Judy Hoberman: Selling in a S.K.I.R.T.
“Women want to be treated equally, not identically.”
There is no shame in doing things #LikeAGirl, and Judy Hoberman’s tagline sums up that sentiment quite well. Of course, women want the same opportunities as their male counterparts, but we do things differently—and that’s an asset, not a liability.
Hoberman has designed a series of workshops, seminars and coaching programs that put a positive spin on sales. With 30-plus years in the industry, she is adept at understanding the gender differences in management, recruiting and sales, and Hoberman has shared that expertise via appearances on CNN Headlines, ABC, CBS, CW33 and Good Morning Texas. She was recently named as a finalist in the Women of Visionary Influence Mentor of the Year.
Hoberman serves as president of the company she created, Selling in a Skirt, and hosts a weekly radio show of the same name on The Women 4 Women Network. She is a sought-after speaker and a prolific author, delivering a 2016 TEDx talk on the topic of pre-judgement. Today she explains the SKIRT philosophy, why we need to incorporate the word ‘strategy’ in professional conversations, and the secret sauce for making diversity initiatives work.
Key Interview Takeaways
Hoberman is passionate about helping women live the Selling in a SKIRT philosophy. It encompasses standing out, identifying our keys to success, getting inspired, producing results, and practicing effective time management.
Women want to be treated equally, not identically. We want the same opportunities as our male counterparts, along with the freedom to do the job our way. But prejudice is real, and women may have to be explicit in letting people know we are intelligent and capable.
Use the word ‘strategy.’ Aggressive women are often categorized in a negative way. Reframe the perception, i.e.: strategic thinking demonstrates intelligence and provides insight.
Take a step back from pre-judgement and correct misconceptions. We all make judgements within the first .2 seconds of meeting someone. It is important to be conscious of this fact and give people the opportunity to show us who they really are.
For diversity initiatives to succeed, an organization must 1) want it for the right reasons, 2) create a culture that is inviting, and 3) communicate effectively. To be truly inclusive, a company must ask employees why they are there and what their journey looks like—and then help them get there.
Words matter when it comes to attracting diversity. For example, a job listing with words like collaboration and advancement is appealing to women.
Connect with Judy Hoberman
Blink: The Power of Thinking Without Thinking by Malcolm Gladwell
Famous Isn’t Enough: Earning Your Fortune as an Entrepreneur by Judy Hoberman
Pure Wealth: 26 Ways to Crazy Profitability by Judy Hoberman
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