As a senior consultant with AEI, a woman-owned and operated small business in Senegal that is also staffed almost entirely by women, I recently reflected on the internal way we support each other as women. But outside of the office, the reality is different. Why are we the only women at the leadership table so often? Or on a panel? Why are we often interrupted or questioned when we share ideas? Or labeled as “difficult” if we push back on outdated expectations or unreasonable demands? Any woman in the workforce today knows what I’m talking about. Here are four things I have employed to cope and thrive – it isn’t exhaustive, but a start. What are your tips and recommendations?
Cultivate a Core Team
One of the resilience techniques I have honed is building a core team of other women leaders and peers whom I can rely on to champion my work and my management style. These women help build me up, keep me focused on my goals, and reinforce my confidence when confronted with self-doubt. These are the women peers, colleagues, and teammates who “have my back” and raise me up to fight off the (lurking!) imposter syndrome, snarky comments, or sexist innuendos.
Fight Imposter Syndrome
Eleanor Roosevelt said, “No one can make you feel inferior without consent.” Women, especially in leadership positions, often question our ability, capacity, or decisions – sometimes, we’re our worst critics. Practice refuting the creeping feeling of imposter syndrome – do this daily. Reinforce your worth, and if you need help to do it, reach out – a mentor, trusted friend, coach, or therapist can make a difference and reinforce your sense of strength.
You Deserve to be at the Table
With only 28% of C-suite positions held by women, we still have a lot of work to do. It’s not easy to call out injustice or inequality, but it is harder to experience it. Pull up the chair, walk through the door, sit at the table, and (practice) using your voice. Engage champions and allies so you have a team and backup and be ready to respond and take the higher ground. Women can also mentor and promote other women, giving them opportunities to take on new leadership roles, facilitating their seat at the table, and helping them find a voice.
Actively Support Other Women
We all need (all of you men, too!) to promote, nurture, and support women to take risks, face challenges, and take on new leadership roles in our communities and businesses, organizations, and associations. The more women there are in leadership, the more normalized it is. Actively follow up with women to ensure their participation on panels. Find a more junior woman to mentor and coach. Ask about the percentage of women in leadership positions in your place of work, in elections, and in board meetings, and ask for a change if one is needed.
Author:
Maggie Janes-Lucas is a Senior Expert with AEI. She is committed to promoting the next generation of women in international development and supports cross-generational learning and mentoring – she wants to ensure that women are valued, trusted and have a seat at every table, equally. Maggie works to address the major security and stability, economic, and natural resource challenges across the Sahel and West Africa. She is particularly interested in non-profit management, women’s leadership and effectively working with governments and civil society.
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