Many times I run across articles, Ted Talks or quotes that are far better than anything I could ever write. I wrote about mansplaining in 2021, but I haven’t had Paula Stone Williams’ experience and oh, is she eloquent!  

I wrote the blog about mansplaining when it happened to me. One day, Simon, a senior leader I consult with, and I were in a video chat and he started reviewing a report, talking non-stop without even noticing that I wasn’t responding. I waved, I stood up, I even started cleaning my entire desk area, but he just kept talking without taking a breath or asking a question.   

Simon was very proud of his report, yet it felt like he was performing, rather than the two of us having a meeting about the findings. After 43 minutes of Simon talking and me not responding, he finally noticed that his earbud was not working and he couldn’t hear me.

Simon really got caught up in the moment and started mansplaining without even realizing it. And that’s why it’s important to be aware of power dynamics in conversations and to approach every interaction with openness and curiosity.

Creating a culture of respect and collaboration is key to avoiding mansplaining and achieving better performance management. By creating a culture of open communication and feedback, you can foster an environment where everyone feels heard and valued, regardless of their gender or position within the organization.