Sheryl Sandberg Men Quotations

I'm excited that more people, especially men, are understanding that equality is good for them. I don't want men to want equality for women because they're being nice to their colleagues and daughters. I want men to want it because it's better for their companies and their lives.

Men feel like they can be a professional and a father. For women it's "or." That's offensive to me. The concept that it's not possible is crazy.

Both men and women react negatively when women negotiate on their own behalf. A man can just negotiate: "I have a better offer. That's not enough to make my family's ends meet." No one feels bad about it. But when a woman does that, there's a backlash.

There's a lot that needs to be fixed in dating for men and women in the U.S. - there's a lot of pressure on women to do things they may not want to do. And if you start out unequal, you are not going to end up with equality.

Let's have an honest conversation about what's going on. A man and a man at a bar looks like mentoring. A man and a woman at a bar looks like dating.

We need to talk more openly about mentorships and sponsorships. Women don't get the mentoring, and particularly the sponsors, they need to succeed as much as men.

In our performance reviews with women, we need to be saying, "Are you reaching enough? Are you applying for jobs when you meet some of the criteria like men, or are you waiting to meet all the criteria like women do?" There's so much we can do to encourage women to take on more and believe in themselves.

When the man is traveling with a man, he says, "Let's stay up late and work on this and get this to be better." When the man's traveling with the woman, for the sake of appearances he doesn't do the work with her. That's a lost opportunity for her to be a success.

Facebook is great for women and men. We are enormously flexible. We care a lot about great opportunities for women, we push ourselves to make things as flexible as possible.

Let's acknowledge that men reach for opportunities more quickly and more easily than women. So often as managers, we give the job to whoever starts solving the problem, to whoever jumps in. Since we know men will jump in faster than women in so many circumstances, we have to slow down and encourage more women to sit at more tables.

As a man gets more successful, powerful, he is more liked, and as a woman gets more successful, she is less liked, and that's true by both women and men.

The more women help one another, the more we help ourselves. Acting like a coalition truly does produce results. Any coalition of support must also include men, many of whom care about gender inequality as much as women do.

We need to stop telling [women], "Get a mentor and you will excel." Instead, we need to tell them, "Excel and you will get a mentor.

I have never met a woman, or man, who stated emphatically, "Yes, I have it all.'" Because no matter what any of us has—and how grateful we are for what we have—no one has it all.

Men can comfortably claim credit for what they do as long as they don't veer into arrogance. For women, taking credit comes at a real social and professional cost.

Success and likeability are positively correlated for men and negatively for women. When a man is successful, he is liked by both men and women. When a woman is successful, people of both genders like her less.

Without fear, women can pursue professional success and personal fulfillment-and freely choose one, or the other, or both.

I want my daughter to have the choice not just to succeed, but to be liked for her accomplishments.

Someone who values fairness and expects or, even better, wants to do his share in the home. These men exist and, trust me, over time, nothing is sexier.

The gender stereotypes introduced in childhood are reinforced throughout our lives and become self-fulfilling prophesies. Most leadership positions are held by men, so women don't expect to achieve them, and that becomes one of the reasons they don't.

Aggressive and hard-charging women violate unwritten rules about acceptable social conduct. Men are continually applauded for being ambitious and powerful and successful, but women who display these same traits often pay a social penalty. Female accomplishments come at a cost.

I'm not telling women to be like men. I'm telling us to evaluate what men and women do in the workforce and at home without the gender bias.

The most important thing - and I've said it a hundred times and I'll say it a hundred times - if you marry a man, marry the right one.

Women don't take enough risks. Men are just 'foot on the gas pedal.' We're not going to close the achievement gap until we close the ambition gap.

What works for men does not always work for women, because success and likability are positively correlated for men and negatively correlated for women. That's what the research shows. As a man gets more successful, everyone is rooting for him. As a woman gets more successful, both men and women like her less.

Women attribute their success to working hard, luck, and help from other people. Men will attribute that - whatever success they have, that same success - to their own core skills.

Excel and you will get a mentor.

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.

I'd worked on leprosy and malaria in India [at the World Bank] and asked myself the question: Why do we let 2 million children die every year around the world for not having clean water? Because they're faceless and nameless. So, for me, Facebook looked like it was going to solve the problem of the invisible victim.

I just believed. I believed that the technology would change people's lives. I believed putting real identity online - putting technology behind real identity - was the missing link.

Leaders should strive for authenticity over perfection.

The things that hold women back, hold them back from sitting at the boardroom table and they hold women back from speaking at the PTA meeting.

In those same 10 years, women are getting more and more of the graduate degrees, more and more of the undergraduate degrees, and it's translating into more women in entry-level jobs, even more women in lower-level management. But there's absolutely been no progress at the top. You can't explain away 10 years. Ten years of no progress is no progress.

We've ceased making progress at the top in any industry anywhere in the world . In the United States, women have had 14% of the top corporate jobs and 17% of the board seats for 10 years. Ten years of no progress.

Endless data show that diverse teams make better decisions. We are building products that people with very diverse backgrounds use, and I think we all want our company makeup to reflect the makeup of the people who use our products. That's not true of any industry really, and we have a long way to go.

I'd like to see where boys and girls end up if they get equal encouragement I think we might have some differences in how leadership is done

I spent most of my career, including my time at McKinsey, never acknowledging that I was a woman. And, you know, fast forward - I'm 43 now - fitting in is not helping us.

When it comes time to settle down, find someone who wants an equal partner. Someone who thinks women should be smart, opinionated, and ambitious.

Everyone knows that marriage is the biggest personal decision you make, but it's the biggest career decision you can make.

I am saying that I was able to mold those hours around the needs of my family, and that matters. And I really encourage other people at Facebook to mold hours around themselves.

Give us a world where half our homes are run by men, and half our institutions are run by women. I'm pretty sure that would be a better world.

You know, there has never been a 24-hour period in five years when I have not responded to e-mail at Facebook. I am not saying it's easy. I work long hours.

Social gains are never handed out. They must be seized.

Careers are a jungle gym, not a ladder.

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.

When I went to college, as much as my parents emphasized academic achievement, they emphasized marriage even more. They told me that the most eligible women marry young to get a 'good man' before they are all taken.

Done is better than perfect.

Trying to do it all and expecting that it all can be done exactly right is a recipe for disappointment. Perfection is the enemy.

We need women at all levels, including the top, to change the dynamic, reshape the conversation, to make sure women's voices are heard and heeded, not overlooked and ignored.

I think it is too hard for men to talk about gender. We have to let men talk about this... because we need men to talk about this if it is ever going to change.

Every company I know is looking for more women at the table. Every board is looking for more women at the table. There's a reason why men want to understand the challenges women face, address them, because then they're going to be better hirers, attracters and retainers of women.

Women are not making it to the top of any profession in the world. But when I say, 'The blunt truth is that men run the world,' people say, 'Really?' That, to me, is the problem.

I believe if we had half our companies and half our countries run by women, and half our homes run by men, things would be better. We know our companies would be more productive. If you use the full talents of the population, you're more productive. We know our homes would be happier.

I'm a pragmatist. I think, as a woman, you have to be more careful. You have to be more communal, you have to say yes to more things than men, you have to worry about things that men don't have to worry about. But once we get enough women into leadership, we can break stereotypes down. If you lead, you get to decide.

As women get more powerful, they get less likable. I see women holding themselves back because of this, but if we start talking about the success-likability penalty women face, then we can do something about it.

I look forward to the day when half our homes are run by men and half our companies and institutions are run by women. When that happens, it won't just mean happier women and families; it will mean more successful businesses and better lives for us all.

I'd like to see where boys and girls end up if they get equal encouragement - I think we might have some differences in how leadership is done.

Until women are as ambitious as men, they're not gong to achieve as much as men.