Jo Ann Morris

After over 25 years in business I continue to hear women ask each other why some of us find it so difficult to intervene and/or eliminate the cattiness, back-biting and competitive sabotage of women by women in our organizations. I think the Mary Catherine Bateson quote below suggests why the Women of Different Tribes Caucus has had a lasting effect on women by equipping them to lead in answering that question, and to take action to prevent the damaging effects that come from competitive sabotage of women by women.  

Bateson says, "We are not what we know but what we are willing to learn." My advice to women leaders is to learn about each other as women, rather than assume that the mere fact of being women is enough to guide us in leading together. It's not.

We are alike and unalike, simultaneously, a paradox that can challenge us to understand that our differences are as important as our similarities.

Here is more sage advice from women that will hopefully entice you to learn about the women in your workplace and to honor what each brings to the organization.

No person is your friend who demands your silence, or denies your right to grow. 

-       Alice Walker

I had to make my own living and my own opportunity  ... Don't sit down and wait for opportunities to come; you have to get up and make them.

-   Madam C. J. Walker,  

1914, First Black-Woman Millionaire

If now isn't a good time for the truth,  

I don't see when we will get to it.

-       Nikki Giovanni

Step Up to Engage Our Male Colleagues 

Michael Welp

Men can support women by stepping up to engage our male colleagues around inclusion, rather than leaving it for women to always raise the issue.

An example, I hear all the time is when a woman offers an idea in a meeting. Often that idea doesn't seem to be heard. A few minutes later a guy will say the same thing and it will get picked up, acknowledged and supported.

What happens when a person is not heard? They start questioning, "What's going on? Is it because I'm a woman?" There may be a feeling of frustration, anger, or they may question themselves. If it happens repeatedly it can shut people down: "I'm not going to share anymore."  Everyone loses.

Men can support their women colleagues by being aware in the moment and speaking up to acknowledge what is happening. By intervening we can help break a pattern that other men may not be conscious of.  It's not about blame or scolding, it's about gently shifting awareness.

There's no right or wrong way to intervene. Here are a few ideas to try the next time you see this occurring:

• "Janet, you just shared the same thing a couple of minutes ago. That really is a good idea."
• "Janet, you shared that idea a few minutes ago. Is there more you want to say about it?"
• "I noticed that same idea was shared by Janet a few minutes ago. Did anyone else notice that?" 

Women often feel that they alone carry the torch and risk being seen as having a chip on their shoulder. Men can partner with women - and their male colleagues - by speaking up, acknowledging the reality for women. For women this can be a sign of hope - a male partner who is willing to publicly acknowledge and value their contribution, supporting full partnership in the organization.