a recent study on social sensing, in which male and female leaders were tagged with sociometric badges that monitored everything they did and said for weeks, showed that despite non-existing behavioral or performance differences between men and women, men were promoted to leadership roles much more frequently than women were. (View Highlight)
meta-analytic studies show that men tend to perform better when the focus is on managing tasks, while women tend to perform better when the focus is on managing people, which includes attending to people’s attitudes, values, and motivation (View Highlight)
Since AI is expected to automate most of the task-oriented elements of leadership, particularly if they involve data-driven decisions, one would expect there will be an even bigger premium for leaders with strong people-skills and higher levels of EQ (View Highlight)
if our solution is to train women to emulate the behavior of men, by asking them to promote themselves more, take credit for other people’s achievements, blame others for their own mistakes, and focus on their own personal career interests, as opposed to the welfare of their teams or organization, we may end up increasing the representation of women in leadership without increasing the quality of our leaders. In this scenario, women will have to out-male males in order to advance in an inherently flawed system (View Highlight)
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This would also end up harming the career prospects of men who lack “traditional” masculine leadership traits (View Highlight)
