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Rashida Tayabali is a freelance
w riter and chief editor of
Leaders in Heels.
Tiara Syndrome: How to stop it limiting your
career
RASHIDATAYABALI.WEEBLY.COM
BY RASHIDA TAYABALI / AUG 01, 2013 8:00AM /
/ (1)
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Are you an accomplished professional who hesitates to highlight
your achievements, especially when it's directly connected to
asking for a pay rise?
You're not alone – named Tiara Syndrome by the founders of
Negotiating Women Inc and discussed by Sheryl Sandberg in her
book Lean In, this 'syndrome' affects how women negotiate for
pay rises in the workplace. Sufferers of Tiara syndrome work hard
hoping that someone (usually their boss) will take notice of their
contributions and put a 'tiara' on their head, thus eliminating the
need to talk about their contributions.
A University of California Irvine study on organisational behaviour
found only seventeen percent of women felt responsibility for
ensuring their salary reflected their value, while 83% of women left
it to their employers to decide how much they were worth.
"Women tend to be more collaborative and inclusive, often playing
down their contributions and acknowledging others'
achievements," explains Jane Anderson, executive career coach at
Inside Out Training and Coaching. While this is definitely a strength
in some professions which focus on team performances, when it
comes to explaining how individual performance justifies a pay rise, women lose
out.
Anderson believes the problem can stem from a need for belonging learnt at an
early age and a lack of confidence that causes women in the workplace to believe
their work will speak for itself. She says that talking about one's achievements is
not the same as bragging – and that there needs to be a distinction between
these two behaviours.
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To avoid Tiara Syndrome, Anderson recommends keeping a journal of
achievements in all your different jobs. She advises following the STAR model
(Situation, Task, Action, and Result) to show where and how you bring value to
your organisation. The journal will add weight to your request when it comes time
to negotiate a salary increase or when applying for a new job.
Anderson emphasises that your work needs to align with corporate objectives
and your own career aspirations. Failure to achieve such an alignment will leave
you unfocused and possibly wasting time and effort on projects the company
may not value. A lack of alignment could also signal that you don't feel the need
to promote yourself because there is no end goal in mind -- even that you
haven't yet found your life's purpose.
How to manage a career
saboteur before they
damage your career
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Career vision and purpose vital
Does reading the above confirm that you suffer from Tiara Syndrome? Anderson
says this syndrome can be successfully managed if you stop to consider why
you're not naturally selling yourself to others and realise it may actually come
down to a lack a career vision and purpose. In short, if you're passionate about
what you do, this will come across naturally when you talk about your work. Her
key tip is to be a visionary when it comes to managing your career, and use this in
negotiating for a salary increase.
Start thinking of yourself as a brand – on offer are your skills and abilities in
exchange for money. If you can understand your personal brand and market it
effectively, this will be reflected in your salary. Think about the touch points that
validate your personal brand translating into measurable value for the company.
Employee interactions, peer reviews (similar to customer interactions with a
product and positive testimonials) will add more to your brand than your own
testimonies. Anderson advocates showcasing your passion and achievements
through newsletters, displaying certificates, networking, attending the right
meetings and putting your hand up for projects that excite you.
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Promoting yourself may not come naturally and could feel uncomfortable so
Anderson advises identifying methods to promote your contributions that are in
sync with how you like to be recognised. For example, standing in front of your
peers in group meetings may be your worst nightmare, so how about delivering a
presentation on project achievements to your manager during a one-on-one?
Tips for managing a Tiara Syndrome sufferer
If you're a manager and know a team member who suffers from Tiara Syndrome,
Anderson provides the following tips:
Six steps to perfecting your
elevator pitch
1
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2
3
Eight things to know about
saying 'no'
Ask the employee what they hope to achieve from their career or current
role – having a vision in place makes it easier for the manager to understand
the messages the employee needs to be sending to the rest of the team
and when allocating future projects.
Identify the ways in which the employee feels comfortable being recognised.
For example, if they prefer weekly meetings, newsletters, or team meetings
request them to bring in a list of their accomplishments written up with
measurable outcomes.
Suggest keeping a journal – Not only does this help the employee keep
track of their achievements, it's also a great confidence boost.
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• 4 days
Glenda May ago
Thanks Jane, some great ideas which can also help us challenge the Imposter Syndrome.Many successful women battle their impostor –
inner critic that makes you feel a sham - often in the face of real
achievements. Perpetually waiting to be "unmasked" will drain your energy and confidence. It can make you more risk-averse, less selfpromoting and hurt your future success. (Tip 21 from our new book "52 Ways to Break through the Glass Ceiling" - co-authored with Jenn
Morris, a highly entrepreneurial mentor of women)
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