Big Shot Woman in the C-Suite
In 1972, Studs Terkel, a reporter was working on a business book. Four decades later after Terkel’s death the story is released. His research took his travels across the country with a reel-to-reel tape recorder (NPR 2016). One of the most interesting interviews is with a female executive of an ad agency from Chicago; he affectionately refers to the woman as “big shot.” She explains how as a “token woman” she carefully navigates this male-dominated industry. She interviews under the alias Barbara Herrick.
It was interesting to listen to this “token woman,” as she refers to herself, explain how she made men nervous. They gave her many labels like “woman liber.” She walked a fine line facing the double standard of being the only executive woman among a dozen men. Barbara was one of the 10 highest paid people in the agency. Some would refer to her as an old maid because she wasn’t married with children and others would whisper she must be a lesbian. Which she was neither! Barbara would often think if she were born a man, life would be simpler. Some found her ideal for the position and was the hidden gem of the organization. But in business meetings, especially with new clients she would still be treated as a secretary. “Hey babe can you get us coffee?” Reminds me of an episode from Mad Men. Even if Barbara would ask a direct question about the project, others would refer to the men in the room for answers.
Has there been a time when you thought “if I were a man life would be simpler?” Lets change that thought because you are the hidden gem of your organization. In recent books and articles research shows that when companies manage with an equal eye to women in the C-Suite they more than double the profitability and overall health of the organization and overshadow their competitors. The latest research by McKinsey reveals:
- The linkage between health and performance is much stronger than previously understood. Healthy companies that include female executives generate three times higher returns than those of unhealthy ones.
- There is a strong correlation between health, financial performance, and operational success.
3. Tailored initiatives to balance diversity in the C-Suite increase the probability of creating a healthy organization by a factor of 5 to 10 percent.
The danger is most women don’t allow themselves to be the big shot in their company. I hear clients too often come to me with a concern about their leadership abilities. This is what we refer to as the imposter syndrome. “I’m not good enough or they don’t see me as a leader.” Listen up… this is important! They don’t see you as a leader because you don’t let them see you as the leader. STOP putting yourself down! You worked hard fighting your way up to the C-Suite. Own where you’re at or it’s time to evaluate and perhaps it’s time you go out. It’s up or out! This is your time to reset your mind to know that you have what it takes to lead.
To learn more about owning your leadership abilities head over to my website at www.pheiffgroup.com. See you over there.
Be Unstoppable
Connie
Unstoppable DIVA
P.S. Are you looking for new ways to inspire your team, keep them learning, and overshadow your competition? Give me a call to learn how I can help you move up or out.