Lean In for Gifted Girls

I just finished reading Lean In, the much talked about book by Sheryl Sandberg. In it she makes the point that women need to put more into their careers. That while women are outpacing men in educational achievements and taking more of the entry-level jobs, men still run the world. The book is heavy on statistics that are all carefully footnoted. While women earn 60% of the masters degrees in the United States, these highly educated women steadily drop out of the workforce in the years after graduation. This is especially true of highly educated women with children. Permanently dropping out of the work force hurts women’s long-term economic stability. It curtails their independence and may even be a contributing factor in lower self-esteem and depression. While the book was directed at women, the information is perhaps more valuable for those of us raising gifted girls. How can we set them up for fuller, more fulfilling lives? Should we put more emphasis on giving them the skills they will need for life after school, rather than just focusing on their academic careers?

Girls are different from boys. They are, on average, more concerned with following rules, pleasing people, and not hurting other’s feelings. They generally mature earlier and act more responsible at a younger age than boys. This tendency to compliantly follow adult directions makes girls easier to live with (most of the time) at home and creates a more studious, “teachable” student body in our educational institutions. Throughout their education, we reward girls for their hard work and positive, conforming attitudes. However, once they enter into the work world, different criteria govern who gets promotions and power. Businesses reward innovation, ambition, and results. Aggressively pursuing opportunities leads to rewards. However, women and girls generally do not want to appear ruthlessly ambitious. They fear (consciously or subconsciously) that if they really put themselves out there, promoting themselves, networking, and striving, they will be viewed less positively and this likeability hit will hurt their careers. Research shows they are correct. Our society wants men to be decisive, driven providers and women to be communal, sensitive caregivers. Women who “act like men” are less liked and this negatively affects their career trajectory.

So what do we tell our hard-working, ambitious daughters? How do we raise them to succeed not only in school but in the work world?

I am beginning to believe we as parents and teachers must start by giving up some of the benefits we get from having nice, compliant girls. My own personal experience is that my daughter tries hard to follow both spoken and unspoken rules. She frequently makes the extra effort to please teachers, yet is very reluctant to call attention to her achievements. My sons on the other hand are naturals at self-promotion. They also take the edict that it is far better to ask for forgiveness than permission one step further by adding in the caveat that neither is necessary if you avoid getting caught or can put the proper spin on your transgression. These different approaches often have my daughter complaining that “it” isn’t fair. That the boys get to do more without getting in trouble and that they don’t put in as much work at school or at home. She has a point and we do try to monitor the boys to make sure they are putting in the same effort to get the same rewards as our daughter. After reading “Lean In” though, I’m starting to wonder if this approach will actually help her in the long run.

Yes, the boys need more monitoring and it is our job to encourage them to be more thoughtful, diligent, and hardworking. On the other hand, our daughter may need a different message. Perhaps we should stop giving girls the idea that the way to get their efforts appreciated is to level the playing field and make things more fair by complaining to the local authorities. Title IX only applies to educational institutions, not the business world. Career opportunities are not automatically equal for men and women. Absent overt discrimination, positions are open to everyone, male or female but men end up in the executive suite far more often than women. Males generally approach the world differently and this can lead to more success for them in the work world. Our daughters need to know that being good workers and nice people will not automatically give them the careers they want. In addition they need to build their self-confidence, knowledge, and social work skills. We need to raise daughters that are a bit more of a pain. Ones that follow their own passions instead of our suggestions. Ones that are more interested in being themselves than in being liked by everyone. Ones that are willing to take chances and break some rules because they understand that their worth does not depend on always being good. Ones that are comfortable taking a seat at the table because they know they have a great deal to contribute. We need to become much more accepting and tolerant of noisy girls that speak even when they are not spoken to and shout out answers without raising their hands.

Well-behaved women seldom make history — Laurel Thatcher Ulrich

We must encourage our girls to follow their own interests even when it means ignoring our suggestions. We should go beyond tolerating their arguing and teach them how to become more effective in advocating their positions.

In general, girls have less professional ambition than boys. While some of this may be due to innate biological differences between boys and girls, even in our enlightened times we are still raising them differently with different messages. Boys get the message that when they grow up they will be full-time, ambitious providers. Girls get the message that while they should do well in school and start a career, it is at least equally important for them to be supportive of their boyfriends, husbands, and children. That if they are too career oriented, their family may suffer. While society sometimes questions whether a mother who takes a big promotion may be hurting her family, the same is virtually never true of fathers.

Ambitious girls are labeled as bossy instead of what they actually are, naturally driven leaders. We need to do a better job of helping our girls develop these emerging managerial skills. Instead of telling our girls to “be nice” we should teach them how to lead so that others will want to follow.

Knowledge is power and our girls need to know:

  • That on average men apply for jobs if they feel they meet 60% of the requirements while women only apply if they think they meet 100% of the requirements. Our girls need to understand that this desire to cross the T’s and dot the I’s is a false strategy designed to avoid rejection and holds women back. We should encourage our girls to put themselves out there and teach them that rejection is not the same as failure. And failure isn’t that bad anyways.
  • Effective ways for girls and women to negotiate. While women who tout their own achievements take a likeability hit compared to men who do the same, there are techniques to get around this. If women are negotiating for a higher starting salary, a raise, or other benefits, they can minimize negative blowback by “thinking personally and acting communally.” Men who fail to negotiate are viewed as weak, pushovers yet women need to provide a legitimate explanation for their negotiations. That explanation is frequently received more positively if it ties into positive societal stereotypes of women. For example, if women start negotiations by explaining that they know women often get paid less than men, in part, because men are more likely to reject initial offers and that this knowledge is why they are negotiating, the women position themselves as more communal and less selfish. Requests from women are also viewed more favorably if they say a senior person encouraged them to negotiate or that their negotiations are inspired by objective, industry standards. Until and unless society changes and starts to view aggressive women as positively as it views aggressive men, our daughters need the inside information on how effectively propel their careers forward while still appearing “appropriately” female.
  • How and why to work together. Frequently girls, especially in the middle school years, setup a social hierarchy where girls actively put other girls down to build themselves up. They are too concerned about popularity and boys and they view the social scene as a zero-sum game. This attitude too often stays with them as they enter the work world. Yet one of the most effective ways for women to advance their careers is to have their achievements and skills endorsed by others. Girls need to get in the habit of banding together and speaking positively about each other. We should coach them on how to call attention to each other’s ideas and achievements. By becoming effective promoters for each other they can learn at an early age how to make sure their accomplishments are known without appearing unseemingly “cocky” for a female.
  • That they should approach their education, networking, and initial jobs as if they will have a full and fulfilling life-long career. They should not question whether their work and career choices will fit with a later decision to have a family. When women doubt their ability to combine work and family before they even have a baby, they avoid advancements and assignments that will give them more money, power, and flexibility — items that can make a huge difference when they later need to combine work and family.
  • That there is currently a false “competition” between stay-at-home moms and career moms. The reality is that more and more women, and a few men, move back and forth between work and home, spending more time with their families when that need is greater and spending more hours on their career when it is best for them and their families. Our daughters can succeed where adult women have failed. They should grow up expecting to work together and stay connected no matter whether they are going through a period of full-time office work, full-time at-home work, or something in-between. Guilt over not being with the kids enough or not being at work enough need to stop influencing how mothers view each others’ choices. Families and careers go through phases and one or the other will, at times, demand more attention. Girls should learn the importance of supporting and helping each other, especially during transitions into or out of the work force.

Those of you who are raising boys aren’t off the hook either. Even if your home follows the statistical pattern of mom spending more hours on cleaning and childcare than dad, explain to your son that the world is changing. Teach him how to clean and cook tell him that as an adult, he will be just as responsible for the household chores as his wife. We should talk with our boys about work/life balance. “How do you plan to juggle it all?” should not just be something for girls to ponder. In fact, we can start changing the conversation today. Start ask the men you work with who have young children, “How to you do it all?”

ADHD Psychology, Co-morbidities, and Outcomes – Coursera Class Weeks 6 & 7

ADHD is complex. While defined as an executive function impairment, there are different genes, parts of the brain, brain chemicals, and behaviors involved. We know that certain drugs and behavioral interventions can relieve symptoms of ADHD, yet the medical establishment does not know what combination of interventions will promote optimal functioning in any given ADHD patient. Frequently the best course of action and medication is found through an educated trial and error method. This is stressful for both the child and the family. However, finding ways to manage and treat ADHD impairments is essential. Weeks six and seven in Pay Attention: ADHD Through the Lifespan have focused on the functional impact and complications of ADHD. It has been a bit depressing.

Disorders seen with ADHD include oppositional defiant disorder (ODD), conduct disorder (CD), anxiety disorder, mood disorders (including bipolar disorder, persistent minor depression, and major depression), learning and language disorders, Tourette syndrome, obsessive compulsive disorder (OCD), autistic spectrum disorder, fetal alcohol syndrome, sleep disorders, substance use disorders, and post-traumatic stress disorders.  Whew. The more sever the ADHD, the more likely it is to co-exist with one or more of the above disorders. Parental issues such as depression, low-income, and decreased interest in the child and a deviant child peer group will also increase the likelihood of a comorbid disorder.

Children with ADHD:

  • Are more likely to have learning issues:
    • Speech, language, reading, spelling, math, handwriting, and listening comprehension deficits can all present at higher than normal levels in children with ADHD.
    • Overall, drugs do not correct the learning problems that may be present with ADHD and parents should insist on additional educational help for their ADHD kids with learning issues. Medical interventions can make a child behave better in class but they do not make the child learn more. Specifically, reading, spelling and math issues do not improve with ADHD stimulants although the stimulants may improve handwriting and comprehension. Atomoxetine (Strattera) may sometimes help with reading abilities.
  • Have lower than average intelligence (possibly the result of poor executive function);
  • Are less self-sufficient.

Perhaps due to their initial ADHD-caused difficulties academically and socially, children with untreated ADHD can develop low self-esteem and a type of learned helplessness. They prematurely give up when faced with seeming difficult problems and don’t develop the ability to seek challenges, expect success, persist, and take failure in stride.

The behavioral and cognitive effects of ADHD can cause lifelong issues. 30% to 80% of children diagnosed with ADHD will continue to have symptoms in adolescence and up to 65% will have them as adults. ADHD may just look different as a child grows up. External manifestations such as high activity may decrease, yet internally, inattention and disorganization can persist. The world expects us to develop more and more executive function as we age and this expectation can create real issues for adolescents and adults with ADHD. When key executive functions such as self-regulation, sequencing behaviors, planning ability, organization, working memory, and internalized self-talk are impaired, personal relationships and careers suffer.

Adults with ADHD are more likely to:

  • Have an annual income of less than $25,000;
  • Be high school dropouts or if they do graduate from high school, they are less likely to graduate from college;
  • Be addicted to tobacco and/or use recreational drugs;
  • Be unemployed;
  • Be arrested;
  • Be divorced;
  • Have poor driving records, including revoked licenses, and vehicle crashes;
  • Have poor money management;
  • Have trouble organizing a household and raising children.

The lack of executive function that is a primary deficit in ADHD can cause secondary executive function problems, similar to the learned helplessness created in children with ADHD. These secondary EF problems may respond to coaching and training. People with ADHD can live in the moment and while they may know what to do, they have trouble with execution. Lecturing someone with ADHD or merely teaching them organizational skills is rarely successful. They know what is expected, they just don’t have the internal support to always follow through.

Instead of assuming individuals with ADHD will change their brain wiring and suddenly have organizational skills, it is more effective to “reverse engineer” and externalize executive functions. Technology is making this easier. Smart phones can give time reminders and have nagging due lists. ADHD coaches can help individuals learn how to break tasks into small steps, externalize sources of motivation, and post critical reminders at the point of performance. While drugs are an important treatment component for some people with ADHD, behavior training is essential. Natural settings should be restructured to externalize executive functions and then these accommodations must be maintained.

Given the increasingly high societal and economic cost of ADHD, it is distressing that the current sequester has cut programs for low income children. Early interventions for children with parental support is one of the most effective ways of preventing the negative comorbidities associated with ADHD. Individuals with ADHD have the greatest success when important people in their lives compassionately and willingly help them with their organizational needs. This is only possible if parents, educators, and spouses understand how to best support someone with ADHD.