"Women leaders face particular challenges during organizational upheaval. They are more likely to be promoted to leadership roles during times of crisis (the "glass cliff" phenomenon) to manage both practical change and the invisible emotional labor of caring for employees with constant compassion (DeFrank-Cole & Tan, 2020). When things go wrong under such challenging conditions, women are judged more harshly. And this is compounded for those with additional marginalized identities."
"Her company recently restructured as a mechanism to quietly move people out. For Maya, it was clear they were slowly pushing her out. Up until now, she had poured her heart and soul into this job, personally designing the entire strategy she was hired to execute. When Maya reached out for help, her goal was to "show up authentically while demonstrating I can do this job, I'm not affected by these changes, and I will leave with dignity.""
Maya experienced a company restructuring used to quietly move people out, producing shock, anger, betrayal, and a sense of going through the motions after investing her heart and soul and designing the strategy she was hired to execute. Women leaders are disproportionately promoted into crisis roles (the "glass cliff") and expected to deliver practical change while absorbing invisible emotional labor, making them more likely to be judged harshly, especially when holding additional marginalized identities. Ambiguous grief is a prolonged, unresolved "freezing" of the grief process between presence and absence, and organizational upheaval can create institutional trauma and prolonged unresolved loss.
Read at Psychology Today
Unable to calculate read time
Collection
[
|
...
]