THE POWER OF PERCEPTION: STRATEGIES FOR CAREER

ADVANCEMENT

Dr. Shawn Andrews, CEO, Andrews Research International

Melissa Lowe, Sr. Manager, VI Sales Enablement & Learning, Spectranetics

June 6, 2017

Perception

Impacts

Promotion

• Leadership Gender Gap

• Emotional Intelligence

• Barriers to Leadership

• Cases Studies

• Practical Strategies

THE LEADERSHIP GAP

Management &

Professional

Occupations

52%

U.S. & Europe

Bachelor

Degrees

60%

S&P 500

Board Seats

20%

S&P 500 CEOs

5.8%

U.S. Labor Force

57%

Women Now Represent…

29 FEMALE CEOS LEADING S&P 500 COMPANIES

Mary Barra – GM

Meg Whitman – HP

Virginia Rometty – IBM

Indra Nooyi – Pepsico

Marillyn Hewson – Lockheed Martin

Safra Catz – Oracle

Denise Morrison – Campbell Soup

Marissa Mayer – Yahoo

Michele Buck – Hershey

Adena Friedman – Nasdaq

Geisha Williams – PG&E

EMOTIONAL INTELLIGENCE

WHICH GENDER IS MORE EMOTIONALLY INTELLIGENT?

Men?

Women?

EQ AND GENDER

WOMEN

EMPATHY

SOCIAL RESPONSIBILITY

INTERPERSONAL

RELATIONSHIPS

MEN

ASSERTIVENESS

STRESS TOLERANCE

SELF-REGARD

INSTRUMENT

• EQ-i 2.0 measures 5 Composites & 15 Competencies

• Self-Perception - self-regard, self-actualization, Emotional self-

awareness

• Self-Expression - emotional expression, assertiveness,

independence

• Interpersonal - interpersonal relationships, empathy, social

responsibility

• Decision Making - problem solving, reality testing, impulse control

• Stress Management - flexibility, stress tolerance, optimism

EQ MALE BIAS

EQ FEMALE BIAS

BARRIERS TO LEADERSHIP

STRUCTURAL BARRIERS

Lack of access to informal

networks

Lack of female role

models

Lack of female mentors

Lack of male sponsors

INSTITUTIONAL MINDSETS

Gender bias Gender stereotyping

Agentic leader behaviors Role congruity theory

• Junior sales rep applied for a full

field sales rep position in pharma

• Demonstrated >3 years of

consistent, successful sales results

• New manager told the Junior sales

rep – “you’re not competently

ready”

• New manager outlined a step-by-

step plan on how to move into a full

field sales position

• New manager had never observed

or rode along with this individual

• Outcome…

INDIVIDUAL MINDSETS

Large percentage of

women hold

themselves back

Self-select out of

workforce

Office housework

STRUCTURAL BARRIERS

Work-life balance

Family choices

Breadwinner/caregiver

roles

• Middle-aged female trainer in

biotech company

• Received news of pregnancy 2

months after starting a new job

• Approached boss with well-

constructed transition plan and

return to work timeline

• Discussed whether to make the

news public

• Outcome…

GENDER CULTURE

CULTURE

Not about rights and wrongs…it’s simply about difference

Work within a structure,

network, conduct meetings,

interpret information,

communicate, work in teams,

take risks, and how we lead

MEETINGS

COMMUNICATION

Successes and Failures Networking

Listening

LEADERSHIP

Transactional and Transformational

TABLE EXERCISES

Half the Room

Has gender differences

impacted how you’re

perceived at work? If so,

please give example.

Half the Room

Share a time when you’ve

personally experienced or

observed one of these

barriers at work. What was

the result?

PRACTICAL STRATEGIES

GENDER CULTURE

Reinterpret opposite gender’s intent

Flex your style by modifying behavior to be in sync with other

person’s gender-culture

Talk about differences and best ways to work together

Power Pose like

Dr. Amy Cuddy

Increases

Confidence

and

Assertiveness

Problem Solving

Create more opportunities to solve problems with

others. Organize teams that deal with problems as

they arise.

Stress Tolerance

Do someone a favor. It allows you to shift from

problem sufferer to problem solver, and helps put

problems in perspective.

STRUCTURAL STRATEGIES

Seek mentors & sponsors by developing reciprocal

relationships

Cultivate and leverage vast network

Be inclusive in all your behaviors

INSTITUTIONAL STRATEGIES

Be honest with yourself about biases

Don’t make assumptions that women are limited in their

commitment, ability to travel, or take new assignment

Make decisions collectively

INDIVIDUAL STRATEGIES

Take on new challenges and responsibilities

Take credit for your successes

Speak confidently and speak often

LIFESTYLE STRATEGIES

Have honest dialogue with employer about

work-life balance needs

Have honest dialogue with spouse/partner

about breadwinner and caregiver duties

Role model equity at home

AS TRAINING PROFESSIONALS, YOU CAN…

Advance Understanding

Create Dialogue

Minimize Bias & Barriers

Develop Leadership Skills

Drive Behavior Change

Promote Diversity & Inclusion

CALL TO ACTION

What is one

thing you are

going to use

from this

workshop?

CONTACT US

Shawn Andrews

Website: www.drshawnandrews.com

Email: shawn@drshawnandrews.com

LinkedIn: Shawn Andrews, Ed.D., M.B.A

Twitter: @drshawnandrews

Melissa Lowe

Email: melissa.lowe@spnc.com

LinkedIn: Melissa Lowe, M.B.A.

LTEN Advisory Council

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@yourLTEN #LTEN2017 Conference

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