these factors is that most of us start as team members and we develop our professional skills, meet the expectations of our leaders and do our work in the environment shaped by the leaders, too.

Being on the other end of

– the lacking attention, or

– favouritism,

– slogan culture, or

– lack of follow through on commitments or promises is not a pleasant place to be. Also, it won’t help building a career in any industry.

However, understanding the potential reasons for such behaviours can help you help your leader and yourself to move your career forward. Knowing the reasons, you will be able to decide on and implement a corresponding action.

Lack of attention and listening

How lack of attention can block building a career?

– The boss doesn’t talk to you often, or not at all. Yes, it is true, there are managers out there who prefer emailing or instant messaging to their team members instead of talking to them, even on the phone.

– Your line manager sparingly shares information relevant to your work with you.

– The line manager does not listen to your opinion.

– You receive new tasks one after another, but there is no recognition of the results.

Potential reasons your boss acts like this.

– Your boss does not understand what information you need to know.

– The line manager struggles to handle the complexity or the office politics around them, become overwhelmed and spend most of their energy to keep afloat.

– They feel more secure making the decisions themselves.

What you can do

You cannot change the political games or the complexity when you are building a career, but can reduce it at your level. If your boss needs support and you have the information and insight, your boss is going to listen. All you have to do is to make it relatable for your manager.

Many line managers choose to avoid risks. That includes giving a chance to their team members in high visibility projects. Naturally, ambitious professionals are hungry for such projects.

Get involved in smaller projects and prove yourself in the field, show your capabilities gradually to your boss.

Favouritism

How do you know your boss has favourites?

– One or some of the colleagues at work are subject to little or no scrutiny for their low or lower performance.

– Your boss does not comment on the lack of adherence to the dress code, or if one team member is late from work repeatedly, while others receive feedback.

– The best projects go to the same person or people again and again.

– There is an open-door policy for some.

– Professional development or participation in networking events are exclusive to some.

Potential reasons for favouritism

– There is a well-oiled machine already in place, a smaller group of team members have been working in the company for long together, the boss has not adapted to the new situation and did not figure out how to involve the new ones yet.

– Or there is a friendship or family ties between the boss and the “favourite”.

– Company culture allows it.

What you can do

In case you work in a culture which tolerates, or even encourages favouritism, the best is to decide whether you want to accept it or you look for another job.

If you join a team where members formed close relationships, there is a chance for you to integrate. Such a team proved the members can relate to each other. Once you learn the rules of the team, you can choose how to align to those informal rules and with time you are going influence the rules, too.

Family ties are different and even though sometimes family members might agree with each other to show care and keep the peace, no business owner works against their business and no manager prefers solutions that do not help them achieve their goals, so you have a good chance to convince them about your ideas and work toward the position you aim for.

Favouritism is one of the frequent reasons talented professionals leave teams and companies.

But the situation is not hopeless. If you decided to join a company, you most likely did not plan for two months and wanted to add and get value out of your time there.

– Concentrate on your performance and development. Do not let favouritism have a negative impact on you. Behave normally.

– Communicate both your results and your ambitions to your boss. Define what you want to achieve, so it becomes clear to both you and your boss what you are aiming for and working toward. This way it will all be measurable, and commitments will also be clear from the beginning.

– Build relationships. Leave your bitterness out of the equation because results will serve you, if not in that specific team, in another. Every effort you make is for your own good and professional progress. Read more about why supportive relationships are enablers to a more successful life.

Working in a slogan culture

What is a slogan culture?

Managers are using slogans in their communications more often than you would think.

To ensure people align with the business strategy, organisations introduce phrases to represent core messages. Such phrases can become slogans.

Add to this the slogans coming from the management literature and you will understand how difficult it is for professionals to avoid speaking in slogans.

Slogan culture is a step beyond repeating messages that flow top-down in the company. It means the organisation tolerates people repeating popular buzzwords and the lack of performance or low performance. Living on slogans has another impact. As a new idea comes along, another slogan becomes popular. The organisation can end up changing projects regularly and confusing people.

Potential reasons behind a company supporting buzzwords and failing to concentrate on results

Initially, I must tell you that no business can survive on buzzwords.

Perhaps, particular teams or leaders tolerate one or more individuals to keep afloat parroting for a while, however such a behaviour has an expiry date. Falling numbers surface rapidly.

Slogan culture can find roots in a team because of leadership behaviours. As a root cause, there is potentially a disconnect between the company strategy and execution, or the company is not clear on the direction, or its place on the market.

What you can do

– Find the core message behind the buzzwords and act according to the spirit of the messages. There will be mentors who look for the performance.

– Be yourself and think about your long-term goals. You are not a leaf flying in either direction depending on the wind. Flexibility is important because there will be changing priorities. But a business’s direction does not change monthly. Look for the patterns.

– Buzzwords have a place in communications but not in the world of actions. Action means, there is a tangible outcome. Go for achieving results and making an impact.

– Remember, if your gut tells that you are a misfit, you are one for sure. Think about alternatives.

Failing to follow through

Lack of proof of performance

That becomes most visible. Lack of results or the outcome coming together slowly. You can also recognise there are many projects running parallel without even one showing results.

Team members talk a lot about such projects, one meeting follows another but there is no output. There is no measurement of the progress or definition of quality and expectations.

People do not feel inspired even though the atmosphere is pleasant.

You want to proceed but there is always another hoop to jump through. Decision making is slow. Even though slow decision making is not a direct cause of the lack of follow through, it can suggest people in the organisation struggle to take risks and responsibility. In such an environment, delayed tracking of progress appears more often.

Potential causes of not following through

– Lack of direction from the leadership and lack of attention to running the business overall.

– The business is performing really well because it has a superb product or service offering and operational problems are not efficiently handled because the focus is on sales.

– They do not motivate your line manager or the supervisory layer of the organisation to drive performance.

– Your manager, potentially most of the leaders are so overloaded with work, they cannot simply follow up on everything.

What you can do

– Concentrate on your performance, your deadlines, and your delivery. You work for your own progress and not to please your boss.

– If your boss is not motivated, find out how you can help them find that mojo again. Of course, it is not your responsibility to motivate your line manager, but helping them will help you, too. Also, think about your motivation, so you can avoid burnout.

– Find other mentors in the organisation and align yourself with high performers.

From the above you see, there is no limit to your progress when you building a career. Once you are clear on the problem, you can decide on the action and will find a solution. Show tenacity and you will succeed.

Click to read more about how women keep their career on track.

Decision-making techniques in business

Decision-making techniques

When you own or run a business, no matter the size, you are required and trusted to make the best decisions for your team. Review the most common decision-making techniques to help you run your business smoother.

Business owners and managers must understand the impact and importance of each decision they make. The results of the wrong or right choices can affect the entire business. It is vital that business owners continue to improve and update their decision-making skill set. Most of the time, the basics of decision making are the same. However, new techniques are evolving every day, having an impact on making significant decisions for your company. Below we have outlined the most common decision-making techniques that professionals use in businesses just like yours!

Collaborative Technique

Also known as group decision making, collaborative decision making is a decision-making technique that works precisely the way it sounds. Decisions are discussed and weighed by a group of people. These people, most often your employees, are chosen either at random or are compiled based on their experiences and knowledge in the company. This decision-making method is one of the most impactful ways to decide, but it is also the most time-consuming.

Consensus-based decision

When something is decided through the collaborative technique, it can happen through reaching a consensus or a non-collaborative decision. The consensus is achieved when all of the parties making a choice come to a common agreement regarding the decision. The above examples have a good outcome if they are reached through unison amongst the parties. 

The advantage of such decision-making is that it’s a win-win for all involved. It’s not about having a win here and be on the losing side elsewhere. The decision has the agreement of all parties because they accept the choice of the group due to it bringing them the value that is in line with their interest.  Nevertheless, not all collaborative decisions will be consensus-basedSome may be ‘dictated’ from upper management levels, and they need to agree, rather than want to fully agree with the decision. 

Command Technique

The command technique is very rare nowadaysYou may come across it in the army, or not even there. This decision-making technique is connected to the autocratic leadership styleThrough the command technique, leaders make decisions without talking with higher managers or their teams when deciding. This style is standard and often speeds up the decision-making process. Often, this technique works best when you must make a quick, time-sensitive decision.  

This type of decision-making is used, for example, at the time of a merger or acquisition decision when leaders of an organization may not consult with you when making their choice.

Convenience Technique

Some decisions are made out of convenience. The decision-maker may choose to go with the flow or pick the option with less resistance, even opting for the alternative with the least pain. This technique comes in handy, too when the decision-maker wants to gloss over something that they may consider a weakness.  

The convenience technique is a hands-off approach to decision making. This technique can be one of the toughest for business owners and managers. Delegating and trusting another person to make the best decision for your company may be daunting and stressful. However, this decision-making technique also opens up perspectives you had not looked at before. Handing over a decision to someone else on operational matters can empower your team while clearing up time on your schedule. The convenience technique is one of the most difficult methods, yet it is an impactful and rewarding way to make a decision. It has downsides, too, unfortunately. Placing decisions in the hands of an employee may leave you open to not knowing what is happening in your business. This notion could leave you facing trouble when they step out of the company. 

Read the following article on How Do Women Do Business?