Whoever does not want to be liked becomes more capable of acting
Or simply put, the men do not have to like a boss, not as a woman, not as a person, they must and should only respect them in their position. This is something completely different.
When you take this angle, you will notice that you become much more effective. It is precisely what the other side is consciously or unconsciously trying to avoid.
Turn off the competition
Men are also fighting for rank, but with different means and arguments. This is not noticeable to women by their factual orientation but often not at all. They first register the supposedly personal attack on themselves.
But the personal thing about it is above all that the men do not even want to let a potential competitor play along. That's the best solution from their point of view. And it also often works because the women are insulted, scared, angry, and leave the terrain to the men.
This is how the anti-odds argument works
A good method, remember the men, and keep it up. Even the anti-odds argument works like this: "Then, yes, would come bad women, oh dear," And that, although Quote only with the same qualifications.
But the game works, high-ranking women even comment publicly: "No, we do not want the quota." Instead of saying, "Nice try, I know what I'm doing anyway."
The game has worked well so far
For the men, the game has worked well so far. Even though it has been the subject of intense debate lately, until today there is no law that would allow the Company would dictate the quota.
It is interesting that women are so dependent on the critical eye and constantly wait for confirmation, instead of giving it to themselves first and to insist that by good self-marketing their counterpart sooner or later share this impression.
The clearer the attitude, the easier a high status
And, do not worry, cleverly expanding your own behavioral spectrum, does not mean, therefore, to "masculinize". It is important to reflect on your own role over and over again and to analyze the playing field as a system. Tom Schmitt and Michael Esser, authors of the book Status Games, know: "The clearer the inner attitude, the easier it is to take a high status."
Male executives are more likely to be at the top, organize and control the work of their employees and arrange. Women, on the other hand, tend to organize their work as a circle, as well as with their employees, to implement them and usually maintain a team-oriented communication style.
Female communication style: Good for the company, but bad for the career
According to their holistic approach, women favor joint project discussions and attach great importance to the dialogue with their employees. The communication can flow directly between the individual task areas and is not limited to arrangements from above.
Such a female communication style has many advantages for the company - but is still appreciated in the fewest cases in the rise. Above all, women are failing due to a lack of "promotion efficiency", according to Bonner management trainer Monika Henn.
Lack of ascent efficiency
She found in an empirical study that male executives differ from their employees in assertiveness and resilience, while female executives do so in flexibility and high team orientation.
These features are helpful for a leadership role. However, whether in self-marketing, networking, strategic and political considerations or power struggles, women are more backward than men.
Male competition orientation
This hinders the direct way upwards. Competition-oriented behavior is already familiar to men from their games in childhood. They are, from a small point of view, practiced to establish their rankings and to present victory and independence.
Through their communicative behavior, men in the different groups, in which their professional life takes place, constantly establish the social hierarchy in the power system. It is clarified who is the stag, who is the second, third, etc. For most men, though an unconscious, yet familiar process.
The power code is simply not familiar to them
Women, on the other hand, are often alien to this mechanism. As sensitive as they are to interpersonal behavior as a rule, it does not know what is going on at this level. The reason is that the code is simply unfamiliar to them.
In order to recognize hierarchical structures, field observation helps according to the motto: "Respect, but not afraid of top dogs".
More knowledge - Podcast, PDF download, eCourse or personal advice
Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save).
Listen to Podcast & Download MP3: You can listen to this text for free, as member even without annoying popup, or download the MP3 for a fee - Read usage rights, After the purchase page refresh, then you will find the download link here. Because we do not automatically submit the title of this podcast for privacy reasons: When buying in "interests" the title register if support is needed.
Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!
Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).