Webinar Video Clip: Developing Women as Leaders
The Justice Clearinghouse has a roster of webinars focusing on women in policing. Across these resources, one thing rings true – that women are underrepresented in the law enforcement arena, particularly in leadership positions. This is attributed to the somewhat unattainable standards and requirements during recruitment, the organizational culture and gender roles that hinder women from promoting, and lack of resources and support that allow women to excel in the workplace as well as other areas of their life. Apart from these external factors, the core of this course is to look into what else may be hindering women’s development as leaders.
This session’s instructor is Retired Colonel Brenda Dietzman, who has a prolific experience in the law enforcement and corrections field. She co-founded Wayfinder Consulting, LLC – an organization that provides evidence-based training solutions towards individual and organizational development. She is a passionate resource speaker specializing in topics like leadership development, resilience, and ethics, among others.
Specifics discussed in this webinar are:
- How the brain works, the concepts and experiences that give rise to implicit bias on gender roles and traits.
- Imposter syndrome: The inability to internalize one’s accomplishments, how women tend to battle with it, how it manifests, and recommendations on how to conquer it or help others overcome it.
- Women’s tendency to soften speech to not appear assertive, decisive, or driven and offend others.
- A look into what is normalized body language for men and women and how this impacts women’s conduct and ability to communicate confidently and effectively.
- The negative self-talk that belittles one’s efforts, capabilities and accomplishments, and practical tips to defeat the inner critic.
- The value of having a seat at the table – allowing women and other minorities to voice their opinion to provide other perspectives which empower the individuals and strengthen the organization.
- How job qualifications alone screen out women, the importance of ensuring that qualifications are job-related, and how to advocate women to be more confident to apply in roles without having to tick off every listed qualification.
- How personal life can pose obstacles to women’s career development.
- The value in mentorship and sponsorship, the challenges that women experience when finding as well as being a mentor, and how men can help women in this aspect.
- Women’s tendency to volunteer and accept non-promotable tasks that do not really provide any value to their career development.
- How recruitment and retention can be structured such that it promotes diversity and provides accommodations for women’s priorities and other facets of life.
- Our responsibility to understand these concepts, talk openly about behavioral patterns to make the subconscious conscious, examine how it impacts our emotions and decisions, and adopt a mindset that allows us to improve further.
Webinar participants had questions about:
- The prevalence of imposter syndrome in women and why it is perpetuated in society.
- The Queen Bee Syndrome: How the disproportionality of women in leadership positions compel women to go after each other instead of building each other up.
- The importance of acknowledging others’ contributions that gave way to our achievement.
- Dealing with imposter syndrome that is intensified by an organizational culture that downplays women’s roles.
Resources and Handouts
- Class Information
- Chugh, D., Bazerman, M. H., Banaji, M.R. (2005), “Bounded Ethicality as a Psychological Barrier to Recognizing Conflicts of Interest”, Conflicts of Interest: Challenges and Solutions in Business, Law, Medicine, and Public Policy: pp. 74–95.
- Chugh, D., and Kern, M.C. (2016). “A Dynamic and Cyclical Model of Bounded Ethicality”. Research in Organizational Behavior, 36
- “Unconscious bias is one place where we see the effects of bounded ethicality.”
- Brian Nosek, et al (2007). “Pervasiveness and Correlates of Implicit Attitudes and Stereotypes”, European Review of Social Psychology, 18: pp. 36–88
- “Lean in” by Sheryl Sandberg
- Sheryl Sandberg Ted Talk
- Dolly Chugh Ted Talk
- Video Shown During Webinar: Sorry, Not Sorry
Other Webinars in This Series:
- Part 1: The New Generations: How to Recruit, Retain and Motivate
- Part 2: Developing Women as Leaders: Evidence-Based Insight and Solutions for Recruiting, Retaining and Developing Women Leaders (this webinar)
- Oct 13: Building Resiliency: The Dawn of the Mentally Strong Employee
- “This webinar offered great insight for not only myself on the day to day but something that I can definitely take back to my team. The imposter syndrome was by far the most valuable thing I learned. I had an epiphany and good to know that I am not alone in that department.” — Zaira
- “She did an EXCELLENT job of balancing the stats with why they matter. for additional exploration of the topic (why women treat other women badly) also look at “internalized misogyny” if desired to go that in-depth.” — Teresa
- “Explanation of “impostor syndrome” and strategies for fostering leadership, including mentoring.” — Tiffany
- “I think this training should be mandatory in all sectors of employment, especially for managers and supervisors.” — Tara
- “The most valuable thing I learned was learning the differences between female/male traits versus leader traits and that these traits should not be gender-based.” — Robin
- “Brenda did a good job. I liked learning about the Howard/ Heidi study and the reality of how true this reaction/ response typically is.” — Marissa
- “Today’s webinar was absolute the best because this particular topic alone was addressed for many female professionals (such as myself) to embrace. …I know this information will be needed later.” — Monica
- “I learned a lot from Brenda! The best is understanding where these ethical and biased thoughts come from; and now that we know that, we can address the causes to grow. Brenda is humble, honest, and open in the Q&A sessions; real-life experiences, and thoughtful responses. I always enjoy Brenda’s content!” — Kelley