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We have a problem with women in leadership across the board. This leadership gap - this problem of not enough women in leadership - is running really deep and it's in every industry. My answer is we have to understand the stereotype assumptions that hold women back.

Sheryl Sandberg

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Sheryl Sandberg
Age: 55
Born: 1969
Born: August 28
Businessperson
Businesswoman
Computer Scientist
Economist
Washington
District of Columbia
Sheryl Kara Sandberg
Running
Across
Problem
Answer
Women
Leadership
Assumptions
Back
Deep
Stereotype
Enough
Hold
Gaps
Every
Industry
Board
Really
Answers
Boards
Understand
Assumption

More quotes by Sheryl Sandberg

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And what I saw happening is that women don't make one decision to leave the workforce. They makes lots of little decisions really far in advance that kind of inevitably lead them there.
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It is the ultimate luxury to combine passion and contribution. It's also a very clear path to happiness.
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Fortune does favor the bold and you'll never know what you're capable of if you don't try.
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We need to start talking about child-rearing in the workplace.
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I've seen over and over how much self-belief drives outcomes. And that's why I force myself to sit at the table, even when I am not sure I belong there - and yes, this still happens to me. And when I'm not sure anyone wants my opinion, I take a deep breath and speak up anyway.
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Being confident and believing in your own self-worth is necessary to achieving your potential.
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I think now is our time. My mother was told by everyone that she had two choices: She could be a nurse or a teacher. The external barriers now are just so much lower. If we start acknowledging what the real issues are, we can solve them. It's not that hard.
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Until women are as ambitious as men, they're not gong to achieve as much as men.
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If you ask men why they did a good job, they'll say, 'I'm awesome. Obviously. Why are you even asking?' If you ask women why they did a good job, what they'll say is someone helped them, they got lucky, they worked really hard.
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The most important career decision you'll make is who your life partner is.
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We know when we use the full talents of our population we're more productive. And we know that when people really feel like they can have flexible lives, they're better employees.
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My hope in writing 'Lean In: Women, Work, and the Will to Lead' was to change the conversation from what women can't do to what we can.
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I tell people in their careers, 'Look for growth. Look for the teams that are growing quickly. Look for the companies that are doing well. Look for a place where you feel that you can have a lot of impact.'
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Every woman I know, particularly the senior ones, has been called too aggressive at work. We know in gender blind studies that men are more aggressive in their offices than women. We know that. Yet we're busy telling all the women that they're too aggressive. That's the issue.
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We can each define ambition and progress for ourselves. The goal is to work toward a world where expectations are not set by the stereotypes that hold us back, but by our personal passion, talents and interests.
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We cannot change what we are not aware of, and once we are aware, we cannot help but change.
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Every job will demand some sacrifice. The key is to avoid unnecessary sacrifice.
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There is no perfect fit when you're looking for the next big thing to do. You have to take opportunities and make an opportunity fit for you, rather than the other way around. The ability to learn is the most important quality a leader can have.
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The social web can't exist until you are your real self online. I have to be me. You have to be you. Once we are online as ourselves, connected to each other and our other friends, then you can have the evolution of what becomes the social web.
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When I was in high school, I was voted most likely to succeed.
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