IT Management News

Women in IT: Problems and solutions

Judy Armstrong Tech Republic

Published: 22 Jun 2005 16:00 BST

On a more serious note, we will not automatically be accepted into the club. We need to spend time building the relationships, trust, and support that may come automatically to a man in the same position. However, men can’t keep those inherited gifts without doing the same work. The difference is that we have to earn it up front. So, focus on finding key influencers and building those relationships first. And remember that these influencers are not necessarily your fellow executive staff members.

Your staff will most definitely test your mettle. We may not like it, but some of the staff will view you as 'a woman' and test you to see if you have backbone. It is not necessary to overcompensate; you need to be yourself and rely on all the terrific skills that got you where you are. But be careful to recognise when you are being tested, consider the source of the test, and respond to achieve the result you want. Show respect for the existing staff, give everyone a chance, and don’t take anyone else’s word for another’s behaviour — learn for yourself.

Your first 90 days are your time to assess. You should be gathering and understanding the most critical business needs, validating them, assessing how your staff is prepared (or not) to handle them and whether you are staffed and organised correctly to achieve the expected results. This establishes the expectations against which you want to be assessed and reviewed; in the end, will appreciate your strategy but reward your execution.

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