Women’s Resource Groups

There used to be lots of debate about the effectiveness of employee resource groups (ERGs.) These days, most HR experts and business analysts agree that ERGs, when managed correctly, have a positive net effect on the enterprise.

What exactly is an ERG? It’s a group of employees who meet in the workplace based on shared life experiences. The goal is to build their network, share experiences, exchange resources, and support each other. Oftentimes the ERG is comprised of employees who represent a minority within the enterprise: women, people of color, Latino/a, and LBGTQ. An impressive 90% of Fortune 500 companies have ERGs.

photo credit Erin Tunnell

No doubt that employees who are part of a well-managed ERG find value in the meetings. The overall organization benefits, too. As employees in under-represented groups find a sense of inclusion, belonging, and value, they are more likely to stay with the company and some will pursue leadership roles within the organization. According to the 2018 McKinsey study “Delivering through Diversity,” companies with diverse leadership are better able to:

  • Attract top talent
  • Improve customer orientation
  • Increase employee satisfaction
  • Make better decisions

ERGs are not just for the Fortune 500, either. In fact, in small to mid-size companies, an ERG can be launched very quickly. All it may require is a conversation with the CEO, HR, and an outline of why/when/where/how/who. In larger organizations it can take a little more time. Generally speaking, the larger the company, the more likely you are to need a clear charter, schedule, budget, executive sponsorship, and answers for legal counsel regarding risk management.

One sticky question is whether or not the meetings should be open to those who are not part of the group. Operating from a standpoint of inclusiveness, our opinion is a resounding YES. It’s important for all employees to feel they can participate in the discussions, benefit from training, and lend their own opinions. In groups where the meetings are closed, suspicion generally runs high.

If you are thinking of starting an ERG, one of the best things you can do is consult with others who have started down that path.

Momentum hosts quarterly meetings called the Women’s Resource Group Exchange. During these meetings, representatives from a diverse group of companies gather to share their experiences and resources. If interested in attending,  email us for more information. ERGs require some effort to do well, but the pay-off for both employees and the enterprise can be big.

 

ALUMNA SPOTLIGHT: TAKERIA STEPHENS

Interviewed by Alexis D’Amato, Intern

Takeria Stephens joined Regions in 2011 as the Fair Lending Credit Policy Manager. In her current role as the Fair & Responsible Lending Compliance Manager, she supervises three Fair and Responsible Lending Analyst with responsibility for risk assessment, issue identification and resolution within the lines of business.

Prior to joining Regions, Stephens held a number of positions with Wells Fargo beginning in September 2001.  Stephens earned a Bachelor of Science degree in Marketing with a Minor in English from The University of Alabama.  She is married to Clegburn Stephens and has two beautiful children. 

What did you gain from your Momentum experience?

I came away with an extremely strong sisterhood of wonderful women who I refer to as my “Wolfpack.”  These women have uplifted me through all areas of my life and have helped to develop me into a stronger professional.

What is one piece of leadership advice you have been given that has helped you in your career?

Always have confidence and the courage to believe in yourself.

If you knew then what you know now, what would you tell your 18 year old self?

Enjoy life more, take chances, and you are more than good enough.

What challenges do you think the next generation of women leaders face?

Diversity and inclusion at executive levels remain a challenge for women.  Progress has been made in those areas, but there is a lot of room for improvement and growth.

What do you think organizations need to do differently for more women to rise into executive roles?

Companies need to create resource groups aimed at fostering a network of talented women in the organization.  The resource groups can help to engage women within the company and provide opportunities for both male and female leaders to mentor, sponsor, and develop women for executive roles.

What three words do you think should characterize every leader?

Integrity, Confidence, and Empathy.

How do you manage your career, home, and community life?
I think in order to obtain balance in life you must prioritize all aspects of your life both personally and professionally. Preparation is key to being able to balance all of the many demands we face each day.  I am still learning to lean and depend on family and friends in order to help me obtain all of my many goals.  I also try to be disciplined with my time both at work and at home.

What advice do you have for aspiring leaders?

Network with like-minded women both in and outside of their industries. Through Momentum, I have gained an allegiance of strong and smart women from all backgrounds who I can call on for support when I am making a big business decision, or when I am facing personal situations at home.

 

Women Build Habitat for Humanity

This spring Momentum partnered with Protective Life and Habitat for Humanity to build a home for a deserving single mother. What makes this project extra special is that the entire house is built by women-led teams.

“Joining forces with Momentum on this project was a natural fit,” said Eva Robertson, Executive Director of the Protective Life Foundation.  “A service project of this scale requires commitment from start to finish, and we are excited about the opportunity to fulfill a need, working alongside our devoted employees, friends at Momentum and volunteers from throughout the Birmingham community.”

Momentum saw this project as a great way to show what women can do when they join forces. The Habitat Women Build project gives Momentum’s partner companies an opportunity for the women in their organization to spend some key team-building time, bringing together employees at various levels and from different departments in the company. That’s the type of networking that happens for men all the time, but from which women are often excluded, either explicitly or by the nature of the activity. The Habitat Women Build project also gives our nearly 400 Momentum alumnae an opportunity to get together and

Many Momentum business partners have organized women-led teams to work on the project. Momentum alumna Ann-Marie Stanford, Director-Supply Chain Special Projects & Supplier Diversity at Spire, shared her team’s Habitat for Humanity experience:

“I am so proud to work for Spire, a company with a mission to advance every community and enrich every life through the strength of our energy.  Thanks to Momentum’s partnership with Habitat for humanity on the women build campaign, Spire employees were able to spend a heartfelt day, painting Ms. Dunning’s new home.  It was truly great camaraderie for our team and we also had a pleasant surprise because Lewis Communications one of our vendors was also volunteering with us!  The day was filled with laughter, smiles, paint in our hair, hands and faces.  Shout out to Lora Terry, from Habitat for coming to join us!”

Once the Spire team had completed the painting of interior walls, Encompass Health was on the scene the next day to complete the siding. “Encompass Health’s core value of “stronger together” was certainly present when we served alongside each other, Momentum, and Habitat for Humanity for this women-led Habitat build,” said Crissy Carlisle, Chief Investor Relations Officer at Encompass Health. “We’re proud to have been a part of this building this home.”

The house is nearing completion and will be presented to the new homeowner on May 10th, just in time for Mother’s Day !

 

Alumna Spotlight: Crissy Carlisle

Interviewed by Alexis D’Amato – Intern

Crissy Carlisle, Chief Investor Relations Officer Encompass Health Corporation

Crissy Carlisle was appointed Chief Investor Relations Officer of Encompass Health in September 2015. She joined Encompass Health in February 2005 as the Director of SEC Reporting and was quickly promoted to Vice President of Financial Reporting in August 2005.  Crissy completed the Momentum executive leadership program in 2015. Her full bio follows this interview. 

What did you gain from your Momentum experience?

I learned I’m not alone. Professional women can often feel very isolated whether we want to admit it or not. It is hard to wear the hat of mother, wife and executive all in a day. It is reassuring and helpful to be taught, in Momentum’s words, to stop and breathe, and to remember that we don’t have to be a superhero.

What is one piece of leadership advice you have been given that has helped you in your career?

To learn to give up trying to control everything. This isn’t something you can be taught, but this skill can define the type of leader you are. It can also drive you crazy. But we must be mindful to control what we can and accept what we cannot control.

If you knew then what you know now, what would you tell your 18 year old self?

“I would tell myself to relax and be patient,” Crissy laughed. Maya Angelo said, “All great achievements require time.” I see a lot of up-and-coming women who want to do everything fast. They expect for their careers to move quickly and to receive promotions after just one year. Relaxing and cultivating patience are the key to ensuring longevity in your career.

What challenges do you think the next generation of women leaders face?

The challenge to keep the momentum going for women who are moving forward in these leadership roles. My career has been with two main organizations. One of which held women as a priority. However, the women who were executives didn’t have children, and when asked how they got to their position, they admitted to acting like a man and talking like a man. Women want to be executives but also want to be mothers and wives as well. The organization adapted its program to help women wear multiple hats and to allow women who were also mothers and wives to reach their goal of serving in an executive role within the company. Encompass Health really values diversity and trying to create that. I can’t think of a time where being a woman held me back, it actually helped me. It is not that way for all sectors, but if you are in a company which really values diversity and elevating women, you can take that to your advantage.

What do you think organizations need to do differently for more women to rise into executive roles?

It (the issue) gets back to the differences between men and women. Their leadership characteristics are actually different. The male leadership characteristic norms have become accepted as what executives should be: aggressive, bold, and forceful. These male dominated characteristics are not words used to describe a woman. There needs to be a dualistic view which encompasses all leadership characteristics. Boards and employers need to look for people who are cooperative and collaborative overall and to learn the difference in male versus female leadership styles. In other words, companies must not only choose to fill upper-level leadership roles with people who only embody the archetype of what a male executive should be like.

What three words do you think should characterize every leader?

Integrity, focus, and respect. Crissy chose these characteristics because they are not gender specific. Integrity is the foundation for any leader; there are tough times where your personal values will be challenged. If you don’t have that integrity you risk going down a path that is not ideal. You need to focus and prioritize things. I choose my priorities each morning, every day. I choose to do these things that require focus and priority. Respect is an important characteristic of any leader because you have to respect yourself and others. You may not get along with everybody, but you need to respect everyone’s views, talents, and why they were put into the position in your company and organization.

How do you manage your career, home, and community life?

Prioritize – I had a friend who was a leadership professor at the University of Nebraska who is a sorority sister. She said to me, “Take out the phrase ‘I don’t have time for that,’ everyone has 24 hours in a day, it’s how you choose to spend them that matters.” When you change your mindset, you find yourself doing more in a day than you ever could imagine. Say “what’s more important” in your day. When Crissy comes home and sees household duties that need to be done, she evaluates her priorities and asks herself “what is more important? The stack of dirty dishes in the sink, or the opportunity to sit down and talk to my son about his day?” If Crissy can just stop and take a breath while she reevaluates her priorities, it brings things back into perspective.

What advice do you have for aspiring leaders?

This really brings us back to managing a career, a home, and community life. You have to get comfortable saying no. You have to figure out what your priorities are. Devote yourself to something you feel good about instead of trying to do everything all at once. Everyone wants you to do something. You will have to make some tough decisions. Even with deadlines and things at work; it is better to tell someone that you cannot make a deadline and propose a new deadline than to completely miss the deadline and come up empty-handed. Scheduling yourself properly and prioritizing allows you to be knowledgeable of your own capabilities.

Build a network. Building a network can be draining, awkward, and tiring. If someone is hosting a cocktail reception after work and you would rather go home and sit down or go to the gym, you have the option to not go network. But building your network is so important. Networks help you gain clarity with job aspirations, and career building, but the facet of networking that often gets ignored is how that network can help you. Had I not had a strong professional network, I don’t know that I would’ve gotten through personal struggles in my life. It was the network I built that allowed my husband and me to get help for our adopted son from Columbia who needed medical attention. You need to think of how networking benefits your personal development and your professional development.

 

Carlisle received a bachelor’s degree in accounting from the University of Alabama and her master’s in business administration from Duke University. Prior to joining Encompass Health, Carlisle served as a director within the corporate recovery division of PricewaterhouseCoopers LLP, and additionally as a manager within their audit practice.

Carlisle has been recognized as the Best Investor Relations Professional in MidCap Healthcare Facilities and Managed Care by Institutional Investors for the past two years. She serves on the Board of Managers for the Facilities Management Company of Gamma Phi Beta Sorority and is on the Accounting Advisory Boards of Samford University and UAB. Carlisle serves on the Momentum Board of Directors, and is an active volunteer for United Way of Central Alabama and a mentor for female business students at the University of Alabama and UAB. She’s also actively involved with the athletic boosters programs at Spain Park High School and serves as a faith trainer for the children’s program at The Church at Brook Hills.

Why Confidence Matters

When you work really hard to gain expertise in your field, you want to believe that your competence will earn you extra stripes and higher level positions. Turns out it’s confidence, more than competence, that makes the bigger difference. More than mere bravado, authentic confidence comes from believing in your competence, trusting your abilities, having faith in your instincts, and conquering the fear of failure.

Many women lack the same level of confidence and self-esteem that men have. While some level of explanation may be rooted in physiological differences, most of it is social. In a 2015 study on Age and Gender Difference in Self Esteem, Wiebke Bleidorn and her research team studied nearly one million subjects from 48 nations. They found that worldwide, men systematically have higher levels of self-esteem than women, and that self-esteem increases with age from adolescence to adulthood. What is surprising about their study is this: the confidence gap between men and women is actually higher in industrialized, western, more egalitarian countries than in developing countries. How can we explain that?

It seems to me that in countries where women’s equality is guaranteed by law and where women  expect to be treated as equals, the blow to self-esteem is much greater when women experience inequality, unconscious bias, and harassment.

So how can women overcome these deeply seated sociocultural norms to regain their confidence and self-esteem? Dr. Sharon Melnick is a leading authority on business psychology, stress resilience, and women’s leadership. According to Melnick, there are three main patterns that affect confidence levels:

  1. Seeking Approval

  2. Preventing Disapproval

  3. Looping Self/Other Criticism

To rise above these patterns, we have to understand why we do them and be willing to move from what Melnick calls a “confidence seeker” to a “confidence contributor.” Once we can make the shift from looking to others for our confidence, we can begin to gain confidence from the true value of our contributions.

Dr. Melnick is a preferred facilitator for Momentum’s executive leadership class. This year Momentum is hosting a leadership series open to the community, and this week Dr. Melnick will conduct her “Confidence When it Counts” workshop January 16, 2019 at Samford University. 

 

Number-One Way to Keep Resolutions

How many of us have made a list of New Year’s resolutions that we are already worried about keeping?

What if I told you there is one activity you can do that will keep your resolutions on track? This one thing is scientifically proven to improve your productivity, chances for success, physical health, mental health, emotional health and spiritual health. What if I told you that you could achieve life-changing results in just 10-20 minutes sessions, several times per week? Finally, would you believe me if I told you that it’s completely free? I am normally deeply suspicious of any such “silver bullet” claim, but in this case it is 100% true.

The number-one thing you can do to stay on track with your goals is to keep a regular journal.

Here’s why:

  1. Journaling clarifies thinking. The act of writing engages the left side of the brain, the analytical and rational side, while the contemplation of the feelings you are having engages the right side of the brain, the creative and intuitive side. Getting the two sides of the brain focused on a goal, challenge, issue, or trauma focuses all of our brain power for greater clarity of thought and keeps us from getting in our own way of achieving goals.
  2. Journaling helps prioritize. Nobody has time to write about everything that happens and the feelings that result. So when we do sit down to write, we naturally write about the most important things. This helps us to keep our priorities top of mind and reminds us not to let busy-work hijack our days. Journaling about your resolutions, and progress towards them, will keep your priorities straight.
  3. Journaling heals emotional pain. We all experience disappointment, and even emotional trauma, at some point in our lives. Journaling focuses the mind on the specific event and how we feel about it. As we write, we are working through the healing process at our own pace. Generally speaking, people can only write about their emotional pain so many times before feeling moved to take action. When we are free from pain we have much more energy to focus on goals.
  4. Journaling promotes gratitude. In addition to writing about what plagues us, we also write about what brings us joy, about our blessings, about what we have to be thankful for. Putting our gratitude in writing is tremendously affirming, and gives new weight and meaning to life.
  5. Journaling reveals our higher purpose. As we work through the events causing us emotional stress and become cognizant of all that we have to be thankful for, we attain a level of psychological health that allows us to contemplate what it’s all for! Journaling often leads you on a spiritual journey where you discover what feeds your soul, drives your passion, forms your values, and guides your choices.

So why don’t more adults keep a regular journal? As with many things that are good for us, we simply don’t make the time. The good news is this: you don’t need a lot of time to benefit from journaling! In fact, many experts recommend shorter, more frequent journaling of 15-20 minutes several times per week. If you think you don’t have enough time to journal, think again. The clarity that emerges from regular journaling actually creates more time by keeping us focused on what’s important and shortening our decision-making processes.

Positive Psychology offers these tips and prompts to get you started.

Happy journaling! Nothing will do more to be sure you have a happy, healthy and prosperous New Year.

Surviving Holiday Stress

At year-end, life is getting pretty hectic for the working woman right about now. Many companies are closing out a fiscal year, budgeting for next year, conducting annual reviews, analyzing inventories, and making year-end purchasing decisions. While this type of work is equally dispersed between women and men, that’s not always the case.

On the home front, the majority of  holiday preparation is done by women. From shopping, to meal prep, to sending greeting cards, to decorating the home and wrapping gifts, women are far more likely to take on additional tasks at home. At work, many women are “asked” to “volunteer” for tasks that have nothing to do with their job description, such as helping with holiday party planning, decorating the office, or sending client gifts.

Why do we do this to ourselves?

Many women feel both pressure and desire to make the holidays special for their families. In families where only the man worked, it makes more sense for the majority of the home care to fall to the woman. But with couples who both work, open communication is key to defining what you want from the holidays and who will do which tasks. How important is the holiday card? Do all of the decorations your mom gave you have to be put out? Can the family opt to draw names for gifts, or make contributions to a charity in lieu of gifts this year? Can you agree on lights around the front door rather than the whole house? Perhaps you limit the number of social invitations you will accept. Ask the question: if I don’t enjoy it, why am I doing it? Find ways to include your partner, kids, and outsourcing services to help in holiday preparations.

 

 

In the workplace, women can suggest a team approach to “office housework.” When asked to plan the office party, recommend a more representative approach with men and women to take on the tasks. Office cards, decorations and client gifts can usually be outsourced. Clean-up after holiday festivities should likewise be everybody’s job. Depending on the size and environment at your office, it may make sense too rally a few allies (especially executives) to support taking a new approach to holiday planning.

 

On January 16th, we will host the second workshop in our Momentum Leadership Series. Our speaker is Dr. Sharon Melnick, the author of “Success Under Stress: Powerful Tools for Staying Calm, Confident and Productive with the Pressure is On.” During the month of December we will feature some of Dr. Melnick’s advice on this blog to help out with managing the holiday crunch!

 

 

 

Leadership Fundamentals from a Major General

Major General (retired) N. Lee Price is a Momentum Woman of Impact Honoree, consultant, and frequent speaker on leadership.

Throughout my career in the Army and in post-retirement, I have been asked by audiences to give them some guidance on getting their careers off on the right foot or help staying on course. I was not one to use a script to give speeches, but I have had time to pull out and review my scribbled 3-by-5 handwritten cards. The topics below have remained consistent during my over 40 years of leading people.

  • Set your moral compass to True North
  • Manage your reputation
  • Be accountable
  • Find your passion
  • Play for the team
  • Cultivate relationships
  • Choose happiness

I grew up in a family with parents that taught me values through their actions. I feel fortunate to have had wonderful role models teach me to set my moral compass to True North. I understand we all need forgiveness for some actions we may have taken in the “folly of our youth.” However, there are some mistakes that are seemingly impossible to move past. Those are typically the ones that deal with ethical, legal, or moral missteps. When it comes to parents, I won the lottery. If you were not as fortunate to get a firm grounding when you were growing up, find someone that can mentor you and learn by observing those you respect.

You have but one reputation in life – and it is yours to manage. In this day and age of 2018, with all the recording devices and 24-hour coverage, people are watching your every move. And for those in a leadership role – the spotlight is always on. I had a friend of mine who unfortunately had too much to drink at a work function; everyone was talking about him on Monday morning. He soon noticed that even though he had not repeatedly done this, people still talked about him after each work social function. As an experiment, he completely gave up drinking and to his amazement, people still reported how slammed he had gotten. Perceptions are just as important as the truth; they can hurt you and your reputation. Decide how you want people to “see” you and live your life accordingly. Differentiate yourself from the crowd in a positive way. My three touchstone words are dignity, compassion, and respect. That is how I want people to remember me so that is how I try to conduct myself in work and in life. Even when I have had to fire someone, I aimed to do so in a respectful and compassionate manner.

After entering active duty, I completely understood that if I was told to be in formation at 0600 hours (6 AM), I would there on time. However, I have learned not everyone is so accountable. Undoubtedly you will eventually run into the person that is always late or the one that didn’t complete his part of planned, collaborative work. If you need help becoming accountable, find an accountability partner; someone you can trust to tell you like it is. People find it harder to disappoint people they care about, so having a partner can help you stick to achieving your goals.

You are young but once – find your passion. A lot of people aren’t driven by or focused on a certain career path at a young age. We go to college to figure out what we think we want to do. We begin enjoying courses focused in one area but still may not have considered how we will use our education. To those that read this and identify with it – I get it. I found my calling as I was approaching 30 years of age. For some, life will line up and you will work in an area where your passion matches your job opportunities. I find most people that work in non-profits are passionate about that particular cause. However, not everyone can make a living by working where their passion lies, but hopefully you can find a way to keep it central in your life. Passion gives you energy and excitement and a sense of worth that helps keep your spirit strong.

Teamwork is key to life. Whether you have professional or personal goals to achieve, a team can make you more capable. Even our greatest athletes have coaches that continually help them maintain their greatness. Many workplaces are multi-generational and have individuals from varying life circumstances. Younger professionals strive to hone their skills and become acknowledged experts. Your 20s are a great time to develop your technical and people skills. I aim to work with people that have strengths where I feel less adequate. I also enjoy diverse people than bring different viewpoints to the group. Winning teams have shared visions, but relish individual differences and use them to benefit the group.

Cultivate long-term relationships. Having a pool of people from different backgrounds and opinions is a source of strength. It was difficult for me to learn to include some people whose company I did not particularly care for. It’s enjoyable to work solely with friends; super really. But being able to appreciate the skills of someone that pulls you out of comfort zone requires patience and a certain amount of savviness that comes with practice. Look, we all need people and one day you are going to need “that” person; the one you aren’t so keen on. You will be far ahead of the game if you have already developed a relationship with them. I also believe having a plentiful pool of people you can count on is the foundation to leading a rich, fulfilled life.

In today’s competitive environment we have a tough time separating work time from down time. Those devices that bring us great joy are the same ones that interrupt our family and play time. We are eager to achieve success at work and at home, but those lines have blurred. Some people feel guilty when they take time away from work to enjoy life, but then don’t enjoy life because they are worried about work. To this I say – choose happiness. Reflect, celebrate goodness, and good things. Stay in the moment with those you care about. Celebrate other people’s achievements as you would your own. When you overhear conversations that sound negative, turn the words you heard around, and think about how it could be stated in a positive way. Today’s actions feed tomorrow’s happiness. Optimism fuels optimism, happy people brew happy environments. It actually is that simple.

Bring in the Men

Part of Momentum’s strategic plan is to expand our efforts to involve men as advocates for women in leadership. We call it “Men with Momentum.” Recently the committee in charge of this initiative designated two representatives from their companies to attend a work group meeting on diversity and inclusion initiatives, graciously hosted by Encompass Health and facilitated by Momentum alumnae Anne Marie Seibel and Crissy Carlisle.

During the workshop participants from BBVA, Bradley, Encompass Health, Protective Life, Southern Research Institute, and UAB shared the metrics and data their companies examine to measure effectiveness of diversity and inclusion programs. Encompass Health and BBVA Compass both presented the data warehouses and reporting tools they use to track metrics such as demographics, hiring outcomes, satisfaction ratings, and retention scores. Beyond the data, the group discussed practices that lead to better outcomes in terms of on-boarding, career advancement, awareness training, and measuring impact.

By the end of our session one thing was very clear: everyone in the room would benefit from regularly scheduled sessions to share experiences. Working together to determine inclusion practices that get results will produce far greater gains than trying get there alone. Momentum is proud to serve as a facilitator and resource for this important work. Our committee will meet again in November to discuss next steps, and you can count on seeing more news about Men with Momentum in 2019!

 

 

 

 

Strength Training for Women in Leadership

The October session for our executive leadership class will focus on strength training. No, we are not doing dead-lifts and squats. We are bringing in certified-strength trainer Gwen Hall from North Carolina to work with the class on how to leverage their strengths and manage around their weaknesses.

This got me thinking about the common strengths shared by most women that make them effective leaders. Women tend to have a high degree of self-awareness as well as organizational awareness, the two primary factors in emotional intelligence that have been tied to top performers. Learning how to self-manage or manage relationships is equally important, and a woman’s ability to do that increases with experience. I am was more interested in learning about studies that have been done to test women on leadership competencies, and what the data could tell us.

I found an excellent study conducted by Zenger/Folkman and published in the Harvard Business Review. The authors mention that public perception is that men are more competitive, results-driven, and women are better nurturers, relationship-builders. What their study found is that women scored higher than men on 12 out of 16 leadership competencies…and two of the traits where women “outscored men to the highest degree–taking initiative and driving for results–have long been thought of as particularly male strengths.”

Perhaps one way to explain why women score higher is that because of bias, either explicit or implicit, women have to work harder to earn respect, recognition, and rank, plus they are often doubly scrutinized and thus have little margin for error.

My big take-away from this study is that women may be surpassing men in demonstrating leadership competencies because they have to be twice as good to be recognized half as much. As the playing field becomes more level, hopefully we’ll see a time when men and women are evaluated equally and everyone is in encouraged to work to achieve their full potential leveraging their strengths.