Becky Hammon was recently named as the first ever woman to coach the main San Antonio Spurs NBA team. Women corporate leaders and experts share what it takes to break the glass ceiling
Women’s softer approach to leadership can often be misconstrued as a weakness. Representation pic
A few weeks ago, San Antonio Spurs assistant coach Becky Hammon made NBA history by becoming the first woman to lead a team in the regular season. In doing so, she broke another glass ceiling by claiming leadership space in a typically male-dominated sphere. Although several strides have been made in recent times, the glass ceiling continues to be a very pertinent reality for women across industries.
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Becky Hammon is the first woman to lead an NBA team in the regular season. Pics Courtesy/Instagram, Twitter
“The glass ceiling is a metaphor for the evident but intangible hierarchical impediments that prevent minorities and women from achieving higher professional ranks. This term was first popularised in the 1980s to describe various challenges that women face when their careers stagnate at middle-management roles, preventing them from achieving higher leadership or executive roles,” explains business mentor Sonalee Panda, who has worked in senior roles in corporate banking for 20 years. She and other women who have risen to leadership ranks in typically male-dominated spaces, share what it takes for women to achieve their true potential as leaders.
Twice as hard
“The legal space has always been male dominated. In fact, whenever most people picture a lawyer, they instantly think of a man. When I first started out, I was often asked about whether I could manage the demands of my job. Women are perceived as physically weak and hence unable to navigate different courts bearing heavy files in tow. Men are also paid significantly more than women. The types of jobs offered to women are more secretarial in nature,” shares Sonam Chandwani, managing partner at KS Legal and Associates.
Sonalee Panda
She adds that many men have refused to join her firm because of her being a woman. At meetings, she is questioned about whether she has a male partner who clients can speak with. “Even when a female lawyer is arguing at court, the judge will always give more importance to the arguments made by their male counterparts,” she reveals.
Jyoti Vishnani
Jyoti Vishnani, former executive chef at Sula Vineyards, says that working as the only woman in the hospitality team often challenges the ego of her male colleagues, comprising seniors and subordinates. She elaborates, “My male colleagues are uncomfortable with taking orders from a woman. They will also continually undermine me and make it a point to step in and do my work for me, even when I am perfectly capable. This patronising attitude, combined with sexist jokes and harassment, can make the environment especially stressful.”
Sonam Chandwani
Drawing the line
>> Change your mindset: Although being a minority at the workplace presents obvious challenges, Panda says that it can also be a distinct advantage. “Since you are an oddity, the likelihood of you being heard is more. Yes, you may have to speak louder and more forcefully, and prepare more than men do. But when you do speak up, the fact that you are so unique in that club will give you attention. You can use that to your advantage,” she explains.
>> Network: Many women think of networking as a dirty word, and prefer to take the perceived higher road of letting their work speak for itself, says Panda. However, networking is about building professional relationships through your work and by establishing a personal rapport. “While introducing a new idea, if you have already spent time sharing this by networking, there will be many more takers when you present it in the boardroom,” she maintains. Take, for instance, Chandwani who makes time to participate in events, deliver speeches, and meet clients. This, she explains, can help you to cut through the fierce competition.
>> Speak up: “As women, we are conditioned into believing that modesty is a virtue. Men will make their victories known and this often leads to many more doors opening up for them. Never shy away from showcasing what you are doing,” Panda says.
>> Establish your authority: “Women tend to be more democratic leaders. However, in the professional context, your softness can lead to your male team mistaking you for a pushover. At least in the initial days, demonstrate your authority - pull rank if you must. Once your team sees that you are not afraid of taking tough decisions, they will respect you,” Panda explains.
>> Don’t be defensive: At a workplace where your gender is often used against you, it’s easy to misconstrue even genuine feedback as sexism, says Vishnani. “Seek a mentor for unbiased feedback,” she suggests. In the absence of a mentor within your organisation, Panda recommends tapping into your alumni network or hiring a professional coach.
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