<![CDATA[Three common assessment methods can be used to collect data from the community of women, and eventually from the broader employee population, to begin to describe the organization’s culture: questionnaires, interviews, and focus groups. Questionnaires can give a big picture of employee attitudes and beliefs, descriptions of and satisfaction with organizational norms and values, and management practices and policies related to systems of accountability, reward, and decision making. Interviews can give more in-depth information about these same areas, and focus groups can generate a conversation among groups of women that both raises their awareness and provides a rich description of the conditions that help or hinder our relationships. Using any two or all three of these methods can provide the data with which to build a good case for studying and changing policies and practices in the organization. Usually, no one in the organization has the whole picture of how the policies and practices, which tend to evolve in a piecemeal fashion over many years, are interacting to affect groups of people differently. These policies and practices almost always reflect the masculine workplace values I described in chapter 1. For example, in the context of a focus group in a client organization, women were able to share their stories about being reprimanded and denied promotions because they managed their projects using feminine workplace values of collaboration and team focus. They were told they needed to demonstrate more leadership decisiveness by not “wasting time” consulting their teams. These stories became the data that helped make a case for engaging the whole organization in a dialogue around the need to examine the assumptions behind the masculine workplace values that got rewarded in order to change these policies and practices. In an example of a discriminatory policy mess, a focus group in another client organization brought together the stories of individual women, who did not previously know each other. It became clear that policies against part-time work and against working from home had a differential impact on new mothers. (New fathers were afraid to consider even asking to work from home.) The policy said that since part-time employment was not allowed, new mothers could work from home part-time but were expected to work the rest of the time in the office to put in full-time hours—but they could get paid only for the time they were in the office since working from home did not count as official work time. So they worked full-time but only got part-time pay. The policymakers quickly realized, when they saw the results from the focus groups, that this was not a good policy, and was also probably not legal. The implications of this combination of policies had not been visible to them before the women’s stories were collected in focus groups. With the use of these data-collection methods, perceptions of unfair policies and practices can be brought to the surface and combined to make the case for change in a way that one voice or one story cannot. An excerpt from my book, New Rules for Women, available at Amazon (http://www.amazon.com/dp/0982056982/).]]>
Is Something Missing in Your Life?
<![CDATA[My colleague Teressa Moore Griffin and I have facilitated dozens of women’s leadership workshops. A few years ago, we began to notice something: the session had ended, but the workshop wasn’t over. The women who had participated had stayed after and were making plans to keep meeting. In fact, one group of women who attended this workshop ten years ago still meets twice a year, even though they live all over the United States. They host each other in their communities, do service projects together, and even help each other out in times of illness and crisis. And this group was not an anomaly, so Teressa and I began to ask ourselves, “What is going on? What’s driving this behavior?” Empowerment conferences for women are on the rise throughout the United States and internationally. Could it be that this surge is related to the pattern we observed at the end of our workshops? What need is being met by these conferences? Sure, women attend for the professional networking, but I think these conferences, and our workshop experiences, highlight something else. Women are missing community with other women. Consider these statistics:
- About 71 percent of American women with children under 18 are earning a paycheck while raising their children—and the demands of work and family mean they have very little time to spend with women friends.
- Only 3 percent of Fortune 500 CEOs, 13 percent of board members and 18 to 24 percent of political leaders are women, which means it’s lonely at the top for women in senior positions.
- I really wanted to have a diverse group of women friends, so an African-American friend and I (I am white) founded a black and white women’s support group. We are eight women who live all over the United States and meet twice a year in each other’s homes for a long weekend—and we cook and shop and laugh and have deep conversations late into the night. We have been meeting for more than 20 years, and, although we have had some changes in membership, we have been able to develop deep and caring relationships.
- I am also part of a different support group with two other women. We live in different cities and we talk monthly on the phone for one hour to encourage each other in accomplishing our goals. We have been doing this for more than 20 years. Since we have been meeting, one of us completed a fine arts graduate degree and is a practicing photographer, the other completed a fine arts graduate degree and has written two novels, and I completed my doctorate and presented my research in my new book, New Rules for Women: Revolutionizing the Way Women Work Together. We set goals for what we will accomplish by our next call and we hold each other accountable. I would not have been able to accomplish the big goals in my life things without their support.
- I also joined a women’s leadership collaborative that met for five years to learn about women’s dynamics in community. After the five years were over, many of the women continued meeting, but I left to work on my doctorate and write my book. I recently rejoined the group, which meets once a year for a week. I really missed being in this community and I am so glad to be back.
- Additionally, one of my neighbors and I have been meeting at the gym and working out together with a trainer twice a week for more than 12 years—when I am in town. We do not see each other outside of the gym, but we look forward to catching up during our workouts and keeping track of the important moments in each other’s lives. And, of course, our workouts seem effortless because we enjoy each other’s company so much. I would really miss her if our shared workout time came to an end.