Straight Talk By Nimfa L. Estrellado I recently made a search in Google for the keywords “female bosses”, and to my astonishment,...
Straight Talk
By Nimfa L. Estrellado
I recently made a search in Google for the keywords “female bosses”, and to my astonishment, the search results returned a page filled with titles emancipating negative vibe for female bosses and their leadership style, for example, “do we hate female bosses?”, “Employees prefer male bosses to female”, or even worse “female bosses are a nightmare” and many more. I was taken aback by the mindset that the Internet, the whole world populace, is illuminating. What are the reasons that such titles are proliferating and earning spaces over the screens? Is it just the stereotypical preconceived notion that is portraying female bosses in undeserved and somewhat demeaning fashion or is there a real loophole in women’s leadership style? What is it actually which is attracting the stigma to female bosses in C-suite?
Today’s workplaces hold a decent combination of almost equal number of male and female employees in mid-level. That also implies that plenty of women employees are also contributing in surveys and them considering male leaders superior than the female leaders might indicate that there is something more than just a preconceived notion.
Another survey conducted to rank the leaders on some leadership qualities such as communications, organizational, and listening skills reveals that women bosses score higher than their male counterparts. Then what went wrong when it comes in gaining popularity? When employees rate female bosses higher in terms of caliber then what could be the reason they prefer not to have them as their own boss? Is there anything that we can do to change the mindset or rather is there anything that we can improve upon on our leadership? What are those extra qualities of male leaders that make them distinguished and that we can learn from?
The unpalatable search results made me inquisitive to find out more about what women bosses are doing differently, if not wrong, that their subordinates or colleagues are not feeling connected with. I delved inside the Internet, and asked many of my friends and colleagues about their experiences at working with a female manager. Plurality of them expressed their desire to work with their previous women boss again, however, an astounding number of participants, both male and female employees, spewed varieties of condemnations as well.
Today’s workplaces hold a decent combination of almost equal number of male and female employees in mid-level. That also implies that plenty of women employees are also contributing in surveys and them considering male leaders superior than the female leaders might indicate that there is something more than just a preconceived notion.
Another survey conducted to rank the leaders on some leadership qualities such as communications, organizational, and listening skills reveals that women bosses score higher than their male counterparts. Then what went wrong when it comes in gaining popularity? When employees rate female bosses higher in terms of caliber then what could be the reason they prefer not to have them as their own boss? Is there anything that we can do to change the mindset or rather is there anything that we can improve upon on our leadership? What are those extra qualities of male leaders that make them distinguished and that we can learn from?
The unpalatable search results made me inquisitive to find out more about what women bosses are doing differently, if not wrong, that their subordinates or colleagues are not feeling connected with. I delved inside the Internet, and asked many of my friends and colleagues about their experiences at working with a female manager. Plurality of them expressed their desire to work with their previous women boss again, however, an astounding number of participants, both male and female employees, spewed varieties of condemnations as well.
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