A leader's loud, energetic communication style may be deemed charismatic by one group of workers, while another group might find that leader's approach to be over-the-top. For women business leaders, charisma is even more difficult to define and assess, and it can often be mislabeled based on stereotypes. Women who show charisma by being gregarious and expressive might be categorized as "chatty" or "emotional," while a calmer and more nurturing woman leader might be criticized for being too "motherly." Leadership charisma is a complicated concept with no single set of guidelines. But, the majority of workers would agree that a charismatic leader, regardless of gender, commands the room.
Cindy Hale is a transformational leader in the healthcare industry. She is Vice President of Strategic Marketing and Engagement at Walden Behavioral Care (WBC), a mental health system with 15 hospitals and clinics. Prior to her role at WBC, she held numerous senior-level positions in marketing at organizations like KHJ Brand Activation and Boston Children’s Hospital.
Skye Learning is excited to feature Cindy Hale in its Certificate in Leadership for Women in Business. The courses within this certificate investigate body language, communication, leadership, management, negotiation, networking, mentorship, and work-life balance through a women-centric lens.
Jo Budzilowicz is Vice President of Development at The Documentary Group (TDG) in New York City, where she oversees all projects in development, supports the company’s high-level strategy, and establishes creative partnerships. She also appears as a subject matter expert in Skye Learning’s new Certificate in Leadership for Women in Business.
Budzilowicz has a wide range of experience within the film industry, from production to post-production to development. Prior to her work at TDG, she contributed to projects like the feature film Foreign Letters and the TV documentary special Saturday Night Live in the 2000s: Time and Again. Today, she oversees the development of premium documentaries for PBS, CNN, Netflix, Quibi, and more.
New managers should expect a learning-curve when transitioning into a leadership position for the first time. The process of adapting to new responsibilities, goals, and challenges takes persistence and determination, along with support from our peers, mentors, and superiors.
Moving From Peer to Boss
Moving from peer to boss can be challenging because you will need to establish a new relationship with friends who were peers and draw upon the boundaries of that new relationship when making decisions.
Women are increasingly claiming power in the workplace—but they still aren’t being mentored at the same rate as men. In fact, studies show that women are 54 percent less likely than men to have mentors.
There are two key reasons for this:1. Men Are Hesitant to Mentor Women
In many industries, there are still more senior-level men than senior-level women. Unfortunately, 60 percent of male managers report discomfort over mentoring young women, afraid their motives will be questioned—especially in the age of #MeToo and Time’s Up. In fact, this hesitancy has risen 33 percent in the last year.
Working women are often confronted with double binds caused by gender stereotypes and norms about gender roles, which can hinder women in business from successfully occupying positions of authority. A double bind is a situation in which a person making a decision receives conflicting messages that make it the case that no matter what the person does, they'll be doing something that will be thought of as wrong. The contradictory nature of these situations is not always immediately apparent, so other people may not see the dilemma caused by the double bind. Also, for a dilemma to truly be a double bind, the person making the decision must not have the ability to control the undesirable consequences that each option presents.
When a woman leader stands at the podium to speak, why does the spotlight often seem to flash red and blue? Women’s voices have been policed since the beginning of time. Women speakers are frequently criticized for sounding “shrill,” saying “like” or “just” too often, using uptalk (raising one’s pitch at the end of a sentence), and more. Sometimes, listeners appear to judge the delivery of a woman’s speech at the expense of the message.
Laura Althoff is a long-time subject matter expert for Skye Learning, appearing primarily in project management courses such as Principles of Scrum and Project Management Team Leadership. Skye is also excited share Althoff’s experiences as a woman leader in the workplace through its forthcoming Certificate in Leadership for Women in Business.
Althoff is a change management and agile coaching consultant with over 20 years of experience leveraging capacity, supporting transformation, and enhancing organizational performance. She is the founder of Althoff Consulting and a Project Management Council Member for MindEdge Learning. She was formerly the Executive Director for Scrum, Inc., and the Director of Account Services at the Wellness Corporation. Throughout her career, Althoff has used creativity, technology, and problem-solving to build and strengthen relationships with various business partners in diverse settings.
Achieving a satisfying work-life balance is a common struggle for professionals across all industries.At the core of work-life balance is the attempt to reconcile the tension between one's professional obligations and the activities that provide personal fulfillment outside of work. Experts agree that the lack of building personal fulfillment activities into one's daily schedule reduces feelings of overall happiness and can negatively impact one's health.
Most of us have heard this statistic: women earn about 80 cents for every dollar earned by men, known as the raw gender wage gap. When the wage gap is adjusted to account for occupation, hours worked, experience, and more, we still see an adjusted wage gap of about 93 to 95 cents per dollar. So why does the wage gap persist, even when all factors are equal?
Negotiation is a frequent suspect, since most studies suggest that women negotiate less often than men. Even more concerning, women who do negotiate are usually less successful than men. So are men simply better negotiators than women? This doesn’t appear to be the case.