I left a great job in my late 20s because I didn’t want to follow in the footsteps of the women ahead of me. That sounds harsh, but it’s true. 🤷♀️ Many seemed overworked, drained, and underappreciated. Most didn’t have a family, and several lived separately from their spouses.
I didn’t aspire to that. I couldn’t see a different way, so I left. 👋
Sadly, not much has changed. 👎
Consider that, according to McKinsey and LeanIn (2022), two-thirds of women under 30 say they would be more interested in advancing if they saw senior leaders with the work-life balance they want.
With five generations currently in the workplace – a first in modern American history – we’re experiencing epic values clashes. Younger professionals are not motivated by these tired “Old Gen” responses to what they view as their valid concerns:
❌ Suck it up…
❌ Why don’t you….
❌ You should just…
❌ When I was your age…
❌ It’s just the way things are…
❌ I had to pay my dues, so you have to do the same…
Given my experience hiring and leading hundreds of 20- and 30-something professionals as a CEO, plus dozens of coaching conversations this year with women under 30, I’ve learned what makes them tick—and what ticks them off.
6 ways to engage and inspire women who want to advance:
1. Set the example. ✅ Show them you do more than work. Talk about your life outside of work and invite them to do the same. If you choose to work late, schedule your emails to arrive during working hours.
2. Understand their values. 🧠 Discover what they care about. Understand what’s important to them. Help them find more meaning in their contributions, even at a project level. No one wants to be a cog in a machine.
3. Speak last in meetings. 🗣️Resist a top-down approach by sharing what you think at the start of a conversation. Frame the issue and then, invite their ideas and perspectives so they develop critical thinking skills and the ability to be heard.
4. Give constructive feedback. 💬 They want to improve, so help them. Offer praise when they’re doing something well–it motivates them and builds their relationship with you. Avoid saying “great job” without also providing specifics they can build on. When the feedback is negative, be specific and honest but not brutal. It’s generally unnecessary and won’t lead to a positive outcome.
5. Be vulnerable. 🤝 This is the toughest one for most people. Share your weaknesses and what you’re trying to improve. Allow room for mistakes – yours and theirs. Help them articulate what they need from you—what Equipt calls “making requests.” Go further–ask for their advice on something perplexing you.
6. Create opportunities. 🚀 Help them see career paths, teach them how to ask for a raise, and offer stretch assignments to push them out of their comfort zone. Make relevant introductions. Help them secure an internal sponsor and advocate for their advancement. Demonstrate you care by allocating budget to their professional development such as skills training or conferences.
Most organizations invest in their rising stars after they’ve been deemed “high potential,” eliminating scores of people with hidden potential.
Imagine if public schools only invested in their gifted students. Research shows that would be a travesty.
It’s also a travesty to let talented women–who may lack self-confidence–languish.
I’m proud to say Equipt Women reveals hidden talent. 🌟 We help women below the Director level who might otherwise be overlooked or undervalued. We created Momentum, an 8-week program to help aspiring women build self-awareness, self-confidence, and self-advocacy skills. The outcomes have been transformative. Here are a few of my favorite recent testimonials:
We’re on a mission to impact 1 million women by 2030 and are well on our way. Many people ask HOW they can engage with us. Here’s how. If you….
>>are a leader and want to invest in your talent, check out Momentum.
>> are an individual contributor who would like to participate in Momentum, send this link to your manager or HR leader and ask for their support to enroll.
>>want to participate and have financial challenges, we have partial scholarships available. Apply here.
>> want to sponsor someone by gifting their enrollment fee, we make it easy. 🎁
>> are eager to learn more about Momentum’s empowering learning experience, check out our 2-minute video highlights and share it with your network.
Our last open cohort of 2024 begins in October, and registration closes on September 1, 2024. Space is limited for this transformative experience. Hope to see you there!
Here’s to helping women advance and love their life, 💖
Congratulations to Kristine B. for winning last month’s book giveaway of “Wherever You Go, There You Are”! Package is on the way!
This month, we’re giving away a copy of the book “The 4 Stages of Psychological Safety.” Timothy Clark shares a simple guide for helping others feel safe to unlock their potential and the collective innovation of teams.
To enter:
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- Subscribe to our newsletter (done!) ✅
- Follow us on LinkedIn
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For extra entries: Tag friends in our LinkedIn giveaway post!