#HR #RRHH Making love and making personal #branding #leadership

Coming of age for working women in the "lean-in" era isn't easy. For millennial women (those born between 1980 and 1994), life and work are blended. The same technology that makes staying connected so easy makes staying "on" after working hours easy as well. Meanwhile, businesses expect more work for less pay, and parenting challenges are leading many women to take more time off work.

That helps explain why 34% of millennial women say they aren't interested in becoming a boss or top manager, according to a Pew Research Center study. Like their male counterparts, millennial women place a higher value on security and flexibility than on pay. But that doesn't mean they're satisfied with their working lives. In fact, 75% of millennial women say gender inequality in the workplace is an issue that needs addressing, compared with just 57% of millennial men. Here's a look at some of those obstacles and what millennial women can do to get past them.

Research by Stanford Graduate School of Business professor Larissa Tiedens suggests that women can exert control by engaging in more subtle or “implicit” methods of dominance.

A shift in facial expression, an expansive posture, or a different negotiating strategy can be just as effective as a direct command, a wagging finger, or other aggressive behavior, she says. When women use these methods, the backlash is weakened or even disappears, according to the research by Tiedens and Melissa Williams of Emory University’s Goizueta Business School.

Based on a review of hundreds of earlier studies, their work suggests a winning strategy for women in business: “While the obstacles to women’s achievement in leadership roles are real, there also is reason to hope that women may be able to work around them by relying more heavily on implicit methods of interpersonal influence,” write the researchers.

You’ve probably heard the following statistic: Men apply for a job when they meet only 60% of the qualifications, but women apply only if they meet 100% of them.

The finding comes from a Hewlett Packard internal report, and has been quoted in Lean In, The Confidence Code and dozens of articles. It’s usually invoked as evidence that women need more confidence. As one Forbes article put it, “Men are confident about their ability at 60%, but women don’t feel confident until they’ve checked off each item on the list.” The advice: women need to have more faith in themselves.