the language of leadership - voices 2015
TRANSCRIPT
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The Language of Leadership
Caroline Simard, PhD Research Director
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Underrepresentation of women in leadership
• Approximately 4.5% of the Fortune 500 CEOs are women.
• Women hold 14% of executive officer positions.
• Women hold 18% of elected congressional offices.
• Women hold 17.2% of research university presidencies.
• Women of color are more underrepresented.
Correll, 2014.
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Bias: Cognitive Function
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Bias is an error in decision making.
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Stereotypes are the content of bias
Stereotypes are generalized
beliefs about a particular group or class of people.
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Stereotypes function as “cognitive shortcuts.”
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What are some of the stereotypes about technologists?
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How do we block bias?
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“Recognize that we didn’t create this, but we can fix it.”
Megan Smith CTO, United States of America
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We can debug processes and block bias.
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(Correll 2014; Goldin and Rouse, 2000)
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(Correll 2014; Goldin and Rouse, 2000)
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Stereotypes affect the standard we use to evaluate
the performance of individuals.
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79% 49%
Brian Miller Karen Miller
Correll, 2013; Steinpreis, Anders & Ritzke 1999.
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Extra Scrutiny
“I would need to see evidence that she had gotten these grants and publications on her own.”
“It would be impossible to make such a judgment without teaching evaluations.”
Correll, 2013; Steinpreis, Anders & Ritzke 1999.
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Stereotypes affect the criteria we use to evaluate the
performance of individuals.
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More education
Uhlmann & Cohen 2005
More experience
✔ © Stanford University 2014. All rights reserved.
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More education More experience
✔ © Stanford University 2014. All rights reserved.
Uhlmann & Cohen 2005
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More experience More education
✔ © Stanford University 2014. All rights reserved.
Uhlmann & Cohen 2005
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How do you see the unseen?
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The most common way that we transmit and maintain
culture is through language.
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Language of Competence
Team player
Friendly
Good relationship manager
Committed
Big thinker
Influences others
Takes risks
Independent
Description A Description B
COMMUNAL AGENTIC
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Language of Competence
c
Communal Language
Agentic Language
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Communal Agentic
Supportive Team Player
Helpful Friendly
Thoughtful
Collaborative Committed
Caring Tactical
Hardworking
Relationship builder
Confident Strategic
Ambitious Outspoken
Independent
Risk-taker Entrepreneurial
Driver Influential
Go-getter
Innovator
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And finally, a special thank you to Lori. You won't be surprised to know that she threw herself into this project with tireless dedication, good spirits and the gentle touch that is needed to coordinate so many big personalities.
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And finally, a special thank you to Lori. You won't be surprised to know that she threw herself into this project with tireless dedication, good spirits and the gentle touch that is needed to coordinate so many big personalities.
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Advocacy and Sponsorship to create conditions for performance
Power of Introductions
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Rudman 1998
More Competent
More Competent
Less likeable
✔
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Women who are seen as competent suffer a likability penalty. A woman who is successful in a stereotypically male job is seen as less likable, less attractive, less happy, and less socially desirable. Successful female managers are seen as more deceitful, pushy, selfish, and abrasive than successful male managers.
The Double Bind
Yoder and Schleicher, 1996; Heilman, et al, 2004
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Advocacy and Sponsorship “No one leans in more than the Clayman Institute. I have had the privilege and honor of working with Shelley and Lori. I believe strongly in leadership. I’ve never met better leaders. They believe in gender equality. They understand how you take academic research and make it apply. And they will stop at nothing to change this world. And it is an honor and a privilege to be able to partner with you.” Sheryl Sandberg
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Evaluation of Technical Competence in Interviews
“Yeah, she can code, but she can’t convince me about her decisions.”
“She asked a lot of questions. I can’t spend all my time babysitting her.”
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Separate style from the evaluation of
technical competence.
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Language of Technical Competence
Toolkit
1. Separate Style from Technical Competence
Technical Competence Cultural Fit & Style Coding ability
Style: Ability to Convince
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Notice when higher or different standards
are used to evaluate the performance of certain
individuals.
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Language of Technical Competence
Toolkit
1. Separate Style from Technical Competence
2. Notice Higher or Different Standards and Insist on Universal Application of Standards
Technical Competence Cultural Fit & Style Coding ability
Style: Ability to Convince
Use this criteria for all candidates
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“Super Positive/Can Do attitude. People enjoy working with (person).”
“(Person) has created a forum which enables greater visibility and collaboration across the many complex initiatives in flight.”
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“Super Positive/Can Do attitude. People enjoy working with (her).”
“(He) has created a forum which enables greater visibility and collaboration across the many complex initiatives in flight.”
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Separate personality from feedback and focus on
accomplishments.
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Language of Technical Competence
Toolkit
1. Separate Style from Technical Competence
2. Notice Higher or Different Standards and Insist on Universal Application of Standards
3. Separate Personality from Feedback and Focus on Accomplishments
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Criticism of Personality
“You can come across as abrasive sometimes. I know you don’t mean to, but you need to pay attention to your tone.”
(Fortune 2014)
© Lori Mackenzie 2015. All rights reserved.
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Critical Feedback (Personality/Style)
(Fortune, 2014)
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Activity
Write an introduction/advocacy statement for a woman or for yourself.
• Pay attention to the language of competence and technical competence.
• Focus on accomplishments and expertise.
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Action for tomorrow
Toolkit
1. Write an introduction statement for yourself using balanced language
2. Advocate on other women’s behalf using the language of leadership
3. Block Undue Criticism of Women’s Personality
4. Establish Clear Criteria in evaluating talent
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What’s Next?