The Language of Leadership - Voices 2015

The Language of Leadership

Caroline Simard, PhD Research Director

© Stanford University 2014. All rights reserved.

Underrepresentation of women in leadership

•  Approximately 4.5% of the Fortune 500 CEOs are women.

•  Women hold 14% of executive officer positions.

•  Women hold 18% of elected congressional offices.

•  Women hold 17.2% of research university presidencies.

•  Women of color are more underrepresented.

Correll, 2014.


Bias: Cognitive Function


Bias is an error in decision making.


Stereotypes are the content of bias

Stereotypes are generalized

beliefs about a particular group or class of people.


Stereotypes function as “cognitive shortcuts.”


What are some of the stereotypes about technologists?


How do we block bias?


“Recognize that we didn’t create this, but we can fix it.”

Megan Smith CTO, United States of America


We can debug processes and block bias.


(Correll 2014; Goldin and Rouse, 2000)


Stereotypes affect the standard we use to evaluate

the performance of individuals.


79% 49%

Brian Miller Karen Miller

Correll, 2013; Steinpreis, Anders & Ritzke 1999.


Extra Scrutiny

“I would need to see evidence that she had gotten these grants and publications on her own.”

“It would be impossible to make such a judgment without teaching evaluations.”

Correll, 2013; Steinpreis, Anders & Ritzke 1999.


Stereotypes affect the criteria we use to evaluate the

performance of individuals.


More education

Uhlmann & Cohen 2005

More experience

✔ © Stanford University 2014. All rights reserved.


More education More experience




More experience More education




How do you see the unseen?


The most common way that we transmit and maintain

culture is through language.


Language of Competence

Team player

Friendly

Good relationship manager

Committed

Big thinker

Influences others

Takes risks

Independent

Description A Description B

COMMUNAL AGENTIC


Language of Competence

c

Communal Language

Agentic Language


Communal Agentic

Supportive Team Player

Helpful Friendly

Thoughtful

Collaborative Committed

Caring Tactical

Hardworking

Relationship builder

Confident Strategic

Ambitious Outspoken

Independent

Risk-taker Entrepreneurial

Driver Influential

Go-getter

Innovator


And finally, a special thank you to Lori. You won't be surprised to know that she threw herself into this project with tireless dedication, good spirits and the gentle touch that is needed to coordinate so many big personalities.

Advocacy and Sponsorship to create conditions for performance

Power of Introductions


Rudman 1998

More Competent

More Competent

Less likeable

✔


Women who are seen as competent suffer a likability penalty. A woman who is successful in a stereotypically male job is seen as less likable, less attractive, less happy, and less socially desirable. Successful female managers are seen as more deceitful, pushy, selfish, and abrasive than successful male managers.

The Double Bind

Yoder and Schleicher, 1996; Heilman, et al, 2004


Advocacy and Sponsorship “No one leans in more than the Clayman Institute. I have had the privilege and honor of working with Shelley and Lori. I believe strongly in leadership. I’ve never met better leaders. They believe in gender equality. They understand how you take academic research and make it apply. And they will stop at nothing to change this world. And it is an honor and a privilege to be able to partner with you.” Sheryl Sandberg


Evaluation of Technical Competence in Interviews

“Yeah, she can code, but she can’t convince me about her decisions.”

“She asked a lot of questions. I can’t spend all my time babysitting her.”


Separate style from the evaluation of

technical competence.


Language of Technical Competence

Toolkit

1.  Separate Style from Technical Competence

Technical Competence Cultural Fit & Style Coding ability

Style: Ability to Convince


Notice when higher or different standards

are used to evaluate the performance of certain

individuals.



Toolkit


2.  Notice Higher or Different Standards and Insist on Universal Application of Standards

Technical Competence Cultural Fit & Style Coding ability

Style: Ability to Convince

Use this criteria for all candidates


“Super Positive/Can Do attitude. People enjoy working with (person).”

“(Person) has created a forum which enables greater visibility and collaboration across the many complex initiatives in flight.”


“Super Positive/Can Do attitude. People enjoy working with (her).”

“(He) has created a forum which enables greater visibility and collaboration across the many complex initiatives in flight.”


Separate personality from feedback and focus on

accomplishments.



Toolkit


2.  Notice Higher or Different Standards and Insist on Universal Application of Standards

3.  Separate Personality from Feedback and Focus on Accomplishments


Criticism of Personality

“You can come across as abrasive sometimes. I know you don’t mean to, but you need to pay attention to your tone.”

(Fortune 2014)

© Lori Mackenzie 2015. All rights reserved.


Critical Feedback (Personality/Style)

(Fortune, 2014)


Activity

Write an introduction/advocacy statement for a woman or for yourself.

•  Pay attention to the language of competence and technical competence.

•  Focus on accomplishments and expertise.


Action for tomorrow

Toolkit

1.  Write an introduction statement for yourself using balanced language

2.  Advocate on other women’s behalf using the language of leadership

3.  Block Undue Criticism of Women’s Personality

4.  Establish Clear Criteria in evaluating talent


What’s Next?

The Language of Leadership - Voices 2015

Career

Transcript of The Language of Leadership - Voices 2015