A business book that explores how gender diversity leads to better results in everything from the boardroom to the bedroom, and beyond. A must-read for any woman who wants her life to be just a little more exciting.
The “how women rise pdf” is the book summary of Sally Helgesen’s How Women Rise. The author explains how women have risen in society and how they did it.
Are you seeking for a synopsis of Sally Helgesen and Marshall Goldsmith’s book How Women Rise? You’ve arrived to the correct location.
After reading Sally Helgesen and Marshall Goldsmith’s book, I wrote down a few significant takeaways.
If you don’t have time, you don’t have to read the whole book. This book synopsis summarizes all you can take away from it.
Let’s get this party started right now.
I’ll go through the following points in my Summary of the book How Women Rise:
What is it about how women rise?
This book investigates how women stifle their professional growth by saying, doing, and thinking unusual things.
This book educates professional women how to maximize their potential and be successful in their chosen occupations by presenting real-world examples and practical guidance.
Who wrote the book How Women Rise?
Sally Helgesen, a keynote speaker and specialist on women’s leadership, is in high demand. She has counseled Microsoft, Hewlett Packard, and IBM, and her work has been published in the New York Times.
Marshall Goldsmith, a New York Times best-selling book, is also an executive coach. In 2015, his book Triggers was selected Amazon’s Best Business Book of the Year.
For Whom Do Women Rise?
Not everyone will like How Women Rise. If you are one of the following folks, you may like the book:
- Women who desire to advance in their careers
- Employers that are making an effort to make their workplaces more female-friendly
- New insights are sought by social psychology aficionados.
Summary of the book How Women Rise
Introduction
Without a doubt, women have made significant progress in breaking down the numerous glass ceilings that exist in society.
Professional women, however, still encounter hurdles that their male colleagues do not. Men are applauded for asserting themselves and taking chances, while women are held to a different standard.
They are rewarded for being pleasant and helpful to others, attributes that are more often associated with support positions than with leadership.
To adapt to these problems, many women have acquired harmful behaviors as a method of proving their worth. You must understand and recognize your own unconscious taught habits in order to excel at work.
Lesson 1: Women have a hard time claiming their own achievements.
One of the writers, Sally Helgesen, began interviewing successful professional women some years ago. She wanted to know what these ladies thought of their younger coworkers’ unpleasant conduct. The result was unanimous: the younger ladies had trouble comprehending the term “I.”
The majority of professional women are hesitant to claim credit for their accomplishments. Author speaks with women in senior positions in accounting, consulting, and law, who all concur that younger female workers in their business are diligent, consistent, and do high-quality work.
Women are often said to work longer hours than males. Their flaw was not their job quality, but their aversion to accept credit for their accomplishments.
They would often minimize their individual contributions to a team’s achievement, spreading credit rather than admitting them.
This is an issue that the author has witnessed in multiple workshops with a variety of professional women, and it has been noted at every level in practically every field.
Despite being considered courteous, excessive modesty is more likely to harm than aid a woman’s career. Men tend to mistrust women who are self-deprecating about their accomplishments throughout their professions, according to the authors, and deem them inauthentic.
If a woman in a managerial position demonstrates this trait, she risks casting doubt on the team’s accomplishments.
Any inability to recognise her people’s efforts is an appreciation of their hard work. She will demoralize and dislike her staff if she fails to appreciate their efforts.
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Lesson 2: Women are encouraged to satisfy others, yet this is detrimental to their careers.
Perfection is impossible to achieve. How can so many individuals keep trying to achieve it? Why do they feel compelled to always be kind, considerate, and make others happy? Such conduct is known as the “disease to please,” and it is especially common among women.
Women are educated to satisfy everyone in their lives, both at home and at work, but males are not. This socialization begins at an early age. From an early age, girls who defer to others are more likely to earn praise from their parents and instructors. The importance of obeying, assisting, and agreeing is highlighted. Simply put, they are rewarded for being lovely more than males.
When kids leave their homes or schools, this doesn’t stop. The work atmosphere encourages it. Women often work in entry-level and mid-level positions in companies that depend on them to meet the requirements of others. For some jobs, assertiveness isn’t always seen as a plus.
The urge to please others is generally promoted as a desirable trait, yet it really limits women. Women who seek to satisfy others are afraid of upsetting others’ sentiments. They are afraid of making others sad, despite their desire to please.
Professional women often find it difficult to decline assignments or occupations, especially if they would not gain from them. What gives? They do it because they know it will irritate their questioner.
Women are too fearful of offending others to exert power as a consequence of this thinking. This is especially problematic for women in leadership posts, since their success is judged on their capacity to impose authority. The pleasing sickness also holds back female workers in non-leadership positions.
If you want to succeed, don’t allow your desire to please people keep you from being clear and decisive.
Lesson 3: Having too much knowledge might damage women’s prospects of advancement.
What is the most successful success strategy? You may believe it has anything to do with putting in additional hours to learn all there is to know about your work. In truth, gaining competence in your present role will not help you improve your career. It will keep you stuck at the bottom of the professional ladder.
Many female professionals feel compelled to show themselves at work by going above and beyond the call of duty. When you work in a typically male-dominated sector, you’re probably under constant pressure to demonstrate your skills from the time you start.
Perhaps a male coworker was hesitant to have a woman on his team, so you worked hard to earn his respect by being a valuable contributor.
Women often internalize this mindset – the concern that they don’t deserve their position – and perceive attaining excessive skill as a method to demonstrate it.
When she landed her first job, earlier sexist remarks caused her to concentrate on the specifics rather than the larger picture, according to one professional woman working in software development.
She continually exceeded in every task, establishing herself as the team’s most dependable hard worker in her zeal to show that she earned her position.
Building so much knowledge, on the other hand, is not the ideal method to position yourself for progress if your aim is promotion. What gives? You have less time to maintain your working connections when you spend so much time and energy on tiny issues.
For example, as she progressed in her career, the software engineer learned that developing deep relationships with the company’s customers was considered as a much more important talent than cranking out immaculate technical work at her desk.
Furthermore, as a professional woman, you must show that you are qualified for the position you want, not the one you now have. If you become an expert in your present position, your manager will consider you essential, which will encourage them to retain you.
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Lesson 4: Women weaken themselves by downplaying their power.
The author has previously attended a national women’s group gathering. She saw that the guys already sitting in the room did not move to make place for the newcomers when the board members arrived. As each newcomer entered the room, though, the ladies were eager to take up less space around the table. She was perplexed as to why the ladies were attempting to occupy less space.
Women automatically shrink their physical size and diminish their presence in professional contexts. This is shown by their folded legs, pushed to the sides of their body, and neatly placed things. Men, on the other hand, stretch themselves as far as they can. Their stuff are strewn everywhere, and their legs are sprawled on the next chairs.
Minimization may take many forms, including physical and verbal. Harvard Business School observed that women are more prone to use statements like “This may not be relevant, however…” that imply uncertainty.
Women might be prevented from realizing their full potential by verbal and physical shaming. Scientists have discovered that shrinking and bringing our limbs closer to us undermines any effort to express authority and control. This is a servile attitude. When dogs yield to more powerful dogs, they tuck their tails under.
Such indicators of doubt are seen as a lack of commitment by business executives and others in positions of authority. As a consequence, you may unconsciously project a hesitant, uncommitted image at work. Take up some real estate and don’t be scared to communicate what you’re thinking.
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Lesson 5: Women who ruminate become gloomy and lethargic.
Do you ever think about your previous mistakes? Do you find it tough to psychologically move on after a traumatic event? Maybe you’re always thinking about what went wrong, what you might have done differently, or what could have been. If these cognitive patterns seem familiar, you’re definitely a woman.
Ruminating is a woman’s inclination to linger on her errors and regrets. Both sexes are prone to fixating on terrible experiences in their past, but men are more likely to absolve themselves of blame and blame others. Men are more likely to express their remorse as rage. Men are more likely to vent their rage.
Women, on the other hand, are more likely to blame themselves for their errors. According to psychological study, women are more inclined to blame themselves for their faults and to be concerned about even little errors. When remorse is turned inside, it is called rumination.
Excessive rumination has negative psychological consequences and is ineffective at work. Psychological research has shown a link between prolonged ruminating and depression. To put it another way, concentrating on regrets from the past might make you miserable in the present.
Ruminating might also prevent you from taking action to address whatever it is that has prompted you to ruminate. So much thinking saps your mental energy, which you’ll need to come up with real answers to your difficulties.
Keep in mind that analysis equals paralysis if you find yourself focusing on regrets. Rather of blaming yourself, let go of the past.
Lesson 6: Women are encouraged to be perfectionists by society.
Are you someone who strives for perfection? We often think of striving for perfection as a desirable trait, but it may really be quite the reverse. Julie Johnson is an executive coach who specializes on women.
One of the most prevalent challenges she finds in her clients is the fight to overcome perfectionism. Perfectionism is an unattainable goal. You will feel worried and sad if you do not attain your objective.
Perfectionism is an issue that is especially widespread among women, according to Johnson’s study, and it is typically entrenched in infancy.
We instill gender expectations in children from the minute they are born, and these expectations lead to women feeling that in order to be valuable, they must be flawless. This is reflected in how women are compensated.
Girls are lauded for their academic performance and obedience, while boys have more freedom. Girls who transgress the norms are punished, whereas “bad lads” are admired and enjoyed.
Girls are more likely than males to be disciplined in school for aggressive conduct and acting out. To get approval, girls are taught to avoid making errors, to be industrious, and to follow the rules. This is the start of the feminine yearning for perfection.
Even as adults, women are expected to be flawless in the workplace. This has disastrous consequences for their jobs. This is supported by research. Carlos Marin, a competent executive coach, has studied coaching data as well as the findings of several professional psychological assessments. When executives’ conduct demonstrated a spirit of adventure, they were more likely to be rewarded for taking risks. Women, on the other hand, were paid more for accuracy and precision.
Women are terrified of making even little errors, therefore they avoid taking chances. To expand and progress a firm, a CEO must be willing to take chances, since this is the trait that allows it to do so. Women create a glass ceiling for themselves by becoming perfectionists.
Women have been burdened with a heavy load of perfection that they must remove if they are to advance in society.
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Final Thoughts
Women who wish to succeed in their chosen field must stop trying to satisfy everyone all of the time, stop attempting to be flawless, and stop obsessing on their previous failures.
Women may reach their full potential by taking up more space in the workplace, creating the correct social relationships at work, and owning their own successes.
Additional Reading
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