Caroline Adams Miller

The other thing I want to say, and there's so much research in the book about this, so it's really important, is that since 1940, perceptions of women have changed in many ways. particularly around competence. Women are now seen as competent because we're in the workforce now. 50% of the workforce, maybe more, is female. So we have many chances to be seen as competent.

The other thing I want to say, and there's so much research in the book about this, so it's really important, is that since 1940, perceptions of women have changed in many ways. particularly around competence. Women are now seen as competent because we're in the workforce now. 50% of the workforce, maybe more, is female. So we have many chances to be seen as competent.

The other thing I want to say, and there's so much research in the book about this, so it's really important, is that since 1940, perceptions of women have changed in many ways. particularly around competence. Women are now seen as competent because we're in the workforce now. 50% of the workforce, maybe more, is female. So we have many chances to be seen as competent.

Where there has been no change at all in how people perceive women, and that includes how men and women see women, is in this area of agency and being goal-directed and being ambitious. And the research shows very conclusively that any woman who sets pursues and achieves big goals, she is going to pay a huge social penalty.

Where there has been no change at all in how people perceive women, and that includes how men and women see women, is in this area of agency and being goal-directed and being ambitious. And the research shows very conclusively that any woman who sets pursues and achieves big goals, she is going to pay a huge social penalty.

Where there has been no change at all in how people perceive women, and that includes how men and women see women, is in this area of agency and being goal-directed and being ambitious. And the research shows very conclusively that any woman who sets pursues and achieves big goals, she is going to pay a huge social penalty.

And the research on it is all over the place because what's happened is you violated stereotype norms. It's called the black sheep effect. You will be ghosted. You will not have your success celebrated. You'll be held to different standards than men are. But for the most part, you will be excommunicated by both friends and other people, both men and women.

And the research on it is all over the place because what's happened is you violated stereotype norms. It's called the black sheep effect. You will be ghosted. You will not have your success celebrated. You'll be held to different standards than men are. But for the most part, you will be excommunicated by both friends and other people, both men and women.

And the research on it is all over the place because what's happened is you violated stereotype norms. It's called the black sheep effect. You will be ghosted. You will not have your success celebrated. You'll be held to different standards than men are. But for the most part, you will be excommunicated by both friends and other people, both men and women.

They're the rare few who celebrate and build up women who've succeeded. But for the most part, this is the one area that's held constant and we've had no growth whatsoever. So just being me, a woman talking about goal setting is blowing up norms. Blowing up norms because people sitting in audiences are not used to hearing women talking about goal setting. and how the science impacts them.

They're the rare few who celebrate and build up women who've succeeded. But for the most part, this is the one area that's held constant and we've had no growth whatsoever. So just being me, a woman talking about goal setting is blowing up norms. Blowing up norms because people sitting in audiences are not used to hearing women talking about goal setting. and how the science impacts them.

They're the rare few who celebrate and build up women who've succeeded. But for the most part, this is the one area that's held constant and we've had no growth whatsoever. So just being me, a woman talking about goal setting is blowing up norms. Blowing up norms because people sitting in audiences are not used to hearing women talking about goal setting. and how the science impacts them.

So I think companies have to realize that many of the reward systems, many of the ways in which people are encouraged to get feedback as they're pursuing goals and part of goal setting theory says you have to have feedback that tells you that you're getting warmer, you're getting closer, or you got to pivot. Women don't get accurate feedback. When they succeed, they often get no feedback.

So I think companies have to realize that many of the reward systems, many of the ways in which people are encouraged to get feedback as they're pursuing goals and part of goal setting theory says you have to have feedback that tells you that you're getting warmer, you're getting closer, or you got to pivot. Women don't get accurate feedback. When they succeed, they often get no feedback.

So I think companies have to realize that many of the reward systems, many of the ways in which people are encouraged to get feedback as they're pursuing goals and part of goal setting theory says you have to have feedback that tells you that you're getting warmer, you're getting closer, or you got to pivot. Women don't get accurate feedback. When they succeed, they often get no feedback.

People go silent. It's very painful. Women are also by and large, not given leadership feedback while men are. And there are a few other studies that came out literally recently, like in the last month that I didn't get in the book. One is about how women, female CEOs are given 1.7 years to succeed. And men are given more than two, almost three to succeed.

People go silent. It's very painful. Women are also by and large, not given leadership feedback while men are. And there are a few other studies that came out literally recently, like in the last month that I didn't get in the book. One is about how women, female CEOs are given 1.7 years to succeed. And men are given more than two, almost three to succeed.

People go silent. It's very painful. Women are also by and large, not given leadership feedback while men are. And there are a few other studies that came out literally recently, like in the last month that I didn't get in the book. One is about how women, female CEOs are given 1.7 years to succeed. And men are given more than two, almost three to succeed.

Women are deemed failures much more quickly with different criteria. Not only that. quote unquote, failed female CEO, the halo effect follows any female who might be considered by a board of directors to be the next CEO. She's already considered a quasi failure simply because that role model was quote unquote, failed male CEOs. No such halo effect exists. That doesn't happen.

Women are deemed failures much more quickly with different criteria. Not only that. quote unquote, failed female CEO, the halo effect follows any female who might be considered by a board of directors to be the next CEO. She's already considered a quasi failure simply because that role model was quote unquote, failed male CEOs. No such halo effect exists. That doesn't happen.