Women Supporting Women- Alliance building in the Workplace

How is Alliance Building for Women Important?

Most people would say they benefit from having a network of peers, and research has found that women also reap benefits from having a network of female peers. Research has shown that it doesn’t just benefit them, they are also more likely to succeed in long-term executive jobs with higher pay. Despite it seeming logical that it would be the same for men, there was no benefit found in their peer connections. According to the research conducted, it can greatly benefit a women’s career in many ways by being involved in a network of women peers.

How to Build a Support Network 

Building a support network is the first step in obtaining the potential benefits through peers. It is important to go into networking with the right idea; as an opportunity rather than mandatory. Prioritizing relationship building is the first step in bringing people together. It takes time and patience to create relationships in the workplace, as it is something that shouldn’t be rushed. Becoming someone that your peers can rely on as a resource helps create a meaningful full bond, so be open to conversation and help whenever possible. Encouraging other women in the workplace helps to ease any tension, and can create a community where a peer group can be welcomed. 

How to Execute Leadership Styles in the Workplace

1. Directive: The directive leadership style is essentially where the group “leader” gives directions to the group, and the group acts according to their directions. This style may not suit a women’s peer group, but using it in conjunction with other leadership styles may suit your needs.
2. Coaching: The Coaching leadership style is usually used for long term professional development. With this style, the group should decide on group goals as well as individual goals in order to improve. As the group leader(s) understand the goals, they then enforce guidelines for the group members to follow in order to reach their ultimate goals. 
3. Affiliative: The affiliative leadership style is a people oriented style. In this style it is important to put the group members first before the goals of the group. It is beneficial to use this style in conjunction with others in women’s groups as it adds a very personal level to things. 
4. Pacesetting: The pacesetting leadership style is a very goal oriented approach. It is meant to push the members to their goals as fast as possible, with little to no wiggle room. As this is a harsh style in running a personal group, it may be best to use it along with other styles. 
5. Participative: The participative leadership style is group oriented. The main goal of this style is to have everyone included. When everyone is included and brings thoughts into the group, it creates an environment where everyone feels welcome. 

Different leadership styles have varying effects when used in different situations, so it is important to analyze the group and make the best choice. 

What Makes a Positive Group Leader?

Being a group leader doesn’t have to be as intimidating as it sounds. Two important values with being a leader are: self-management and self-awareness. Being able to manage yourself and a group at once can be a challenging task, so it is important to have organization. It is also vital that a leader be self aware enough to be able to recognize their triggers, strengths and weaknesses. Maintaining relationships with others in the workplace means that you must be able to analyze yourself and take fault where it is due. Self-awareness and self-management allows for better communication among peers, and a more positive work environment. 

The “Tightrope Bias” and its Effect on Women

Although the world has come a long way with breaking down womens barriers in the workforce, there are still pieces that are missing. Men and women are both capable of succeeding in high-status jobs, however, studies show that people expect women to be feminine (liked, but not respected) where men are expected to be masculine (respected, but not liked). It seems as though it is expected that women take a less assertive role than men, however that is not suitable for every high-status job. With this, it is important to observe your work culture and understand if it affects you. If it does, it is vital to asses the situations and choose the best fitting route:

• Challenge gender bias with confidence?
• Become an outcome-oriented leader?
• Balance being respected and liked?

It is all variable depending on your workplace & environment.