Women make up more than half of the global workforce but are underrepresented in top leadership roles. Research led by Mary Shea for the Journal of Selling’s special edition on women in B2B sales— It’s Time To Move Beyond Lean-In: Breaking Institutional Barriers to Empower Female Sales Leaders显示以下statistics:

  • Only 7.4% of Fortune 500 CEOs are women.
  • 85%的风险投资资金被授予所有男性LED公司。
  • 74% of B2B sales leaders claim to hire with diversity in mind.
  • 33% of B2B sellers are women.
  • 12% of the top B2B sales jobs go to women.

Women in Top Leadership Roles

Why the Inequity?

The research revealed that women in B2B sales face implicit and explicit biases throughout their careers. This includes unwelcoming job descriptions, a lack of female interviewers and confidence issues that plague female sales professionals throughout their career journeys.

I was honored to speak on a panel of experts about this research with Mary for外展的释放2021. I focused on why confidence issues hold female sellers back because it’s something I see regularly with my female executive coaching clients.

Problems Begin Early On

37-percent of women surveyed by Mary’s team said they have a lack of confidence in themselves and their ideas. Unfortunately, the confidence issue doesn’t originate when a woman enters the workforce. It starts during puberty, between the ages of eight to 14. A girl’s confidence declines 30%, and the worst part is that they never fully recover their confidence.

So what’s happening to girls during puberty other than raging hormones? Well, their focus shifts. Suddenly, they crave being accepted by their peers. They want to fit in. They start looking for external validation. And, they want boys to notice them and like them.

作为焦点转变,内部对话的女孩也开始自己。他们开始仔细审查自己。他们开始质疑自己:

  • Am I thin enough?
  • Am I attractive enough?
  • What do I need to do to be liked?

At the same time this dialog is going on inside, externally, girls are being socially scrutinized by peer groups, and they’re being bombarded with media messages that tell them they are inadequate.So repeatedly, girls are being fed their greatest fear: they are not good enough.

Insecurity

Now, let’s fast forward. A girl grows up and enters the workplace, where what she encounters there just reinforces her insecurity. The workplace is filled with mixed messages, implicit bias and mansplaining.充满了被解雇的时刻,她可能有坐在会议上的经验,分享她的观点,它倒下了。五分钟后,在她旁边的男人在同一个会议中突然突然出现了 - 这是一个辉煌的想法。我不能告诉你我听到了一些来自我的客户的那个故事的次数!

This loss of confidence has a profound impact on the trajectory of a woman’s career.

The Impacts on a Woman’s Career

Statistics show that women generally will only apply for jobs they meet 100% of the qualifications for. Men will apply for jobs if they meet only 60%.

Apply that to the trajectory of one’s career over time, and you have men and women ending up in very different places at the end of their career. In fact, Mary’s research showed that pay inequity is one of the most persistent and pernicious issues female sales pros face at all stages of their careers.

破坏女性的成功不是他们缺乏什么啊f ability –it’s their doubt.In fact, company profits are close to 50% higher  when women are well-represented at executive levels. And when women lead sales teams, they deliver higher win and quota attainment rates than their male counterparts.

But even when a woman makes it to the C-suite, she typically continues to chip away at her self-esteem. She repeats to herself that she is not good enough. She suffers fromimposter syndrome, which is a deep-seated fear that her success is more a matter of luck than a measure of true ability.

This lack of confidence can reveal its ugly head throughout a career in many forms, from fear of applying for a new job to performance anxiety. People who shy away from being called on in a team meeting suffer from performance anxiety. At the core of that anxiety are the thoughts that they are not good enough, that they will not show up well in meetings. I’m actually currently working with a client who just won an international award that few women have ever won, and she has performance anxiety. It happens to smart and successful people, too.

Related: How to Rebuild your Self-Confidence and Self-Esteem

Mixed Messages + Bias

Women deal with men’s implicit bias, mansplaining and general discounting of their positions throughout their careers. Women are told that they must learn to position their conversations less aggressively or more collaboratively, and are routinely perceived as being less powerful than men. But if a woman does speak more assertively — more powerfully — then she is told she istooaggressive. The mixed messages are completely contradictory: You’re too soft (you’re too aggressive). You’re too weak (you’re too powerful). You’re too vocal (you’re not vocal enough). We see this bias and mixed messaging in both informal verbal feedback and formal written performance reviews. These mixed messages shape women’s behaviors and make them second-guess themselves.

Women — even in top senior roles — also get counselled on their attire or looks. For example, they are told to wear tighter-fitting clothes. So, women are literally driven to dress in a certain way that is pleasing or acceptable to men.

As an example, look at Kamala Harris as candidate for vice-president in 2020. During the campaign, people were critical of everything about her — politics aside! Everything about her was dissected – hair, dress, shoes, mannerisms, etc. — that simply didn’t happen for Mike Pence, the male candidate. Kamala had to take care so as not to be seen as too assertive, too aggressive; she had to say things in a way that could be consumed by the masses. Men don’t have to self-monitor or adjust their behavior in that way.

Woman in a Male World

Women in a Male World

妇女领导人也面临着寻求正宗的领导风格的挑战。根据Maria Black,模仿类似角色的男性同事,由玛丽团队采访。She  described a period earlier in her career when  she read baseball and other sports  statistics even though she had no particular interest in those details. One day  a male colleague pulled her aside and said, “You can read all the  sports pages you want, but you are never going to be one of the guys.” That conversation was  a  turning point for Black who told the researchers,  “Owning your own strengths, recognizing those things, and showing up authentically is really important  for women.” 

What Happens over Time

If women don’t grow, they don’t optimize their performance or full potential. They don’t live into their full selves. Their inner talk and outward experiences continually erode their self-esteem.

Over time, this can result in feelings of resentment, deep disappointment and resignation, leading to checking out or disengagement. They never feel, at a deep level, that they are good enough or went far enough in their career potential.

How to Resolve Confidence Issues

When I work with clients on confidence issues, I work from the inside out. That’s the only way to do it. There’s no shortcut. And the benefits of  working  with an executive coach are clear. Eighty-two percent ofWomen in Revenue 2020调查受访者表示持续的培训/教育职业进步至关重要或非常重要。

人们通常希望通过简单地应用战术改变来提高自信。但这不起作用!你不能只是期望,“好吧,我会把肩膀拉回,用我的力量,这将解决它。”在此刻,您可能会感觉更好,但在您的核心,最终您仍然由您的内部丢弃信念系统驱动。战术方法不会解开或根深蒂固但不准确,无效的自我评估。对于真正的变化,您必须通过足够的重复来构建一个完全新的 - 和勇敢的内在景观,即它进入骨骼,它成为您的永久性新镜头或视角。

这就是为什么我开发了一个名为的过程MindMastery™.这是我花了20多年的应用研究,并在一个教练小时内超过40,000人进行改进。这是一个工具,让您培养您的自我意识,心灵,情绪智力和恢复力。这些都是你需要重新获得自尊的根本要素。

Confidence Issues

You need to become aware of your underlying operating system – that’s your beliefs and the conversations that you’re having with yourself all day long as well as your blind spots, so you’re keenly aware of exactly how you’re sabotaging yourself and your performance.

Adjust, reframe those thoughts, beliefs, values and perspectives that are out of alignment with supporting you to regain your confidence. Then you need to practice those new ways of thinking and new ways of behaving until they feel authentic, and they become integrated as a habit.

Making a Difference in the Workplace

这些内部变化是否在工作场所产生了实际差异?是的。这些女人doadvance. They feel different in the room; they show up differently. There’s a palpably different level of poise and sense of confidence. They find their authentic voice and stop caring about whether other people “like” them or not. They get to a place of understanding that whatever happens in the room, it cannot be taken personally. They shift from being too careful, tentative and cautious. They learn to (elegantly) call out behavior that warrants it.

But here’s the bad news. Even when you have regained your confidence, you’re still going to experience biased attitudes, biased behavior in the workplace. So it’s important to remember, you’re not going to change others, but you can change yourself. And that’s where the power lies – within you. So reclaim that power. Reclaim that confidence.

Learn more about our MindMastery workshop