Elissa Kramer
“I had to figure out how to be outspoken without being perceived as overly aggressive. Learning to say no is probably helpful, but I haven’t figured that out yet.”
Georgeann McGuinness
“High levels of organization and pre-planning. Just as an example, conducting meetings and organizing a group to accomplish a task is a perfect showcase for leadership skills. Although I can speak off the cuff quite well I like to walk into a meeting having spent a lot of time considering the issues and developing a plan. I usually have a printed agenda to distribute, which serves in part to keep me on track and on time. This is a good model for ‘doing it’ on a grander scale—spend the time to think about what your research group, or your imaging section, or your committee needs to be doing today, next month, and this time next year. Get your thoughts down on paper. Establish a timeline. I find writing these documents, some of which get sent as memos and some of which never leave my computer, are not time wasters but actually very valuable.”
Pitfalls
Nancy Genieser
“Not everyone will always be on your side but if you are true to your beliefs everything will be OK. If someone is discourteous or seems to have a problem regarding his work or your work always discuss the problem and see if you can arrive at a mutual solution. There are good years and bad years. But remember this too will pass. Never focus on the negative but look for the positive.”
Elissa Kramer
“Truth is, one needs champions because a priori, women lack credibility with men...so one needs someone to tell the world how credible one is. Otherwise, a woman needs to be outspoken. Really—a hammer (but then people accuse her of being aggressive—the insult of insults!).”
Vivian Lee
“over-committing; avoiding workplace pettiness”
Georgeann McGuinness
“Often women take on ‘back office’ managerial tasks on committees and in projects, or in departmental sections, while someone else assumes the ‘leadership’ role. This can go on to a further disconnect between contribution and credit. Ultimately, unless you are fortunate enough to have very observant people in the highest level positions, the success of the endeavor and the accomplishments of the group are credited to this other person. This is a hard pitfall to avoid. You cannot undermine your superior by going over them to point out that you are doing all the work, but you can’t count on someone noticing, either. Probably the best thing to do is to insist on recognition for your work (a title or authorship on the report, etc.) or remove yourself from the situation. At this point it is imperative that those above know the reasons, or you will be perceived negatively.”
Problems
Georgeann McGuinness
“Unfortunately, and as is often remarked upon, in most households with children the woman, even if working full time, remains the primary person responsible for child care, elder parents care, and household management. Unfairly, a leadership position mandates that one’s private life and obligations remain concealed, especially for women. All the trite observations are true: If a man leaves work to attend a parent-teacher conference he is lauded as an exemplary involved father. If a woman does the same thing she is denounced as letting her childcare obligations interfere with her professional responsibilities. Coping with this means having reliable primary childcare arrangements, with equally dependable back-up contingency plans. This can be expensive and takes a lot of arranging. I could be accused of being regressive on this issue, but I truly suspect that, again unfairly, a woman who expects colleagues to understand that she can’t fulfill her work obligations because of babysitter issues is unlikely to assume a leadership position. A more motivational way to look at it would be to remind yourself and others that as women leaders we have the opportunity to effect change, for instance by encouraging the university to provide emergency child care, as is done in so many corporations.
Women tend to let their emotions show, and to take criticism very personally. Again, it’s unfair, but women aren’t allowed to get tough and show anger. Men can get angry and hostile without anyone necessarily condemning them, but if a woman has the same reaction she should be prepared to hear any number of unfair epitaphs. Although no one would ever admit to it people scrutinize women leaders. There are jealousies and questions about fitness for the job, from both men and other women, sadly. Ultimately your integrity and accomplishments will quell the comments, and skin thickening, noted above, is critical.”
Elissa Kramer
“Dealing with men who have a visceral and hostile response to women in general (Sigmund Freud is alive and well), being heard in a group of men, when it is their habit to ignore the females, dealing with the differences between how men and women operate in the institutional setting.”
Nancy Genieser
“Convincing people that my job is fun and that I am truly blessed to have it.”
Suggestions
Vivian L4ee
“Keep focused on the big picture and develop a support system that works for you.”
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