This is "Taiwan's first comprehensive survey of women and diverse leadership", 2021 International Women's Day, thousands of people participated, women lost the results of the survey, looking forward to this survey, to broaden the general public's imagination and definition of leadership. Now that more than 90% of female subjects expect leadership, what is holding them back?
To me, people have always been equal, it's not about who's opinions, it's about the basis of everything.
- The Prime Minister of Finland, Sanna Marin
In 2019, Finland's prime minister, Sanna Marin, walked the European Leaders Summit as the youngest female leader to set an exciting example of women's participation in politics and women as indicator leaders in specific areas, saying: "I never thought about my gender and age, I just wanted to get into politics and where I won the support of voters." As Tsai Ing-wen said in 2019, it is hoped that one day she will be called president, not a woman. Gender should never be an innate constraint on women's development.
In the experience of women as leaders, there are often "fake plot"!
We have to reshape the way we see ourselves, as women, we have to stand up and lead our lives.
Singer Beyonce Beyonce
In the 2021 Women's Multi-Leadership Survey, we used a series of question groups to understand women's mentality when they "expect to have leadership" and "actual leadership", with 40% of the subjects saying they still felt inadequate and afraid of being seen through "occasionally (44.4%)" or even "often (34.5%).
And nearly 30% of the subjects, although expecting leadership, "often" thought it was difficult to do, while nearly 50% of the subjects felt this feeling "occasionally", with very few and no one having ever done so, accounting for only 21.1%. Show that women in the experience of being a leader, often there will be "counterfeiter plot" situation.
The counterfeiter syndrome (also known as the impostor phenomenon, the fraudster syndrome) was proposed in 1978 by clinical psychologists Pauline R. Clance and Suzanne A. Imes. People with this condition are convinced that they are "unworthy" even if they have sufficient external evidence to prove their abilities. This symptom is particularly common in women who are excellent.
The study, also published in the Harvard Business Review, found that when men and women look for a job, men are more likely to be brave enough to apply for the position when they meet only 60 percent of their working conditions, while women are more likely to confirm that they are 100 percent qualified for the job before they can apply. The same has been shown that women are more susceptible to "counterfeiter syndromes" and less confident or suspicious of their possible performance.
More than 90 per cent of women expect "leadership" but lack self-confidence?
According to the Women's Fan Survey, while more than 90% of the subjects "expect leadership( 94.8%), more than 80% responded when we asked if "would you be afraid to take on a leadership role because you were worried about your lack of competence?" "Often" (44.1%)" and "Occasionally" (36.4%), the participants showed a weakness for leadership development, with up to 96% of them being female and multi-gender subjects.
Then, when we dug down the subjects who "didn't expect to have leadership", we were surprised to find that more than 80% of the women in it already had leadership experience, but still didn't expect to have leadership skills, highlighting the ambivalence. Among them, most of the participants' explanations for "not expecting leadership" focused on four orientations, including: "The greater the responsibility, the greater the pressure," "the lack of self-confidence to be a leader," "more about focusing on themselves" and "preferring to be an auxiliary and executive than as a leader."
Looking at gender in terms of mentality, the survey found that nearly 40 percent of the subjects were still "lacking leadership confidence because of their gender (35 percent)" and that nearly 1.2 times as many women as men answered the question. It can be seen that self-confidence is still an important indicator for women to evaluate whether they meet the leadership criteria.
But is "self-confidence" really a must-have as a leader?
In his book Why We Always Choose Unfit Men as Leaders, leadership psychologist Thomas Premuzik notes that competence is a professional skill, and confidence is a perception of professional skills, and while women are generally considered to lack confidence more than men, a closer look reveals that these studies confirm that women have "inner confidence."
Although confidence is an inner belief, but there are external orientation, which is related to how confident you look in the eyes of others, but the day after the day, often make women are not good or unwilling to show self-confidence, choose to remain silent, but no external confidence does not represent the woman's inner disapproval of themselves.
In fact, both men and women have excessive external confidence, although men are still worse off than women. Thomas suggests that self-confidence does bring tangible benefits, but relatively, overconfident subordinates often rarely benefit from it. Showing external confidence is not necessarily a positive factor in becoming a good leader.
Internal believers are more likely to look back and understand the difficulties of being considerate of others, so in a moderate situation, they are more likely than external confidents to take on good leadership roles.
What limits your development of "leadership"? More than 60% of women can't find a way to improve themselves
Why don't we admit the power of women? Why don't we believe that women can make a difference in the world? The world needs balance, and it's a shame that women have so many potentials and possibilities that they are wasted without encouragement.
Actor Emma Watson
At the external environmental level of limiting leadership development, more than 60% of the respondents believed that the inability to find ways to improve themselves (64.2%) was the most important reason for limiting leadership development, in addition to the stress of existing tasks (40.30%), poor financial situation (32.30%), and the collision of family roles and self (29.10%), which were important obstacles to influence development.
In addition, asked, "Is there a situation in the workplace that hinders leadership development?" At that time, 43.8 per cent of the respondents believed that the company generally lacked the resources and channels for internal training and on-the-job education to limit personal development, and 32.2 per cent of the respondents pointed out that the lack of female leadership role models in the workplace had resulted in insufficient growth networks, particularly in the technology/medical, education/arts/publishing industries.
At the same time, it is surprising that more than 30 per cent of people still say that "the company does not offer transparent and equal opportunities for promotion (30.9 per cent)" is the reason for limiting its leadership development, with nearly 40 per cent occurring in small businesses under 50.
From this "multi-leadership survey" we will find that whether it is family, workplace or social participation, women are mostly skeptical of their own leadership development possibilities, in addition to their own self-confidence, but also depends on the oppression of the current state of life, including how to balance family roles, social expectations, and even against the unfriendly corporate system, trying to break through the invisible gender ceiling in the workplace and so on.
Echoing the opening address of the United Nations Secretary-General, António Guterres, at the 25th anniversary of the Fourth World Conference on Women in 2020, to achieve true gender equality, it begins with equal and adequate decision-making power for women in all fields and at all levels. And the first step is to start by breaking through the management gender ratio.
What do you think a leader can make to your life?
A woman who can dominate the male world is very different, and she needs grace, courage, wisdom, and an uncompromising attitude.
- Singer Robin. Rihanna
At the end of the questionnaire, women fans asked all the respondents, "What do you think a leader can make a difference in life?" 」
Of these, 76.8 per cent of female subjects expected to be able to change together as a result of their increased influence, while 69.3 per cent expected to promote the community through their own leadership, so that everyone around them was fit for day, while 49.8 per cent expected to find a good balance between life and work through self-leadership.
Women's leadership cares more about "altru" than "self-interest".
Psychologist Thomas. "Women are more likely than men to lead by inspiring, transforming, changing attitudes and beliefs, and using meaning and purpose to reconcile people's efforts in the same direction (rather than through Enwey's approach)," Chamorro said in a study published in the Harvard Business Review. 」
Believe in the change you can bring, believe in leadership everywhere, and everyone around you, in a field you know well: family, workplace, partnership, community, have opportunities and possibilities to practice leadership. If you're still upset about it and questioning your ability and self-confidence, think of Justice Ruth Ginsburg, who died in 2020:
"Sometimes people ask me, how many women are there for the nine Supreme Court justices?" I replied: Nine. People were surprised by the answer, but when the justices were nine men, no one questioned it. 」
You'll feel that everything you take for granted isn't really taken for granted, and that you can have more and more power than you think.
On the path to leadership, there are bound to be obstacles, which may come from ourselves, from the external environment, but no matter how difficult the reality, don't forget that leadership can take place in a more diverse field, from "self-leadership" to expansion, we can in family relationships, partnerships, peer-to-peer relations, all master the key to leadership.
All leadership is based on self-leadership. Take it slow, it won't be hard.