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Creating opportunities processed, and often mimicked by the entire group to produce a
negative consensus about the value of her contribution. And all of
for women leaders this occurs without individuals on the team being aware of what’s
happening.
At a time when conscious responses (direct answers on
As a speaker at business conferences, I’ve addressed questionnaires, etc.) are becoming increasingly egalitarian, covert,
organizations around the world, and I’ve seen the genuine unconscious responses still reflect discrimination against women
commitment that many companies have made to develop taking a leadership role. Since hiring, salary, and promotion
the leadership abilities of female employees and to create (especially to top leadership positions) often depend on being
workplace environments with family-friendly policies and recognized as an emergent leader, this puts females at a distinct
flexible work arrangements – all in hopes of attracting, retaining disadvantage.
and grooming women for top management roles. But despite
this effort and this progress, far too many talented females still Three key points:
bump their heads on a glass ceiling.
1. This was a study of leadership behaviours in peer groups.
In my book, The Nonverbal Advantage: Secrets and Science of There is no evidence suggesting that women in formal
Body Language at Work, I talk about the power of silent signals leadership roles generate any greater negative (or less
in the workplace. So, I was fascinated to come across research positive) emotional cues than their male counterparts.
that helps explain why even the best-intentioned efforts at
developing women leaders are failing. The research deals with 2. This was not about men discounting the contribution of
emergent leadership in groups of equal status. And the findings women. The groups in the study had an equal mix of male
have everything to do with body language. and female members.
Research from the University of Delaware compared the 3. The power of nonverbal communication lies in its
nonverbal affect responses to male and female leaders and unconscious nature – and bringing the covert into awareness
found that intellectual assertiveness by women in mixed-sex can help nullify its effect. (So, circulate this article!)
discussions elicits visible nonverbal cues of negative affect.
Females taking a leadership role in the group received fewer So, if you want to groom women for top positions in your
pleased responses and more displeased responses from fellow organization, keep doing those things that have proven helpful:
group members than male leaders who spoke up and offered Offer females the coaching, mentors, and career opportunities
the same input. that develop leadership potential.
From earlier research, we know that displeased expressions But, in addition, pay attention to your own body language.
by fellow group members cause a leader’s contribution to Employees look for and emulate the nonverbal signals they get
be rated less valuable than the identical contribution when from their bosses. Current leaders can help create a level playing
embedded with cues of approval. So, you can see how women’s field for emergent leaders by providing the same cues of positive
ideas can be devalued simply by receiving less positive and affect (eye contact, smiling, nodding, leaning forward, etc.) when
more negative responses than men’s contributions of the same listening to women as they do when listening to men.
objective quality.
Dr. Carol Kinsey Goman is an expert in nonverbal
Here’s what can happen in a team meeting: A woman states her communication, body language, and leadership presence.
opinion. In response, negative nonverbal affect cues – frowns, She is a speaker, author, and executive coach who works
head shakes, eye contact avoidance, etc. – are displayed, with business leaders and organizations to improve their
communication and leadership skills.
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