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Fostering Women

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Fostering Women in Leadership Roles
MANAGEMENT

Fostering Women in Leadership Roles
According to Peter G. Northouse author of Leadership: Theory and Practice, “Women earn 57% of the bachelor’s degrees, 60% of the master’s degrees, more than half of the doctorate degrees, and nearly half of the first professional degrees, and they make up nearly half of the U.S. Labor force (2012). Northhouse also notes that “women still remain underrepresented in the upper echelons of America’s corporations and political system” (2012). One exception to this disparity between genders is Sheryl Sandberg, the number two at Facebook, the world’s biggest social network, who is known as the financial brains behind Facebook’s moneymaking strategy (Fortune, 2012). Not only has she stood out as an incredible business leader, she has also been ranked on 2012 Fortune’s list of the 50 Most Powerful Women in Business and on Time’s 2013 list of 100 Most Influential People in the World. Other than working on making Facebook successful, Sandberg is also diligently working to change this trend by encouraging women to be more assertive, to start a dialogue, and by building supportive networks.
Education and Early Career
Sandberg attended Harvard in the late ‘80s. While at Harvard she was described as being insightful with an advanced level of intellect, sociable, and politically active. In the early 1990s she caught the eye of Lawrence Summers, an economics professor, by scoring the highest on a midterm mid-term exam. After graduation from Harvard Business School, she worked as a consultant for McKinsey & Company for approximately one year.
From 1996 to 2001, Sandberg was contacted and hired by Summers’ while acting as chief economist of the World Bank. Summers’ says that “Sanberg proved herself quickly” and soon after became his chief of staff after he was promoted to Treasury Secretary. Long after she left Washington, she continues to embrace Washington’s political mentality and embraces building imperative relationships that are essential to maintaining important connections. She uses her political skills praising subordinates in public and reprimanding in a private setting. Her rapid capacity to respond has made her stand out among her peers (Stone, 2011). Sheryl Sandberg joined Google Inc. in late November 2001 and stayed through March 2008. During her tenure there, she was responsible for online sales of advertising and publishing products and for sales operation of consumer products and Google book Search.
After Google
In 2008, she defected from Google, Inc. and joined Facebook as its COO. Brad Stone discusses the qualities that make Sandberg such a success since she joined Facebook. He notes that Sandberg has transformed the organization from an unorganized start up struggling to find their place in the technology sector to unimaginable heights of growth. Facebook, which has grown from 66 million members when she joined to 640 million, has been in the mist of metastatic growth bringing with that a bit of chaos and turmoil. However, Sandberg doesn’t seem daunted by the challenge. Sandberg seems to use the right mixture of soft skills and directness to continue to excel in her position as COO. In her role as operating executive, she has been able to attract some of the world’s most recognized brands and has established trusting relationship with Mark Zuckerberg (Stone, 2011).
In a commentary by Christine Rosen, Sandberg talks about her “concern with people reaching their full potential; with the message targeted specifically at women”. She does however acknowledge that there are still barriers that exist in the workplace she focuses on the fact that women are not exhibiting as much ambition as men. One of the reasons Sandberg gives is that “we hold ourselves by lacking self-confidence, by not raising our hands, and by pulling back when we should be leaning in”. It’s time to get rid of these internal barriers and work on gaining power. Regarding her children, she goes on to say that she “always wants to do more” for them. Admitting that she has missed out on some elements of their lives and “confesses that she has mixed feelings about the choices she has made” (Rosen, 2013). Sheryl Sandberg continues on her journey to get the word out that women and young girls need to be fostered to be more self-confident, to reach out for success and to fight for their place in the world; to surpass the impassible barrier that has limited women to be all they can be.

References
Auletta, Ken (2011-07-11). “A Woman’s Place”. The New Yorker. Retrieved from http://www.newyorker.com/reporting/2011/07/11/110711fa_fact_auletta?currentPage=all
Northouse, Peter G. (2012-02-02). Leadership: Theory and Practice. Thousand Oaks: SAGE Publications. (p.352)
Rosen, Christine. (2013, 05). “In praise of Sheryl Sandberg”. Commentary, 135, 22-25.

Retrieved fromhttp://search.proquest.com/docview/1356660579?accountid=7113

Sarvate, S. (2013, 06). “Should women lean in or lean on?” India Currents, 27, 144. Retrieved

From http://search.proquest.com/docview/1368147310?accountid=7113

Stone, Brad. (2011, May 16). “Why Facebook needs Sheryl Sandberg.” Business Week, 1.

Retrieved from http://search.proquest.com/docview/867366531?accountid=7113

Business: “The acceptable face of Facebook; Sheryl Sandberg”. (2011, Jul 23). The Economist, 400, 62. Retrieved from http://search.proquest.com/docview/878899878?accountid=7113
Fortune (2012, October). Retrieved from http://money.cnn.com/magazines/fortune/most- Powerful-women/2012/snapshots/8.html

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