There are a few women in positions of power but those few have been selfless, have created movements, and have tremendously impacted History.
These women have had different stories and have impacted society differently but they all created movements, have faced adversity, and broken the traditional rules of a male-dominated society.
Indeed, these women were not afraid of thinking or acting differently, being catalysts for change, bringing distinct perspectives and leadership styles to the table.
They have proven, more than necessary, that leadership has nothing to do with gender.
Wondering who are these women and how have they impacted History?
In no particular order of importance, you will find below a short profile of 5 remarkable women, promoting change around the world.
1. Michelle Obama
Michelle Obama is a Princeton graduate, lawyer and writer of Becoming.
Michelle Obama is also the wife of the 44th President Of The United States Barack Obama. She is the first Black First Lady Of The United States.
Throughout the presidency of the 44th President, Michelle Obama wrote and gave several heartfelt speeches. She initiated several campaigns against Youth obesity with the Let’s Move! Movement in 2010 and acted for the Red Cross in Haiti in 2010.
Her latest speech at the 2020 Democratic National Convention revolutionized the role of the First Ladies in the White House and have demonstrated her level of influence.
2. Patrisse Cullors, Alicia Garza & Opal Tometi
Patrisse Cullors, Alicia Garza & Opal Tometi were all involved in social works when they came together to create the Black Lives Matter Movement.
After the unwarranted death of Trayvon Martin in 2012 and the acquittal of George Zimmerman, Patrisse Cullors, Alicia Garza & Opal Tometi wanted to give people the tools to fight for human rights, black rights and to generate change.
The Black Lives Matter Movement campaigns against systemic racism, injustice and violence inflicted on Black People. This movement also militates against police brutality, against the lack of empathy and accountability of the American oppressive system.
3. Tanaka Burke
Tarana Burke is an activist and founder of Just Be Inc., focusing on the health and well-being of young women of color.
Tanaka Burke created the nonprofit organization Just Be Inc. to help women to speak up and stand up for themselves. From there, she started the Me Too Movement to help women victims of sexual harassment and assault.
The phrase Me Too took on a broader meaning after the H. Weinstein cases in Hollywood.
With the phrase Me Too, women around the world have been able to share their stories and tell others that they are not alone.
4. Angela Merkel
Angela Merkel is the Chancellor of Germany and Forbes 2020 most powerful woman in the world.
Throughout her political career, Angela Merkel has adopted an analytical, quiet and confident leadership style.
Angela Merkel has commanded respect for several years for her ability to run a healthy economy and to render Germany competitive.
5. Margaret Thatcher
Margaret Thatcher, also known as the Iron Lady, is Britain’s first Prime Minister.
Margaret Thatcher served her country from 1979 to 1990 and introduced the United Kingdom to her conservative politics.
Her strong opinions generated both hate and admiration among her peers.
Despite efforts to maintain the status quo and biases keeping women and minorities out of certain spheres of influence, women are rapidly climbing the leadership ladder.
Hope that I’ve helped you get it together on your way to leadership!
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Provide an environment where people can work out, eat healthy and relax.
Don’t give people more work load than they can carry.
2. Be a positive leader
If your team sees you having fun at work, they will most likely start to have fun as well. If you are a positive leader, they will most likely start being positive.
Positive leaders are optimistic, promote trust and transparency, encourage change, creativity and innovation.
They build quality relationships with the people they work with, regardless of their personalities.
Furthermore, positive leaders are sensitive to all cultures and ethnical backgrounds. They understand that diversity makes their strength.
In the long run, positive leaders acquire a positive reputation. Gaining a positive reputation increases the value of a company, improves employee loyalty and job satisfaction.
3. Empower your team
Empowering your team is all about giving them the resources they need to succeed. To empower your team:
Identify what motivates them and place them in the area of their strengths.
Provide additional training for those who lack confidence and competencies.
Allow your team to take breaks throughout the day to recharge their batteries, to relax and to think.
Give people their dues. Acknowledge when someone is doing good by privately or publicly complementing them. Also, be honest when an employee is underperforming.
Treat your employees with fairness and respect. Don’t play favorites or openly disregard someone just so you could feel better about yourself.
Support your team throughout difficult situations. When an issue arises, be compassionate and be a problem solver. For example, if someone on your team perpetually misses a deadline, find out why they are underperforming.
4. Encourage positive behaviors
In the workplace, negativity often upstages positivity. Leaders must take on the responsibility to bring positive behaviors in the forefront. To do so:
Reward those with an exemplary behavior.
Incorporate a code of conduct and policies that promote positive behaviors.
Call out bad behaviors or behaviors that don’t meet your standards.
Celebrate success as soon as it happens. This suggestion seems obvious. Who wouldn’t want to celebrate success? I once worked for a company whose higher ups would bully anyone who seemed confident, content with themselves.
Don’t condone workplace bullying.
Don’t shut down people who are expressing joy or who are celebrating success.
5. Hone your communication skills
Leaders who want to build a positive and healthy workplace must effectively and regularly communicate with their team so they can clearly reach their goals and achieve their vision.
Leaders with a positive work environment share their visions with their team, make sure that every employee connect and align with the vision.
Then, they encourage positive discussions, debates and brainstorming. They all people to say what is on their mind or to challenge the status quo without fear of retribution.
6. Help your employees grow into leaders
When it comes to healthy workplaces, there is no such thing as competing with your employees. If you help your employees grow, you will grow too.
7. Hire the right people for the right job
During the hiring process, it is critical to respect people, identify and hire the people who will fit into the company culture and who will add value to the company culture.
Last Words Of Advice!
If your team doesn’t see you taking continuous action and investing in their well-being, they will not implement your vision or strategies.
Commit to making your workplace a healthy environment!
Hope that I’ve helped you get it together on your way to leadership!
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On my last 9 to 5 job, I remember my manager complaining to me that I would no longer be part of the team because I am too different, I asked too many questions and I don’t act like them or watch the same TV shows that they do.
Now at the time, I thought I wasn’t getting it and that I was failing at adulting.
Clearly, if I wanted to be successful in life and in my career, I either had to fake it and drain myself, or I needed to find another path and distance myself from “them”.
The point is that most organizations want their employees to be different and have original skills.
However, the reality is that most workplaces adhere to group-thinking, and create outsiders by forcing them to suppress their individuality for conformity.
Wondering what are the benefits of being an outsider and how you can overcome that feeling?
What is an outsider?
An outsider is a person who doesn’t feel like they belong. At work, that feeling translates itself into:
Feeling unsuccessful. According to society, being a successful adult at work means being great at your job, understanding and applying social norms.
Being unable to join a group or to find someone who matches your values and principles to some extent.
Being unable to express yourself freely in meetings and around a group of people.
Being excluded out of meetings or out of group conversations. If you are perpetually being excluded and are subject to other workplace harassment, your workplace is toxic and you must consider your mental health first.
Why are you feeling the way you do?
We are social creatures. We crave that feeling of belonging to a group that will take care of us and that will cooperate for better chances of survival.
Therefore, to get things done, we feel like we must fit in, preserve our well-being and be liked. Furthermore, feeling like an outsider can stem from:
A lack of social skills, a lack of confidence, a shy, introverted or lone wolf personality. Basically, feeling like an outsider is a social conditioning.
Your negative thoughts. If you believe certain things about yourself then they will most likely come through.
Differences in core values. For example, if most of your workplace like to gossip and you don’t, then you will start to feel excluded.
Gender gap.Â
Generational gap. Each generation perceives the world differently and challenges the previous one. In one generation, people are shaped by social trends, are programmed with thoughts, values, moral ethics, models, examples of success and the guidelines to succeed.
What are the benefits of being an outsider?
I was brought up with the conviction that different is good. I believe that there are several ways of doing one thing.
So, I would never be thrown off if someone would go about life in an unconventional way. If you’re feeling like an outsider, chances are you:
Possess untapped talents and unused skills. Your feeling of being an outsider disappears when you find a place where you can exercise your gifts.
Are creative, innovative, are a trailblazer and a leader. Indeed, most leaders are outsiders. They have unique gifts and a unique perception of the world.
Can monetize what makes you different.
How to handle being an outsider?
Feeling included at work leads to better health, stronger work performance and brides a positive work environment. However, if you feel like an outsider, you are not alone.
Indeed, the feeling of being an outsider is very common and is not something to be ashamed of. Some people hide it, others don’t front. What is the best approach?
To claim your difference and get the best out of work:
Accept yourselfand take pride in your difference.
Be compassionate with yourself. Not because you don’t fit in that there is something wrong with you.
Strengthen your own identityand find out more about your core values.
Figure out your goals, build a vision board and remain focus on your goals.
Understand that you don’t need to fit in to be successfuland don’t need to be one-dimensional to exist.
Acknowledge that feeling like an outsider is not a permanent nor unique situation. You can be the most wonderful person on this planet and still feel like an outsider.
Stop trying hard to fit in. The more you try, the more you feel drained, the more you will end up with the wrong crowd. You just have to be prepared for when the right opportunities and people come your way.
Assess your behavior and your thoughts towards your situation. Then, document your situation. Are you new to the company? Are people enjoying your company? Are people including you? Are you reserved or standoffish? Do you like, respect or understand the people you work with?
Give yourself the time and space to explorewhat works for you, what you like and what you don’t like. There is no right place for you. You have to create your own space and not settle for less.
Express who you truly arefrom time to time and observe what happens next. You will either create or shut off opportunities.
Support people who think and act outside the box. People who think outside the box are usually creative and innovative.
Don’t pay attention to what people say about you. Don’t let external circumstances define you.
Stop people pleasing and seeking outside validation. Avoid adjusting your personality and your core values to please people. Instead, observe the social norms at work, see if you want to acquire these norms, and then adjust your communication style, your work style accordingly.
Otherwise, prepare an exit strategy.
Last words of Advice!
Sometimes, we have acquired all the diploma, all the skills for a job and still feel like an outsider.
Remember that there are benefits in not fitting in, that you are not failing, that you can be a leader and create your own path, that if you are not liked or included then you can be respected.
I have found that becoming an expert in your field will help you feel like you belong and will help you gain in credibility.
Hope that I’ve helped you get it together on your way to leadership!
Don’t forget to like, share and leave a comment below.
Being a great leader depends on how well they know themselves. Leaders must make sure that they are self-aware, clearly communicate their goals and expectations, reach their goals, set high standards, expect quality work and meet deadlines, demonstrate that all their team members matter, show gratitude, don’t settle and spend time with their team.
Needless to say, a little introspection is required from time to time.
Wondering how do you become the best version of yourself?Â
Sometimes, we end up in or go after leadership positions but don’t understand why or how we got there.
It is always important to assess our goals, values and purpose every step of the way.
1) What does leadership mean to you?
Leadership encapsulates different concepts and key competencies.
For most, leadership is the ability to wheel power, to influence people positively in order to be successful, to bring like-minded individuals together towards a common goal or vision and to translate that vision into reality.
In order to be effective you must figure out what leadership means to you.
2) Why do you want to be a leader? What is your purpose in life?
Most people want to lead because they see themselves in power, in control, with status and doing whatever they want.
However, leaders are always held accountable for their actions, have to serve as models and have to exhibit exemplary behavior.
Without an ethical purpose in mind, they will not be able to sustain their role very long.
If you weren’t a leader, what would you do? What career would you pursue?
Do you have sufficient resources to achieve your goals and yourself?
Leaders must find at least one field in which they excel. This will develop their credibility, their confidence and will help you be of assistance to people in need.
4) What are your core values?Â
If your leadership roles don’t correspond to your values, it is time to rethink your career.
5) How do you center yourself?Â
Learning to center yourself, to choose peace of mind requires that you acquire new healthy habits and that you question your thoughts that most often are an illusion or distorted memories.
Figure out how to preserve your time and energy, how to ensure your growth, how to continually improve as a person, and how to boost your leadership self-esteem?
6) Can you grow within your role and responsibilities?
Some people get into positions to please their families, impress their friends or flatter their own egos.
A job or a role in which you feel boxed in is frustrating, leaves little space for you to develop your skills or maximize your strengths.
7) How do you wish to impact the world and the people around you?
As a leader, you must project yourself in the future and visualize the legacy that you want to leave.
8) Do you walk the talk?Â
Integrity is currently a rare character trait and most sought after leadership attribute that can help you succeed in the workplace as much as in life.
It actually goes a long way and projects more authority and credibility than a title or a position would.
Furthermore, the team you lead, the environment that you work in is a direct reflection of you. If you want a trusting workplace, be trustworthy.
9) Are you open to learn?
Being open to learn and to explore is detrimental to success.
To start the learning process, you can read books, take trainings and classes, and talk to people who are in positions that you aspire to.
Furthermore, you must understand that if you seek knowledge, you will never fully be an expert.
Creating work-life balance is not giving equal attention to both work and life.
But, it means that you are satisfied with your contributions to your life and work, that you are able to create a sustainable synergy between both so that you are fueled by them on a daily basis.
To do so, you must focus on the vital few and not let your career affect your personal life and vice versa.
11) Are you self-interested or committed to the collective good?
We choose a certain career because our ever-changing needs and desires align with that particular career but not necessarily with the collective good.
In the leadership position, there is a huge discrepancy between hiring the right person with the right competencies for the job, between hiring someone with lesser competencies to feel unthreatened, between hiring someone to serve you and caress your ego.
There is also a difference between wanting the organization to succeed, wanting the team and the project to shine, and taking all the credit for someone else’s work.
Leadership style refers to the way that the leader interacts with his or her employees, influences their behavior, motivates them, make decisions for them and for the organization.
A specific leadership style can deeply influence the quality of work, the levels of commitment, the work satisfaction of both leader and employees.
13) Are you emotionally intelligent?
We cannot control everything in our life.
However, we can control how we react to different situations, how we see ourselves and who we aspire to be.
14) Are you able to solve conflicts effectively?
Leaders must be able to anticipate problems and implement solutions for the future. What strategies do you apply? How do you handle bad news? How do you set boundaries? Do you encourage dissension?
As a leader, your behavior in pressure moments impacts those around you and can predict their performance.
22) How do you solve problems and make sound decisions?
The ability to anticipate, to solve problems, to make quick and sound decisions will determine the success of a leader.
23) How do you motivate others? Can you communicate your visions successfully?
Effective communication skills will improve your leadership credibility, your self-confidence, your relationships with others, your feelings of belonging and will decrease your stress level.
Your communication skills will also drive change and increase team motivation.
Using those skills, leaders should be pushing a vision for their life, for their family or their organization and it shouldn’t matter whether they have the right relationships, enough money, enough favors, or have hired people with the desired skill set.
24) Are you organized and can you meet deadlines?
Leaders don’t have the luxury to procrastinate because it is similar to self-sabotage. However, they are all subject to it to some extent.
Being organized, methodical, pragmatic will help you gain a sense of satisfaction and will increase your chances of success.
25) Who do you look up to?
It is critical to have a role model who will help you improve, achieve your goals and will show you your life purpose.
Your role model is authentic, relatable and can be a family member, a friend in your entourage or someone you barely know.
26) Can you handle change?
Change is a part of life, is a constant and is inevitable. Change shakes things up, disrupts old habits, breathes new life into the workplace and into any project.
Leaders must visibly act out the change, must be ready to do things differently and to think otherwise.
27) What do you hate the most and will not stand for?
You can’t always find out what you like but life has a funny way of putting you in front of the things that you hate the most.
28) Can you accept criticism from others?
Accepting criticism implies that you are able to listen, accept people point of view and give feedback as well.
29) Are you becoming too complacent?
30) What do you want to improve on?
Hope that I’ve helped you get it together on your way to leadership!
Don’t forget to like, share and leave a comment below.
Daring Greatly means being vulnerable, being engaged, being exposed and avoiding being perfect.
A Narcissistic Society
Many researchers have shown that the American culture has turned into a narcissistic influenced culture, a culture of scarcity, a culture where people put themselves first, think that they are special, are always connected to social media, go after money and power, chase beauty and other vanity, compare themselves, are disengaged and concerned with the idea of lacking.
Instead of putting sown narcissistic people and showing them that they are not special, it is better to seek understanding and find the root of the problem.
Being narcissistic stems from a feeling of not being enough and of being ordinary.
Vulnerability & The Feeling Of Not Being Enough
The feeling of not being enough brings about shame and stops us from being vulnerable. Shame is a universal emotion, is corrosive, “keeps us small, resentful and afraid”.
Furthermore, we become disengaged when we are too afraid to be vulnerable, when we are ashamed, when we lack purpose, when a social contract is not met.
It is critical to speak out on your shame, to be self-aware, to know your self-worth, to ask and receive feedback because knowing your worth will help you become more vulnerable.
To eradicate the feeling of shame:
Identify your shame triggers.
Observe your self talk.
Practice authenticity.
Accept your experiences.
Share your experience, be vulnerable with someone who genuinely cares about you.
Common Misconceptions About Vulnerability
We are thought not to be vulnerable, not to show our emotions, to look down on those who do. There are several misconceptions when it comes to vulnerability.
Misconception #1: “Vulnerability is weakness”
The reality is vulnerability is not a weakness, is not good or bad. Vulnerable is the origin of all emotions. It therefore becomes important to acknowledge your vulnerability.
Besides, the people who think that they are impenetrable are in fact the most vulnerable.
Misconception #2: “I don’t do vulnerability”
Vulnerability is unavoidable. When we try to avoid it, we often exhibit unusual inconsistent behaviors.
Misconception #3: Vulnerability is letting it all hang out”
You cannot be vulnerable with everyone. It is important to build trust and boundaries before being vulnerable. Otherwise, more times than ever, you will end up getting betrayed and hurt.
Misconception #4: “We can go it alone”
Individualism and going it alone are highly regarded in American culture. In this case, it is essential to construct a support system, to ask for and receive help
Shame As A Management Tool
Most of the time, shame and the blame game are used as management tool, yet is ineffective.
Subsequently, the situations that we face on a daily basis, in the education system, in the workplace, force us to keep our head down and our mouth shut which doesn’t encourage innovation, creativity or the learning process.
Vulnerability & Protective Mechanism
Our protective mechanisms are survival strategies, used to shield our vulnerability. Those shields can go from foreboding joy, to perfectionism to numbing down your emotions.
To avoid shielding vulnerability, it is critical to:
Practice gratitude.
Appreciate your strengths and weaknesses.
Confront your emotions.
Live a more fulfilling life and feed your spirit.
Focus your time and energy on the essentials.
Consider how your behavior affect those around you.
Shield #1: Victim mentality
Some people go through life with a victim or perpetrator, win or lose mentally and subsequently fall into one of these categories.
Surprisingly, the people who have been through the most trauma, demonstrate the most resilience. And, people who don’t feel like victims or perpetrators, see themselves as thrivers.
Shield #2: “Floodlighting”
Floodlighting is essentially oversharing and stems from a need for confirmation and validation.
We have to be careful not to share vulnerable stories too soon with people who have not earned the right to hear them. The people on the receiving end often shut down, lack empathy or feel disconnected.
Shield #3: “The smash and grab”
With this shield, some people use vulnerability as a manipulation, sensationalizing tactic that is common in celebrity culture, as an attention seeking tool.
Shield #4: “Serpentining”
Serpentining is a draining and an avoidance behavior. It happens when people are not facing a situation head on for fear of being vulnerable, of not being present.
Shield #5: Mean-spiritedness
In this case, people use criticism, cynicism and mean-spiritedness to protect themselves. They are mean to people who dare demonstrate vulnerability.
Review
Daring Greatly is essential to leadership, parenting, relationships, finding your purpose and your passion.
Through Daring Greatly, Brown has gathered data from people from different walks of life so we can somewhat self diagnose and become more aware of some of our toxic behavior.
Vulnerability is not weakness, and the uncertainty, risk, and emotional exposure we face every day are not optional. Our only choice is a question of engagement. Our willingness to own and engage with our vulnerability determines the depth of our courage and the clarity of our purpose; the level to which we protect ourselves from being vulnerable is a measure of our fear and disconnection.
Vulnerability is the core, the heart, the center, of meaningful human experiences.
Vulnerability is the birthplace of love, belonging, joy, courage, empathy, and creativity. It is the source of hope, empathy, accountability, and authenticity. If we want greater clarity in our purpose or deeper and more meaningful spiritual lives, vulnerability is the path.
We live in a world where most people still subscribe to the belief that shame is a good tool for keeping people in line. Not only is this wrong, but it’s dangerous. Shame is highly correlated with addiction, violence, aggression, depression, eating disorders, and bullying. Researchers don’t find shame correlated with positive outcomes at all—there are no data to support that shame is a helpful compass for good behavior. In fact, shame is much more likely to be the cause of destructive and
hurtful behaviors than it is to be the solution.
Much of the beauty of light owes its existence to the dark. The most powerful moments of our lives happen when we string together the small flickers of light created by courage, compassion, and connection and see them shine in the darkness of our struggles.
In the world we live in, with a supremacist leader as the leader of the free world, it seems that culturally ignorant people feel free to demonstrate their ignorance. Lately, cultural ignorance and overtly offending people have been maximized, and this behavior is slowly becoming the norm.
At work and in life, leaders are the ones to demonstrate exemplary behavior when dealing with people from different backgrounds. They have to be emotionally and culturally intelligent.
Wondering how to adjust yourself with different cultures, to become more culturally sensitive and create a healthy workplace?
What is culture?
Culture is a dynamic and complex system of shared values, norms and symbols that distinguishes groups of people from others and that bound them together. It is demonstrated most often in literature, art, religion, language, traditions.
Furthermore, culture is learnt, and shapes one’s personal behavior, values, thoughts, experiences. for example, it defines one’s reaction to conflict or our problem solving skills.
Culture lays the basis for purpose, a higher calling and meaning in life. It is built on morals and a set of unspoken rules. It also conditions our perception for failure and success.
What is cultural sensitivity?
Cultural sensitivity is being aware that everyone is not the same. It means being able to learn from different people, to understand their backgrounds, to collaborate and cooperate with them, without being judgmental.
Cultural sensitivity means viewing everyone as a unique individual. It promotes unity and has become a skill that is most useful in the world of today.
Why is cultural sensitivity important?
Cultural sensitivity is detrimental because it introduces the concept of identity, of cultural appreciation, of cultural differences. It consequently increase the feeling of belonging and of safety. It improves communication, the quality of work in multinationals or when dealing with coworkers from different backgrounds. In addition, it removes the idea of cultural superiority.
Contrasting cultures bring a diverse set of knowledge, competencies, perspectives and ideas. If positively and purposefully harnessed, culture differences can trigger innovation, creativity and improve job satisfaction.
How to become a culturally sensitive leader?
Work is a part of an individual social identity. Corporate has its own culture, with its norm, its rules, its own values and own systems of beliefs. If the culture is healthy and positive, people easily feel empowered, valued and give better results.
In the corporate culture, managing people with different backgrounds is complex and full of challenges. Regardless of the laws in place, there are a lot of micro aggression towards diversity.
To create culturally sensitive environment, and subsequently a healthy workplace:
Encourage self-awareness and self-development. Change is an internal process that requires self-analysis and self-respect beforehand.
Stay authentic and don’t try to appropriate or claim someone else’s culture.
Be mindful, be open to new experiences and don’t hesitate to explore and learn new things.
Remember, with every interaction, that every person from a different culture is a human-being.
Embrace people who are different from yourself. Get to know the person’s background to understand their behavior, how they operate in society and how they experience life.
Listen actively and respectfullyto people and when speaking, choose your words carefully.
Avoid imposing your ideas on people and forcing them into a box of stereotypes.
Take the initiative and learn other people’s dynamics through personal experience or prolonged exposure.
Identify some idioms and sayings. Also, pronounce their name correctly and accept silence as an act of communication. Learning their language will consequently improve communication.
Show appreciation for someone else’s culture. On one hand, demonstrate empathy and avoid judging them. On the other hand, don’t pander too much to someone else’s culture.
Ask probing open-ended questions. Avoid asking too many questions as not to overwhelm your interlocutor.
Help your employees to understand the company’s culture, expectations, goals and code of conduct.
Effectively navigate conflicts brought by cultural differences.
Pick up on emotional and non verbal cues during conversations.
Take and provide diversity trainings.
If you are part of the majority, seek understanding before seeking to be understood. opening up to minorities will help them accept yours faster, to face challenges better and will increase their work performance.
Respect that other people won’t want to integrate your culture.Â
Allow people to express freely their values. This will increase their interactions with others, their work performance and their well-being.
Learn to compromise.
Encourage your team to travel more and to approach diverse group of people outside of work.
Adjusting or understanding a culture is a long process. Learning and adjusting to someone else’s culture doesn’t mean that you have to deny your own. It just means that you are able to work and collaborate with people from diverse culture.
Hope that I’ve helped you get it together on your way to leadership!
Don’t forget to like, share and leave a comment below.
Brené Brown is a PhD, a researcher at the University of Houston and the author of The Gifts of Imperfection, 
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