Lean In Buchzusammenfassung - das Wichtigste aus Lean In

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Zusammenfassung von Lean In

Name: Lean In
Rating: 4.2 (205 reviews)
Author: Sheryl Sandberg

Sheryl Sandberg

Women, Work, and the Will to Lead

4.2 (205 Bewertungen)

22 Min.

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Despite tremendous strides, we are still far from gender equality.

In today’s developed world, women are better off than ever before, thanks largely to the women’s movement in the past century. But though at first glance it may seem like the battle against inequality has been won, there is still much to do.

Consider compensation: In 1970, American women made 59 cents for each dollar men made in similar jobs. While that figure has risen, progress has been slow: in 2010, it was still only 77 cents. As one activist noted wryly, “Forty years and eighteen cents. A dozen eggs have gone up ten times that amount.” Nor is this problem unique to the U.S.: in Europe, the current figure is little better at 84 cents.

In addition to being monetarily undervalued, studies show that women’s performance is also unfairly denigrated. When asked to assess the performance and growth potential of otherwise equal employees, both men and women discriminate against women.

But surely this applies only to the ignorant and misogynistic, whereas we enlightened individuals would be fair?

Surprisingly, the same studies show that the more impartial the evaluator claimed to be, the more they actually discriminated against women.

This kind of “benevolent sexism” is far more dangerous than the overtly hostile kind, for the perpetrator usually has no idea how his or her attitudes hurt female colleagues and thus feels no compunction to reassess them.

At home too, inequality lingers. For example, it is broadly assumed that it is a woman’s job to raise children. When asked whether they expected their spouse to step off their career track to raise children, 46% of the men surveyed said yes, compared to only 5% of the women.

Despite tremendous strides, we are still far from gender equality.

Women are still conspicuously absent from leadership positions, partially due to the leadership ambition gap.

Nowhere is gender inequality more evident than in leadership positions: Just 20% of parliament seats globally are held by women, and only 4% of Fortune 500 CEOs are women.

These figures are striking because in the realm of academic achievement, women, on average, fare better than men, earning 57% of all undergraduate degrees and 60% of master’s degrees in the U.S. Yet, somehow this flood of competent women entering the workforce becomes a trickle by the time they reach the leadership level.

Let’s talk openly about inequality and work toward correcting it, together.

We must be able to speak openly about gender and the disadvantages women face without this being seen as complaining or as demanding special treatment.

An open discussion raises awareness and encourages more people to come forth and address the issues. This should in turn inspire more women to lead and more men to want to be part of the solution and support women to lead.

Women’s lack of confidence can hold back their careers.

In addition to the many external obstacles that impede women at work, they often also face a battle from within: self-doubt.

Even the most competent professionals, including the author herself, can be plagued by the impostor syndrome: feeling like your skills and success are fraudulent – and soon to be uncovered. Women tend to experience impostor syndrome more intensely than men and in general underestimate their own abilities.

Careers are more like jungle gyms than ladders; aim for the top but be flexible in your route.

Today, the career ladder concept is inaccurate. People no longer advance linearly from entry level to executive in one company or industry. A more accurate image is a jungle gym with multiple routes to the top.

This concept is comforting for people who, like the author, have no specific career plan after graduating college. On a jungle gym, you don’t need an exact goal; you can try out the various routes available and see which ones lead you in the right direction.

Women must carefully navigate the razor’s edge of ambition and likeability.

Even today, gender stereotypes color our perceptions of others: men are expected to be decisive and driven, women sensitive and communal.

A woman with a successful career violates her gender stereotype, which is why likeability and career success are positively correlated for men but negatively correlated for women. Competent, ambitious men are praised, whereas such women are described as “pushy” or “not team players.” This is incredibly unfair, especially as likeability is an important factor for career success.

To foster effective communication, practice and encourage authenticity and appropriateness.

Authentic, honest communication is essential in the workplace. It strengthens relationships, allows unwise decisions to be challenged and helps people broach uncomfortable topics. Yet, many people, especially women, fear that speaking honestly at work can make them seem negative or unduly critical. Hence, they bite their tongue when in fact, their input is sorely needed.

This is why leaders must do all they can to encourage authenticity by asking people for feedback and suggestions, as well as by publicly thanking those who have been honest.

Attract rather than accost mentors, and build a natural, reciprocal relationship with them.

Many young professional women today seem near-obsessed with finding themselves a mentor – and for good reason. Senior executives who advise you and use their influence on your behalf are crucial to career advancement, regardless of gender.

Unfortunately, it is far more difficult for women than men to find such relationships. One reason is that most senior corporate leaders are men, and they feel uncomfortable mentoring young women due to the possible misinterpretations of such a relationship.

Equality means a truly equal partnership at home, too.

For women to successfully combine a fulfilling career with raising a family, a supportive partner who is committed to equality at home is vital. A 2007 study of well-educated women who left the workforce showed that 60% cited their husbands as a critical factor in that decision, referring specifically to their husband’s lack of participation in child care and other domestic activities.

So how equal are homes today? According to recent data, in U.S. households where both parents are employed full-time, the mother still spends 40% more time on childcare and 30% more time on housework than the father does.

Before you go on maternity leave, lean in to your job as much as possible.

From an early age, girls are taught that one day they will have to choose between a successful career and being a good mother.

This image is not only misleading and disheartening, it also has a nasty side effect: Women damage their own careers by preemptively making room for what they assume will be an impossible balancing act between career and family.

Don’t try to do everything perfectly; focus on what’s important.

The myth of “having it all” is one of the most dangerous traps ever set for women. No one can have it all because life is about tradeoffs. No one can do everything at home and at work perfectly.

In high-stress jobs, people often do everything the company asks of them – and then suddenly quit because of burnout. This is senseless.

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Worum geht es in Lean In?

Through a combination of entertaining anecdotes, solid data and practical advice, Lean In (2013) examines the prevalence of and reasons for gender inequality both at home and at work. It encourages women to lean into their careers by seizing opportunities and aspiring to leadership positions, as well calling on both men and women to acknowledge and remedy the current gender inequalities.

Wer Lean In lesen sollte

Anyone interested in understanding and remedying inequality at work
Anyone who struggles with the challenges and expectations of combining a career with family
Anyone – female or male – looking for solid career advice

Über den Autor

Sheryl Sandberg is the chief operating officer of Facebook and formerly a vice president at Google as well as the chief of staff of US Secretary of the Treasury, Larry Summers. In 2011, she was ranked the fifth most powerful woman in the world by Forbes.

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Beruf & Karriere Management & Leadership Gesellschaft & Kultur

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