imagine a world without stalin in our history books. was the unthinkable thing. and this is what i discovered in the research is that we have all these conditions. the soviet occupation of washington, they were so densely and strategically placed they were able to control the information. the office of information that was set up to control information during the war was riddled with communism. how do you ever learn anything? you can't. so this is when i came after sort of shock after shock that's why the book is called american betrayal because i felt so betrayed by this whole history. ..

>> chose to recognize his hand here is why. it was this agreement that basically says the agreement for the soviet union to

promise not to overthrow the united states of america or have a secret cadres. they were already doing it. they were bitterly laughing and they got this agreement at which point* in order to keep the agreement the united states government had to fly. every day for one thing the agreement was based on a lie in to keep it you had to look the other way so it was the complicity but i would argue having recognized on the heels of five or 6 million people that were starved to death on purpose it is almost a recognition that not see germany kills 6 million jews and then let's normalize relations. >> host: but there were not terminated.

>> guest: but the parallel evil but that is something we have been denied we have never recommend the comet is crime or the communist i found out from the dissidents he was a ball to build a case against communism for boris yeltsin but they called him off because i'm getting too much pressure from the west. is a staggering. but it is the secret that end up creating a history of complicity in the west. >> host: actual agents who were accurate at the time because the office of the chancellor of germany was penetrated. >> guest: that is not all that was. it is true but there is something whether george herbert walker bush or

remnants of various administrations to cover up also president ford that was an important moment but the notion of hiding soviet crime in order to preserve american policy. >> host: but 21st century the otherwhere totalitarian ideologies people who like it radical islam word communist china but what could be a repeat the same mistakes? >> guest: we are right now. i would argue the parallel particularly with communist china we have seen it before in the understand how that works by is long is the new totalitarian ideology that is infiltrating and communism was the first wave

with our ability to confront to take ideology rather than facts of policies and we're doing it again with the art is long and receive the same pattern over and over. >> is it possible today with so many tools in the hands of the fbi and other agencies to read people's e-mail sam listened to people? is a possible for these proponents of radical islam or of the -- other ideology to be in the u.s. government? >> there on the inside without these orlich actually creating policies that has prevented the fbi and justice department and the military from training

and being educated in islamic jihad and it has happened that is why with the boston bombing unable to recognize a jihad is. it is happening again. >> host: things to ponder. thank you very much diana west. those areas that reward us with enjoyable feelings for doing the isy, tthing by our bodies.

>> there is no word the food n processed industry hates food more than the word addiction antried to use it sparinglydict. because they convincingly argue there are some differences between foodly argur cravings and narcoticme cravings and technicals threshold however when they talk of the language is the lani talk of the language is cleavable, snapple.ke snackable, moorishness. and i was rathe

[applause] >> let's think the computer history museum for putting on this and to listen to learn to not only understand history but the future. thank you. [applause] i met sheryl sandberg in the late 90's when she was running one-third of the treasury department impossibly young and smart she interacts us with this second term and when it came time for her to choose jobs it became obvious she should

be at google's so we chatted [laughter] and thought this is genuine talent but i hire smart people but she came and wandered around learned the business and worked on financing then figured out we needed to have a different type of sales force in the subsequent six years she built the business that today is somewhere around $20 billion and established the recruiting practices that led the country to its current excellent condition. to say her contribution was astounding was understated with a number of people she hired, i think about half the company and did all sorts of things of customer service, marketing, then shockingly, shockingly.

[laughter] she shows up and says i will go work for mark. how can this be? [laughter] is there something wrong? no, no, no. i am interested in this new area. okay. one ever. [laughter] so we tried to keep her but she went to facebook but shockingly she did extremely well and repeated this success the second time which has not occurred i don't think very often in our industry, and maybe once or twice and i thought that is pretty impressive. so then she decides to right a book that immediately becomes the number one best seller so i have no idea what she will do as your next on score but we are talking about one of the great leaders of our industry to talk about very

serious subjects but when i think of her she has built to multibillion dollar businesses already and she has a lot ahead of her. with that here is sheryl sandberg. >> also eric who hired me. >> yes. >> when nobody else would he gave me the best career advice of my career that i think we can talk about but we do the things we do with great mentors and advisers and he has been andrew google's and facebook which he was lovely about. >> the book she has written is extraordinary. [laughter] >> what are they laughing at matt? >> it is the title molt so

let's try to give a serious interview but why did you write this book? frankly you are busy. >> as you are. >> you are seriously busy. >> i wrote "lean in" a matter how much progress women have made but the world is still overwhelmingly run by men and i am not sure that is going. [laughter] very well. [laughter] >> climate change. gridlock in washington. >> what is happening is women have made great progress from the generation of my grandmother but it is true men run every industry in every government in every country in the world.

so when does this as long dash decisions are made women's voices are not equally heard in a corporate bird report from, a pta, a town hall so i wrote it to address the issue to talk openly about the fact of what they're facing on the top and to give practical device to women and men who want to do their part to change it. >> cavelike to cover some of the topics of the book and i suspect every single person has already bought its but if you haven't we will be selling with the book signing. to give an example i will read a sentence or two. in addition to the external barriers erected by society women are hindered by the barriers than ourselves and we hold ourselves back in ways both big and small but lacking self-confidence not

raising hand and pulling back when we should be leading in. >> finish that thought that is the rationale for what you are doing the extraordinary social phenomenon with "lean in" parties and extensive use of facebook to make this happen. >> women are held backhander not making it to the top but it is stagnating 14% over 10 years. you taught me clearly the trend that goes up for all on time than are flat for all longtime do not go up so you have to be worried because they go down and women are held up by an external barriers come a bad public policy, sexism and discrimination and that is important we also held back from stereotypes. so at my wedding, my

brothers and sisters stood up and said we are her younger brother and sister but not really we are really her first employees. employee number one and employee number to. [laughter] because sheryl never really played as a child she just organize other children to play. [laughter] everyone laughed and it is funny it was then and is now and they said it was love but there is something that is not funny about the joke but they were saying i was a bossy little girl. >> host: were you? >> absolutely but how do we experience that because of the stereotypes? little boy-- are almost never called bossy because when he leaves that is expected that when the little girl leads were organizes other kids she is bossy which we are communicating very young so those stereotypes is what we

internalize everybody goes to a meeting tomorrow and watch where people sit. more men at said at the front and center and women around the side in the reality we hold ourselves back as well and if we fix the problems of women in leadership we have to solve the external and internal barriers. >> host: you talk about the problem of the executive woman at the table and point* out some leaders you are ceos see the interruption phenomenon and they will call let out in the meeting it is the only way in your view, to get the behavior where men dominate that conversation an interrupt women just like i interrupt you. [laughter] >> this doesn't count. it is the interview but more women than men in get interrupted at every level and i have seen you do this out as well people say i

would like to hear what she was saying and you go around the table to ask everyone what they think it accomplishes the same thing all of us need to do this but it is not just ceos you don't have to be erik schmitz the most junior person can interrupt to say i would like to hear what she is saying in that is powerful. something that would give everyone a great respect so if we understand the stereotypes and if we called them now we can change them. >> in the book you talk about the situation of education and you point* out that we have a crisis of men , not women in the educational system. roughly speaking as a broad generalization, female performance of math and science roughly equal to men and higher in verbal and

math skills that furthermore 59 percent of women are to complete -- completing college when these women graduate and reproducing extraordinarily talented women what happens to them? are the men holding them down? are they being discriminated against? are they failing to act? there is a huge cohort who come into the workplace yet not gotten to the top. >> but what happens if all of the above when in is stagnate at higher levels from college they get more graduate degrees and more entry-level jobs then it just it whittle's out so every year few were women than men are promoted and by the time you get to the top you are at 14% and not a

single country in the world that doesn't have 95 percent of the top companies run by men. it literally goes like this. some leave the workforce, some stay in the workforce. >> host: in the book you talk about the stereotypes graf where people actually underperformed if they're told they are a member of the stereotype is that driving the figures? >> yes. a explains computer science and leadership skills. this is the same thing but if you become aware of the stereotypes you actively supported that is why you remind boys and girls right before i math test the boys to the same and the girls do worse if you tell the same girls girls do really well on this test, they do better. our stereotypes of boys that

they are better at math and science but girls underperformed the rethink more boys are computer scientist. my son seven years old was in the camp at sanford the parents are making the decisions. 35 kids in the class and five girls. of those five girls i put to of those in and it was my niece and her friend. [laughter] this is silicon valley. wake up parents. our generation, my age are putting their boys and computer science camp and not the girls. those boys are told they are better and they will be told they are because they went to computer science camp the same thing with women in leadership we don't describe leadership qualities when a man leaves it is natural and when a woman needs it is not. if you are a man please raise your hand if anyone has told do you are too aggressive network.

[laughter] there is always of you. if you are a woman please raise your hand if anyone has told you you are too aggressive at work. >> i think we are clear then ask yourself who really is? >> more women raised their hands. [laughter] that was a joke. [laughter] >> host: but you take people to some of these phenomenon of society and it is called the impostor syndrome that drives this behavior. and what you say is both men and women are susceptible of women tend to experience it more intensely and be more limited but you vacillate between ego mania and the complete feeling of on a fraud. how does that play out? is it true and how does it play out in your view of the

minds of women who try to succeed in the workplace? >> that you don't believe you on your success. here is the data that shows given the same level of performance men remember they are slightly higher and women remember they are slightly lower and if you ask a man why he was successful. >> host: i have to read this. ask a man to explain his success you will claim his own skills. never. that is completely wrong. [laughter] asked a woman the same and question she will say she did well because she worked hard or had help from others. >> she doesn't say that others will say that about her so what happens with the impostor syndrome is that relative to levels of performance is women and feel more self-confidence and i read a whole book on the subject so it was still

happening after my book was published we had a meeting at facebook of senior management and there is an issue for years one of the senior technical leaders both wanted facebook to do something and no one else did and over the last couple months everyone decided that is an investment worth making so i talked in the book that i am all been in most of the and i said i am so grateful we are here today because for all these years are really believed in this but nobody else did so i thought maybe i was wrong this is fantastic and jay looks up and said i knew we were right and you would come around. [laughter] >> i use that story? sure. to use your name? >> absolutely. he is the nicest guy i said don't worry you will look

egotistical. i am not worried about that. [laughter] inconceivable i would have any reaction like that. and relative to levels of performance we do at and it is that the adjustment that what i say is i can change anyone feels i can change so i feel because i am still doing it but i know as a woman i am sitting on average sitting next to five days and i can know the data that women apply for jobs that meet all of the criteria and then only meet some. >> host: use of one of her guests that she really can motivate in a business situation. this is literally how she did all of these things by getting people to feel very strongly and the passionate you just in notice. a little snippet of the passion right in front of

you. we'll come back to the whole person but i am so interested in this stereotyping and the perception because if they are true and i believe they are they govern all of us. you talk about experiments and likability that are positively correlated to man and negative for women and you will remember as part of the recording that you did come to be steady correlation of male vs. female questioners and when men would hire people they would correctly predict the person hired success as a man does cory the likelihood it was anti-correlated it was exactly wrong. i am quite concerned the stereotyped by yes even with nice liberal well-run companies is profound. >> the gender bias we all feel and myself included so with gender bias as women get more successful and

powerful they are less like but as men do they are better liked but it is true of women and men. because often someone will say she is not as well liked and if they say it is gender bias than next answer is women don't like her also. gender bias affects all of us because we're all raised calling the the girls bossy but not the voice-over reid dislike success in women holds in all of us, i have it to. i find myself and admitting we are making it safe to it that is an important part of the answer. >> host: to talk about how to deal with these things as a woman in the workplace and men reacting to it, one of the things that we cover the most about the book is about negotiations. and i agree with the way you describe this so let me

prompts the question that you observed that women are much less likely to go for the extra parts of the negotiation where the inclination is to except the offer but your brother or friend said ask another. and you make a suggestion the way you summarize is when you go back for the second offer in the negotiation i once more the man says i want more. i am worth more. what is your problem? and the woman in your in advice is to legitimize the request. this is very important and the women i work with has not done this well. >> because of the stereotyped by as it ben mann negotiates for himself we like him. he is supposed to want more. he is great. if a woman negotiates for

herself they can be tapped -- a good chef on behalf of others but when they negotiate for themselves. >> host: it is cropping a a minefield backward in high heels. [laughter] >> it is difficult. not as scary as a chapter of terrorism but that chapter is truly terrifying. >> get back to your book. [laughter] >> that when women negotiate for themselves to do the same thing and do they may or may not win but they will be disliked then they will pay a penalty in terms of future advancement and relationships of this is important. >> host: they will absolutely pay a penalty. >> not on every case but the data is clear so when men and negotiate for themselves they have to legitimize and i don't like this design i would rather in favor treated equally but as long as we will not be you might

as well understand the stereotypes and use them to make sure we get paid fairly and we have to the demise and i did this and i said this is the only time we will be on the opposite sides of the table and you remember your hiring me to run your team you want me to be a good negotiator i am about to negotiate reminding the person fees of the skills i am bringing to the table. i say you can legitimize your advice by saying someone else told me to do a. i talked to a supervisor but now there are all these articles that people are asking for advice to say sheryl sandberg told me to ask for a raise. [laughter] >> leading to a profound salary escalation ; suggested you legitimize i did not have me in mind when

someone in the company but. >> the best investment you ever made. $14 and 40% off. >> but i do. because joking aside and get paid 23% less for the same job in this country and that is a problem not just for people who work in industry. >> 23 percent hispanic women are paid 23 percent less, $0.77 to the dollar for the same job and that is not a problem just for the women who come through the computer history museum where people are well-paid but a big problem for the single mothers, 30 percent of our children are being raised by single parents almost all single mothers mothers, that $0.23 is a big deal and what "lean in" is about is the equality and equity throughout our economy and country and we have to change that.

>> you talk about career advice. >> so much fun. >> no, no, no. >> in my book the best career advice i have never gone was from eric schmidt i talked about of and never with eric schmidt on the stage. [laughter] so the way it went i was thinking about joining google's and i loved it and i was excited to work with eric and it will vary and sarah gave but they did not have a job so i had a chart with my criteria. >> this is typical of sheryl all of the detailed analysis a spreadsheet of all my criteria and my other offers met all of them and i came to eric with my chart i said want to look at the offer but look at my charted does not meet any of my criteria. i have no results i have no

goals i have no responsibilities and he put his hand on my paper and said don't be an idiot which is excellent career advice. [laughter] that alone was worth the price of admission for this. then he said the best thing i have ever heard which is that get on a rocket ship. goal is a rocket ship yes, you are right we don't know what you will do exactly but if you were offered the seat on the rocket ship don't ask what seat. when he said industries are doing well and companies drive and when they are not doing well people don't do as well and extrapolating from that the advice i give people is go where your skills are needed. not everyone can join the high-tech rocket ship industry but there are areas of every company, industry, a different specialties wear your skills are more important and there is a growing need for that. and that has been the most

important career advice i got. >> thank you very much. let's return to the book. i want to go back, i am still upset about the 77% number. >> i am glad. i am to. >> when you talk about child care and the decision to have children, it is a complicated decision. one of the problems you describe is unless you are in high-tech with stock options the math does not work. when i look at single moms with kids i can imagine how tough their lives are. if any single component otherwise breaks down like the car it is a major crisis as jimmy i get a taxi. is the solution to give up the salary had resold solid core problem i have to have

a family and women are doing the majority of house work and the kids work and for better or worse how do we solve that problem? the biggest area i worry about this a single mom who has all this pressure on her and it is amazing women can get through this. >> child care issues exist on the same spectrum so it is clear we need public policy reform and institutional reform we need jobs that are more flexible we are the only developed country in the role that doesn't offer one day of federally paid for mandated maternity leave. 40 or 50 percent of women or men don't get a single sixth day paid to take care of themselves or a child so we must provide affordable child care and solve some basic issues if nothing else. on the upper end i think what happens is we sometimes

do the math wrong and civic what they are making whose salaries will go up to a for the child care they need over time and they say right now if i pay for child care i barely break-even. why do it? there was a story in my book as she is about to drop out and someone said if you stay you will make more money so she stayed and 10 years later her salary covers plenty of child-care and other things. so we need both public policy reform and better negotiating and women to look ahead at what is coming not right now. >> host: you talk about this in the context of the choice of a husband and you said to believe the single most career decision is if she will have a life partner and who that is and you go on commack was looking for life partner my voice --

that advice is today all of them the crazy boys and the nice boys in the bad boys but don't marry them. they did not make good has-beens. [laughter] >> very good advice. [laughter] >> i stand by my data. [laughter] you can date'' will be want it is marriage or allied commitment to your woman thinking of making the life commitment to a woman because to women or two men will split household responsibilities very the even the but if you have the man and woman in the ongoing relationship and women do the majority of had child care or house work here it is about 40% so 70 percent of the mothers are in the full-time work force and they cannot leave because they need the money to support the family and

they're doing two jobs while the husband does one and i know noblemen who has a job like mine who occupy leadership positions most of us have has-beens and children and all of us have support of husbands. >> i can say having attended the wedding he is perfect and you made the right choice. [laughter] but you also described algorithms, procedures that women can use, i'm sorry. [laughter] to do a little test. you'' that she explains it she would determine if a boyfriend would support the career she would arrange a date that the last minute rescheduled to see how he handles it. if he passes that test and the next day would be scheduled then it turns out she had to fly to brazil and

he had to go there also. >> you must be very happily married that was more a story that and advice. [laughter] however it is an important point* that i tell women date to everyone's been very someone the things that women should be strong so if you want to be in the workforce someone who will support you and that does not mean yes that is fabulous as they sit on the couch begetting up in the middle of the night to change the diapers because men who have had successful careers have wives who are helping them all along. >> host: sorry to interrupt. [laughter] you point* out there is a myth the ceos of women are not married. they are married with strong families and kids but

working out. >> like men. but the reason the partnership is so important is these losses and expectations are so deeply held. if you are a man please raise your hand if you were can have children has anyone ever said to you should you be working? [laughter] don't be shy. exactly. if you are a woman and you have kids has anybody ever said should you be working? our assumption is that men will do both and women will not stand women have to choose that is wrong because most women have to do both. we have an economy and society where women have to work and have children so they are doing both. all of our narrative and that is not fair to women. >> host: at the point* at

which a woman makes the decision to have a child confronted of the reality by the limited time offer i think is way too short especially compared to western europe and a force to come back with tremendous the child care and staying up all night, and you talked in the book out eventually the solution is to give up sleep. [laughter] >> it is a bad solution. >> clearly. furthermore you give advice and it is another core message that the way you would argue to project with your list making self it worked when the kids to not exist but now you are both that embrace the messiness of life rejoice in the complications but it'll be frye end you can always

change your mind. so you say under enormous pressure you run this extraordinary structure at google even with the perfect has spent. you decided to meter your time and it you had to give something up. did you give up organization? your work performance did not suffer or i would have told you but you manage to pull off. how did you do it? >> i was in europe two weeks ago and a man said you want to hire the most efficient% higher a mother. she said devil take this job and i want a full-time salary and i would give you your most productive copy editor and he said she is. i felt i was e. fission before i had children oh my god i was not that efficient. >> by the way you were really efficient. >> once i had children every

minute became precious then became precious for other people my tolerance for unnecessary meetings went way down and working mothers is we compare ourselves on favorably on bull's sides of the ledger we compare ourselves to men who have you were home responsibilities and we fall short. it is easier to take trips and stay later than we go home and at home we fall short end as a working mother you can spend your entire life feeling bad and when you don't people will do for you. i have a story about dropping off might son at a local public school on st. patrick's day wearing the favorite blue t-shirt and she said it is a patrick say he is supposed to be wearing green. i think, really? early?

i am lucky he has a t-shirt. [laughter] this would never happen to my husband if he dropped to my son she would open the woman and say you are such a wonderful father for driving your son to school today. [laughter] by a nobleman so i did what anyone would do i spent my entire day worrying about the green shirt and t-shirts shy drive to target is keogh k.? >> and a man would have forgotten the entire transaction five minutes later. [laughter] but halfway through the episode of absolute panic i call my husband and i explained how everyone has a green t-shirt but our son and he will never go to college and it is my fault because i am a working women and all the other women remembered and he just laughed and said you know, what? our son learned something so important today that he does not have to be like everyone

else. that is the difference because we do about the same with our children and i feel guilty all the time and telling everyone else not to feel guilty and he thinks he is a hero. [laughter] here is a blue t-shirt in the difference is about letting ourselves off the hook. most of the things we do, 80 percent. >> and that is what your husband does. >> 80% success doing the best you can. >> host: what was news to me is primary care giving expectations for mothers at stay at home and working mother have gone up somehow we think people are spending less time with their kids but over the last couple of decades it has gone up by 60 percent. >> the other side on the

ledger it is important but expectations are going up due to the wonderful technology that eric has built people work longer hours. my mother said it was 935 there is no self on you cannot be bothered on the weekend and now we work longer hours and mothering has gone to the same expectation. if you think about what parenting was my mother was the stenholm mother full-time. we did not have klay dates dates, she didn't arrange a single play date we rode our bicycles down the block and played and sociologists call it intends of mothering but a full-time mother working outside the home today spends as many hours engaged in direct child interaction as a non working mother. it is an amazing thing to understand.

>> host: that is a hopeful statement that the kids will be pretty good. >> when i figured out i was spending as much realtime with my children working full-time as my mother did it turned out to be true, that was a relief. so the expectations of full-time work then the intensive mothering is hitting women it is not possible to do both. >> host: to finish up to get to questions, you talk in the book about how women treat other women and when you went to facebook you faced increased scrutiny because truthfully and correctly as a power force in the industry over all we told her tuesday at google

but she left for yasuo. >> you've trained as well. >> you don't listen to me. [laughter] the you have a quote from medellin albright there is a special place in hell for women who don't help other women. what do you want women to do on this set of criticisms? >> there is a lot in the work force about women not helping other women and it is true historic klay but in the world that only one will get to the of top and it made sense they were super competitive battle think that is true anymore every company wants more women, not less but the other thing that is happening we have different expectations for a network if the man is asked for a favor he does it everyone is super grateful but if he doesn't he says he is busy

if a woman is asked and doesn't do it she faces real penalties with salary increases and if she does and nobody is grateful so what is happening there legitimately mean because they feel competitiveness through dinner own insecurity but we need to support each other. as a fundamental observation bir 50 percent of the population. right? if we work together with no more mommy wars things change there is a site about bringing women who work in the home and in the work force together publishing letters to thank our mothers for mother's day and some of them are beautiful and women need to support each other because when i think about the women who are at home i can either feel insecure because i don't feel like

i'm as good of a mother or feel grateful for everything they're doing at my kid's school or in my community and it i think if we can feel better about ourselves stop beating ourselves up so much we can also be more generous to each other. to talk about of reviews and book tour with your courage you can launch into this the full blast number one on the best-seller list the next two months likely for than the next few months to a emaciate global conversation so let's start by asking what is the stupidest criticism you have ever heard of you and your book?

[laughter] >> no a criticizes my book. [laughter] everyone loves my book. [laughter] at. [applause] i think the criticism the title vegas that thoughtful is to say i don't believe that others need to change other than internally i don't think it is grounded but i am blaming women. if you read my book is hard to decide i am blaming women i am very clear we need institutional and public policy but i also do a lot to explain why we are holding ourselves back and encouraging women is not the same thing as blaming. the symmetric question is what is the most sophisticated crib -- criticism? what is the most accurate that that person is pretty smart that they read the book they missed that or

they are right? >> the best criticism of my book that i struggle with a lot it is sophisticated to try to change stereotypes die and embracing those stereotypes. for example, i tell women to smile and say we and justify their promotion that is embracing the stereotypes imf acknowledging that you will be more successful if you smile and say we. i don't want to embrace the stereotype i have struggled with this so much in the book and i decided i am a pragmatist than the world is what is it more women smile and say be they will get the raise van people will ascribe leadership to women than the next generation will have to smile and say we. >> it is feminism to point* out.

seriously. the first was a specific view that remain to be empowered the same but feminism 2.0 there is a way to do this to get you into power. >> and i really struggled it is of fair criticism but then i decided the following that's when i negotiate that if you go into that room you will win or lose before you go in and handed it is a homage to understand about the other side so i decided empowering women to understand the stereotype to use them to their advantage was part of preparing well for the negotiation and the unfair world but it is so hard for me when i get the device and it is fair criticism. >> how you feel about the book's reception? did your point* get across? >> eric makes the in -- the

amazing point* that revolutions are easier to start and maintain. i dunno if it is a revolution but i wanted people to notice that women were stagnating to understand the stereotypes that a holding us back and for men and women to try to change them. if you are a business person in right -- write the book the risk is nobody will read it or care and i am gratified some have and it is doing well but it has been eight weeks. so the real question is what happens now? does anyone remember two years or 20 years from now? because my book can only do so much i will do the best i can and started "lean in" here in new york to help women come together we do hope you join as we're this close to 175,000

participants go to facebook and the like as. we are there we want men and women to join but it is unclear what happens from here and it will take so many more voices. >> how you respond to the critical feedback it has received? has it changed anything about your approach has been modified anything with the reception of the cavalcade of commons? >> spirit nothing said that i did not try to address. so the volume. >> but you pointed out women face greater scrutiny. we'll come to the computer

history museum. [laughter] but i set this up with debbie and others andy do that and a better open way in the community by the very nature the community is created so we help people set of circles of groups of men or women starting all over it is exciting to see and it is whenever people wanted to visa we envision them maybe they are in the same industry and meet once a month to support each other and i heard there are groups of circles being started by fathers and daughters. i never thought of that. brilliant. i love those fathers those daughters are so lucky. recreated up platform and

put out ideas and people are running with them and as your book says we don't control this. that isn't the invented. >> we have tried but where it goes we will try to support. >> what was the pivotal transition or moment in your career that defined who you are or what you did and is it what you anticipated? >> in so many of them joining google with you understanding the mission and understanding the importance of the mission and it is all about what google's was doing in the world. >> one of the simple secrets is to give them a mission to

change the world and they will work for you. hard. >> when i first met eric as go you are not ceo yet look at what google is doing in the world and my greatest hope for "lean in" all those women have got in raises and those daughters and fathers having monthly meetings to give them the self confidence we do have the same success and a corollary question how do make yourself available? will you be my mentor? [laughter] >> this person has not read the book because i say one of the worst questions you can ask a stranger is will you be my mentor? , have only worked for men, i had a couple of female mentors but mostly men. one of the points i make is

if we rely only women to mentor women we will never succeed because there are not enough women at the top. there are unspoken things that are holding us back so a man and a man in a room or having a drink it looks like business but a man and a woman it having a drink and an older man and a younger woman had meeting alone? but the clear if we talk about getting more women into positions of power, 86 percent of the people are men and they are in power and older. because they are entering. >> then you tell the of bob steele story and after rennie have the city says he treats men and women equally. >> atgldman sachs i did him andt

him cents but 15 years ago he announced one day he did not feel comfortable having dinner with women so he would have no dinners. a big uproar at the time. >> he had dinner with his family. >> but not at work and said i understand the bias so let's make it equal. and will you have dinner alone? he said absolutely it is part of my job. some will say yes and some will say no but either way and let's make it explicit and equal. >> to be aware of the subtle biases. we may have questions from the audience. what tips do you have for

women and men who have taken time off and trying to get back into the workplace? >> the issue of free entry is a big one usually an issue for women because they're more likely to take time off the with the recession is also an issue for men as well. . .

to have a growing economy and there are lots of ways with the simplest in my view is to have high zearing going on the in the midst of a terrible recession it's been difficult to get hiring going on. >> that is a problem that is relevant. we are struggling with public policy issues in the country and they are directly related. we should make the whole economy a rocket ship and there's plenty of seats. >> he will also say we want cash >> not hypothetical cash but in the bank. >> we have a big question facing the country which is is it going to grow the same as it has restored the and the answer we are providing is no and the reason is we do not have the work force we need to grow our economy quickly enough.

there's immigration and we do not educate our children close to where other countries are. if you look at the computer science and you and i see this coming out of india and china every day. they are better educated coming and we need to fix. we are graduating he 11% of our kids not being able to read. the companies that are celebrating were built on an immigrants. >> people are trying to get this done and we may have to break that logjam. in the spirit of the question have you had much response from washington? you are sitting out an agenda. is anyone listening to you? [laughter] >> i think people are listening.

so come the fact has changed that we have seen from the book people in companies and individual women and men so we see them start circles all over and we see a lot of engagement and a lot of people asking for a raise. men think this is great keep telling everyone. on the corporate sector john chambers assigned the bucked the top 400 people and publicly said i thought i was get this. we are not so good at this. and he stood on the stage. i joined him and his management of sight. the only way to be the best company in the world as to have 50% of the population. warren buffett for berkshire hathaway talked all out women of this year as a competitive advantage. i want women and men running the companies to invest not to be nice, but because it's their bottom line.

>> if we face a global competitiveness with asia and asia continues to discriminate against half of the workforce, it's pretty clear that you need all in order to compete so they already favor your arguments. >> a good percentage of it has been caused by the work force and so if we want that economic growth we have to continue to do that. >> what made you so brave to call eric schmidt for a job. was your mother and your dad a firming u.s. a child or did she chastise and correct you all the time? [laughter] that's what the question says. >> my parents were incredibly encouraging. you can do anything your brother and sister can do anything.

my dad would be in my room like you are well enough to go to school, the fever doesn't matter. if i was in college and had a hangover my dad would think the best cure was a run. my parents were incredibly supportive. >> many political problems seem to be driven by old men and policy positions. gun control and government where they have different views. >> i'm passionate about getting women into politics. the book is explicitly arguing for more women in power and it's really important. i happen to be in london a few weeks ago the only female head of government in the world when she elected.

there were 17, there were hundreds of countries and that is not good enough. i believe that if we had more women in politics, we would have less work. >> i agree with that. [applause] >> do you think it is hillary clinton's time to win the presidency? i want hillary to run. one of the reasons my daughter, we brought home a song for my kids president's day and we would sing the song of all the presidents and she listened to the song and she said mauney why are they all boys?

i hope it is not long. >> is there an increase and the entrepreneur ship that could help solve given the power to make these decisions? >> it's very strong it helps not just those women but the companies in senior roles we need more women in the big companies and congress and the entrepreneur. we have a lot of female entrepreneurs in silicon valley and not as many women as men and funding at the same level interestingly. if you look at the return there was a recent study done that the return on investment and that they ask for the money they need, not the money they might need.

to go to the hiring machine as i described google was just fantastic and your legacy in the company i see every day and i am sure you feel the same way about facebook because you did the same thing at facebook. one of the questions is what do you look for when you are hiring someone? how do you make these decisions? >> when i am hiring something and i think i learned this from you it is the skills, not experience. experience is great. our industry changes so quickly. i asked people how they would handle specific situations and looking for flexibility and for the skills that they can adapt on flexibility you did this at a meeting that we had and we will

never forget that a lot of students had been asking about their career path and it was very good advice because we want you to be flexible. >> when people would call me up and say i am a vp now and i need to be senior vice president or the chief operating officer in your company and i would say what click. that is not how we operate. we want you to join our cause and that worked well for all of the people that were managing to not screw up and they showed up and said how can i help? they came down in the early days and that was probably a bad decision. >> they still remember. >> i give this advice in my book

titles don't mean anything. any job i've taken as you pointed out on the spreadsheet i was offered jobs with more senior titles elsewhere but it is a way better job and even when i went to facebook i would have been the ceo and i came in to work but that title doesn't matter as much as the opportunity you have to have. >> you shifted to a new company to get a bigger role. does it take to get that big opportunity. >> it does but not always for the reasons we've talked about but i think again as the educators have on the body is that we can change that i don't think it takes moving on. sometimes it does and sometimes it doesn't yet i think the right way to approach a career is to look at this and see what problems can myself. one of my favorite stories is in

the book. she called me and said i want to work with you at facebook so i thought about calling you and telling you all the things i'm good at and things like to do but i figured everyone is doing that so instead i want to know what is your biggest problem and cannot solve it? my job hit the floor, no one ever said that. my biggest problem is recruiting and we've gone through every interview and you can solve it and she came in and she's been magnificent because she's trying to solve our problems. >> you think any part is engendered by the behavior? >> that is such a profound question and i try to be clear on this i don't think that men and women have genetic differences. that's silly. estimate i think men and women

have genetic differences. that's enough. i have a son and a daughter. my son will take any tory and hit the other and my girl will take two to ways and make them kiss. [laughter] there are differences. as the - you are trying to solve these -- >> here is what we know. there are genetic differences between men and women. i do not believe that leadership is one of them. leadership can have typically female but that's been documented over and over. we can associate masculinity. as the need another one of these questions what is your opinion about a woman's physical appearance in the workplace and how it can help. >> the physical appearance is a real issue.

it's much more of an issue for the women than for men. i used to tell the women to dress appropriately. dress for success i used to give my dress for success talk. we would hire these women from great places with great skills and sometimes they looked like they were going to a nightclub like i didn't like telling them maybe you should dress a little more silicon valley. i was suggesting genes, not sure it's. but i actually felt that presenting themselves as professionals in the silicon valley area can mean one jeans. i'm not someone that into fashion but presenting ourselves appropriately the same way we wouldn't walk in and see something done, we want to care about the perception that we

give. islamic another question, how do you get more women into the real yet received places of power versus the directors, should we do what some european governments are doing or mandating or requiring of a certain percentage of members? >> the issue that was quoted is a very waging debate particularly here and your up and i think the answer is that each country has to pick what it wants to do. i'm not arguing for the corporate boards in the united states because it is in the most important intervention for us right now and the reason i don't think it is the most important intervention is because the countries that have put it in such as norway and the scandinavian countries it hasn't moved any other numbers so if you look at more way they football game in 2006 for the women on a corporate board they've achieved more and they are up to over 40% and it hasn't moved any other numbers. i think what we really want to

do is move the numbers through of the operating jobs, and i wanted to see us move the numbers throughout, not just in one place. todoou the question from the ssages suchare aso aggressive at work, how do you handle that and how do you believe? >> the most important thing is i'm trying to help it to be easier for people to address that and part of that is gratifying to see it work and i know that jill who is a good friend of mine, editor of "the new york times" there is an article written about her that criticize her. she's being told she is too aggressive. that happens to women, not men. >> so the ability to crowd source mitigates to some degree. >> i'm hoping they are helping to change that so you would have to start from scratch and say i appreciate it.

what are the ways that i am too aggressive? i think training our managers is important. there is a manager of facebook that started the conversation by saying i didn't read your book which is a little weird. wouldn't you what least pretend that you read my book? [laughter] let's leave that last judgment. but i have listened to you for the last five years and we just did our performance review and bought feedback. he went back to the people, the men and women and said i want to ask you what did she do that is too aggressive specifically and they answered and then he said if a man had done the same thing. they said no. i want to amana to engage my book and the people in power to understand that. >> so the message is the men

have to sort of police this. >> and they will be all to say there is a lot of data that says i want to ask you specifically the best thing is to never be too defensive. let's talk about this. can we get specific? i may need to change my behavior and grateful for the feedback but let's also talk about if a man had done those same things. >> you give lots of practical advice for solving the e turtle issues. what can we do to solve the issues which is referring to the public policy and institutional issues. i think that we can run those

policies so the book starts with i was pregnant, very pregnant as everyone remembers they told me the project was named after me. it was actually a very fair comment and one day i was leaving for a meeting and i had to park far away. i was really sick and i tried to run. i talked to my husband and he said where is the pregnancy parking. i had never heard of pregnancy parking but he said that yahoo! had it in front of every building. so i walked myself into the office. >> by the way he was doing yoga. islamic i completely interactive him and said we need pregnancy parking. he looked up at me and he said we sure do. [laughter] but then what he said was i never thought of it before. let's do it immediately.

i had never thought about it before. i ask google if the pregnancy parking was still there coming and so my point is that if we get more women into these jobs -- >> in the book you actually say that you have to ask and it's okay to ask. >> i am a senior at google and i was running a big giunta of the company to the women wanted pregnancy parking the they were not in the position to march into the office and in devotees yoga. he would have looked up and [laughter] actually he is so nice he probably would have said the same thing. but i am a senior and my point is that we need all of the institutional reform but one of the best ways of getting it is the women in this audience though run those companies, but in a pregnancy parking. [laughter] paid when an equally.

help the women negotiate and train them not to say they are too aggressive. women can be a huge part of the answer. estimate the final question of the audience are you gearing up for a political run to help in which office? >> i'm not running for the office. >> it will be open. >> again on the emerging for hillary to get that job. i am not running for office but more women need to run companies and i'm happy at facebook. >> this has been a treat for me for reasons you all don't know. in 2006 we were chatting and we thought it would be very fun to have distinguished people come by and talk and the company said

in her typical organized way she put together a speaker's series that i was able to interview for and in all of those years i never had a chance. i did in fact by virtue of your initiative in that interviewing it extraordinarily famous people so for me this has been an amazing personal experience. i thought it would be sort of interesting if maybe you could read a little bit of your book. you choose the length and the area to give people a sense and i hope you understand the unique leadership she represents and if we could emulate this style the world would be a better place. >> i want to end by thinking eric for everything he's done for my career and everything you have done for silicon valley. i haven't read from my book ever actually.

>> you didn't do your own audio book? >> i didn't. >> did you choose your own person? >> i did. >> if you don't like printed books, why the audio book. >> and bling to read a little bit of the end. i've written this to encourage women to dream big and achieve their full potential. i hope that each woman will set her own goals and reach for them and i hope each man will do his part to support women in the workplace also. as we start using the talents of the population our institutions will be more productive, our homes will be happier and the children growing up in these homes will no longer be held back by negative stereotypes. critics have laughed at me for trusting that once women are in power they will help one another since that hasn't always been the case. i am willing to take that bet. the first who attended

leadership positions were few and far between and to survive many were not helping matters. the current female leadership is increasingly willing to speak up. the more women obtain positions of power the less pressure there will be. research already suggests companies with more women in leadership roles have better work policies, smaller gender gaps in compensation and more women in the middle level management. the hard work of the generations before us means the quality. we can close the gap now. every individual success can make it easier for the next. we can do this for ourselves, for our daughters and our sons. if we push part of this can be the last way of. in the future there will be no female leaders, there will just

be the leaders. [applause] >> we have seen what it takes to become global, the first in extraordinary business, second extraordinary business and then bill laverne pact all of us would love to have and i think that you can see it's not just her intellect and experience, it is all of her, it is her charisma and leadership, i am proud to have worked with her and i look forward to working with all the new things you will do. what an extraordinary leader. [applause]

we to give itself carolina center for children's books and literacy executive director. book tv visited colombia south carolina with our local partner, time warner cable >> we are at the south carolina center for bucks for literacy at the university of south carolina and we are an outreach of the school of library information science and we do several things here. we are the state's examination collection for children and young adults which means that we get publications first and we can take a look at them and evaluate them what. how can these be used in our classrooms, what library would be interested cut and we work with our college students who are going to be teachers and librarians and we work with our professionals in the field of on how to incorporate good

literature into what they do. the center for children's books and literacy started as a way for the students at the library of information science school here to evaluate the best center and it was about 40-years-old. about 12 years ago the initiative started to grow and in 2005 the name was changed to the south carolina center of books for children with literacy. we have a space now in downtown columbia and about 8200 titles and like i said before it's an interesting rotating collection they decided to form that the part of the university press. we didn't want to exclude anybody. we wanted to open it up to a children's picture books and

poetry, young adults and nonfiction. everything has to be educational in nature and at the university press so we want to give our authors and illustrators an opportunity to publish through a very well-known and respected university press and then for us to be able to say these are the reasons of carolina that are not being told because we don't know of any other university press doing children and young adult materials. if you have done the materials in the past we thought what an opportunity to this and set the precedent for the children and young adults. the first one is fragments and it's a young adult novel about the life of robert smalls, one of my favorite civil war figures

his story is remarkable and he helped shape it into what it is today. anybody is interested in submitting an idea to us can submit a full manuscript for a picture book with a suggested illustration plan. you don't have to have all of the illustrations finished but what will happen is all of the submissions come to me and then the editorial board will decide how we think this would be an important part of the series. if we approve it as a group that goes through the university press process. it goes out for independent peer review and will then come back as a package and we will present it to the yard to lead to larger university press. right now we have six titles that have been through all of those steps.

the university press and the center for children's books and literacy are a part of the university of south carolina and different parts are funded much of what we fund is through the gift looking for more partners and readily school of library information supporting. i think the center will be something of interest to anybody anywhere because fiction and nonfiction about south carolina but then interesting stories that are a part of all of our history. i think it's interesting to say how can we buy a nonfiction book, maybe by a south carolina author that's going to be interesting to every one? i think anyone in the state of south carolina can use it. primarily the university of south carolina students that are

undergraduates that are going to be teachers or librarians have a lot of graduate students and information science to use it, and then we also serve teachers and librarians all over the state. so we may have librarians from the upstate who will come in and say i got my budget for next year. what do i want to purchase, how do i want to use these in the book club? we have public library into one to talk about how to use different methods and outreach and we have teachers come and work with us on curriculum who will say to a unit on poetry. what do you have that isn't the same stuff that we have had for years and years. we also have parents that say you have some interesting things we don't abc of the public school library. they will come and talk about the hesitant leader or my daughter really loves this type of book so we can one on one do the book selection and help