Model the way. The leader is the role model and they practice what they preach. They always see to it that they are living their core values, they create standards of excellence and then set an example for others to follow. This practice encourages a leader to find their voice, their strength and follow through with their actions. Sheryl Sandberg made a big move on gender issues and empowering women when she wrote a book on it and founded an online community. She was also known as the chief operations officer of Facebook; she is a working mom and despite the tragic death of her husband she continued her advocacy. “Who am I?” asks Sandberg and added:
“I am the COO of Facebook, a company I deeply believe in. I’m an author. I’m a mom. I’m a widow. At some level, I’m still deeply heartbroken. I am a friend and I am a sister. I am a lot of very messy, complicated things. I don’t have a brand, but I have a voice.” (Kinni, 2017)
Sandberg said these words when she was interviewed in Sandford Graduate school of Business. During the interview, she was honest and transparent by admitting her flaws and who she really was. All of her personal and work experiences helped her build her core values and her own identity which conveys credibility, allowing her to showcase her intellectual asset and share her gains to all the women. After joining Facebook Sheryl helped Mark Zuckerberg build their 5 core values which are the following; Be bold, focus on impact, move fast, be open and build social value. Sheryl lived and abide their core values, all of these were showcased when she founded the lean in organization.
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She published a book entitled “Lean In: Women, Work, and the Will to Lead” to encourage women to go after their dreams, she became a proof that women can be successful in both their career and personal life. We watched lots of her online interviews and read reviews about her book, by doing so she made us realize that in spite of many gender biases that still operate all over the workplace, excuses and justifications won’t get women anywhere. Instead, she challenges every woman to believe in their selves, give it all in, and “lean in” to opportunities.
When Sandberg’s husband died in 2015, she posted a letter of her grief in her husband’s Facebook profile, a lot of women felt her sadness and was moved by her story. “I did not truly understand how important Facebook could be to those suffering from loss until I experienced it myself,” (Mead, 2017). The death of her husband was a tragedy, she was on the peak of her career with a happy and contended family. In the face of sorrow and suffering she set an example for others to follow, she did not give up. Her life changing experience inspired her to write a second book and turned her mourning into joy. “Option A is not available. So, let’s just kick the shit out of Option B.” (Mead, 2017). In “Option B”, Sandberg attempts to move fast and break things both for herself and her children. She says that after adversity and loss there is an opportunity for post-traumatic growth and that a death can lead to a new life, however she acknowledged that the road ahead will not be straight and she is prepared for what comes next.
Challenging the process. The leader always searches for an opening, a chance to change the norm, to innovate and find ways to improve. This practice does not mean that the leader needs to challenge the values or standards, it does not mean attacking other people when we don’t agree with their ideas or points of view. It is about finding and implementing new and innovative ways of doing things in order to constantly improve to grow. Sandberg challenged the process around gender issues at work for women. Statistically, men hold 62% of manager-level positions, while women hold just 38%. For every 100 men promoted and hired to manager, only 72 women are promoted and hired. This clearly shows that most women are being stuck at the entry level and fewer women becoming managers.
Sandberg founded the lean in organization and initiated communication to all women experiencing gender bias at work in America, unconsciously this organization grew and became international. This organization created small groups that help each other learn new skills, network, and encourage each other. They call it “Lean in circles” which are formed by group of friends, co-workers, neighbors and anyone at all. Because of this organization women are now visible and heard, in some ways it created awareness to employers about gender bias at work and hiring process. I think women in leadership suffer from stereotyping, and when people expect a stereotype and are reminded of a stereotype, that actually makes the stereotype stronger. It’s called stereotype threat, and it’s why when women check off “Miss” or girls check off “Female” before taking a math test, the research shows they actually do worse.
What has happened is that there aren’t women in leadership roles, therefore people don’t expect there to be women in leadership roles, therefore, there aren’t women in leadership roles. “I think we need to expect and encourage our girls and women to lead and contribute.” as stated in Sheryl Sandberg’s interview. (Schnall, 2018). She is challenging the process by using the power of her words, by boosting every women’s confidence and showing them that it is not impossible to achieve their dreams. She encourages every woman to speak and be heard, self-expression and sharing of experience about gender bias at work creates awareness on what is happening right now. She truly believes that gender will never be a hindrance to climb the corporate ladder and balance between professional career and personal life for women is not impossible.
Inspire a shared vision. which is to empower women and to have a gender equality in corporate workplaces, as she achieved clarity of her ideal future to better explain and define the vision of future to others. She brought the community of women working with the common vision as she comprehended others’ aspirations for the future and help them procure their ambitions. She also proved this trait through an extension of movement that has grown around her LeanIn.Org besides from her book. Moreover, the Lean In movement is where women can tell their stories, learn about gender issues in the workplace and found a community where they belong. As evidenced by the message, “Sheryl’s not really Lean In,” said Emily Schwarz, who runs Lean In Atlanta, a group of about 2,000. “We are Lean In.” (Bowles, 2018). From being the lone hero with her vision turned into thousands of inspired people because of their allure and quiet persuasion. “You have to repeat your mission over and over, because it reminds you where you’re headed and why you’re going there.” Sandberg mentioned in her interview (Master of Scale, 2019).
The common experience of women in the workplace, defining a shared stake in the future as members of the group was discussed by Sandberg in her books and talks. When referring to women triumphs and opportunities at work she frequently uses terms like “we” and “ours”. Instead of criticizing men in the workroom, she labels men as potential collaborators and part of the team with the same goal. Her vocabulary and point of view communicates supportiveness to both genders, articulating the shared aim of equality at work and at home. According to Sandberg: “If the people who work for you one day believe in you and believe in your mission, they will not just do their daily tasks well, but they will do it with true passion” (Bryne, 2015). Being a leader, she was eager to encourage people to see exciting possibilities in the future as she breathes life into her visions despite of being a widow. To sum up her goals for female leadership and equality, Sandberg frames all her precise recommendations that speaks to her long-term vision and inspire others to disseminate that meaning.
Enabling others to act. Through promoting collaboration and building trust, partake wisdom and facts, ameliorate self-determination, and cultivate confidence. According to Sandberg: “We want to elicit genuine enthusiasm, complete trust and real dedication. They just don’t win the minds of their teams. They win their hearts.” (Bryne, 2015). She actively associated others whereas she conceived that mutual respect is what sustains the extraordinary efforts to be able to have an environment full of human dignity and trust. “Lean In” sparked a movement, but it had its critics, among them single mothers, women who worked outside corporate America, and those who could not afford to hire the nannies and helpers upon whom the Sandberg-Goldberg household clearly depended. Even the vaunted “C-suite” job is cold comfort when it cost you hours with a lost loved one (Flanagan, 2017).
Despite of very few numbers of women at the C-Suite jobs, but when they do get there, usually they are not looking back down to reach their hand out to other woman in the workplace, perhaps they’re pulling each other up. This is where Sandberg shines when she saw the divergence. Thus, she had the capability that’s why she was able to build trust and collaborate with others, form a community through Leanin.org and now those women can support each other. Leadership is a group effort; leaders acknowledge that they can’t be alone. In addition, a handbook named Lean In for Graduates was released that covers the directive and inspiration for the next generation which engaged also by experts. “Because the world needs you to change it” as it is the quotation used in the cover of the handbook. It entails the guide for new endeavor of freshly graduates in terms of looking for first job, wage negotiation, following their inner voice, and seize the opportunity for women in color and millennial men. The book includes stories from young people globally who able to conquer their fears and now successful in their dreams. By means of this, they strengthen the newly graduates to be competitive, made them suitable and powerful in the real world.
