This gal is tough. She’s smart, quick, aggressive, and focused. You better know what you’re doing or she’ll nail you, whether you’re in a meeting with clients or sitting down with your boss and the CEO.
She’s arrogant. She swaggers when she talks, and she’s dismissive of any opinion that doesn’t agree with hers. She keeps her job because she delivers. She keeps her promises and she makes money.
Her peers, subordinates, even her bosses find her hard to take, and she succeeds despite them, probably because she keeps getting promoted. There’s no holding her back and no one wants to. “Let her make money and stress out somebody else.”
But is she a bad employee? A negative influence? Since it’s all in the eyes of the beholders, let’s talk to a few of them and get their fix on the situation:
A direct report says, “As a woman, I like having a woman boss and I like the fact that she’s strong. Yes, she can be over powering, and yes, she can be intimidating, and yes, she plays like the big boys, and I like that. I can learn from her, a lot of women can learn from her. Is she perfect? Far from it. She expects a great deal of herself, and expects too much from us. She has the energy and capacity to work 24/7 without acting frazzled or looking frayed around the edges. She wants us to keep up, and not complain about the pace and standard she sets. We can’t do either. Many of us have families and commitments that require our off the clock time and attention.
I’ve learned how to work with her. I know that she likes people who aren’t afraid of her, who have well formed opinions and can tell her what they are, without exaggeration or hesitation. She doesn’t respect anyone who holds back.
I’ve learned not to complain, but to set boundaries, and it works. I’m clear about what I can and cannot do. If she overloads me, making every assignment sound like a three-alarm fire, I outline what she’s already told me to do and ask her to prioritize. She immediately tells me what’s the hottest on the list, and I deliver.
When she pushes too hard, and I protest firmly, with good humor, she’ll back off, but just for a while. Then she’s back at it. I’m glad she works here and glad I’ve had the opportunity to work for her. I’m stronger (and exhausted) for the experience.”
A peer says: “She’s difficult and uncompromising and I’m surprised that she gets away with it. Until recently we’ve not had any women in upper management so the leadership team may be accommodating her style by giving her more room than she deserves. She may intimidate them. Not by her intelligence, as smart as she is, but by the number of women in support roles who think she’s the standard bearer of gender equality.
If I were her boss, I’d set her straight. She’s rude, impatient, and whether she admits it or not, she doesn’t have all the answers. I’ll wait her out. I bet she’s gone in a year.”
Her boss says: “She’s can be edgy and abrupt, no doubt about it, and we’ve got her working with a coach for just those reasons. The good news is, she doesn’t take herself too seriously, has a sharp sense of humor, and holds her own, whatever the topic.
She’s tough as nails but I tell you, she gets what she goes after, for the company as well as for herself. I’ve seen her jump all over a poor performer and protect someone who’s going through a bad patch. We’re lucky she’s working for us and not the competition. We’ll do what it takes to keep her.”
What’s the sum?
If you deliver what you promise, improve the bottom line, give employees what they need and challenge them to do their best, you’re a keeper. If you withhold support, training, and positive leadership, spend more than you make, insult more than a few people along the way, and think you’re always right, you’re on track for derailment.
Any questions?
