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女性in the workplace faced added challenges during the pandemic. How did women fare as leaders? While men and women are equal for many leadership tasks, most often the emotional work of leadership falls to women – and this has some surprising outcomes.

Two major research studies combine to paint a compelling picture of women’s experience at work. Here are 3 key takeaways from McKinsey’s 2021女性在工作场所报告 - 美国公司最大的妇女研究 - 六秒钟的2021年现金网赌钱网站heart报告 - 世界上最大的情商研究

经过迈克尔·米勒和帕蒂·弗里德曼（Patty Freedman）

1. Women leaders support their teams and promote employee wellbeing.

Compared to men in similar positions, women managers do significantly more to support employees. They check in more regularly, help manage workloads, and provide emotional and logistical support. Employees struggling to navigate complex work life challenges during the pandemic, or dealing with burnout, most often turn to their women leaders. The result?员工报告妇女以男性率的两倍来支持自己的职业。

Consider this: McKinsey’s女性在工作场所报告发现，员工同样有可能说男人或女性高级领导人在研究2比1中的人数超过妇女的职业生涯中支持了他们，这表明赞助或指导的负担不可持续。

数据还表明，这种情感领导力的大部分都没有得到回报和未被认可，并且可能导致不堪重负的领导者。

女性in corporate America bear twice the burden of sponsorship and mentorship as men – part of a larger trend of women demonstrating more emotional leadership, per McKinsey’s Women in the Workplace 2021 report.

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Emotional Tradeoffs for Women Leaders

麦肯锡报告中解释的情感不平等与心脏状态的关键发现联系在一起：虽然情绪智力的所有其他方面都与女性领导者的职业发展相关（见第3点），但移情下降。

右图的图显示了导航情绪（处理复杂性和使用情绪作为资源的能力），这与女性的进步密切相关。同时，同理心的增加（与情绪联系并适当响应的能力）也有所下降。对于男人来说，情况并非如此。Why would this be?

One possible explanation is that the expectations of organizational culture push women leaders to suppress empathy and handle increased emotional complexity – perhaps internalizing the message that women should be more like men, while still doing more emotional leadership work. Perhaps these results come from a lack of role models for women in leadership.

无论如何，该图说明了许多女性领导人面临的情感权衡。In a context of gender inequity, advancement comes with an added cost – which may help explain why women leaders experience a higher level of burnout.