Women can get what they want, they have to dare to ask and not be afriad.
In promoting Dare to Ask! we hear a recurring theme from the first generation of feminists that younger women, say under 40, figure the gender game has been won and that they no longer have to play. They think that bias doesn’t apply to them, that the world is post-feminist and gender neutral. Success or [...]
Just the other day I read about a study that claimed to show that people with demonstrably “messy” desks were less likely to be promoted than their neater peers. For those of you who know me, I was understandably crushed. The funny thing was, I was reading this study on my phone. I had picked [...]
If one can reframe the negotiating paradigm from “I win/you lose” (which is the standard ‘male-centric’ model) to something we call a “collaborative conversation” (in which the parties collectively problem solve to expand the “pie” over which everyone is attempting to claim their piece), women are both experienced and adept at the process. They are [...]
Why do women top-out at middle management? McKinsey & Co. thinks a big reason is they lack “soft” support. Without social capital, it’s tough to advance. Here’s ideas about how to get some.
Women managers are more likely to be single parents than male counterparts. It is vital that they maximize compensation and benefits. Corporate diversity programs offer them training in negotiation.
Experiment shows “propensity to negotiate” for value of Starbuck card correlates with faster career advancement with women investment bankers.
White House report confirms the income differential gap is alive and well. Why? In part because of the professions women work in, in part because they don’t dare to push back.
Bullies have no remorse or empathy. They’re sociopaths. What to do? Get an office Anti-Bullying Policy. How to negotiate to get it implemented.
