Coaching Practices for Gender Inequality

Would you believe me if I told you that around half of the women in your team are reluctant to raise problems, concerned that this will impact their leader's perception of them? Our Three Barriers research found that women are very cautious about raising issues, negativity or even raising concerns due to the belief that this can cause repercussions for their career progression. In my line of work and research, I am very aware of the gendered expectations and behaviours that women will adopt within a workplace and how there is a narrow acceptable operating range of behaviours available to women. Too assertive and you're aggressive. Too warm and you're not decisive enough. Too confident and you're arrogant. But nearly half of women actually withholding issues in their role due to these fears, that's startling. What can organisations do? 🔶 You can create a a culture of psychological safety to enable employees to speak up. Leaders role modelling vulnerability themselves, and responding positively when others display vulnerability, helps to show that it is safe. 🔶 You can encourage allyship so that issues raised are supported by others. Equip employees at all levels to demonstrate allyship. 🔶 You can counteract gender biases by changing processes and systems. Audit your talent procesess, frameworks and cycles for biases and stereotypes and counteract them. This will also helo to nudge behavioural change at scale. #EDI #GenderEquity #ThreeBarriers

𝗢𝗡 𝗕𝗘𝗜𝗡𝗚 𝗛𝗘𝗔𝗥𝗗 I was once in a meeting where I relayed an idea. I was a VP. There was another male VP in the meeting. And our boss. The meeting went on as if I didn't say anything. Then, the male VP relayed the same idea. And the boss said, "Great idea!" The oversight wasn't necessarily intended. It manifested an unconscious bias that often goes unnoticed in our daily interactions. Recognizing this is the first step toward making meaningful changes. When a woman states an idea, it may be overlooked, but everyone notices when a man repeats it. This is called the “stolen idea.” When a male coworker runs away with a woman’s idea, remind everyone it originated with her by saying something like, “Great idea! I loved it when Katie originally brought it up, and I’m glad you reiterated it.” If someone takes your idea, you can speak up for yourself by saying, “Thanks for picking up on that idea. Here’s my thought. . .” (then add something new). Ways that we can make sure women’s ideas are heard: 1. Invite other women to speak 2. Distribute speaking time equally 3. Ask to hear from women who are being interrupted and spoken over 4. Amplify other women’s ideas by repeating them and giving credit 5. Praise and showcase other women’s work 6. Create systems to distribute “office housework,” such as note-taking, in meetings 7. Share public speaking opportunities with women who have less power or privilege 8. Share pronouns In reflecting on this experience, I'm reminded of the importance of RAW leadership: Being 𝗥𝗘𝗔𝗟 in acknowledging our biases and striving for equity, Being 𝗔𝗖𝗧𝗜𝗩𝗘 in amplifying and crediting ideas regardless of their source, and recognizing the 𝗪𝗢𝗥𝗧𝗛𝗬 impact of ensuring every voice is heard and valued. By adopting these practices, we can dismantle unconscious biases and create a more inclusive environment where everyone feels seen and heard. How do you ensure all voices are heard in your spaces?

Thank you to The Advisor Media Network for inviting me on The Advisor podcast to speak about the benefits of women-centered coaching (versus traditional coaching) methodologies. The reality is, one-size-fits-all coaching frameworks inadvertently apply male-centric models of success and leadership and typically focus on goal achievement and performance metrics. While these factors are important, they don't necessarily address systemic barriers and biases or account for the unique challenges women face in their personal and professional journeys. In this podcast, I share insights on the importance of not only recognizing the gender-based societal expectations and pressures placed on women, but also integrating feminine strengths like connection, collaboration, and intuition to address internal barriers like self-doubt, perfectionism, and imposter syndrome. Podcast host Lisa Urbanski and I discuss how women-centered coaching helps us to reflect on and honor our unique developmental patterns and needs. Through this approach, we develop our leadership skills by finding styles that align with our values rather than conforming to traditional masculine models. We also learn to navigate gender dynamics in predominantly male environments by using practical strategies to manage bias and stereotypes. When we work within our unique context and create a space where gender-specific challenges are validated, NOT minimized, we define success on our own terms and integrate career advancement with personal well-being and our relationships. The best part? This coaching approach helps women achieve self-actualization and a transformation that results in thriving in their careers and feeling fulfilled in life. Have a listen and learn more about how women are building their confidence and creating irreversible changes in their mindset and actions. https://lnkd.in/eDemsn3e Stacey Chillemi #WomenInLeadership #CoachingForWomen #ProfessionalDevelopment #FemininePower