Be seen. Speak up. Make your voice heard. These are lessons that are taught as we enter the workforce and climb the ladder to corporate success. Yet, many women are uncomfortable with this advice, even though they want to succeed.
A recent article in the Harvard Business Review titled “Why Women Stay Out of the Spotlight at Work” explores the concept of “intentional invisibility” and why some women use this as a strategy to navigate the workplace. Immersed in a women’s professional development program, the HBR authors learned how this cloak of invisibility enabled women to “get stuff done” and quietly move things forward without drawing attention to themselves.
The drawback? Although these women were well liked, they were underappreciated, probably underpaid, and often overlooked for promotions.
Women tend to choose intentional invisibility for three reasons:
- to avoid conflict
- to be authentic to their personalities
- to seek personal and professional balance
The term intentional invisibility really clicked with me. I believe that looking at this issue more closely can help C-level executives and managers value and encourage leadership qualities in women they work with, even if these women may not lead in the same way as their male colleagues. Here are some examples I’ve encountered in my own life.
Conflict Avoidance when Choosing a Startup CEO
At MIT’s delta v, the school’s capstone student venture accelerator, I mentor entrepreneurs. During the program, student teams form startup companies and choose a management team. Although women are well-represented in delta v overall, we still have more male CEOs than female chief executives.
Often, the most extroverted person in the group is rewarded with leadership responsibility; more reserved women on founding teams defer and don’t put forth an argument as to why they should be considered as the CEO. I’ve had female team members share with me that it just wasn’t worth the fight, or that it doesn’t matter who holds the CEO title, as the team members will all work together.
This conflict avoidance lets the team move forward more quickly initially, but hidden resentment sometimes bubbles up to cause problems later. Ultimately, if the company succeeds, it is important who the CEO is. I’m encouraged that a lot of women in this year’s delta v program took advantage of the personal coaching sessions we offer to address imposter syndrome. As leaders, we should ensure employees are evaluated on several different, varied criteria because the person who speaks up the loudest is not always the best for the job.
Self-Identified in a Helper Role
In another example, many women I know (myself included) often end up in the role of the indispensable helper or chief assistant, the so-called right-hand man … only in this case, it’s a woman. Whether it’s as a COO, vice president, or research assistant, the right-hand woman makes it easy for her boss (usually a man) to be successful while she stays in the background.
This role may be more aligned with a woman’s authentic sense of self, or it may be how she has been guided through the organization. When we meet these women, we wonder if their bosses could ever survive without them. In my opinion, many of these women would make excellent top executives themselves, but they may gravitate toward these roles because they define themselves as helpers.
I’d encourage women to think about what they really enjoy about this role and find a voice. They should strive to shine independently and get credit for their accomplishments, not just enable their boss’ success. If they realize they’ve been hiding in their boss’ shadow and would rather be the boss themselves, they should take the steps to grow into that position. I was fortunate enough to work with an executive coach who told me, “You don’t need a seat at the table, you already have it. Now, act like it.” No one had ever told me that before and it really re-framed the way I thought about my job.
The Balancing Act and the Second Shift
Finally, women tend to choose invisibility over face time when they need to balance responsibilities at work with those at home, but what women really need is flexibility, not invisibility. Although the dynamic is changing, most of the women I know are still responsible for the lion’s share of household duties — our so-called second shift –- especially when it comes to parenting and elder care.
While face time is important to get ahead in an organization, it becomes deprioritized for women who need the flexibility to bring a sick child or parent to the doctor, assist with after-school activities, or even to be the one who works from home when the cable guy is coming. Jobs that involve travel for work, networking events outside of regular work hours, or even casual after-work drinks often deliver undue stress for women. They know it’s good for their careers, but they either decline to attend or need to do a lot of juggling to make it happen. While the boss is getting chummy with the guys over a beer, often the female colleague is rushing home to pick up the kids, get dinner on the table, throw in a load of laundry, and get everyone ready to do it all over again tomorrow. When it comes time to pick someone for that plum assignment, Tom gets chosen because he’s a good guy and the project leader got to know him socially after work.
This is a tough one, because it’s an implicit bias. I believe things will only change when both partners at home equally share responsibilities and both must deal with juggling the needs of a demanding job and home life. Of course, this is even trickier for single parents and caretakers.
As the HBR article explains, organizations value leaders who stand up, are visible, and take credit. But, this definition of leadership can leave women out in the cold because their behind-the-scenes contributions are overlooked or underappreciated. The article suggests that organizations value unconventional forms of leadership, fight implicit bias, and balance women’s second-shift responsibilities in order to make it easier for them to be seen and promoted.
I wholeheartedly agree that today’s leaders must dig deeper to recognize and respect the contributions and leadership qualities of women who are intentionally invisible in our workplaces. Most of these women truly don’t want to be invisible, so as leaders we need to see them, encourage their input, recognize their contributions, and offer flexibility. We need to make it OK to succeed by following a different path.
If you feel like you gravitate toward an intentionally invisible role at work, what can you do? Be mindful to push yourself out of your comfort zone and step in the spotlight. Find your voice and own your career rather than allowing other people to do so. There are a lot of paths; you are allowed to do things your way and own your success!
Read more of Trish’s articles at her personal blog at www.trishcotter.com.