Secondly, women still often believe that if they don’t do a great job on everything, they have seriously fallen short. I recently interviewed a senior female equity partner in one of the top ten law firms in the US and she opened by informing me that she was not ambitious! First, that ambition is a bad thing, and that you can’t be a wonderful and caring person if you are also ambitious. Helgesen: I would say two primary things. Inam: What are the beliefs that hold women back? I believe this is one reason certain organizations still struggle to retain talented women: they ignore quality of life issues, expecting that if they simply pay people enough, those people will sacrifice any ability to take satisfaction in their experience of work. But salary and position alone are less likely to make a job seem “worth it” to women who have other choices. Don’t get me wrong: salary and position matter to women––if they feel underpaid or under-recognized they will not be happy. Quality in this case means they need to maintain some control over their schedule, have time able to build strong relationships with colleagues, clients and customers, and feel as if their work is making a difference in the world. The most important is that men tend to take chief satisfaction in financial reward and position, whereas women also want to enjoy the quality of their days - not every day, but in general.
Sally Helgesen: A study I ran a few years ago with Harris Interactive about differences in how men and women define satisfaction at work showed many similarities but a few clear differences. Henna Inam: What have you learned about how men and women define success differently?
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