On the latest episode of the Better Human Project, we’re joined by Jennifer Martineau - a leadership researcher and co-author of the book, Kick Some Glass.
As you might infer, Jennifer’s work is in developing leaders, while helping organizations optimize and improve their efforts - with a focus on women and under-represented demographics.
Jennifer has almost 30 years of experience in organizational leadership development on a global scale and this conversation is full of real-world insights and strategies that can help us all become better versions of ourselves.
It’s a great podcast and you can listen to the full interview at any of these links:
My big 3 takeaways from Jennifer Martineau are below.
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Feedback Is Critical For Development
As the saying goes, “the biggest room we have is room for improvement.”
And in order to grow, develop, &/or improve, we must first be aware of the things we need to work on. (Shortcomings, blind spots, weaknesses, tendencies, shadows, etc, etc..)
Without this feedback, how will we know what we need to improve?
OK, so you realize the value of feedback…
Here’s the rub: How can we get more of it, and how can we leverage it (better), aka create feedback rich environments?
Questions to ask yourself. Really interrogate yourself with these:
How do you receive feedback? (Are you receptive or defensive?)
Are folks comfortable sharing feedback with you?
Are you asking for feedback? (“How are you experiencing me ___?”)
How can you create feedback rich environments?
Go seek some feedback and continue to grow & develop as a human!
Blueprint for Behavior Change
Asking better questions (itself, a form of feedback; self-auditing; objectivity & awareness), leads to more information, which affords us more options and better choices.
In this conversation, Jennifer and I discuss the value of being committed to getting things right, instead of “being right”.
When we make the commitment to this discovery of truth, we hold space for questioning what we think we know.
For many, this is uncomfortable.
For development and growth, this is required. (See: feedback above)
When we’re more interested discovering the truth, we’re open to interrogation. We refuse to settle for surface level answers. And this leads to deeper and deeper questioning.
These deeper questions, especially when phrased developmentally, lead to wider perspectives, deeper knowledge, understanding, provide valuable feedback, and - as noted above - afford us better choices.
For example, let’s look at your health and fitness goals through this lens.
—> Would you like a different result than what you’re currently getting?
If yes, ask yourself these questions: (Use these questions in EVERY area of life in which you seek progress/development. Fitness is just our example.)
What am I not doing? (to get desired result/results)
What (or who) are you trying to be (or do)?
What behaviors need to be built?
Then, DO IT!
Take action. Implement.
Knowledge without implementation is the same as (or worse than) not knowing.
—> Apply this line of questioning (our blueprint for behavior change) to any/every area of your life where you’d like to make progress.
Men and Women Tend To Build Networks Differently
Jennifer’s research revealed that men and women view networking differently, and therefor engage in the behavior in different ways.
Jennifer points out that men tend to feel very natural engaging in “networking” behaviors - defined as “developing and maintaining relationships with others who have the potential to provide work or career assistance”. [1]
Some other “networking behaviors” include:
Creating, maintaining, and using contacts
Asking for introductions to people we’d like to meet/work with
Utilizing one’s web of relationships to achieve certain goals
Women, on the other hand tend to see these interactions as insincere, “icky”, or transactional.
Why does this matter?
Well, it’s often been said that our NETWORK is our true NET WORTH.
In other words, our relationships and connections are more valuable than money or bank account size.
The old “it’s not WHAT you know, it’s WHO you know”…
And we know - another data point from Jennifer’s research - that many job opportunities come from “who you know”…
So…
The extent to which one engages in “networking behaviors” can (and does) have a measurable impact on career path/trajectory.
**Disclaimer: I realize that this does not account for ALL of the differences & barriers women face in the workplace. But it IS one important aspect that Jennifer highlights in her book, and it is new to me - and maybe to you too.
I included THIS nugget as a takeaway for that very reason - because it is new/different/interesting to me. The fact that we need systemic change in the way organizations treat those who are not white males is nothing “new/noteworthy”.
Men and organizations have responsibilities in this conversation too… and we discussed those in the full episode. (Links to listen are below.)
Catch the full interview at any of these links:
Pursue Progress,
Munsey