September 14, 2012

  • The Lurking Factor

    For a while, I've been thinking about PUYO's Board succession.

     
    My thought process on this topic taught me an interesting lesson: a women's family value does affect her career.
     
    When I think about who could take over the Board, the two key things I take into consideration are:
    • Heart: does he or she have the right values? Would he/she be kind to our members? Would he/she do the right thing?
    • Skill: self explanatory.
    I surprised even myself with my lurking question:
    "After she have kids, would she have time for PUYO?" - I would have never guessed I'd think about this.
    As a woman, I understand the pull kids and family have on a woman.
     
    Therefore, as the Chairperson of the Board, I have started to pad myself for women's exit, particularly, when they start popping babies. Now, I do hope they stay. But, I'm really not going to say much if they choose to leave. I will still love them as much. Family is important.
     
    I admit, I can't say my mentality is the same towards a guy. I just don't expect their focus to shift as much.
     
    I hate referring to women as 'flight risks', because it just sounds bad. But, I don't deny, I do expect family life to have a bigger impact on women than men. I'm not saying my assumption is right. It's just my gut feel.
     
    In planning for succession, this translates to iterations of "when she leaves" plans. Positioning multiple people to take over. However, in a work setting, a manager could decide not to give his or her female subordinate the opportunity altogether, especially for a role that requires intense focus over an extended period of time.
     
    And guess what? How do I determine whether her priority would shift? 
     
    I draw on what she reveals about her family values on an everyday basis.
     
    So. I've realized, if I don't want to be marked as a 'flight risk' at work, how I talk about family matters, even in a social setting. Sharing my family ideals might plant seeds into people's head. Management might not mean to judge, but, they could.
     
    To be given opportunities, I really need to demonstrate that I would be committed to work.
     
    Huh.
     
    I am not sexist. But I'm surprised that this lurking factor crossed my mind.
     
    Let alone senior management's.
     
    It's interesting to be on a different side.
     
    Where do I stand on this?
     
    Let's just put it this way: E3 taught me a lot about what type of mom I'd be. And if you know what I'm like when I'm mentoring E3ers......
     
    I shall leave it at that.