I found myself reflecting on the lessons of this book, some months after reading it, when in a class comprised mostly of women, where it was clear that one woman was not accepted by the others, none of us having otherwise formed a friendship group. Maybe Europe is more diverse and accepting, and less divide seen than portrayed in the stereotypes discussed in this book Dr. It reads very easily and has practical next-step instructions. Male participants will learn ways they can support work environments that truly value the contributions of both women and men. She has worked in China, Africa, Myanmar, Singapore, Malaysia, India, Mexico, Europe, and Canada. This is exactly what I recommend that women, and male colleagues who are allies, need to do for each other. In her 30 years of diversity and organizational change work, Anne has developed a passion for unleashing the leadership potential of women in organizations and helping organizations groom their talented women as future leaders.
When women carry their flat-structured, egalitarian relational expectations into the workplace, their friendship rules crash into the masculine hierarchical expectations and can create confusion for women about what to expect of each other. In New Rules for Women, she exposes key sources of confusion and misunderstanding between women colleagues and offers powerful tools for preventing and resolving conflict that result in better relationships, as well as increased productivity and retention. Why do women often feel belittled, betrayed, or sabotaged by other women in the workplace? Can you leave us with your favorite quote? Thank you for your constant encouragement and belief in me, especially when I was unsure of my way. I concluded that the best way to protect myself was to keep my distance from other girls and have only guys for friends. Her new book New Rules for Women: Revolutionizing the Way Women Work Together investigates the unique dynamics among women in the workplace. This book helps answer this question, as well as others, and offers a path forward that is good for both women and organizations.
This book provides valuable and actionable ideas for when and how to deal with these issues! I decided to do the research that is the foundation of my book in order to try to improve support among women colleagues. Anne Litwin exposes key sources of confusion and misunderstanding between women colleagues and offers powerful tools for prev For the most part, women work together well. She feels that one key to increasing the retention of talented women is to strengthen the ability of both female and male managers to create supportive environments where both female and male staff can flourish. There are multiple dimensions to this dynamic. The hardest part about collecting the data for this research was to stop collecting data. It found employees are happier when they work with people of the same sex. I feel that we are up against enough challenges in male-dominated organizational cultures without having to worry about being undermined by other women.
Anne Litwin has been a consultant, coach and trainer for more than thirty years in a wide variety of organizations throughout the world. Women also tend to expect different behavior from female bosses than they expect from males. Litwin is also co-editor of the book, Managing in the Age of Change, along with numerous journal articles. While I also saw many supportive relationships, I saw competent and capable women who, after being promoted, were undermined or driven out by their female colleagues. Feminine values of work which men can also have, but which women more often report define results differently than the masculine values.
I highly recommend it to managers and staff. Anne Litwin exposes key sources of confusion and misunderstanding between women colleagues and offers powerful tools for preventing and resolving conflict that result in better relationships, as well as increased productivity and retention. For that assistance alone, I am grateful. This book is based on the belief that increasing trust and support between women will not only help individual women achieve their dreams but also increase the vitality and success of our organizations. It offers thought-provoking insights into how women behave differently from men in the workplace and how we can spot, and change, behaviors to make people more productive. I am grateful for all the support and encouragement I got along the way. Both the research and this book are accomplishments that would not have been possible without the love and support of many people.
The deeply buried patterns that most of us have learned about relating to other girls and women are mine as well—both the good ones and the bad ones. Acknowledgments Conducting this research and writing this book represent important milestones in my lifelong quest to improve the lives of women—my passion for forty years. These struggles can be frustrating for women--and a bottom-line concern for employers. Litwin's path-breaking new research, conducted in workplaces across the globe, reveals how the masculine, hierarchical culture of many organizations creates special challenges for women at all levels: executives, managers, and employees. Do you believe that pay inequity is a major factor in driving how women interact with one another in the workplace? While my mother did not live to see the book finished, I know she is proud of me. What are some tools that employers and women can use in order to secure better relationships and increase retention of talented women? In my book I talk about how we develop relational expectations during adolescence and earlier.
First, I want to acknowledge the generous daily support of my life partner, Michael Willard. I am blessed with a wonderful circle of friends who have been there for me all the way through my doctorate and book-writing journeys, including Mary Lou Michael, Donna Healey, Jane Critchlow,. Litwin has a passion for unleashing the leadership potential of women in organizations and helping organizations groom their talented women as future leaders. Can you comment about that? These struggles can be frustrating for women--and a bottom-line concern for employers. She has been the C.
In a perfect world, if women would truly support one another in the workplace, what do you think the result s would be? This practical and interactive presentation focuses on tips, tools, and exercises that will give women ways to push back on negative stereotypes, reclaim parts of the workplace experience that have been misunderstood and devalued, and work together to change workplace cultures to be more inclusive. As a consultant, coach, and trainer for thirty years, I often heard women complaining about feeling betrayed by other women at work. I found myself reflecting on the lessons of this book, some This is a workshop in a book. Anne Litwin, Author: New Rules for Women — Revolutionizing the Way Women Work Together Dr. For permission requests, write to the publisher, addressed Attention: Permissions Coordinator, at the address below. Readers will learn how to -Leverage women's strengths such as team- and consensus-building -Overcome conflicts due to gender socialization and organizational culture -Recognize and manage role boundaries and gender expectations -Learn what patterns exist in working relationships among women and how women's expectations can create misunderstandings When women can better understand themselves and their female colleagues, work relationships become stronger and productivity and job satisfaction in This is a workshop in a book. Nothing could be more important.
It is for any woman who wants to live her dreams and enjoy going to work—because we can do both with the support of other women. I found part of this book fairly sexist! Much excellent research and writing have already been done on adolescent girls and boys and on women and men in the workplace. It asks the questions that need to be asked, about women's relationships and how they differ in work and personal lives. She recently authored a book entitled, New Rules for Women: Revolutionizing the Way Women Work Together. Yet the latest research clearly shows that many women struggle in their workplace relationships with other women. The study contradicted previous research showing content employees are more efficient. With useful insights, helpful suggestions, and real life anecdotes, the author takes the reader into the many hierarchies in which today's working woman finds herself.