I am a curiosity-driven person, my background is in HR where I worked for the past 10 years in different industries like retail, technology, and education for global companies. I am passionate about people's growth and curious about how to create organizational joy. I love creating well-being and learning experiences, and supporting people's transformation, powering their curiosity and growth through coaching and mind-body practices. I am now working in my own company as a Mind-Body Coach, focused on supporting women's life and career transformations, with a new and innovative approach that coaches from a holistic perspective to break through old patterns and achieve lasting changes. I am actively mentoring women to support them in overcoming the fear of failing and uncertainty, building up their confidence and skills to go after what they truly want and not collapse under the pressures of growing professionally.
My Mentoring Topics
- 1. Women Leadership
- 2. Building Confidence
- 3. Clarity for your next career move
- 4. Aligning Life Vision with Career Vision
- 5. Starting your career
- 6. How to show up, be visible, and not be controlled by fear
- 7. Developing more curiosity to find new opportunities, paths, solutions...
- 8. Emotional resilience
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The Likeability Trap - How to Break Free and Succeed as You Are
Key insights from "The Likeability Trap - How to Break Free and Succeed as You Are" The Likeability Trap: This is a predicament that many professional women find themselves in where they are required to be competent and liked to succeed, yet being too much of either can hinder their progress. The Double Bind: Women who are assertive or authoritative are often seen as unlikable, while women who are likable are often overlooked for leadership roles because they are seen as too soft. Competence vs. Likeability: There is an inverse relationship between competence and likeability for women in the workplace, which often leads to a no-win situation. Authenticity: Being true to one's self is a key aspect of breaking free from the likeability trap. However, the concept of authenticity is complex and can be challenging to navigate. Gender Stereotypes: societal norms influence perceptions of leadership, which often disadvantage women. Imposter Syndrome: The internalized fear of being exposed as a "fraud" is prevalent among high-achieving individuals, especially women, and can impede their professional advancement. Power and Influence: Understanding the dynamics of power and influence can assist women in navigating the likeability trap. Balance: Achieving a balance between being assertive and being approachable is crucial. Gender Bias: Both conscious and unconscious biases contribute to the likeability trap. Personal Branding: Careful management of one's personal brand can help in navigating the likeability trap. An In-Depth Analysis of "The Likeability Trap" In "The Likeability Trap - How to Break Free and Succeed as You Are," Alicia Menendez presents a compelling analysis of the challenges that professional women face in the modern workplace. The book is aimed at shedding light on the paradox that women often find themselves in - needing to be both competent and liked to succeed, yet being too much of either can be detrimental. This is what Menendez refers to as the 'likeability trap'. The concept of the likeability trap is rooted in gender stereotypes and societal norms that influence perceptions of leadership. Women are often expected to conform to traditional roles that emphasize nurturing and communal behaviors. When they deviate from these expectations, for instance by being assertive or authoritative, they risk being seen as unlikable. This is the double bind that many women find themselves in. On the other hand, women who are liked may be overlooked for leadership roles because they are perceived as being too soft. Menendez also delves into the inverse relationship between competence and likeability for women. This creates a no-win situation where being too competent can make a woman less likable and being too likable can make her seem less competent. The author suggests that one of the ways to navigate this paradox is through authenticity - being true to one's self. However, the concept of authenticity is complex and multifaceted. It involves not just being true to one's values and beliefs, but also adapting to different contexts and situations. Another important aspect of the book is the discussion on imposter syndrome. This phenomenon, where high-achieving individuals fear being exposed as a "fraud", is prevalent among women and can be a major barrier to their professional advancement. Menendez provides valuable insights on how to overcome this syndrome and build self-confidence. Understanding the dynamics of power and influence is another crucial factor in breaking free from the likeability trap. Women need to be aware of how power dynamics operate in the workplace and how they can leverage their influence to effect change. The book also emphasizes the importance of achieving a balance between being assertive and being approachable. This is not about being less of who you are, but about managing perceptions and expectations in a way that allows you to be both effective and likeable. Menendez acknowledges the role of both conscious and unconscious gender bias in the likeability trap. These biases are not only perpetuated by men but also by women who have internalized societal expectations. It is therefore important for organizations to promote a culture of diversity and inclusion and for individuals to challenge their own biases. Lastly, Menendez discusses the importance of personal branding in navigating the likeability trap. She argues that careful management of one's personal brand can help in creating a positive perception in the workplace. In conclusion, "The Likeability Trap - How to Break Free and Succeed as You Are" is an insightful exploration of the challenges that professional women face in the workplace. It offers actionable strategies to navigate these challenges and to succeed without compromising one's authenticity. The concepts and ideas discussed in the book are not only relevant to women but are also valuable for anyone interested in understanding and challenging gender dynamics in the workplace.View