Let's show them what crazy can do

Here's to all the "dramatic", "delusional", "nuts", "unhinged", "weird", "hysterical", "crazy" women in my network

Because you're kicking phenomenal goals, breaking glass ceilings, tackling issues and driving change like never before.

It's only crazy until you do it. Fine. Let's show them what crazy can do.

Inspiring video released in the lead up to #iwd2019

Superbly narrated by Serena Williams.

Thanks to Nike - just do it

Thanks also to both Carla Wall and Tessa Irwin MFIA for sending this my way.

Let's show them what crazy can do.

#womenofimpact #leadingwomen #LookOutCSuiteHereSheComes

 
Feel like your leadership journey has stalled? Email ablesing@amandablesing.com to set up a 30 min one on one to learn more. Helping clients shift from feeling invisible to becoming invincible in just 12 months

Farewell Julie Bishop

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“As crass as it is to concentrate on a lady's wardrobe, it is impossible to avoid comment on the former foreign minister's choice of frock for the announcement. Pure, dazzling white. The choice of the suffragettes, the choice of Democratic women lodging a visually-arresting protest against Donald Trump during the recent State of The Union, the choice indeed of Joan of Arc as she rode into battle.

Joan's was a gift from Charles VII; Julie's was probably more likely to be Armani, but there's no doubt that white is the colour for women of courage who are not afraid either of male-dominated environments or of eating a tomato sandwich at work.”

#IHeartAnnabelCrabb

Thanks to the ABC and @AnnabelCrabb for this stunning social commentary. Finally journalists getting it right. Still focused on her appearance, but quite possibly Ms Bishop did intend it that way.

> READ MORE https://lnkd.in/fihbeXU

#womenofimpact #leadingwomen #visibilityandvulnerability

 
Feel like your leadership journey has stalled? Email ablesing@amandablesing.com to set up a 30 min one on one to learn more. Helping clients shift from feeling invisible to becoming invincible in just 12 months

Self Promotion Blunders Executive Women Definitely Want to Avoid - national tour

Self Promotion Blunders we all Want to Avoid

If a girl pulls an all-nighter and there’s no one there to see it, does she get promoted?
— Helen Coster

I've made every self promotion blunder in the book and then some. In particular, back in the early 2000s when I'd come back from a stint as an expat and felt I had to make up for lost ground. No-one knew me or remembered the great work I had previously done and I needed to catch up, so I tooted my own hornblew my own trumpet and hustled with the best ..... and the worst of them. 

Then there are other times too, when I suspect that we convince ourselves we don't need to self promote at all, because if we miss out on an opportunity it simply wasn't meant to be.

I get it. It's tough for everyone - and especially tough for executive women.   

COMING OF AGE

Yet it's an absolute career game changer when done right and can make you wonder why they don't teach this in uni.

I had one senior level client just last week tell me she finally feels as though she has made it!   What's changed for her? She is self promoting skilfully, subtly and powerfully inside her current organisation. She feels as though she has come of age career-wise and will never look back.  

This is empowering stuff and I'd love for you to feel this way too. And you can.

So I'm running a series of events to talk about self promotion blunders we all make - from not doing any, through to going OTT. Then we'll talk about what you can do about it and you'll definitely come away with a plan to move forward with.


WHO SHOULD ATTEND?

If you're in the mid level of your career and you are feeling:

  • As though you've managed to get yourself pigeon holed

  • Frustrated and invisible as decision makers overlook you despite stellar work

  • Horrified as others take credit for your work or ideas 

  • Like you're about to be caught out if you don't do something different soon

  • Or maybe you're simply curious about working with me so want to see me in action.

If that's you, why not join me for an intro session? 

We'll examine the 7 self promotion blunders we all want to avoid - and what you can do about it.


Then let's get this self promotion party started! 

Places are limited to ensure everyone feels seen, heard and valued.  

Early registration recommended - check out the events page and book today.

#executiveimpact #LookOutCSuiteHereSheComes #womenofimpact

 

 
Feel like your leadership journey has stalled? Email ablesing@amandablesing.com to set up a 30 min one on one to learn more. Helping clients shift from feeling invisible to becoming invincible in just 12 months

Stop apologising already and get on with the business of making a difference

As Jessica Bennett, author of Feminist Fight Club puts it, "Sorry is a crutch — a tyrannical lady-crutch. It’s a space filler, a hedge, a way to politely ask for something without offending, to appear “soft” while making a demand".

Apologising not only focuses on the fault but also assumes that the fault, if there was one, was yours and keeps you playing small.

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  • Credibility is key in your success and leadership journey

  • While rude is bad (and “unfeminine”), gracious and kind is good

  • And the best bit? Gracious is seen as “the feminine” plus seen as a highly desirable leadership trait in both men and women

  • And graciousness is a credibility builder.

So how do we be gracious yet not over apologise?

TRY THE REFRAME

Say “Thank you” instead of “Sorry”

  • “Sorry I’m late.” Instead - “Thank you for your patience”

  • "Sorry for the needing the meeting moved" Instead - "Thank you for your consideration"

  • "Sorry” when you express an option that’s contrary Instead - “Thanks and what about this idea ..”

Save sorry for when it’s really needed and matters most!

What other examples where thanks might be better than sorry?

#sorrynotsorry #womenofimpact #makeabiggerdifference

READ MORE? https://lnkd.in/fkQqN7r

 
Feel like your leadership journey has stalled? Email ablesing@amandablesing.com to set up a 30 min one on one to learn more. Helping clients shift from feeling invisible to becoming invincible in just 12 months

Efficient vs effective, are we getting the wrong end of the bread knife?

Why doing things right, hard and well keeps you playing small.jpg
Working on the right thing is probably more important than working hard
— Caterina Fake

Efficient vs effective

Legend has it that a great Aunty on my father's side of the family (think German heritage, farming woman, salt of the earth) used to slice the bread across her stomach with the knife facing inward.

I know. Go figure!! 

This particular story was used as a cautionary tale to teach us kids to be careful around knives. 

It worked.

We were also told she used to prepare and eat breakfast the night before, so she didn’t have to wash up in the morning. 

#FakeNews maybe, but a cautionary tale none-the-less. 

She was infamous in our family because she was so very efficient, when effective might have been far better.  A different approach might have delivered a better result. Breakfast in the morning would have been one good outcome for sure!

But do many of us muddle efficient with effective? Maybe not to the same extreme as my Aunty, but is this a default setting for you?

The new KPMG Women in Leadership report was released in January 2019 - Women at Work: Playing to Win? Or Not to Lose? 

  • 73% of women still rely on "working harder" as the main strategy to get ahead

  • 45% think they need to be more detailed oriented

  • 45% think they need to rely on being highly organised

“This tendency – to focus on behaviours that are task-oriented over those that are self-assertive – is a pattern that repeats itself throughout the survey findings.”  
“When it comes to their careers, many women find themselves in a bit of a bind. They’re trying to preserve their gains, so instead of playing to win, they’re often playing not to lose – whether hesitating to take perceived big risks, or feeling the need to take outsized chances” says Michele Meyer-Shipp, KPMG's Chief Diversity Officer.

In a nutshell, by focusing on doing things well, rigorously, thoroughly, properly and appropriately, we are playing not to lose, rather than playing to win.

#executivewomen #womenofimpact #lookoutCsuitehereshecomes 

Your thoughts? Does this resonate for you? Drop me a note and let me know

OR SHARE TO INSPIRE ANOTHER WOMAN SOMEWHERE!

READ MORE


 
Feel like your leadership journey has stalled? Email ablesing@amandablesing.com to set up a 30 min one on one to learn more. Helping clients shift from feeling invisible to becoming invincible in just 12 months

Celebrating strong, fierce, tough, talented and powerful women in sport who inspire us to greater heights

With International Women's Day 2019 just around the corner maybe it’s time to get revved back up again and focused on what we can do, rather than what we can’t.

So much we read about what women, women leading and feminine ambition is focused on what we can’t do and keeps us playing small.

Loved this inspiration from the #IWD2018 World Triathlon

(You can thank me later ☺️)

Three amazing and athletic women in my network who set the standard high!

  • Victoria Symes

  • Samantha Phillips and

  • Lisa Walton

I’m sure there are many others but these three were top of mind.

Who is a strong, fierce, tough, talented and powerful woman who inspires you?

#IWD2019 #womenofimpact #inspiringwomen

 
Feel like your leadership journey has stalled? Email ablesing@amandablesing.com to set up a 30 min one on one to learn more. Helping clients shift from feeling invisible to becoming invincible in just 12 months

Confessions of a recovering #perfectionist

Balance is something I’ve had to fight for all my life.

And I use the term “fight for” deliberately, because I haven’t found it easy.

As a recovering perfectionist, I frequently feel that if I can’t do something properly, I shouldn’t bother at all.

Yet this is a furphy. After all, 3 x 10 min walks around the block is better than nothing, and recent research tells us that it’s even better than 1 x 30 min walk around the block on some markers!

However back to choosing ….. throughout my career I’ve felt I’ve needed to choose between

  • Doing everything or doing nothing

  • Going at it like a bull at a gate or not even bothering

  • Strength or softness

  • The Masculine or The Feminine

  • Feast or famine

  • Flat out like a lizard drinking or lazing around on the couch .. well drinking! 🤣

  • Always on or always off or

  • Never giving up and always letting go.

My perfectionist tendencies have kept me constantly choosing between a rock and a hard place yet feeling guilty when it didn’t work out.

Balance only comes when I make peace with this part of myself and with that comes real impact.

HOW ABOUT YOU? - How do you find the balance between on and off? Any advice for others?

#womenofimpact‬ #perfectionismsucks #balanceiskey

Feel like your leadership journey has stalled? Email ablesing@amandablesing.com to set up a 30 min one on one to learn more. Helping clients shift from feeling invisible to becoming invincible in just 12 months

How comfortable are you taking a position?

What do you stand for Amanda Blesing.jpg
When you stand for nothing, you fall for everything.

When it comes to self promotion, it's much easier when you have a platform to stand on.

No, I don't mean your soapbox, or your high horse. I'm talking about a cause, a purpose or a mission.

Research tells us that, for women in particular, when we self promote around a cause, a purpose or a mission, we more easily depress the impact of the modesty norm which normally makes us feel self conscious. 

Additionally others are far more forgiving of us if we get it slightly wrong or if the activity is perceived to be not as per the feminine stereotype. This means we more effectively circumnavigate negative judgments and social penalties or even the backlash effect.

A definite win win!

In a nutshell, we're more likely to get out of our own way and flagrantly self promote when it's for a cause, a purpose or a mission. 

Your UVP
Another way to self promote is around your unique value proposition - and that means you need to be able to take a position. You need to back yourself and your own ideas and claim that unique space between your experience, your expertise and those things you are most passionate about.

So my question to you is - how comfortable are you in taking a position?  

Most of us cringe remembering the uncomfortable conversation at a dinner party once where someone dominated the conversation with their dogmatic "position".  

Let's not even go there. Simply remember the Buddhist principle of care deeply, hold lightly and you'll be fine.

Although, at the other end of the spectrum there is the person who is almost like wallpaper, fading into the background, and people wonder why they are in the room.  

As a leader, or aspiring leader, being able to stake a claim in the sand and to take a position, is part and parcel of your journey because it will help set the vision and bring others along on the journey. 

How can I work out my position?
Here are my four go to questions that help you work out what your position is on any issue

  • What do you stand for?

  • Why is this important? 

  • How does this add value? 

  • What's in it for the intended listener/audience?

In fact, you could even create a presentation or a LinkedIn post around those four bullet points alone, and it would go a long way to helping others remember you! 

Once you are comfortable articulating all four, self promotion becomes a breeze.

Is it even worth it? Surely there are no new ideas left
Yes it is worth it. Remember it's not what you know or even who you know, but it's who knows what you know.  You cannot sell a secret so you do have to share your ideas with others.

Sometimes a new voice can bring a fresh perspective and helps to solve old problems in new ways.  Diversity works, because of diversity - of ideas, of thinking, of approaches, so don't even begin to think your position doesn't have any value.  

Digging deep into your sense of why will help you do this. Why do you turn up to work every day? Why do you work in this industry? Why do you do good work? Why is this work important? Why is this perspective important?  

Asking yourself why is nearly always a game changer.

Letting go of the need to be right
Another key element of position taking, is the practice of defencelessness. When you let go of the need to be right, or even letting go of the need to know everything, expressing your opinion is far easier.  

Jane Caro, media commentator, comedian and speaker taught me this as I was about to head on stage one day and debate against some extremely clever PhDs and journalists on the topic of gender salary. The best bit? Her advice was fabulous. My team won the day ... by being funny, not necessarily by being right. 

Quick and Easy Wins
Some quick and easy tactics for you to try once you've worked out what you stand for ...

  • Take a stand and express your opinion in meeting where you normally let others do all the talking

  • Craft a compelling argument in an online forum

  • Providing smart and persuasive commentary at an event or ask a smart question from the back of the room

  • Comment "on brand" on LinkedIn on other people's posts

  • Publish or share "on brand" on LinkedIn 

  • And does your leadership team and/or Board, not just know about you, but know what you represent and how that adds value to the organisation?  If not, go create an opportunity for decision makers to see that you have value to add. 

When the rubber hits the road
Now that you've worked out what you stand for and have a roadmap for helping yourself to stand out for all the right reasons, go and put an appointment with yourself in your calendar to make sure it starts happening today.  Practice makes perfect and you have to start somewhere. 

Then remember Avril Henry's rallying cry ....
"No-one cares as much about your career as you do. So do something about it"

YOUR THOUGHTS?  When do you find self promotion easiest?  What challenges you the most about self promotion?  What have you wished you could be given the opportunity for but no-one else knows and you haven't told them about it either? What can you do differently?
Drop me a note and let me know how you're going - ablesing@amandablesing

AND SHARE IF YOU DARE TO INSPIRE A WOMAN SOMEWHERE

#executivewomen

#womenofimpact

#executiveimpact

READ MORE

 
Feel like your leadership journey has stalled? Email ablesing@amandablesing.com to set up a 30 min one on one to learn more. Helping clients shift from feeling invisible to becoming invincible in just 12 months

Are your perfectionist tendencies keeping you stuck between a rock and a hard place?

Confessions_of-a_recovering_perfectionist .jpg

Confessions of a recovering perfectionist

Balance is something I’ve fought for all my life.

I use the term “fight for” deliberately, because I haven’t found it easy and my other extreme is putting my head in the sand.

As a recovering perfectionist, sometimes I feel that if I can’t do something properly, I shouldn’t bother at all.

It’s either perfect, or it’s the worst thing ever made and everyone is an artistic failure, including myself. (Yay, emotional extremes!)
— Felicia Day

Yet this is a furphy. After all, 3 x 10 min walks around the block is better than nothing, and recent research tells us that it’s even better than 1 x 30 min walk around the block on some markers!

Throughout my career I’ve felt I’ve needed to choose between

  • Doing everything or doing nothing

  • Going at it like a bull at a gate or not even trying

  • Effort or ease

  • The Masculine or The Feminine

  • Feast or famine

  • Flat out like a lizard drinking or lazing around on the couch ... drinking! 🤣

  • Always on or always off and

  • Never giving up and always letting go.

My perfectionist tendencies have kept me constantly choosing between a rock and a hard place, and feeling guilty when things didn’t work out.

Balance will only come when I make peace with this part of myself and with that comes real impact.

CONFESSION TIME - Does this sound like you? How do you find the balance between on and off? Do you have any advice for others? Or do you need help with this?  Drop me a note and let me know - ablesing@amandablesing.com - or share to inspire another woman somewhere.

#executivewomen #womenofimpact #lookoutCsuitehereshecomes 

READ MORE

 
Feel like your leadership journey has stalled? Email ablesing@amandablesing.com to set up a 30 min one on one to learn more. Helping clients shift from feeling invisible to becoming invincible in just 12 months

Are you a legend in your own lunchtime? And if not, why not?

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You have to believe in yourself when no one else does.
— Serena Williams

Is being a legend in your own lunchtime a good or bad thing?

Here in Australia, the expression legend in your own lunchtime is alive and well. For those of us who indulged in school yard trash talk back in the 70's or 80's, you may remember it as legend in your own lunch box. Either, either. They both mean the same thing. The expression is not exactly positive. It's a bit like saying you've got tickets on yourself and that you're too big for your own boots - in fact, a braggart or boastful.

But maybe we got it totally wrong.

Maybe to succeed in corporate or business Australia, we actually do need tickets on ourselves. Quite possibly we need to be a legend in our own lunchtime - because if you don't think you're any good, no-one else will either. 

We know from various studies that executive women struggle with the following

  • Self advocacy 

  • Self promotion 

  • Owning and claiming their expertise

We also know that executive women tend to

  • Downplay their own achievements

  • Underestimate themselves, and 

  • Second guess themselves and hesitate in taking risks with their career.  

Which ultimately leads to other people thinking we're only as good as we're saying we are, which isn't necessarily very good anyway.

For those with leadership aspirations but who are naturally modest or humble, learning to become a legend in your own lunchtime, may just be a prerequisite.

In this era of #selfpromotion, you are your own marketing department, and that requires a healthy dose of positive self belief.

Self belief >> Self confidence >> Self advocacy >> Self promotion >> Legend in your own lunchtime

  • You don’t fly around the globe solo Amelia Earhart style if you don’t believe in yourself

  • You can’t become the most powerful female tennis player of all time, a la Serena Williams, if you don’t have healthy self confidence

  • You wouldn’t become the 1st woman PM in Australia, facing all the trolls, criticism and constant media scrutiny like our own Julia Gillard, if didn’t have positive self belief

And you cannot lead a company if you aren’t prepared to self advocate, self promote and to own, claim and share your expertise. 

In a world that confuses confidence with competence, you’re going to have to fake it til you become it anyway. 

Being a legend in your own lunchtime is simply a prerequisite. 

YOUR THOUGHTS? Have you found positive self belief to be helpful or a hindrance?  Drop me a note and let me know. 

Vive la révolution! #ambitionrevolution #LookOutCSuiteHereSheComes #feminineambitionrocks  #executivewomen #careerfutureproofing

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Feel like your leadership journey has stalled? Email ablesing@amandablesing.com to set up a 30 min one on one to learn more. Helping clients shift from feeling invisible to becoming invincible in just 12 months

I used to be a crack filler

I used to be a crack filler

  • Do more with less

  • Cram more in

  • Every minute matters

I even took up yoga, not to relax, but so I could fit more in!

If there was a gold medal for efficiency, I would have won it

Until things broke

I was getting worse results despite working harder, leaving me exhausted and demoralised

Then I met a consultant

While everyone was cramming their day, he was un-scheduling so he could have reflection time

  • Not working

  • No meetings

  • Just thinking

WTF!?!

He said “You all got into this mess by doing more and more. You are paying me to think differently so I can get you out”

Ahhhh ...

We all know intuitively that filling up all the cracks of our day is unsustainable - keeping us playing small. But it's now a habit.

The pressures on executive women, in particular, are immense - a cycle of proving our worth over and over again then feeling guilty for having down time.

Getting off this treadmill is an active and deliberate choice - plus you'll need to break the habit.

You decide.

“Your life choices aren’t just about what you want to do; they’re about who you want to be”

My question to you is - Are you human doing, or a human being?

Then - what will you do differently so you can get off this treadmill?

#womenofimpact #dolessbemore #LookOutCSuiteHereSheComes

 
Feel like your leadership journey has stalled? Email ablesing@amandablesing.com to set up a 30 min one on one to learn more. Helping clients shift from feeling invisible to becoming invincible in just 12 months

Do women criticise each other more?

Do Executive Women Criticise Each Other More.jpg

Do women criticise each other?

I've hesitated to publish this blog because I don't want to contribute to the myths, misinformation and misogyny that already exists for women with leadership aspirations.

  • "She's a nag" - nope, she's the Chief Risk Officer

  • "She's a gold digger" - well she works in a gold mine, so yes, but not for the reasons you're inferring

  • "She's a ball-breaker " - yet there is no equivalent term for a tough guy 

Rightly or wrongly, women also have a reputation for criticising or penalising other women - being catty, bitchy, or overtly negative towards their female peers or subordinates. 

But is this true?  Is this perception encouraged simply as an exclusionary tactic, a diversionary blame game, or a way of keeping (other) women in their place?

So I've decided to air the topic, rather than hide from it - to help you make up our own mind about how to react, behave or respond when you hear that women criticise other women, you find yourself in a situation where you are critiquing others for things other than objective performance measures  or perhaps when you are feeling threatened by a more ambitious junior staffer who appears to be challenging you.

Queen Bee Syndrome
Historically, and unfortunately still far too commonly, the traits valued in the rarified air of the C-suite were assertiveness, combativeness and competitiveness. The women who get to the top are rewarded for those more masculine traits.

There was even a name given to the more extreme elements, the Queen Bee Syndrome,whereby some women made their way to the top, then deliberately held other women back.

The phrase was repurposed by a Dutch psychologist, Naomi Ellemers, who examined the lack of senior level women in academia. She had assumed that it was men keeping women out of senior roles.  What she discovered was the few women in senior roles were equally, if not more, exclusionary.  Scarcity of opportunities drove even more competitive and assertive behaviours.

The phrase took, and has possibly become an overused label when dealing with resistance towards our career from women in power. 

I suspect too that we've all had a female boss at some time in our career who we remember as being tough as nails, harder on women than men, and certainly not one to be "throwing back the net" let alone "throwing down the ladder" for other talented women in the organisation.

But was her behaviour more memorable because -

  • She was a female boss and still relatively unique? 

  • Had she become more tough on other women because she didn't want to be seen as favouring other women?

  • She was simply unaware of the impact her behaviours and tactics had on her female staff because no-one had called her out on it?

  • Another option might be that our memorable female boss who didn't favour other women in upper echelons of her work environment, was in survival mode, in a highly competitive, combative and assertive world where everyone was waiting for her to fail?

  • Or a combination of all four?


Add into the mix the stereotype for women to be inclusive, collaborative and supportive - so we hold our female boss to a higher standard than we might do her male peers - and you have a recipe for pejorative name calling even if there are elements of truth in it.  The stereotype effectis a strong driver.

As Madeleine Albright famously said
"There is a special place in hell for women who don't help other women."

We get it. I'm not excusing bullying tactics by any means. But sometimes people are caught in a cycle of stereotypes, expectations, limiting beliefs and fear that keeps them stuck behaving in ways that are distinctly unhelpful to not only other women, but themselves as well.

Studies have indicated that when professional women believe there’s only room at the top for a few, they will bully and undermine their female colleagues and employees. 

Additionally, according to a 2016 study in The Academy of Management Journal, senior-level women who champion younger women are more likely to get negative performance reviews.

Definitely a case of damned when you do, and another damned when you don't.

No-one said it would be easy to get to the top, and once again, no-one was right.

Socialisation 
The socialisation of women and girls is also frequently focused on outward appearance.  I grew up being indoctrinated by Dolly magazine, didn't you? And it's worse for young girls today. This can lead to comparing, judging, and critiquing, often from a perspective of not measuring up.  The dark-side of this is that in tearing others down, we feel we build ourselves up in some way. Yet the reverse is more likely to be true.

The end result is that women who become more visible, find themselves more vulnerable, not just from attacks by men, but also other women. 

Critiquing starts small 
Recently, I participated on a magical, mystery, bus tour with around 20 other entrepreneurs. It was a heap of fun on a hot summers day and we were all being deliberately pushed way out of our comfort zone with new people and new experiences.  

Most of my fellow passengers were smart, entrepreneurial women, possibly even a more competitive by the very nature of their work.  

On this tour I experience that "aha" moment.  It was the end of a long, adventurous day and I heard from the seat behind me, two of the women beginning to critique other women on the sidewalk for their appearance.  

And let me reiterate, we were all tired so less aware or mindful of our behaviours.

I blew a mental gasket, then called out the behaviour.

Eleanor Roosevelt may have said “You wouldn't worry so much about what others think of you if you realised how seldom they do.”  But perhaps she hadn’t hung out in a bus with a group of other women trying to stand out or compete with each other!!

Unfortunately this criticising others appearance is not unusual and no-one sees it as a problem. For women in public life, the constant critiquing of their appearance, mannerisms and other personal attributes is a way of life, and this is from supporters, not necessarily Trolls. 

It’s a socially acceptable habit we all indulge in. A hobby.  And I wonder what it will take for us to stop.


Why is this a problem? 

  • It’s a temporary distraction -  if women are busy criticising each other for seemingly trivial things, we aren’t focused on where the action is really at

  • It might temporarily make you feel good about yourself - but long term, it damages your own confidence as you wonder if others will be critiquing you when you take a stand or stand out for any reason.

  • It causes unnecessary friction and slows things down - if you're serious about your career and taking it to the next level, or you have an agenda you'd like to drive in your organisation, but you're then sidetracked by worries about what other people will think of you, you'll definitely take longer to launch.

  • It can trigger shame - women on the end of unnecessary criticism of a personal nature often feel embarrassment, guilt or shame

Guilt is just as powerful, but its influence is positive, while shame’s is destructive. Shame erodes our courage and fuels disengagement.Brene Brown
— Brene Brown

It takes courage to remain ambitious and even more courage to lead.

When we criticise others or hold others back, we are damaging ourselves and ultimately undermining our own efforts to stand out from the crowd and be noticed.

Let’s stop with the criticising and competitiveness with other women already, and simply get on with the business of creating work environments that support and champion the endeavours, perspectives and unique talents of both men and women as well.

YOUR THOUGHTS?  Fact or fiction? How do you deal with feelings of scarcity and high competition on your way to the top job?  Have you found women to be more or less supportive the higher up the food chain you go?  And what strategies to you have that help you cope?
Drop me a note ablesing@amandablesing.com 

My mission is to help women to play a much bigger game – change the world if you will – and do so with big ideas, big vision and big, audacious bucket loads of confidence.

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Feel like your leadership journey has stalled? Email ablesing@amandablesing.com to set up a 30 min one on one to learn more. Helping clients shift from feeling invisible to becoming invincible in just 12 months