Is this career strategy correct?

Career strategies for women: 8 tips for professional success

Worldwide the Emancipation of women Ahead. But although the choice and decision-making options are increasing, this is Gender gap In terms of management positions, earning potential and career level, this is still clearly recognizable in this country as well. What might that be?

If you want to explore the causes of the existing gender gap, this will show Problem of an objective evaluation of motivation, commitment and certain social characteristics. How should such properties be recorded? Evidence of structural discrimination against women or justified unequal treatment can hardly be provided. A major factor in the differences in the filling of management positions and in the earning potential, however, could be the reluctance of many women to participate Strivings for power goes. Managers often see the struggle for power as something very everyday, even if it is to defend their own position. In companies, interests are negotiated - possibly even against the resistance of others.

Career-conscious women who would like to change this form of power culture should be aware of one thing: Above all, higher positions open up the possibility of Freedom of design to get. In this respect, it is advisable first of all to show assertiveness and to postpone your striving for a harmonious environment and the highest possible popularity values ​​in favor of your goals in the priority list. The following overview presents 8 tips for your professional career.

Strategy 1: Confidence

One of the obstacles women face in climbing the corporate ladder often turns out to be a lack of self-confidence. Be yours Aware of strengths be and present them confidently. The transfer of further responsibility they should be viewed as an opportunity to grow further, provided they fit with your own career planning. Statements made to you as a career-oriented colleague because of your ambitions Identity as a woman or want to add the label "Zicke", it is best not to pay too much attention. Overall, women are better off rejecting many self-doubts because they receive enough criticism from others on their career path.

Strategy 2: focus on career steps

Anyone who wants to advance should have their goals pursue purposefully and strategically and turn his attention to considered career moves. Take on specific tasks that serve these goals. Furthermore, it is advisable not only to want to do everything right when completing tasks, but to design the tasks assigned to you yourself. Ideally it is possible own goals to contribute within the scope of the area of ​​responsibility, to develop and implement ideas. Persistence pays off sooner or later. Success is an ongoing process and past successes shouldn't give you cause to sit back and relax.

Strategy 3: Networking

When it comes to networking, as a woman, you should follow the example of many of your male colleagues: women often tend to pursue their career goals as lone fighters and, in particular, to perceive their colleagues as competition, instead of strategically allying themselves. social capital to build up and use synergies. Before a conversation in a professional context, men tend to think about whether the conversation partner is of use to them; Women, on the other hand, often consider whether they like the person they are talking to. Apparently, they often find it more difficult to view relationships in a purely pragmatic manner. But networking means thinking strategically. Especially in sectors that are dominated by men, contact with other women who have the power to influence can be very useful. Offers in job-related networks the exchange of professional and personal experiences.

Instead of networking, however, women in particular often find it difficult to deal with each other in their day-to-day work: Women in management positions apparently tend to evaluate their female employees more critically than their male colleagues and sometimes even to sabotage them. Numerous studies, films and articles deal with the topic, which is also known under the name Queen Bee Syndrome: The queen bee stands for women in management positions who see a threat in talented colleagues and try to outdo them, especially when women compete for scarce resources . However, Queen Bees are not a typically female phenomenon per se, but rather represent a product of inequalities. If women had the same opportunities as men for career advancement, they would see other women less as competition.

Strategy 4: mentoring

It can also prove helpful Mentors to use. They can accompany and support your professional development. This applies not only, but especially to women who can or want to spend less time on networking activities. Mentoring can enable you to make your potential more visible and to be taken into account when filling top positions (see also point 5). You can find a suitable mentor via internal or external mentoring programs Find. Of course, these options do not exclude the independent search for suitable sponsors. Mentors also benefit from the commitment, because such a program thrives on the mutual exchange of experiences. This gives the mentor the opportunity to receive feedback from you on her leadership style and to keep up to date with new trends.

Strategy 5: Visibility in the company

To be promoted and recommended for higher positions, consider yours Career ambitions clear signal. Superiors do not always perceive skills, achievements and professional successes as employees would like them to be. Therefore, initiative is required: Women should also ensure that they become and remain visible in the company. In this way, you can significantly increase the chances of further professional development, false modesty is out of place here. But be careful: women are generally less forgiven for exaggeration and boasting than their male colleagues.

Strategy 6: Clear announcements

Male alpha animals are often found in the executive suite: They usually want to take advantage of communication. You don't value small talk and want to get a result quickly. Women often analyze numerous arguments in advance and weigh them up - especially in heated conversations, it is important here focused to stay. So it is better to make clear statements than to lose yourself in lengthy explanations. Your contributions should be short, crisp and substantial. At the same time, you should make sure that you use enough speaking time. The more you have your say in the company, the more your position will be perceived.

Strategy 7: avoiding the niceness trap

The prerequisite for not falling into the kindness trap is Personality development. Only then can you distinguish yourself from being nice and it is possible for you to answer inquiries with a "no". Be aware of your own worth, in this way you can convey it to those around you. It is not for nothing that it is said: Everybody’s darling is everybody’s idiot.

Strategy 8: address problems openly

In your quest for a harmonious climate, do you often hesitate to openly address problems? Many women rather intrigue than Difficulty communicating directly. Men usually oppose their counterparty on a factual level by casting doubt on his professional know-how. Women, on the other hand, often deal with conflicts on a personal level and are more emotional. Women are said to have generally pronounced social skills. However, they often do not use these at work - for fear that addressing a problem could lead to relationship disorders or even breakups. However, conflicts that are carried out on a personal level are unfortunately difficult to resolve in many cases. Therefore, it is better to tackle conflicts at the root at an early stage and talk about possible solutions before the situation gets out of hand.

In the end, it could be socio-cultural factors above all else economic interests who promote the so-called “female shift” in society. According to a recent McKinsey study, companies with a high degree of diversity are more likely to be above-average profitable - a particularly clear correlation can be seen in the proportion of women in top management. In addition, there is the demographic development, due to which the German economy should have an interest in developing female leadership skills. The as yet unused female workforce can constructive group intelligence promote and become a Increase in economic output contribute.

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