“That signified a shift in industrywide governance for women in the melon industry, and this mirrors a broader trend for women in agriculture, especially in the states of Florida, Texas, Georgia and California,” she said.

Delving into the differences between men and women in the workplace, Griffeth said simply, “Men and women think differently,” and went on the detail some of those differences.

Men tend to have strengths in the visual and spatial tasks, and they are more comfortable in a hierarchical structure and take action for themselves.

Women’s strengths lean toward verbal fluency, memory, multi-tasking, social cues and coping. Women are always on and always thinking about everyone else, she said, and they tend to be more comfortable working in groups with a “win for all” attitude.

“In leadership development, the key is to recognize your own strengths and lean into them, don’t dwell on what you are not,” she said. “You have unique talents and skills, so identify and embrace them.”

Griffeth said it is always valuable to set goals, but for women career goals and family goals often collide, creating a push-pull situation. While many women feel guilty about being away from home and children, having a life outside of home can also set a good example for the kids, as they see a strong mother who can handle the challenges of both.

At the workplace, women shouldn’t feel guilty for having to attend to their family’s needs, but there is often a double-standard. For example, a man who leaves work early to pick up the kids from school is often viewed in a positive light, whereas if a woman does the same it is often construed as a detriment by her employer.

“Everyone needs a wife, including us working women!” said Griffeth. “So develop a support structure and rely on it.”

One of the major points of Griffeth’s presentation is that women will have both mentors and sponsors during the course of their careers. Each has a distinct role, but it’s important to distinguish between the two.

“Women in the workplace tend to be over mentored and under sponsored,” she said. “A sponsor actually advocates for you when it matters by sharing your talents and abilities, while mentors simply offer advice. There is a place for both in your career, but it’s valuable to understand the distinction.”

Finally, Griffeth recommends that everyone should build their own personal board of directors comprised of a set of professionals in your industry that can help build your professional capital.

“Be sure to have a ‘truth-teller’ on your board that can offer a diverse perspective and challenge your way of thinking.”

She added that the members of your board can assist by connecting you to their own network to provide new opportunities and grow your career.

Photo: Lauren Griffeth of the University of Georgia with Jordan Carter of Leger & Son, who recently completed her term as president of the National Watermelon Promotion Board and was just elected president of the National Watermelon Association.