Who Says It's a Man's World: The Girls' Guide to Corporate Domination
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"The Atlantic" magazine has called it the "end of men." For the first time in U.S. history, women form the majority of the workforce, filling more managerial positions than their male counterparts. Today's women are primed to take over the corporate world--if they don't stumble on the way up. Packed with insights from extraordinary women who have climbed the corporate ladder--including McDonald's president Jan Fields, JetBlue cofounder Ann Rhoades, and fashion pioneer Liz Lange--"Who Says It's a Man's World" helps women navigate the rocky path from cubicle to executive suite. This ultra-practical guide offers an ideal "Success Profile" along with the measurable action steps needed to excel in each of five reputation-enhancing areas: personal development, social skills, effectiveness, team building, and leadership. Complete with the latest research on women in the workplace and an eye-opening "promotability" assessment, "Who Says It's a Man's World" provides readers with everything they need to build their own fast-track career plan.
jackass. If I had just changed the story in my head from “Why is he coming down on me all the time?” to “He’s just doing his job and trying to see where I need help,” I could have avoided a public demonstration of behaviors that made me seem erratic and unprofessional. Get it? If you want to change your results, change the story you’re telling yourself. Positive perception = positive behaviors. Negative perception = negative behaviors. Which do you think is going to get you promoted first?
in the workplace, you’re not alone. In fact, of the women surveyed for this book, 68 percent said they have been hit on in the office. While there were a few tales of true love sprinkled in the mix of comments (“I married him and glad I did!”), most of the time when the sexual fault line erupted, it was decidedly unwelcome: “A coworker crossed the line in both visual looks and not respecting personal space. He left shortly after I raised the flag to a supervisor. It took a lot of courage on my
alpha-femme—while promoted gleefully and relentlessly in the media—makes for great entertainment, but it is deadly to your career in practice. I learned this firsthand at the entry level when I modeled behaviors I thought were “corporate”—only to fall flat on my face. (Think Devil Wears Prada ice queen except, sadly, without the Prada.) I remember walking out of my first-ever performance review—crushed—when my boss at the time (and future Effective Immediately coauthor) Skip Lineberg told me that
criticism very well. So, if you have someone who never checks in on his work or gets hyper-defensive at every little correction, that’s a big red flag you may have someone who isn’t a fit with your culture. For more on this subject, see Chapter 13 and the section on Questions for Underperformance. When: Your meetings don’t feel productive or efficient. You Should: Switch it up. Meetings suck the most when they are either recaps of things that have already happened (yawnfest) or when there
she probably didn’t mean to offend you, why make life more complicated than it needs to be? In fact, allow me to channel Oprah for long enough to tell you that when you hold a grudge, it holds you too. You can’t pick your coworkers (if only, right?), so if you have a beef—deal with it head-on if you need to, then release it. You’re not letting the other person off the hook, you’re just not giving him or her any control over your attitude or behavior. See the difference? CAREER-KILLER #3: