PiBS HBR-Articles 4.1 & 4.2
The Different Words We Use to Describe Male and Female Leaders
- There was no gender difference found in the number of positive attributes assigned, but
women were assigned significantly more negative attributes.
- Most common positive trait: Men were more commonly described as analytical, while
women were described as compassionate.
- Most common negative trait: Men were described as arrogant and women as inept (clumsy).
- Analytical is task-oriented, speaking to an individual’s ability to reason, to interpret, to
strategize and leading support.
- Compassion is relationship-oriented, contributing to positive work-environment, but of less
value to accomplishing work at hand.
- These descriptive traits can have real-life implications for employees and organizations. What
it valued and what is not in an organization?
- Women are more likely to receive vague feedback not connected to objectives, creating a
disadvantage when women are competing for job opportunities and promotions.
- Women leaders often get conflicting feedback, saying that they’re too bossy, but should also
be more confident.
- When women are collaborative and communal they’re perceived as not competent, but
when they emphasize competence, they’re cold and unlikeable.
- Women often possess the appreciated leadership traits, but still get descriptions influenced
by gender stereotypes about what a leader should be.
Women Rising: The Unseen Barriers
- How can women gain a sense of themselves as leaders?
o Becoming a Leader
By internalizing a leadership identity
Developing a sense of purpose
Taking purposeful actions
As a person’s leadership capabilities grow and opportunities to demonstrate
them expand, organizational endorsements become more likely.
This gives a person the fortitude to step outside the comfort zone
and experiment.
Absence of affirmation does however lead to diminishing self-confidence and
being discouraged to search for developmental opportunities.
Leadership identity eventually withers away.
Effective leaders develop a sense of purpose by pursuing goals that align
with their personal values and advance the collective good, allowing them to
look beyond the status quo.
Such leaders are seen as authentic and trustworthy, because they
are willing to take risks.
The Different Words We Use to Describe Male and Female Leaders
- There was no gender difference found in the number of positive attributes assigned, but
women were assigned significantly more negative attributes.
- Most common positive trait: Men were more commonly described as analytical, while
women were described as compassionate.
- Most common negative trait: Men were described as arrogant and women as inept (clumsy).
- Analytical is task-oriented, speaking to an individual’s ability to reason, to interpret, to
strategize and leading support.
- Compassion is relationship-oriented, contributing to positive work-environment, but of less
value to accomplishing work at hand.
- These descriptive traits can have real-life implications for employees and organizations. What
it valued and what is not in an organization?
- Women are more likely to receive vague feedback not connected to objectives, creating a
disadvantage when women are competing for job opportunities and promotions.
- Women leaders often get conflicting feedback, saying that they’re too bossy, but should also
be more confident.
- When women are collaborative and communal they’re perceived as not competent, but
when they emphasize competence, they’re cold and unlikeable.
- Women often possess the appreciated leadership traits, but still get descriptions influenced
by gender stereotypes about what a leader should be.
Women Rising: The Unseen Barriers
- How can women gain a sense of themselves as leaders?
o Becoming a Leader
By internalizing a leadership identity
Developing a sense of purpose
Taking purposeful actions
As a person’s leadership capabilities grow and opportunities to demonstrate
them expand, organizational endorsements become more likely.
This gives a person the fortitude to step outside the comfort zone
and experiment.
Absence of affirmation does however lead to diminishing self-confidence and
being discouraged to search for developmental opportunities.
Leadership identity eventually withers away.
Effective leaders develop a sense of purpose by pursuing goals that align
with their personal values and advance the collective good, allowing them to
look beyond the status quo.
Such leaders are seen as authentic and trustworthy, because they
are willing to take risks.
