T

FINAL PROJECT REPORT

ON

ENTREPRENEURSHIP (UCW-249)

Submitted in Partial Fulfillment of

Course - B.Sc. Nutrition and dietetics

At

University Institute of Applied Health Sciences

CHANDIGARH UNIVERSITY, GHARUAN

BATCH (2019- 2022)

Submitted By

NAME – NAVJOT KAUR

UID – 19BND1020

CLASS – B.Sc.Nutrition and dietetics 3rd semester

 FINAL PROJECT REPORT
ON

ENTREPRENEURSHIP (UCW-249)

Submitted in Partial Fulfillment of

BACHELOR OF SCIENCE-NUTRITION AND DIETETICS

At

University Institute of Applied Health Sciences

CHANDIGARH UNIVERSITY, GHARUAN
BATCH (2019-2022)

Submitted By

NAVJOT KAUR

19BND1020

B.Sc. (N&D) 3rdSem

FINAL PROJECT
REPORT
ON
ENTREPRENEUR
SHERYL
SANDBERG
 Sheryl Sandberg

Sheryl Kara Sandberg (born August 28, 1969)is an American technology executive, author, and
billionaire. She is the chief operating officer (COO) of Facebook and founder of Leanin.org. In
June 2012, she was elected to Facebook's board of directors by the existing board members,
becoming the first woman to serve on its board. Before she joined Facebook as its COO,
Sandberg was vice president of global online sales and operations at Google, and was involved in
launching Google's philanthropic arm Google.org. Before Google, Sandberg served as chief of
staff for United States Secretary of the Treasury Lawrence Summers.

Sheryl Kara Sandberg- Born in August 28, 1969 (age 50)Washington, D.C., U.S.

Residence -Menlo Park, California, U.S.

[1]Education-Harvard University (BA, MBA)

Occupation-COO of Facebook (2008–present)

Years -active1991–present

Salary-US$25.2 million[2] (2017)

Net worth-US$1.7 billion[3] (October 2019)

Political party-Democratic

Board member of Facebook -Women for Women InternationalCenter for Global

DevelopmentV-Day

SurveyMonkey

Spouse(s)- Brian Kraff(m. 1993; div. 1994)Dave Goldberg(m. 2004; died 2015)

Children-2 (with Goldberg)

In 2012, she was named in the Time 100, an annual list of the most influential people in the
world according to Time magazine. As of June 2015, Sandberg is reported to be worth over
US$1 billion, due to her stock holdings in Facebook and other companies.

Because of her work with Facebook to develop secret algorithms that analyze and predict online
behavior by users, she has been called by one critic, "the Typhoid Mary of surveillance
capitalism."

Career

Early career

After graduating from business school in the spring of 1995, Sandberg worked as a management
consultant for McKinsey & Company for approximately one year (1995–1996). From 1996 to
2001 she again worked for Larry Summers, who was then serving as the United States Secretary
of the Treasury under President Bill Clinton. Sandberg assisted in the Treasury's work on
forgiving debt in the developing world during the Asian financial crisis.

She later joined Google, where she was responsible for online sales of Google's advertising and
publishing products as well as for sales operations of Google's consumer products and Google
Book Search. During her time at Google, she grew the ad and sales team from four people to
4,000.

Facebook Edit

In late 2007, Mark Zuckerberg, co-founder and chief executive of Facebook, met Sandberg at a
Christmas party held by Dan Rosenwein Zuckerberg had no formal search for a Chief Operating
Officer (COO), but thought of Sandberg as "a perfect fit" for thisrole.In March 2008, Facebook
announced the hiring of Sandberg for the role of COO and her leaving Google.
After joining the company, Sandberg quickly began trying to figure out how to make Facebook
profitable. Before she joined, the company was "primarily interested in building a really cool
site; profits, they assumed, would follow." By late spring,[when?]Facebook's leadership had
agreed to rely on advertising, "with the ads discreetly presented"; by 2010, Facebook became
profitable. According to Facebook, she oversees the firm's business operations including sales,
marketing, business development, human resources, public policy, and communications.

Sandberg meeting India's Prime Minister Narendra Modi in New Delhi on July 03, 2014

In 2012 she became the eighth member (and the first woman) of Facebook's board of directors.

In April 2014, it was reported that Sandberg had sold over half of her shares in Facebook since
the company went public. At the time of Facebook's IPO she held approximately 41 million
shares in the company; after several rounds of sales she is left with around 17.2 million shares,
amounting to a stake of 0.5% in the company, worth about $1 billion.

Early life and education

Sandberg was born in 1969 in Washington, D.C. to a Jewish family, the daughter of Adele (née
Einkorn) and Joel Sandberg, and the oldest of three children. Her father is an ophthalmologist,
and her mother was a college teacher of French language.

Her family moved to North Miami Beach, Florida, when she was two years old. She attended
North Miami Beach High School, where she was "always at the top of her class", and graduated
ninth in her class with a 4.646 grade point average. She was sophomore class president, became
a member of the National Honor Society, and was on the senior class executive board. Sandberg
taught aerobics in the 1980s while in high school.

In 1987, Sandberg enrolled at Harvard College. She graduated in 1991 summa cum laude and
Phi Beta Kappa with a bachelor's degree in economics and was awarded the John H. Williams
Prize for the top graduating student in economics. While at Harvard, she co-founded an
organization called Women in Economics and Government. She met then-professor Larry
Summers, who became her mentor and thesis adviser. Summers recruited her to be his research
assistant at the World Bank, where she worked for approximately one year on health projects in
India dealing with leprosy, AIDS, and blindness.

In 1993, she enrolled at Harvard Business School and in 1995 she earned her MBA with highest
distinction. In her first year of business school, she earned a fellowship.

Criticism

The New York Times published a report in 2018 detailing Sandberg's role in handling
Facebook's public relations after revelations of Russian interference in the 2016 United States
elections and its Cambridge Analytical data scandal. Soon after, on November 29, 2018, the New
York Times reported that Sandberg had personally asked Facebook's communications staff to
conduct research into George Soros's finances days after Soros publicly criticized tech
companies, including Facebook, at the World Economic Forum. In a statement, Facebook said
the research into Soros "was already underway when Sheryl [Sandberg] sent an email asking if
Mr. Soros had shorted Facebook's stock."

According to The Wall Street Journal, during a meeting Mark Zuckerberg blamed Sandberg
personally for the outcome of the Cambridge Analytical scandal, stating that Zuckerberg
"blamed her and her teams for the public fallout over Cambridge Analytical," and that Sandberg
"confided in friends that the exchange rattled her, and she wondered if she should be worried
about her job.

Author Shoshana Zuboff called Sandberg "the Typhoid Mary of surveillance capitalism."

Boards
In 2009 Sandberg was named to the board of The Walt Disney Company.[29] She also serves on
the boards of Women for Women International, the Center for Global Development and V-
Day.She was previously a board member of Starbucks, Brookings Institution and Ad Council.

Other work and ventures

Play media

Sandberg gives UC Berkeley Commencement Keynote Speech in 2016

In 2008 Sandberg wrote an article for The Huffington Post in support of her mentor, Larry
Summers, who was under fire for his comments about women. She was a keynote speaker at the
Jewish Community Federation's Business Leadership Council in 2010.In December 2010, she
gave a TED speech titled "Why we have too few women leaders. “In May 2011 she gave the
Commencement Address at the Barnard College graduation ceremony. She spoke as the keynote
speaker at the Class Day ceremony at the Harvard Business School in May 2012.In April 2013,
she was the keynote speaker during the second annual Entrepreneur Weekend at Colgate
University, in Hamilton, NY.In 2015 she signed an open letter which the ONE Campaign had
been collecting signatures for; the letter was addressed to Angela Merkel and Nkosazana
Dhlamini-Zuma, urging them to focus on women as they serve as the head of the G7 in Germany
and the AU in South Africa respectively, which will start to set the priorities in development
funding before a main UN summit in September 2015 that will establish new development goals
for the generation. In 2016, she delivered the Commencement Address at the University of
California, Berkeley graduation ceremony. It was the first time she spoke publicly about her
husband's death, and stressed the importance of resilience. The following year she delivered the
Commencement Address to Virginia Tech's Class of 2017. On June 8, 2018 she gave the
Commencement Address for the Massachusetts Institute of Technology in Cambridge, MA.

Lean In

Sandberg released her first book, Lean In: Women, Work, and the Will to Lead, co-authored by
Nell Scovelland published by Knopf on March 11, 2013.
The book concerns business leadership and development, issues with the lack of women in
government and business leadership positions, and feminism. As of the fall of 2013, the book
had sold more than one million copies and was on top of the bestseller lists since its launch.

Lean In is intended for professional women to help them achieve their career goals and for men
who want to contribute to a more equitable society. The book argues that barriers are still
preventing women from taking leadership roles in the workplace, barriers such as discrimination,
blatant and subtle sexism, and sexual harassment. Sandberg claims there are also barriers that
women create for themselves through internalizing systematic discrimination and societal gender
roles. Sandberg argues that in order for change to happen women need to break down these
societal and personal barriers by striving for and achieving leadership roles. The ultimate goal is
to encourage women to lean in to positions of leadership because she believes that by having
more female voices in positions of power there will be more equitable opportunities created for
everyone.

A truly equal world would be one where women ran half our countries and companies and men
ran half our homes.

Criticism of the book include claims that Sandberg is "too elitist" and another that she is "tone-
deaf" to the struggles faced by the average woman in the workplace.Sandberg mentions both of
these issues in the introduction of her book, stating that she is "acutely aware that the vast
majority of women are struggling to make ends meet and take care of their families" and that her
intention was to "offer advice that would have been useful long before I had heard of Google or
Facebook." Furthermore, following the Facebook and Cambridge Analytical data breach scandal,
Sandberg's willingness to actually lean in has been put into question. "She's not leaning in at all,"
McNamee said, in a reference Sandberg's widely read book published five years ago. "If ever
there was a time for her to lean in, this is it."

In her book, she does suggest other women to lean in during challenges.

...we're failing to encourage women to aspire to leadership. It is time to cheer on girls and
women who want to sit at the table, seek challenges, and lean in to their careers.
Instead, she has been perceived as a COO who avoids engaging in this crisis. "Sandberg, the
architect of the business model that is now the subject of so much scrutiny, has remained silent in
public." In her book she recognizes those who do tackle crises:

I have the deepest respect for people who provide hands-on help to those in crises. It is the most
difficult work in the world.

Lean In is written by Sheryl Sandberg, the Chief Operating Officer of Facebook. The book is an
interesting examination of the current workplace and women's role within it. She identifies a
need for women to be in leadership roles and explains the reasons why women both hold
themselves back, and are held back. Sandberg includes many examples from her own life,
specifically working with Mark Zuckerberg and emphasizes the importance of men supporting
women in the workplace, and women supporting women. We all need to lean in. 

INTRODUCTION Who is this summary for?

Lean In by Sheryl Sandberg is an interesting examination of the current workplace and woman’s
role within it. A great read for any working woman or man to expand their understanding of the
current working climate. Sandberg identifies a need for more woman to be in leadership roles
and she explains the reasons that woman both hold themselves back and are held back. Sandberg
draws upon examples from her own working life, specifically her time working with Mark
Zuckerberg. Sandberg makes a real effort to emphasize the importance of men supporting
woman in the workplace, and woman supporting other woman.

About the author

Sheryl Sandberg is the Chief Operating Officer at Facebook and was the first woman to be
elected to their board. Zuckerberg actually hired Sandberg after meeting her at a party, he was
not specifically looking for a COO but Sandberg fit the bill. Before joining Facebook, Sandberg
graduated from business school and spent time working at Google and was part of the launch of
the philanthropic google.org. Time Magazine included Sandberg in their list of most influential
people in 2012 and Fortune Magazine listed her as the 5th most powerful woman in business.
We’ll start the summary by discussing Sandberg’s thoughts on the difference in woman’s place
in schooling and the workplace. Next, we’ll move on to discuss Sandberg’s stance on why
women hold themselves back and the differences between success and likability. We’ll cover
why Sandberg thinks that one’s career can no longer be referred to as ‘climbing the ladder’ and
the role of mentors in the workplace. Finally, we’ll cover the subjects of motherhood in the
workplace, supportive partners and the concept of ‘leaning in’.

BOOK SUMMARYSCHOOL VS THE WORKPLACE, WHAT CHANGES?

Multiple studies show that statistically, at school age, girls outperform the boys. This carries out
through higher education with woman accounting for 57% of graduating undergraduates and
60% of those receiving masters degrees. For this reason, Sandberg sees clear evidence that
women are entirely capable of taking leadership roles in the workplace, they clearly have the
education and the skills required.

However, despite clearly displaying the knowledge and skills required, women are often not seen
to be in the leadership roles. There are a few reasons for this but Sandberg believes that girls are
not encouraged to take risks or advocate for themselves. And these two characteristics are crucial
in developing ones career. Sandberg explains that entry-level jobs are overloaded with women,
however, has roles progress, the women seem to drop off and we end up with the overwhelming
majority of leadership roles being filled by men.

”When jobs are described as powerful, challenging, and involving high levels of responsibility,
they appeal to more men than women. Even among highly educated professional men and
women, more men than women describe themselves as ambitious.”

HOLDING THEMSELVES BACK

Sandberg believes that women are partially responsible for their own under-representation in
high-profile and leadership roles. The reason is that they literally hold themselves back and make
the decision to stay where they are. Sandberg explains that many women feel as if they are
undeserving or unworthy of the top jobs, and in the rare case that they secure one of these
positions, they are left feeling guilty and as if there has been a mistake.
” Despite being high achievers, even experts in their fields, women can’t seem to shake the sense
that it is only a matter of time until they are found out for who they really are—impostors with
limited skills or abilities.”

Sandberg explains that women are hard-wired to underestimate themselves. Women can be
incredibly tough on themselves, and are likely to be kinder to their male colleagues. Studies have
proven that women judge their own performances at a much higher standard than necessary and
constantly believe that they are doing a worse job than they are. On the other side of the scale,
men constantly perceive their own performance to be better than the reality. Sandberg points out
that unfortunately, women aren’t the only ones who judge themselves in this way. Male
colleagues and any media outlet are always looking to credit a woman’s results and
achievements to other outside factors. It’s as if women are incapable of achieving the same
results as men without outside help.

SUCCESS VS LIKABILITY

Sandberg explains that multiple studies performed in the workplace have expressed that for men,
success and likability go hand in hand, they are positively related. Whereas for women, the two
are much less likely to occur at the same time, they are negatively related. If a woman is
successful, her male and female colleagues are less likely to ‘like’ her. And if a woman is
extremely likable, she is less likely to succeed.

Sandberg explains that this clearly exemplifies one of the main reasons that women hold
themselves back, and are held back by others. For a male, he will be liked more and more as he
moves through his career reaching more and more success. Whereas women will have the
opposite experience. And in order to avoid being disliked or dissed in the workplace, woman will
downplay any achievements or stop striving for more altogether.

“For the time being, I fear that women will continue to sacrifice being liked for being
successful.”
Opportunity for negotiation

We’ve all heard the saying “think globally, act locally” before. Sandberg recommends that when
facing negotiation surrounding pay you “think personally, act communally.” She explains that
when facing an opportunity for negotiation, women should acknowledge the fact that they are
aware that women get paid less than men. Let your employer know that you are not going to
accept the original offer on this basis, but you are willing to negotiate. Sandberg also stresses the
importance of replacing the word ‘I’ with ‘we’. Connecting oneself to a larger group can have a
good impact in these situations.

However, Sandberg explains that women need to do more than just act communally, they also
need to legitimise their request for a negotiation. She explains that it’s expected that men look
out for themselves, therefore, they have no need to justify a negotiation. However, women are
expected to provide a legitimate reason. Sandberg recommends explaining that a senior
colleague encouraged you to go ahead and request a negotiation. This will clearly explain to your
boss that there is someone else batting for you.

”Real change will come when powerful women are less of an exception. It is easy to dislike
senior women because there are so few. If women held 50 percent of the top jobs, it would just
not be possible to dislike that many people. Everyone needs to get more comfortable with female
leaders—including female leaders themselves.”

'Real change will come when powerful women are less of an exception.'ClickTo Tweet

Working at Facebook

Sandberg reflects upon her time at Facebook, after working alongside Zuckerberg for about six
months they sat down for a formal review. Zuckerberg explains that one of her biggest
weaknesses was that she wanted everyone to like her. He explained that this was destined to hold
her back. Sandberg had to realise that she couldn’t please everyone and if she was, she clearly
wasn’t doing her job or making progress.
YOU CAN NO LONGER CALL IT A LADDER

It’s pretty common to hear people referring to moving up the career ladder. However, Sandberg
doesn’t think that a ladder is an accurate depiction of the current working climate. Sandberg
prefers to refer to a career as a jungle gym. She explains that there is not one single path from the
bottom to the top as a ladder would suggest. Rather there are multiple ways, some go directly up,
and some take a longer route often facing setbacks, detours, and even dead ends.

Sandberg explains that rather than being intimidating, the jungle gym concept should be
comforting in the current job climate. It means that people on the job hunt may have to accept a
job that is not quite what they hoped, but they can be comforted by the fact that there are
multiple ways upwards from there. If you can remain focused but also flexible, then it should be
reasonable to expect to move up the jungle gym. Sandberg explains this nicely with a rocket-ship
metaphor, explaining that if you were ever offered a seat on a rocket-ship, you’re not going to
question which seat you are assigned. You’re simply going to board the ship and get going.

Setting goals

In these situations, Sandberg recommends adopting two different goals, one being an eighteen-
month goal, and the other being your long-term dream goal. Sandberg explains that eighteen-
months is the ideal range to aim for, because 12 months isn’t quite enough to make significant
changes and moves, but two years is too long to wait. She also explains that your long-term
dream doesn’t have to be specific and detailed. It can be a broad dream, just use it as something
to work towards.

”Women need to shift from thinking “I’m not ready to do that” to thinking “I want to do that—
and I’ll learn by doing it. One reason women avoid stretch assignments and new challenges is
that they worry too much about whether they currently have the skills they need for a new role.
This can become a self-fulfilling prophecy since so many abilities are acquired on the job.”

MENTORING
Sandberg believes that mentors absolutely have their role in the workplace and in woman lives.
She appreciates that mentorship plays a critical part in the progression of people’s careers.
However, she believes that when woman are told that finding the right mentor is the key to
moving forward in their career, what they are really being told is that they need to be dependent
on someone else, and have someone else to credit for their hard work.

When looking to select a mentee, Sandberg explains that mentor’s look for good performance,
potential, and people who stand out. They also consider a mentees ability to take on feedback
and act upon it. For this reason, it becomes clear that mentors are looking for people who are
currently excelling in their field. Sandberg explains woman need to stop being told that getting a
mentor will help them excel. Rather they need to be told that by excelling, they will be rewarded
with a mentor.

Male mentors

It’s a well-known fact that older, male mentors are much more likely to mentor younger men,
someone that they feel like they can see themselves in. Sandberg explains that this has a negative
effect for women. There are more men at the top of industries, looking to mentor younger
recruits, and therefore, the old-boys club continues to grow. Unless some of these men decide to
mentor younger women, there is never going to be enough support for women to work up to
leadership roles. Sandberg stresses the importance of highlighting this imbalance to current
senior men and encouraging them to mentor younger women.

”Any male leader who is serious about moving toward a more equal world can make this a
priority and be part of the solution. It should be a badge of honor for men to sponsor women.”

COMMUNICATION AND THE TRUTH

Sandberg emphasizes the importance of communication in both personal and working

relationships. Sandberg explains that honesty is probably the most important aspect of
communication, yet she believes that people avoid honest in situations whether it be to protect
themselves or someone else. She explains that avoiding honesty is never a good idea and usually
encourages problems and issues. Telling the truth and communicating openly with someone
takes bravery, we need to stop avoiding it whenever possible.

”Being honest in the workplace is especially difficult. All organizations have some form of
hierarchy, which means that someone’s performance is assessed by someone else’s perception.
This makes people even less likely to tell the truth. Every organization faces this challenge.”

Communicating

Sandberg reminds us of the two components of effective communication. First, you need to
remember that there are two points of view involved, yours, and someone else’s. It’s important to
know that these may not align and that there is very rarely an absolute truth. Recognizing this is
the first step to undertaking effective communication. Acknowledging that your perspective
filters everything you see will mean that you will learn how to share your views without being
preachy or threatening. You should be able to share your opinion non-aggressively and
understanding that others may not share the same views.

”Being aware of a problem is the first step to correcting it. It is nearly impossible to know how
our actions are perceived by others. We can try to guess what they’re thinking, but asking
directly is far more effective. With real knowledge, we can adjust our actions and avoid getting
tripped up. Still, people rarely seek enough input.”

Emotions

Sandberg draws attention to the importance of emotions. Emotions literally influence all of our
decisions, perceptions, and points of view. An important aspect of communication is to care
about and understand others. It’s important to know what makes a person tick, what their likes
and dislikes are and the way that they see the world. By understanding people better, you’ll
improve your communication skills and improve your relationships. Sandberg recommends
attempting to understand your colleagues, seniors, peers, and partners better.
”Research suggests that presenting leadership as a list of carefully defined qualities (like
strategic, analytical, and performance-oriented) no longer holds. Instead, true leadership stems
from individuality that is honestly and sometimes imperfectly expressed. Leaders should strive
for authenticity over perfection.”

Sandberg explains that this shift to authenticity is something that women can celebrate. It means
that women can stop trying to hide their emotions in the workplace and stop trying to come
across as more stereotypically male.

MOTHERING AND WORKING

Something that is repeatedly portrayed to women and girls is that they cannot succeed at work
and be a good mother. The overwhelming message is that the two are mutually exclusive.
Sandberg explains that it’s very common for girls of college age to be considering their options
and contemplating what trade-offs they will need to make between having a career and pursuing
the role of motherhood.

”Women rarely make one big decision to leave the workforce. Instead, they make a lot of small
decisions along the way, making accommodations and sacrifices that they believe will be
required to have a family. Of all the ways women hold themselves back, perhaps the most
pervasive is that they leave before they leave.”

Sandberg explains that by leaving before they truly leave, women prevent themselves from
progressing. Well before they have handed in their resignation, women will hold themselves
back, avoid pursuing new opportunities and decline offers presented to them. This often starts in
the years leading up to a women becoming a mother. Sandberg explains that holding themselves
back for this length of time can be damaging to one’s career, woman will miss out on
opportunities and fall behind the times.

Motherhood
Sandberg identities a significant difference in the way that woman are treated when they
announce a pregnancy versus how their male partners are treated. She explains that men are met
with a simple “congratulations!” Whereas women are met with a brief congratulations promptly
followed with questions regarding plans to work. The reason this happens is that society
commonly assumes that women will be giving up work to raise the child. Nobody ever questions
the man’s intentions to slow down or give up work.

Sandberg identifies multiple influencing factors in this situation including societal conventions,
family expectations, and peer pressure. If a woman is financially stable enough to not need to
work, she will be encouraged by everyone she knows to stop work and raise the child, regardless
of her wishes. However, Sandberg explains that the cost of childcare is another contributing
factor. Many women are aware that childcare isn’t cheap, and they often opt to drop out of work
feeling like it’s pointless to simply earn enough money just to pay for childcare. However,
Sandberg encourages women to question this, by dropping out of the workforce for a number of
years you are quickly falling behind and will struggle to fit back in. Don’t consider your current
salary as the decision maker, think about the effect it will have on your future salary.

SUPPORTIVE PARTNERS

On the otherwise of the spectrum, Sandberg believes that not only do women need to be more
empowered in the workplace, but at home, men need to be more empowered too. She explains
that it’s common for women to be overbearing at home and not allow their partners to contribute
as much as they can. Many women believe that they are the only ones who can do the household
jobs and therefore end up doing it all themselves.

The other area this can become an issue is in parenting the child. Mothers have an intense
maternal instinct, especially in the early years. But Sandberg explains that it is up to the mothers
to empower the father and encourage their involvement. By trying to handle everything on their
own, women became overloaded and men become frustrated at their lack of responsibility at
home. Sandberg stresses the importance of best partners being equally capable and sharing the
roles.
When a woman tries to run the household and raise the children almost on their own, then it’s
inevitable that having a career at the same time is going to be near impossible. Women need to
let their partners in and ask for support.

”The single most important career decision that a woman makes is whether she will have a life
partner and who that partner is. I don’t know of one woman in a leadership position whose life
partner is not fully—supportive of her career. No exceptions.”

Dads at work

Sandberg explains that both men and women will face difficulties at work when they are seen to
be prioritising their families. But she acknowledges that men can sometimes pay a higher price.
If a male is to take time off work in order to look after their sick child from time to time, this will
likely be a negative sticking point with senior colleagues. They may face criticism, teasing and
will be less like to be considered for future promotions and raises.

It gets even worse for fathers who intend to be the sole child career and quit work all together in
the early years. Sandberg explains that men will be faced with criticism and social pressure if
they choose this path. And for this reason, Sandberg highlights that only 4% of full-time parents
are men. Men are likely to feel outcasted and isolated if they choose this life.

Successful husbands

Sandberg identifies another gender based career issue. She explains that a man’s success is often
perceived only in relation to their wife. If they are perceived to be more successful than their
wife, then the couple can be considered balanced and happy. However, if a wife has a job that is
considered higher-status or better-paying, then a male is perceived as weaker and less successful,
regardless of what he does.

So not only do women have countless career battles when it comes to success from outside
sources, they also have to consider their husband’s ego and perception of success. Sandberg
explains that this does nothing to aid the hope to live in an equal world. However, the reality is
that a happy couple can both work, earn equal amounts and share the household duties.

”When women work outside the home and share breadwinning duties, couples are more likely to
stay together. In fact, the risk of divorce reduces by about half when a wife earns half the income
and a husband does half the housework.”

IT’S TIME TO LEAN IN

“It is time to cheer on girls and women who want to sit at the table, seek challenges, and lean in
to their careers. None of this is attainable unless we pursue these goals together. Men need to
support women and, I wish it went without saying, women need to support women too.”

CONCLUSION Keytakeaways although girls tend to outperform boys at school, this doesn’t
seem to translate to the workplace. Women hold themselves back by feeling undeserving and by
underestimating themselves. For men, being successful is linked to being more likeable.
However for woman, the more successful they seem, the less they seem to be liked. Women
often hold themselves back, choosing being liked over achievements.Sandberg describes a career
as a jungle gym, not a ladder. There are multiple ways to reach the top, often with dead ends,
setbacks and detours. Women are told that in order to excel they need a mentor. Reinforcing the
concept that they need to rely on someone else. However, women should know that if they excel,
they will get a great mentor. Men should be stepping up and mentoring young women, they need
to stop focusing primarily on younger men. Communication, the truth and emotions play a really
big part in both personal and professional relationships. Women are often told that they have to
choose either a career or motherhood, that they cannot have both. This should not be the case.
Women should not feel guilty about returning to work after having a child. Men need to be more
empowered at home, woman need to share the work with the better so that woman can feel more
supported to return to work if they wish. Currently, husbands feel the need to be more successful
than their wives. This needs to be stopped in order to empower women on their path to success.
Further reading

If you enjoyed reading from a strong female voice then definitely check out You are a Badass by
Jen Sincere. This is an entertaining read with plenty of real-world advice. Her book aims to
empower any readers and teach you how to stop doubting yourself and get stuff done. Sincere
helps to identify key problems in everyone's life, she then explains how best to combat these
hurdles and live the best life you can. Whether you want to start a business, learn how to make
extra money or get another job this book is an excellent guide!

#GIRLBOSS is written by Sophia Amoroso, the successful owner of popular brand Nasty Gal.
She tells the story of her road to becoming a GIRLBOSS, and aims to teach you how to learn
from your own mistakes and from other people’s mistakes. To help you realize when to quit and
when to ask for more. To encourage you to ask more questions and when to either follow the
rules or re-write them. A guide to becoming a boss from a women’s perspective that is equally
relevant in the man’s world.

The Obstacle is the Way is a fantastic and instructive read all about how to overcome any
obstacle or challenge and turn it into an advantage. From author Ryan Holiday, The Obstacle is
the Way draws on key historical figures and stoic philosophy to communicate its message. No
matter what background you come from, your area of expertise or goals for the future, everyone
can learn a valuable lesson from this book.

Guidelines is my eBook that summarizes the main lessons from 33 of the best-selling self-help
books in one place. It is the ultimate book summary; Available as a 80-page eBook and 115-
minute audio book. Guidelines lists 31 rules (or guidelines) that you should follow to improve
your productivity, become a better leader, do better in business, improve your health, succeed in
life and become a happier person.

Action steps As a woman, empower yourself and other women, especially in the workplace.
Consider the gender stereotypes you witness and feel subject to on a daily basis. Work towards
stopping these. Don’t succumb to societal pressure. As a woman, don’t be afraid of success, even
if you feel like colleagues don’t like you as much. You are as deserving of that success as any
male. As a male, you should empower women in the workplace. Provide them with the support
and opportunities that they need to succeed. Download the complete book on Amazon.

This summary is not intended as a replacement for the original book and all quotes are credited
to the above mentioned author and publisher.
Option B

Sandberg released her second book, Option B, in April 2017. Option B is co-authored with
Adam Grant, a professor at the Wharton School of the University of Pennsylvania. The book
puts emphasis on grief and resilience in challenges within life.[56] It offers practical tips for
creating resilience in the family and community. 2.75 million copies have been sold since
publication.[57]

Ban Bossy

Main article: Ban Bossy

In March 2014, Sandberg and Lean In sponsored the Ban Bossy campaign, a television and
social media campaign designed to discourage the word bossy from general use due to its
perceived harmful effect on young girls. Several video spots with spokespersons including
Beyoncé, Jennifer Garner, and Condoleezza Rice among others were produced along with a web
site providing school training material, leadership tips, and an online pledge form to which
visitors can promise not to use the word.

Sheryl Sandberg & Dave Goldberg Family Foundation

In November 2016, Sandberg renamed her Lean In Foundation to the Sheryl Sandberg & Dave
Goldberg Family Foundation. This new foundation will serve as an umbrella for LeanIn.Org and
a new organization around her book, Option B. Sandberg also transferred roughly $100,000,000
in Facebook stock to fund the foundation and other charitable endeavors.
 Personal life

Sandberg married Brian Kraff in 1993, and divorced a year later. In 2004, she married Dave
Goldberg, then an executive with Yahoo! and later CEO of Survey Monkey.The couple has a son
and a daughter.Sandberg and Goldberg frequently discussed being in a shared earning/shared
parenting marriage.Sandberg also raised the issue of single parenting conflicting strongly with
professional and economic development in America.

On May 1, 2015, Dave Goldberg died unexpectedly, and his death was originally reported as
resulting from sustaining a head trauma falling from a treadmill, while the couple was
vacationing in Mexico. Sandberg has subsequently said that her husband's cause of death was
due to an arrhythmia, and not due to falling from a treadmill.

In May 2019 it was reported that Sandberg and Activision CEO Bobby Kotick had split after
three years of dating.

Sandberg lives in Menlo Park, California.

Politics

Sandberg supported Hillary Clinton for President of the United States in the 2016 presidential
election.
Former First Lady Michelle Obama said Sandberg’s belief that women can always “have it all”
is “a lie”. “It’s not always enough to lean in because that shit doesn’t work all the time,” Obama
reportedly said.

Honors

External video Sheryl Sandberg: Why we have too few women leaders, TEDBarnard College
Commencement Speech, Barnard CollegeSandberg has been ranked one of the 50 "Most
Powerful Women in Business" by FortuneMagazine:In 2007 she was ranked #29 and was the
youngest woman on the list In 2008 she was ranked #34.In 2009 she was ranked #22.In 2010 she
was ranked #16.In 2014 she was ranked #10.[80]In 2016 she was ranked #6.In 2017 she was
ranked #5.In 2018 she was ranked #6.On the list of 50 "Women to Watch" by The Wall Street
Journal. She was ranked #19 on that list in 2007.She was ranked #21 on that list in
2008.Sandberg was named one of the "25 Most Influential People on the Web" by Business
Week in 2009.She has been listed as one of the world's 100 most powerful women by Forbes. In
2014, Sandberg was listed as ninth, just behind Michelle Obama and in 2017 Number 4.In 2012,
Newsweek and The Daily Beast released their first "Digital Power Index", a list of the 100 most
significant people in the digital world that year (plus 10 additional "Lifetime Achievement"
winners), and she was ranked #3 in the "Evangelists" category. IN 2012, she was named in Time
100, an annual list of the 100 most influential people in the world assembled by Time. Lean In
was shortlisted for the Financial Times and Goldman Sachs Business Book of the Year
Award(2013).In 2013, she was ranked #8 on "The World's 50 Most Influential Jews" conducted
by The Jerusalem Post.

Problem faced by Sheryl Sandberg

Sheryl Sandberg is on the hot seat at Facebook - but ousting her alone wouldn't solve its
problem.

Sheryl Sandberg's future at Facebook has become an open topic of discussion in recent weeks.
Facebook has stumbled through a myriad of scandals over the last two years and is facing calls
for someone to be held accountable for them. There are good reasons for Facebook to oust
Sandberg, its chief operating officer, including that she oversaw the groups at the center of many
of the fiascos. But firing her wouldn't be nearly enough to solve Facebook's problems - and the
problems it poses for society.

With all the turmoil going on at Facebook, the once-unthinkable notion that star executive Sheryl
Sandberg would ever be forced out seems to have become the topic on the tips of many tongues.

Investors are discussing it. Some - including yours truly - have called for it. In recent days, CEO
Mark Zuckerberg and other company officials have been repeatedly asked about it.

Even Sandberg herself reportedly felt earlier this year like she was on shaky ground. And that
was before the latest revelations about the company including that it reportedly tried to limit
public disclosures about what the company had found out about Russian interference in the 2016
election and launched a campaign to hit back at critics, including billionaire financier George
Soros.

There are plenty of good reasons why Facebook should fire Sandberg, starting with the ugly and
anti-Semitic Soros smear. But it would be unfortunate if Sandberg alone ends up taking a fall for
the company. Facebook's problems extend far beyond Sandberg and go all the way up into the
CEO's office. Change at the company really ought to begin at the very top.

Read this: Heads ought to roll at Facebook over the Soros smear - starting with Zuck's

Sandberg and Facebook's reputation have fallen steeply

That Sandberg find herself under fire is an amazing turn of events. As recently last year, she was
widely hailed as a feminist and tech industry icon, thanks to her highly influential book, "Lean
In," and her role at Facebook, where she helped oversee its growth from a young startup to the
global giant it is today.
But public perception of Sandberg and her company have changed markedly over the last year,
thanks to the series of scandals and fiascos Facebook has found itself in. From the Russian
election interference, which the company didn't detect until too late, to the spread of genocide-
stoking propaganda in Myanmar, to multiple security breaches and data leaks, including the one
to Cambridge Analytica, to the recent revelations about how it targeted its critics, Facebook has
had a gusher of bad news to contend with.

Many of these scandals and fiascos happened on Sandberg's watch. The security team was under
her purview, most notably while Russian-linked groups hijacked Facebook to spread their
propaganda. Although she says she didn't know about the Soros smear or that Facebook had
hired the public relations firm that propagated it, she oversaw the company's communications
team and effort.

According to The New York Times, Sandberg was the one who spearheaded the general effort to
try to turn the tables on Facebook's critics. She also repeatedly tried to tone down reports about
Russian interference in the election, according to that report.

Thanks to the stream of scandals and the efforts Facebook's taken to respond to them, which
have increased costs and decreased user growth, the company's stock has been crushed. It's down
25% in the year to date, but off 39% since hitting its all-time high in July.

Speculation is growing about Sandberg's future at Facebook

Publicly, at least, Facebook officials are standing by Sandberg. At a lunch meeting with
journalists on Tuesday, Patrick Walker, one of Facebook's top executives in the UK, said there
was a "huge up swell" in support for Sandberg inside the company. In an interview on CNN later
that day, Zuckerberg expressed his own backing of Sandberg.

"I hope we work together for decades more to come," he said.

Photo by Chip Somodevilla/Getty Images

But these attestations of support in Sandberg have the feel of those given by a president right
before he ousts one of his cabinet members. In his CNN interview, Zuckerberg notably did not
directly answer the question asked by Senior Tech Correspondent Laurie Segal, which was
whether he could "definitively say Sheryl would stay in the same role." Instead, he mainly talked
about the work she's done.

Those statements from company officials come amid growing discussion of Sandberg's role and
future at the company - and outright calls for her to leave.

The head of Soros' foundation harshly criticized Sandberg and the company for the smear
perpetrated against Soros. The anti-Facebook groups who were targeted with the smear have
called for the immediate termination of those responsible for it, which would presumably include
Sandberg.

Meanwhile, CNBC commentator Jim Cramer contended on-air Monday that Facebook's stock
would go up if Sandberg resigned. And Evercore analyst Anthony Decrement said in a research
note Tuesday he was fielding a growing number of calls from investors wondering about whether
she'll be ousted because of the "drumbeat of negative press."

All of this may seem to be just outside noise. But Zuckerberg himself - in an apparently unusual
move - reportedly upbraided Sandberg this spring in the wake of the Cambridge Analytica
scandal, saying he blamed her for the public relations black eye the company received for it. The
move reportedly left Sandberg reeling. And things have only gotten worse for the company since
then.

Sacking Sandberg alone wouldn't solve Facebook's problems

The company could do a lot worse than to hold Sandberg accountable for its string of scandals.
Facebook has failed in spectacular ways in the last two years, and the groups Sandberg oversaw
were at the heart of those failures. She drew outsized credit for Facebook's success. It wouldn't
be unfair for her to take the fall for its failures.
But she shouldn't be alone. She shouldn't be its sole or primary scapegoat.

Sandberg answers to Zuckerberg. He fully controls the company, thanks to the outsized voting
rights his Facebook shares give him. He can and does direct Facebook as he sees fit.

But more to the point, Zuckerberg is the one who determines how much of the company's
resources and engineering personnel to devote to particular efforts or projects, as company
director Susan Desmond-Hellmann explained to the Wall Street Journal recently. Whatever
Sandberg culpability for the scandals that have befallen Facebook, the buck ultimately stops with
Zuckerberg. He too ought to step down.

Getty Images

Or, since he told CNN "that's not in the plan," he should be forced to, perhaps by having
Congress abolish the super-voting powers of his shares, which is the basis of his control.

But even that's not enough. Facebook would pose a threat to society no matter how enlightened
and forward-thinking its management. The company itself simply has too much power. It's
amassed detailed dossiers on millions of people. It, along with Google, dominates digital
advertising and has become a major distributor of news and information.

As has become abundantly clear in the last two years, Facebook has a frightening ability to
manipulate people's attitudes and emotions and spread dangerous, even deadly propaganda both
widely and at specifically targeted groups. It's not just subverting citizens' privacy on a vast
scale, but it has the capacity to undermine democracy and civil society as well.

Ultimately, Facebook itself needs to be held accountable for the damage it's caused. It needs to
be broken up and regulated.
Yes, Sandberg should resign for her and Facebook's failures. But that's only a start.

Now read:Facebook's Mark Zuckerberg isn't accountable to anyone, so it's time Congress took
away the source of his powerSen. Chuck Schumer intervened on Facebook's behalf this summer,
telling a prominent Democratic critic of the company to back off Facebook reportedly had its
Republican-linked PR firm try to blame George Soros for the anti-Facebook movement The hits
just keep coming for Facebook - here's why things could continue to get worse

What Is Sheryl Sandberg's Net Worth? Here's How Much Facebook Pays Its Famous COO

Facebook’s chief operating officer Sheryl Sandberg testified before Congress today at a hearing
about online disinformation on the massive social media platform and the role it may have
played in influencing U.S. elections. She, along with Twitter CEO Jack Dorsey, answered
pointed questions about what both companies were doing to limit or stop attempts by foreign
actors to interfere with the American political process.

The high-profile performance was just the latest starring role for the 49-year-old Sandberg,
who’s become one of the most prominent women in the tech industry since joining Facebook in
2008. She’s also one of the richest.

Sheryl Sandberg is worth $1.6 billion

Sheryl Sandberg testifies during a Senate committee hearing concerning foreign influence
operations’ use of social media platforms, on September 5, 2018. | Drew Angered/Getty Images

Sandberg has been richly rewarded for working for Facebook (and before that, Google). Forbes
pegs her net worth at $1.6 billion. She’s number 12 on the magazine’s list of self-made women
for 2018, with her wealth mostly coming from the millions of shares of Facebook stock she
owns.

Sandberg was born in Washington, D.C., and earned both her bachelor’s degree and MBA from
Harvard, according to Biography. She started her career in a far less glamorous field than tech.
After earning her graduate degree, she worked for the Treasury Department during the Clinton
administration. But when George W. Bush took office, she headed west to California, landing a
job at Google.

She worked at Google for several years, where she was instrumental in developing the search
engine’s online advertising programs. By 2008, she’d accepted a role as Facebook’s COO, a
position she’s held ever since.

She earns more than $25 million a year

Facebook, like other publicly traded companies, must make the salaries of its top executives
public. Sandberg earned a salary of $795,769 in 2017, along with a bonus of $640,378. The bulk
of her compensation came from a restricted stock award worth about $21 million. She also
received $2.7 million in other compensation.

Sandberg is also the author of Lean In: Women, Work, and the Will to Lead, which has sold
more than 1 million copies since it was released in 2013. Her second book, Option B: Facing
Adversity, Building Resilience, and Finding Joy, discusses facing adversity and was written after
her husband Dave Goldberg died unexpectedly while on vacation in Mexico.

Her charitable giving  

While Sandberg is worth more than $1 billion, she has given away a significant chunk of her
wealth. In 2017, she donated roughly $100 million of Facebook stock to a fund she established
for charitable giving – the Sheryl Sandberg & David Goldberg Family Fund. She gave $31
million of Facebook stock to the fund in 2016. The fund supports LeanIn.org and OptionB.org,
two nonprofits established by Sandberg, as well as the David Goldberg Scholarship Program.
Sandberg is also on the board of directors of Women for Women International, a nonprofit that
helps marginalized women in countries affected by conflict war.

Overcoming personal struggles 

In Lean In, Sandberg chronicled the tricky business of balancing a demanding career with family
life. That balancing act only became harder after her husband passed away. Sandberg and
Goldberg had two children, and she struggled when she returned to work shortly after his death,
as she recounted to Wired. But she says she emerged from her crisis stronger than ever.

“I am a bigger-picture manager because I’ve lived through something that’s a big picture,” she
told the magazine. “I can move on much faster.”

Two years ago, in an instant, everything changed for my family and me. While my husband,
Dave, and I were on vacation, he died suddenly from a cardiac arrhythmia.

Flying home to tell my 7-year-old daughter and 10-year-old son that their father had died was the
worst experience of my life. During that unimaginable trip, I turned for advice to a friend who
counsels grieving children. She said that the most important thing was to tell my kids over and
over how much I loved them and that they were not alone.

In the fog of those early and brutal weeks and months, I tried to use the guidance she had given
me. My biggest fear was that my children’s happiness would be destroyed by our devastating
loss. I needed to know what, if anything, I could do to get them through this.

I also started talking with my friend Adam Grant, a psychologist and professor who studies how
people find motivation and meaning. Together, we set out to learn everything we could about
how kids persevere through adversity.

As parents, teachers and caregivers, we all want to raise resilient kids — to develop their strength
so they can overcome obstacles big and small. Resilience leads to better health, greater happiness
and more success. The good news is that resilience isn’t a fixed personality trait; we’re not born
with a set amount of it. Resilience is a muscle we can help kids build.
And every kid faces challenges. Some stumbles are part of growing up. Forgetting lines in a
school play. Failing a test. Losing a big game. Seeing a friendship unravel. Other hardships are
far more severe. Two out of 10 children in the United States live in poverty. More than 2.5
million kids have a parent in jail, and many endure serious illness, neglect, abuse or
homelessness. We know that the trauma from experiences like these can last a lifetime;
extreme harm and deprivation can impede a child’s intellectual, social, emotional and academic
progress. As a society, we oweall our children safety, support, opportunity and help finding a
way forward.

We can start by showing children that they matter. Sociologists define “mattering” as
the belief that other people notice you, care about you and rely on you. It’s the answer to a vital
question that all children ask about their place in the world starting as toddlers, and continuing
into and beyond adolescence: Do I make a difference to others?

When the answer is no, kids feel rejected and alone. They become more prone to self-
destructive (“Hurting myself isn’t a big deal, since I don’t count anyway”) and antisocial
behaviors (“I might be doing something bad, but at least I’ve got your attention”). Others
withdraw.

Not long ago, a friend picked up her son from a summer day camp and found him beaming with
pride that he’d finished the robot he’d spent two days building. The next morning, he returned to
find his robot had been destroyed: Bullies had taken only his apart — and then told him that he
was worthless. After that day, his mother watched him sink into a spiral of anxiety and
depression. Even when he went back to school in the fall, she recalled, “he’d put on his hoodie
and sit in the back, in his own world.”

Adolescents who feel that they matter are less likely to suffer from depression, low self-esteem
and suicidal thoughts. They’re less likely to lash out at their families and engage in rebellious,
illegal and harmful behaviors. Once they reach college, they have better mental health.

As parents, we sometimes feel helpless because it’s impossible to solve our children’s problems.
In those situations, we can still provide support by “companioning” — walking alongside them
and listening. Adam told me about evidence-based programs at Arizona State University that
help families cope with parental loss and divorce. These programs teach parents to create and
maintain warm and strong relationships, communicate openly with children, use effective
discipline, avoid depression and help their children develop coping skills and strategies. When
families participate in these programs for 10 to 12 sessions, over the next six years children have
fewer mental-health and substance-abuse problems, higher grades and better biological stress
responses.

One afternoon, I sat down with my kids to write out “family rules” to remind us of the coping
mechanisms we would need. We wrote together that it’s O.K. to be sad and to take a break from
any activity to cry. It’s O.K. to be happy and laugh. It’s O.K. to be angry and jealous of friends
and cousins who still have fathers. It’s O.K. to say to anyone that we do not want to talk about it
now. And it’s always O.K. to ask for help. The poster we made that day — with the rules written
by my kids in colored markers — still hangs in our hall so we can look at it every day. It reminds
us that our feelings matter and that we are not alone.

Dave and I had a tradition at the dinner table with our kids in which each of us would share the
best and worst moments of our day. Giving children undivided attention — something we all
know is important but often fail to do — is another of the key steps toward building their
resilience. My children and I have continued this tradition, and now we also share something that
makes us feel grateful to remind ourselves that even after loss, there is still so much to appreciate
in life.

For my friend’s son whose robot was destroyed, a turning point came when one of his former
teachers got in touch to see how he was doing and started spending time with him every week.
She encouraged him to reach out to other kids and make friends, then followed up, reinforcing
each step he took. She cared. He mattered. When a new kid started at the school, the teacher
encouraged them to get together, and the friendship took. “It made such a difference for a teacher
to take an interest in him and a friend to bond with him,” his mom said. “It was like the sun came
out in our house.”

Since my children were so young when they lost their father, I am afraid that their memories of
him will fade, and this breaks my heart all over again. Adam and I also learned that talking about
the past can build resilience. When children grow up with a strong understanding of their
family’s history — where their grandparents grew up, what their parents’ childhoods were like
— they have better coping skills and a stronger sense of mattering and belonging. Jamie Penne
baker, a psychologist at the University of Texas, has found that expressing painful memories can
be uncomfortable in the moment, but improves mental and even physical health over time.

To keep Dave’s memory alive, I asked dozens of his closest family members, friends and
colleagues to capture their stories about him on video. I also taped my children sharing their own
memories, so that as they grow up, they will know which are truly theirs. This past Thanksgiving
my daughter was distraught, and when I got her to open up, she told me, “I’m forgetting Daddy
because I haven’t seen him for so long.” We watched the video of her talking about him, and it
gave her some comfort.

Talking openly about memories — not just positive ones, but difficult ones, too — can help kids
make sense of their past and rise to future challenges. It’s especially powerful to
share stories about how the family sticks together through good times and bad, which allows kids
to feel that they are connected to something larger than themselves. Studies show that giving all
members of the family a chance to tell their version builds self-esteem, particularly for girls. And
making sure to integrate different perspectives into a coherent story builds a sense of control,
particularly for boys.

A friend of mine who lost his mother when he was young told me that over time, she no longer
seemed real. People were either afraid to mention her or spoke of her in idealized terms. My
hope is to hold on to Dave as he really was: loving, generous, brilliant, funny and also pretty
clumsy. He would spill things constantly yet was always somehow shocked when he did.

Now, when emotions are running high in our house, but my son stays calm, I tell him, “You are
just like your daddy.” When my daughter stands up for a classmate who is getting picked on, I
say, “Just like your daddy.” And when either of them knocks a glass over, I say it, too.

Sheryl Sandberg is the author, with Adam Grant, of “Option B: Facing Adversity, Building
Resilience, and Finding Joy,” from which this essay is adapted

Two years ago, in an instant, everything changed for my family and me. While my husband,
Dave, and I were on vacation, he died suddenly from a cardiac arrhythmia.
Flying home to tell my 7-year-old daughter and 10-year-old son that their father had died was the
worst experience of my life. During that unimaginable trip, I turned for advice to a friend who
counsels grieving children. She said that the most important thing was to tell my kids over and
over how much I loved them and that they were not alone.

In the fog of those early and brutal weeks and months, I tried to use the guidance she had given
me. My biggest fear was that my children’s happiness would be destroyed by our devastating
loss. I needed to know what, if anything, I could do to get them through this.

I also started talking with my friend Adam Grant, a psychologist and professor who studies how
people find motivation and meaning. Together, we set out to learn everything we could about
how kids persevere through adversity.

As parents, teachers and caregivers, we all want to raise resilient kids — to develop their strength
so they can overcome obstacles big and small. Resilience leads to better health, greater happiness
and more success. The good news is that resilience isn’t a fixed personality trait; we’re not born
with a set amount of it. Resilience is a muscle we can help kids build.

And every kid faces challenges. Some stumbles are part of growing up. Forgetting lines in a
school play. Failing a test. Losing a big game. Seeing a friendship unravel. Other hardships are
far more severe. Two out of 10 children in the United States live in poverty. More than 2.5
million kids have a parent in jail, and many endure serious illness, neglect, abuse or
homelessness. We know that the trauma from experiences like these can last a lifetime;
extreme harm and deprivation can impede a child’s intellectual, social, emotional and academic
progress. As a society, we oweall our children safety, support, opportunity and help finding a
way forward.

We can start by showing children that they matter. Sociologists define “mattering” as
the belief that other people notice you, care about you and rely on you. It’s the answer to a vital
question that all children ask about their place in the world starting as toddlers, and continuing
into and beyond adolescence: Do I make a difference to others?
When the answer is no, kids feel rejected and alone. They become more prone to self-
destructive (“Hurting myself isn’t a big deal, since I don’t count anyway”) and antisocial
behaviors (“I might be doing something bad, but at least I’ve got your attention”). Others
withdraw.

Not long ago, a friend picked up her son from a summer day camp and found him beaming with
pride that he’d finished the robot he’d spent two days building. The next morning, he returned to
find his robot had been destroyed: Bullies had taken only his apart — and then told him that he
was worthless. After that day, his mother watched him sink into a spiral of anxiety and
depression. Even when he went back to school in the fall, she recalled, “he’d put on his hoodie
and sit in the back, in his own world.”

Adolescents who feel that they matter are less likely to suffer from depression, low self-esteem
and suicidal thoughts. They’re less likely to lash out at their families and engage in rebellious,
illegal and harmful behaviors. Once they reach college, they have better mental health.

As parents, we sometimes feel helpless because it’s impossible to solve our children’s problems.
In those situations, we can still provide support by “companioning” — walking alongside them
and listening. Adam told me about evidence-based programs at Arizona State University that
help families cope with parental loss and divorce. These programs teach parents to create and
maintain warm and strong relationships, communicate openly with children, use effective
discipline, avoid depression and help their children develop coping skills and strategies. When
families participate in these programs for 10 to 12 sessions, over the next six years children have
fewer mental-health and substance-abuse problems, higher grades and better biological stress
responses.

Dave and I had a tradition at the dinner table with our kids in which each of us would share the
best and worst moments of our day. Giving children undivided attention — something we all
know is important but often fail to do — is another of the key steps toward building their
resilience. My children and I have continued this tradition, and now we also share something that
makes us feel grateful to remind ourselves that even after loss, there is still so much to appreciate
in life.

For my friend’s son whose robot was destroyed, a turning point came when one of his former
teachers got in touch to see how he was doing and started spending time with him every week.
She encouraged him to reach out to other kids and make friends, then followed up, reinforcing
each step he took. She cared. He mattered. When a new kid started at the school, the teacher
encouraged them to get together, and the friendship took. “It made such a difference for a teacher
to take an interest in him and a friend to bond with him,” his mom said. “It was like the sun came
out in our house.”

Since my children were so young when they lost their father, I am afraid that their memories of
him will fade, and this breaks my heart all over again. Adam and I also learned that talking about
the past can build resilience. When children grow up with a strong understanding of their
family’s history — where their grandparents grew up, what their parents’ childhoods were like
— they have better coping skills and a stronger sense of mattering and belonging. Jamie Penne
baker, a psychologist at the University of Texas, has found that expressing painful memories can
be uncomfortable in the moment, but improves mental and even physical health over time.

To keep Dave’s memory alive, I asked dozens of his closest family members, friends and
colleagues to capture their stories about him on video. I also taped my children sharing their own
memories, so that as they grow up, they will know which are truly theirs. This past Thanksgiving
my daughter was distraught, and when I got her to open up, she told me, “I’m forgetting Daddy
because I haven’t seen him for so long.” We watched the video of her talking about him, and it
gave her some comfort.

Talking openly about memories — not just positive ones, but difficult ones, too — can help kids
make sense of their past and rise to future challenges. It’s especially powerful to
share stories about how the family sticks together through good times and bad, which allows kids
to feel that they are connected to something larger than themselves. Studies show that giving all
members of the family a chance to tell their version builds self-esteem, particularly for girls. And
making sure to integrate different perspectives into a coherent story builds a sense of control,
particularly for boys.

A friend of mine who lost his mother when he was young told me that over time, she no longer
seemed real. People were either afraid to mention her or spoke of her in idealized terms. My
hope is to hold on to Dave as he really was: loving, generous, brilliant, funny and also pretty
clumsy. He would spill things constantly yet was always somehow shocked when he did.
Now, when emotions are running high in our house, but my son stays calm, I tell him, “You are
just like your daddy.” When my daughter stands up for a classmate who is getting picked on, I
say, “Just like your daddy.” And when either of them knocks a glass over, I say it, too.

 What are the Four Elements of SWOT Analysis? How to use them for Portrait of a
Leader: Sheryl Sandberg case study?

Strengths - Portrait of a Leader: Sheryl Sandberg

Strengths are the Sheryl Sandberg capabilities and resources that it can leverage to build a
sustainable competitive advantage in the marketplace. Strengths come from positive aspects of
five key resources & capabilities - activities & processes, physical resources such as land,
building, human resources, financial resources, and past experiences and successes.

- Strong Brand Equity and Brand Awareness – Sheryl Sandberg has some of the most recognized
brands in the domestic market it operates in. According to Stewart D. Friedman , brand
recognition plays a significant role in attracting new customers looking for solutions in adjacent
industries.

- Superior product and services quality can help Sheryl Sandberg to further increase its market
share as the current customer are extremely loyal to it. According to Stewart D. Friedman in
Portrait of a Leader: Sheryl Sandberg study – there are enough evidences that with such a high
quality of products and services, Sheryl Sandberg can compete with other global players in
international market.

- High Margins – Sheryl Sandberg charges a premium compare to its competitors. According to
Stewart D. Friedman of Portrait of a Leader: Sheryl Sandberg case study, this has provided
Sheryl Sandberg resources to not only thwart competitive pressures but also to invest into
research and development.

- Strong Balance Sheet and Financial Statement of Sheryl Sandberg can help it to invest in new
and diverse projects that can further diversify the revenue stream and increase Return on Sales
(RoS) & other metrics.
- First Mover Advantage – Sheryl Sandberg has first mover advantage in number of segments. It
has experimented in various areas . The Leadership & Managing People solutions & strategies
has helped Sheryl Sandberg in coming up with unique solution to tap the un-catered markets.

Weakness- Portrait of a Leader: Sheryl Sandberg

- Low Return on Investment – Even though Sheryl Sandberg is having a stable balance sheet,
one metrics that needs reflection is “Return on Invested Capital”. According to Stewart D.
Friedman in areas that Sheryl Sandberg operates in the most reliable measure of profitability is
Return on Invested Capital rather than one favored by financial analysts such as – Return on
Equity & Return on Assets.

- Lack of critical talent – I believe that Sheryl Sandberg is suffering from lack of critical talent
especially in the field of technology & digital transformation. Sheryl Sandberg is struggling to
restructure processes in light of developments in the field of Artificial Intelligence (AI) and
machine learning.

- Project Management is too focused on internal delivery rather than considering all the interests
of external stakeholders. This approach can lead to poor public relation and customer backlash.

- Implementation of Technology in Processes – Even though Sheryl Sandberg has integrated

technology in the backend processes it has still not able to harness the power of technology in the
front end processes.

- Organization Culture – It seems that organization culture of Sheryl Sandberg is still dominated
by turf wars within various divisions, leading to managers keeping information close to their
chests. According to Stewart D. Friedman of Portrait of a Leader: Sheryl Sandberg case study,
this can lead to serious road blocks in future growth as information in silos can result can lead to
missed opportunities in market place.
- Track record on environment consideration is not very encouraging – Sheryl Sandberg track
record on environmental issues is not very encouraging. According to Stewart D. Friedman , this
can lead to consumer backlash as customers are now considering environmental protections as
integral to part of doing business.

Opportunities- Portrait of a Leader: Sheryl Sandberg

Opportunities are macro environment factors and developments that Sheryl Sandberg can
leverage either to consolidate existing market position or use them for further expansion.
Opportunities can emerge from various factors such as - political developments & policy
changes, increase in consumer disposable income, technological innovations, economic growth,
and changes in consumer preferences .

- Reducing Cost of Market Entry and Marketing into International Markets – According to
Stewart D. Friedman, globalization along with boom in digital marketing and social media has
considerably reduced the risks of market entry and marketing in international market.

- Developments in Artificial Intelligence – Sheryl Sandberg can use developments in artificial

intelligence to better predict consumer demand, cater to niche segments, and make better
recommendation engines.

- Lucrative Opportunities in International Markets – Globalization has led to opportunities in the

international market. Sheryl Sandberg is in prime position to tap on those opportunities and grow
the market share. According to Stewart D. Friedman , growth in international market can also
help Sheryl Sandberg to diversify the risk as it will be less dependent on the domestic market for
revenue.

- Opportunities in Adjacent Markets – Sheryl Sandberg can explore adjacent industries to further
market growth especially by extending the features of present products and services.

- Threats- Portrait of a Leader: Sheryl Sandberg

- Culture of sticky prices in the industry – Sheryl Sandberg operates in an industry where there is
a culture of sticky prices. According to Stewart D. Friedman of Portrait of a Leader: Sheryl
Sandberg case study, this can lead to inability on part of the organization to increase prices that
its premium prices deserve.

- Squeezing Middle Class in Developed and Developing World – The growing inequality is one
of the biggest threat to not only globalization but also to capitalism. Sheryl Sandberg first hand
witnessed the impact of it where it has seen lower demand of its products from middle class
customers in US and EU market.

- Credit Binge post 2008 Recession – Easy access to credit can be over any time, so Sheryl
Sandberg should focus on reducing its dependence on debt to expand. The party has lasted for
more than a decade and rollback from Fed can result in huge interest costs for Sheryl Sandberg.

- International Geo-Political Factors – Since the Trump election, geo-political factors have taken
a turn for growing protectionism. Developments such as Brexit, Russian sanctions, foreign
exchange crisis & inflation in Venezuela, lower oil prices etc are impacting international
business environment. Sheryl Sandberg should closely focus on these events and make them
integral to strategy making.