![]() ![]() So shift your thinking from “If I get a mentor, I’ll excel” to “If I excel, I’ll get a mentor.” And remember, mentors continue to invest when mentees use their time well and are truly open to feedback.ĭespite young women’s best efforts, it’s harder for them to find mentors-men end up gravitating toward other men, and since there are more men in senior roles, women miss out. Studies show that mentors select protégés based on their performance and potential. Too many young women start with the question “Will you be my mentor?” If you have to ask the question, the answer is probably no. It’s important that my salary reflects the education and skills that will enable me to do this.” For example, you might say, “If I join the team, I will do my best to contribute to its success. One strategy to combat this is to use communal language women get better results when they emphasize a concern for organizational relationships. In contrast, we expect women to be communal and collaborative, so when they advocate for themselves, we-both men and women-often react unfavorably. We expect men to be assertive and look out for themselves, so there’s little downside when they advocate on their own behalf. But before you do, understand how stereotypes impact negotiations. You won’t get what you don’t ask for, so make it a rule to negotiate. In order to get paid what you are worth, learn to negotiate effectively. ![]() ![]() A recent study found that women in their first year out of college were paid eighty-two cents for every dollar paid to their male counterparts. ![]()
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