Women are too often penalised, and prevented opportunities to progress to leadership, because their boss might lead (and deliver results) in a different way to them; this is bias.

In today's episode I am talking about the penalty, that women often unknowingly experience because of how their leadership style is evaluated. I am exploring:

• What leadership evaluation bias is
• How women can be judged on HOW they deliver rather than on the result itself
• The different approach a lot of women take when it comes to data mining and decision making and how that might differ from their male stakeholders
• What you can do if you feel like your leadership is being unfairly judged
• And how to challenge your own leadership evaluation bias if you feel it could be holding talented women in your team back

Something Rebecca said today:

"What IS performance? Is it how you deliver an outcome, or the outcome itself? Women tend to lead differently and you don't want to be penalised simply because you don't deliver results in the same way your boss might." (Rebecca Allen, host - Her Ambitious Career Podcast)
Links:

• Book a free 15-minute Career Strategy Call with Rebecca to discuss your career
• Listen to a related episode: The Bias Barrier: A Systemic Barrier to Women's Progression
• Visit the Illuminate website to learn more about executive coaching for women
• Connect with Rebecca Allen on Linkedin

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About Rebecca:

Rebecca Allen is a Career & Leadership Coach for corporate women, aspiring to senior levels of leadership. Over the last decade, Rebecca has helped women realise their potential at companies including Woolworths, ANZ, J.P. Morgan, PwC, Coca-Cola Amatil, Ministry of Defence, Frontier Sensing and AbbVie Medical Research through her Roadmap to Senior Leadership coaching programs. Connect with Rebecca