My two cents on LEADERSHIP today:
"Fluffier" feedback harms women's actual potential and growth according to recent research, and can act as a Broken Rung barrier when aiming for managerial roles. For every 100 men promoted from entry level to manager, only 87 women achieve the same (McKinsey & LEAN IN study).
Why is that important for you as a leader?
Business results directly tied to your organizational feedback culture towards women employees. Providing "Fluffy" feedback towards women is a potential contributing factor. “Fluffier” means too kind and vague. With the well-established correlation between diverse representation and enhanced business outcomes, will you let your managers provide “Fluffy” feedback again?
Find the right platform that will encourage your managers to help them enhance their feedback power-skill, fostering specific and constructive feedback that supports women's growth and contributes to a more effective and diverse organizational structure.
See more on the “How” below.
A brief background:
Recent research provides evidence that gender stereotypes, particularly those related to 'warmth,' influence the goals of feedback givers. This results in an increased emphasis on kindness when delivering critical feedback to a woman compared to a man. Among the results:
1. Individuals were more motivated to be kind when giving feedback to a woman than when giving it to a man.
2. Feedback given to women was on average more positive in both tone and content than that given to men.
3. Individuals were more likely to say that they had prioritized kindness when they were evaluating women than when evaluating men.
The gender stereotype revolves around the perception that women are generally seen as 'warmer' than men. This stereotype influences our behavior, making us more inclined to be kinder and more sympathetic when providing critical feedback to women, based on the assumption of warmth. Provide “Fluffy” feedback.
Certainly, while some may perceive “Fluffy” feedback as pleasant and helpful, it can have counterproductive effects. Vague feedback can block growth opportunities like salary raise, job applications or promotions. It may hinder women’s professional development by not providing clear insights into areas of improvement or strengths. It can contribute to a lack of clarity on expectations. Additionally, it might affect women's confidence and opportunities for advancement. Clear, specific, and constructive feedback is essential for fostering a supportive and equitable work environment.
In addition, it is crucial to consider some noteworthy findings from the largest study on the state of women in corporate America made by McKinsay & LEAN IN about Women in the Workplace from 2023:
1. The number of women in the C-suite has increased from 17 to 28 percent (since 2015), significantly improving the representation of women at the VP and SVP levels.
2. However, there are strikingly fewer women in the pipeline for top positions since women directors are leaving at a higher rate than in past years (also compared to men).
3. For every 100 men promoted from entry level to manager, only 87 women made the cut.
The "Broken Rung" is on the rise, and the "Glass Ceiling" is losing its grip as “the” barrier for women in workplaces. Broken Rung highlights the barriers women face when taking that first step into managerial roles. When an assumption is made about an employee based solely on stereotypes during the promotion process, that’s not good. The challenge for women in breaking into the managerial pool might be related, at least in part, to receiving "Fluffy Feedback. Recognizing the necessary behavioral adjustments often happens during feedback conversations with managers. When feedback is vague, making meaningful changes becomes more difficult.
Individuals, including women, play a crucial role in enhancing the success of the workplace across all hierarchical levels. Organizations continue to emphasize their Diversity, Equity, and Inclusion (DEI) strategies not solely to uphold equality but also due to a recognized correlation between a diverse representation at all organizational levels and improved business outcomes. The DEI strategy is not just a compliance measure; it is a forward-thinking, strategic approach aimed at elevating organizational performance, nurturing innovation, and aligning with evolving societal expectations in our interconnected global landscape.
Ok I get it! WHAT to do then?
Assuming you have foundation of strong Feedback Culture at your organization, understand it’s a fuel for growth and development of individuals and teams, you are in good shape. Another assumption is that you understand the importance of DEI to your organization (and hopefully you now understand it even better).
Enclosed below are extra tips that can make an A-Ha moments of how to avoid providing “Fluffy” feedback for women, but not only. Are you ready?
1. Don’t! use the old fashioned “Sandwich” approach:
Offering a piece of negative feedback “sandwiched” between two positive ones. Why? There is a chance the positive fall on deaf ears as I’m constantly waiting for the “bad news” to arrive, especially for individuals with low self-esteem. Alternatively, the negativity might be obscured by the surrounding positivity, making it challenging to address any improvement areas.
2. What is the main intention of the conversation?
What is the desired outcome? Do you want to highlight a needed behavior change? Which one? Break it into examples, articulate your thoughts on what should happen, and outline the points to be discussed to reset expectations. Make it actionable by setting specific goals and establishing ways to measure progress moving forward.
3. Use the SBI model (Situation, Behavior, Impact):
For targeted improvement areas, it's highly recommended to revert to the basics and utilize the SBI model. The SBI is a very structured feedback model, making it easier to give feedback (especially to First-Time managers) and to understand the feedback, and most importantly receive it.
The SBI model involves discussing the specific Situation (including place, time, and details) in which the behavior occurred. Then, describe the Behavior objectively, focusing on facts without introducing interpretations or judgments. Finally, address the Impact by discussing the results and consequences of the behavior, including the level of impact and whether it was positive or negative.
4. Set expectation prior to the conversation:
Ask the other side how he would like to receive the feedback. Be nice and not aggressive, however be assertive and precise about your intentions. Keep the employee's benefit in mind—consider what you want them to gain from the conversation. Reflect on how to make the feedback easier for them to absorb, anticipate potential reactions, and plan your responses for various scenarios.
5. Radical candor approach- Highly recommended!
Emphasizes a balance between care for individuals and direct, honest feedback. Coined by Kim Scott, Radical Candor encourages leaders to provide candid feedback with a blend of sincerity and challenge, avoiding both overly aggressive criticism and insincere praise. It fosters an environment where open, transparent communication is valued, leading to personal and professional growth for individuals and creating stronger, more effective teams.
To conclude
"Fluffier" feedback harms women's actual potential and growth according to recent research, and can act as a Broken Rung barrier when aiming for managerial roles. For every 100 men promoted from entry level to manager, only 87 women achieve the same (McKinsey & LEAN IN study).
Business results directly tied to your organizational feedback culture towards women employees. Providing "Fluffy" feedback towards women is a potential contributing factor. Organizations need to adjust simple yet crucial power skills into the leadership toolbox. Providing feedback, taking into consideration the other side, is crucial. In feedback is all about the other side, not you.
Find the right platform that will encourage your managers to help them enhance their feedback power-skill, fostering specific and constructive feedback that supports women's growth and contributes to a more effective and diverse organizational structure.
Need help thinking it through? free to reach out!
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