“I’m in the early years of my career and still developing my own leadership style. I’m working to become more aware of how I judge others and to keep my own biases in check and to gain confidence in myself.
I’ve noticed that my female colleagues and I regularly reflect on how others perceive what we say and how we say it. ‘Did that sound firm, but nice?’ ‘Do they think I’m overreacting?’ I don’t think my male counterparts do this.
I have been incredibly lucky to have many inspiring females in my life. My mom and aunt, both of whom started their careers at P&G, have role modeled balancing a strong career with family life. I’ve been fortunate to have had many female mentors at work, too. They’ve helped me learn to define what work/life balance means to me — and to follow through on it — and the importance of giving back with time, advocacy or other support.
In my experience, male mentors typically coach on business scenarios, while female mentors typically coach on the whole package — my development as a leader, my reputation, how I come across to others. Both are important and needed.
To create more inclusive and impactful leadership, we all need to more flexible and expand our expectations of both genders.”