- Audible Audiobook
- Listening Length: 7 hours and 6 minutes
- Program Type: Audiobook
- Version: Unabridged
- Publisher: Random House Audiobooks
- Audible.com Release Date: April 12, 2018
- Language: English
- ASIN: B07BFGMP37
- Amazon Best Sellers Rank:
How Women Rise
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Sally Helgesen’s book, The Female Advantage, was read in 1996, my first year as an entrepreneurial organizational development specialist. I had not read many, if any leadership books penned by women in the ten years that preceded Sally’s book, and the title intrigued me. I read Marshall’s book, What Got You Here Won’t Get You There, in 2007; it was so good that I purchased Triggers shortly after it was published. That book helped me significantly with changing a number of interpersonal behaviors, which I still have to monitor.
Leadership, the development of individuals and teams toward their perpetual effectiveness and performance potentials, is obviously not a one-gender issue. Most large organizations in the 1960s through 1980s thought so, as the management teams were predominantly male-oriented. As a soft-skills, content developer and classroom facilitator/trainer, I wanted to utilize every possible concept, resource, and idea that would resonate with learners and empower them to help their direct reports become confident, self-motivated, task-effective performers.
I would say that How Women Rise is a solidly reliable resource for helping others, not just women, identify, then deal with the habits/default behaviors that might currently be holding them back. The book is VERY interesting!! While I chose to read the book sequentially, another reader might choose to review the twelve habits that block effectiveness, then investigate the few habit-chapters that seem to be most like them.
The case study examples given in the book are specific, concise, and illustrate how the individuals are initially and negatively impacted by their then current blind spots. The individuals share how their less-than-effective performances impacted their relationships with their bosses and show how they eventually chose to respond more effectively to overcome those situations and significantly improve those relationships, gaining confidence and performance-momentum in the process.
Before I typed this line, I went back into the book and read habit 11, Ruminating. Ruminators live in the past, and they are the predominant Kierseyian temperament (SJ) in organizations. They dwell on the past, trying to mentally improve what (or who) went wrong. The authors do an noteworthy job of explaining how rumination is a waste of time and energy, and they offer solid suggestions for helping move beyond it! The same holds true for each of the other eleven habit-chapters.
This book would seem appropriate for use in undergraduate programs of all types. Why not identify and address habits that are probably already at work, as one approaches his or her studies, life, etc.?
Finally, personality type theory suggests that Thinkers make their decisions objectively, based upon logic, facts, and truth, while Feelers make their decisions subjectively, based upon values and impact upon people. Two-thirds of the men are Thinkers, and one-third are Feelers. Two-thirds of the women are Feelers, and one-third are Thinkers. I am one of those men who makes feelings-base decisions.
So, we have women who think like a man, and we have men who feel/make decisions like a woman. This may at least one reason why How Women Rise resonated with me. Kudos to Sally and Marshall for their most productive effort; it certainly fills a void that has been sorely needed!
For example, the authors point out that many women fail to promote their achievements whereas men are more assertive about self-promotion. In a perfect world, good work would speak for itself. In reality, good work often goes unnoticed. To help women overcome the tendency not to promote their good work, the authors provide helpful advice about how to go about it without becoming a shameless self-promoter. A few of the other counter-productive and frequently unrecognized habits they address include the tendency to ruminate rather than let go and move on, “too much” (words, emotion and disclosure), and failing to enlist allies from day one.
Read the book. You’ll be glad you did. I’ve purchased copies for both of my daughters and I’m confident they will be more effective, and more likely to rise in their vocations, after reading it.
Michael Lee Stallard, Author of "Connection Culture: The Competitive Advantage of Shared Identity, Empathy, and Understanding at Work" and "Fired Up or Burned Out: How to Reignite Your Team's Passion, Creativity, and Productivity."