Why women need to arrive early

Women need to arrive early, even if they’re busy

Over-scheduling and busyness are chronic problems for most women, but the reason women need to arrive early is part of a much bigger challenge

Women have a tendency to over-schedule with a non-stop flow of meetings, commitments and tasks. As a result, we are often late getting anywhere, or maybe just manage to scoot in on time. It’s a small thing being able to get somewhere before the allotted time. Some would say its a waste of energy and is counter productive. But to avoid missing out on important conversations,  women need to arrive early. Very often it is the time when the important informal discussions takes place as people hang out before a meeting, and even afterwards. This is when the real relationship building, networking, knowledge transfer, job search and business development takes place. So to be included in these vital exchanges women need to arrive early to meetings and other functions with time to spare for those important discussion which are vital to career development.


women need to arrive early

And when you do arrive early make sure you use that time to engage with the people there and don’t go on your phone to take care of or catch up with other less important business. This tells everyone you are more important than they are and you are not present.  To quote Simon Sinek: “When we break eye contact to check our phones we degrade trust. Let’s keep our phones away from meals and meetings.

If you are missing out on informal meetings, what else could you be missing? Contact 3Plus NOW to learn more about our Career Audit services.


But the lack of time to arrive early for meetings is symptomatic of broader and deeper problems. If you ask any woman how she is, she will probably tell you she is “busy.” I tested 5 men and 5 women in my office and there were clear gender differences in their responses. The male replies were professional only and limited to a couple of pressing work issues at the most. My female colleagues comments confirmed what people suggest. Women overschedule. I got lists of all the things they are busy doing, which included a range of personal and professional commitments. This included:

  • Birthday parties for the kids
  • A leaving lunch for a colleague
  • Picking up dry cleaning
  • A trip to plan
  • A wedding to plan
  • An important project for work

Much of this is related to the invisible work that women do at home and higher levels of domestic responsibility than their partners as well as the informal emotional work they do in the office.

More of the Mental Work

Women tend to do more of the intellectual, mental, and emotional work of childcare and household maintenance. They also do more of the learning and information processing work such as  finding piano teachers or planning vacations. They also tend to worry more about what is going on for their kids. And they do more organizing and delegating. Today as an increasing number of younger men no longer take on “male coded tasks” known in some circles are “blue work,” women also assume responsiblity for the mental work of that too. Organising the gardener,  getting online to Task Rabbit to get some DIY work done and so on. 60% of UK women say they are more proficient at DIY than their male partners!

Women assuming responsibility

Women have generally been raised to please. When they don’t slot into standard role expectations they experience gender blow-back. On the basis that the only behaviour women can change is their own they have to stop being sponges and absorbing every one else’s responsibilities. This is what you can do:

  • negotiate with your partner for a 50% domestic split
  • let the non-career work in your office go – it’s holding you back
  • arrive early for meetings

It’s not rocket science!

How do you come across in the workplace? Try our FREE Executive Presence Self-Assessment

3Plus, 3Plus online e-Gazine for professional women, Female Talent Pipeline, Personal & Professional Development, Work-Life Integration
Staff Writer: Career
Web | Email |
3Plus welcomes any writers to join 3Plus as a Staff Writer. If you are an expert in Job Search, Career and Mentoring or just want to share your experiences, contact us! We would love to give you a voice!

Leave a Reply

Found that interesting? Learn more about our services
Individual services
Make your dreams a reality with a professional evaluation of your career to date.
more info
Corporate services
The evidence is in. More women in your company can deliver 35% greater financial returns. (Catalyst)
more info
Upcoming events
Currently we don't have upcoming events
Download and listen free podcasts
Why all women need a strong LinkedIn profile
Free Download

Data on women on LinkedIn has always been hard to get and analyse, but some new information sheds light on how women use the platform differently to their male colleagues and what those differences mean. You will find out why you need a strong LinkedIn profile.

It has always been difficult to identify women on LinkedIn because it’s not possible to do a search based on gender. Any efforts to track women on LinkedIn specifically, involve complex Boolean strings involving pronouns or searching via women’s clubs, universities and networks. So any analysis has always been more anecdotal around perceptions and personal experience, rather than data based. However research from 2017  using LinkedIn member profile data for members in the United States over the past 12 months. Published on the LinkedIn blog it supports pretty much what we already know about women on LinkedIn.

LinkedIn  is the main professional data base used globally by hiring managers and recruiters, yet women continue to engage less than their male colleagues, putting themselves at a distinct professional disadvantage. Now we have some facts and figures as well as tips and tricks to persuade  you to up your game. All women have to have a strong LinkedIn profile. No ifs and buts.


How to Get Noticed by Head Hunters & Recruiters
Free Download

In this power coaching podcast, we’re going to tackle one of the questions asked multiple times a week by active job seekers and passive candidates.

How can I get noticed by head hunters and recruiters and connect with them?

In this short power coaching podcast Dorothy Dalton shares some tips and tricks to make sure that you are always on the radar of the recruitment and search specialists who can be most helpful to you. With extensive experience in executive search and corporate HR Dorothy has placed, coached and trained thousands of men and women to career success. As a career coach she has a deep understanding of the job search market and what job seekers need to do to position themselves to they are easily found.

As CEO of 3Plus she also has deep experience of the challenges women face in the workplace. Sadly because women tend not to create career strategies they can be vulnerable when it comes to dealing with change. Regular transitions become career crises. In this short session you will learn some simple tips and tricks to make sure you are on the radar of key recruitment specialists in your sector, geography or function.  It’s not rocket science.





One of the most puzzling things about working in executive search is that people and I say this reluctantly particularly women fail to plan ahead. You’ve heard me say before that only 5% of women have a career strategy. This means that they are not prepared for any emergencies until they become a crisis.


Goal setting tips to boost your career
Free Download

The happiest people are those that really love their jobs. Those that don’t, dread Sunday nights and the upcoming work week. So how do you get to a place where you look forward to a new week of doing what satisfies you? You’ll have to either learn to love your current role, or make a commitment to pursue your dream job. Use these goal setting tips to help you get to where you want to be.

Some women choose the latter, and to do so you’ll have to set career goals to get where you want to be. So make sure you have a detailed plan on how to land a job that you will tick all the boxes.

The majority of women choose to stay in their own organizations and even then you still need to have goals, not just KPis set by your manager. But even if you do see your career developing within your current business it’s still important to set goals.

Many women struggle with career planning and creating a career strategy which can lead to problems. This makes them vulnerable to and sort of challenge which can moprh into a full blown career crisis. Some simple steps to plan and prepare can help avoid this.

Take a look at these goal setting tips to help boost your career and set you on the right path.

Lewis Carroll  said

If you don’t know where you are going any road will get you there.”

Research shows that only about 5% of women create career goals and a career strategy. This can have a negative impact on your career progression. It means you are reactive not proactive and career glitches can morph into full blown crises. It puts women at a clear disadvantage to men.

Learn these simple goal setting tips to boost your career and protect and prepare you for all eventualities. If these goal setting tips make you think that you could use some further help,  contact us immediately.


When Does Female Rivalry Turn into Sabotage
Free Download

There’s a lot of stuff written on social media about  female rivalry and competition between women. Some of it makes sense and some of it is confusing. Organizations are pyramids with fewer roles at the top than at the bottom. It is inevitable that at some level, as more and more women are in the talent pipeline, at some point they will be in competition with other women.

Many would say that women aren’t competitive. I would suggest re-framing that. I think it’s more accurate to say they are not as competitive in the workplace as men. We have also been made to feel guilty about being competitive. We need to get over that.  Here are the reasons:

  1. The male nature of corporate culture makes it a disincentive to compete
  2. Women don’t want to compete because  prescribed male goals are not attractive enough for them. “Work 14 hour days, not see my partner or family … get sick.. die..no thanks.. I’ll pass”
  3. Women don’t know how to compete in the workplace. They are new arrivals on the corporate competition scene and lack practise.
  4. Women experience gender blow back when they do compete, from both men and women
  5. Women have been raised to think that competing with other women is not empowering them. As more women enter the talent pipeline that is just nonsense.

Learn some insights from Annabel Kaye, Employment Law Expert about how it’s OK to be competitive and the danger zone when it can turn into sabotage. Understand the benefits of mutual support and how all women can profit from having strong strategic allies, role models and mentors.