choices and experiences. this is about an hour and 15 minutes. [applause] >> let's begin by thanking the speaker for putting on us along with the sponsors. it is such an interesting place to listen and to learn and understand the future. thank you to john and everyone. [applause] she was running what appeared to be a third of the treasury department. impossibly young and impossibly smart. she impressed all of us in the clinton administration in the first and second term. it became pretty obvious we

didn't exactly have a job for her but i do hire smart people and she came in and worked on our financing, learn the business and we figured out that we need to have a different kind of sales force. in the subsequent six years she built a business that today is around $20 million and established the practices to its current condition. to save her contribution that google was astounding, in terms of the number of people that she hired, i would say she probably had about how the company and all sorts of things in terms of customer service and so forth. then shockingly she shows up and

says i will be at work for months. and i said, how can this be? [laughter] >> so our partner said they repeated this success a second time. she really did not occur very often and maybe once or twice. i thought that it was pretty impressive. so i thought, okay, she is doing really well we are talking about one of the great leaders of our industry and today we are going to talk about very serious

subjects. when i think of sheryl sandberg, i think of someone who has built these businesses and she has a lot ahead of her. with that, i get to hear her extraordinary view. >> thank you. i know that no one else would do it you have done. this is something due to great mentors and advisors. i thank you for that. >> i think the book she has written is just extraordinary.

frankly you are busy. >> as you are. you are seriously busy. >> no matter how much progress women have made the world, and get ready for the blunt truth, it is so overwhelmingly run by men. i'm not sure how well that is going. >> what is interesting is that when the decisions are made up

most impact our world, voices are not always equally heard for women. it is true at the corporate boardroom or the pta meetings or the town. i wrote the book "lean in" to try to address the issue of this. it talks about the stagnation that women are facing at the top. giving you practical advice to both women and men who want to do their part to change it. >> i would like to cover some of the products in the book. i recommend you all buy it. i success at every think that person would be successful reader. but let's start with and i will give you an example -- i will read a sentence or two here. in addition to the external barriers directed by society women exist within ourselves and we hold ourselves back in ways both big and small. by not raising her hands and by pulling back when we should be

leaning in. finish that thought. this i think is the rationale for the movement and the extraordinary social phenomena. extensive views i might offer to make all this happen. >> women are held back. it is bad. women have had this for a long time and things often go down and you have to worry about that. we will have to backfire on kinds of institutional and public policy. sexism and discrimination. we are also held back by the internalization as well.

we are here for employees. complete one, and employ two. so it's not that we played as a child, but we just organized children's play. this is me. sheryl sandberg organize the play of other children. [laughter] what they are saying is that i was a bossy little girl. >> tell the truth, were you bossy? >> absolutely. [laughter] the question is how do we explain these stereotypes. when a little boy leads or organizes kids, he is not a bossy. but when a woman does it she is called bossi. there are lots of things that we internalize. go to a meeting tomorrow where we can watch what people set

relative to position. we hold ourselves back as well. if we are going to fix the problem and leadership we have to have baxter barriers and internal barriers solved. >> you talk about the problem of an executive woman at the table in your book. you point out that some leaders are ceos actually see this interruption phenomena. i agree with this. where men dominate the conversation and they interrupt women. >> exactly. no, it's an interview, it's not interrupting. [applause] >> one end and representative women at every level. i have seen you do me do this as well. when that happens, a man will interrupt. and he will people say, i'd like

to hear what she'd say. so eric, you go around the table and i say thank you. that publishes the same thing. the point is all of us need to do this. it is not just ceos that can do this. you don't have to be eric schmidt to do this. the most senior person in the room recall not only can change them. >> in the book you talk about the education system and you point out that what it is now becoming clear is that we have a crisis of men and women in the educational system. it is higher as success

brahmans. fifty-eight and 59% of women are computing college now. what is happening? when these women graduate from college. so we are producing talented extraordinary women. what happens to them? are the men holding down? are they being terminated against? are they failing to act. how would you describe it? is a huge cohort of women that are your age and slightly below that come into the workplace and change things. yet they have not done completely to that level. >> yes, women graduate at higher levels and college. they get more graduate degrees and entry-level college jobs and it's just every year fewer women than men got promoted. when there at the top 40% of women are in the united states.

there's not a country in the world doesn't but doesn't have 95% of these top countries. if they can afford to do so people actually underperform. it's really important to say that the serotype, if you become aware of a stereotype you up at supportive. they have to check off this.

we see more boys in computer sciences. you know, i put my son, seven years old last summer in the technology campus. at some invisible, turned to making the decision. thirty seconds in that class. fabulous. of the five girls, i put two of them in it. it was my niece and her friend. [laughter] >> this is silicon valley. it's like, let's wake up. our generation, my age, they are putting their boys in computer sciences. if anyone ever told you you're too aggressive at work, could you please raise your hand? okay, there are always a few.

if you are a woman, please raise your hand if anyone has ever told you that you are too aggressive at work. [inaudible conversations] >> okay, i think we have clear. [applause] >> then you have to ask we think what you think is more aggressive? matter the women? [laughter] >> that was a joke, guys. one is called impostor syndrome. >> [inaudible] so how did this feeling come about. is it true? and how does this priority work in the view of men and women who

are trying to be seen in the workplace? >> some say you don't always earn your success. the data tells us given the same levels of performance, they are slightly higher and women remember that they are slightly lower. we also know that if you ask a man what he was successful -- you know. >> as ask a man to explain his success and he will credit his own innate qualities and skills. [laughter] >> i'm sorry, asked the woman the same question, and a woman said she got help from others and she talks about the resources around her. >> that's right. what happens with this syndrome is that relative to levels of performance men feel more self-confidence. i just wrote a whole book on the subject.

we both wanted facebook to do something for years. but over the last couple of months people decided that is an investment worth making. ..

inconceivable i would have been a reaction like that. we continually dugas, but it is that adjustment we have to make. i can't change how anyone feels. i can't change your life feel because i'm doing this, but i can now as a barman i am sitting next to on average five jay paris and i cannot use self-confident and the data that women apply for jobs when they meet all of the criteria and then when they meet some and help women in myself suggests. >> you saw one of sherrills guests. she can motivate in a business situation. she got people do feel very strongly. a little snippet of sherrills success in front of you. or coming back to the whole person idea, which is important.

i'm still interested in the stereotypes and perceptions and so forth because if they're true, they cover all of us good to talk about experiments of likability success of likability are positive for women and negative for women. you remember as part of the recruiting you did, we study correlations of questioners versus female questioners and woodmen would hire people, they would correctly predict the person they hired if there was a man, but when they score the likelihood it was anti-correlated. the prediction was exactly wrong. i'm quite concerned the stereotype in nice liberal open well-run companies is quite profound. >> the gender bias we all feel, myself included. as women get more successful and powerful, they are less like the

nice men get more successful in power they are better late. it's important to understand if it's true of women and men because someone will say she's not a spotlight. if someone tries to point out is gender biased, it's that women don't like her also. gender bias affects all of us because robbers colored little girls bath the comments of that gender bias server dislikes success and women holds in all of us i have a two. i think it is admitted where they are, making it safe to admit that it's a really important part of the answer. >> i want to talk about how to do with these things is a woman in her place and then react to it. one of the things covered the most is the eighth about negotiations and i agree the way you describe this. that may prompt the question by saying you observed with it are

much less likely to go through the extra part of the negotiation. he tells stories of your life for your donation is to accept the offer but your brother or friends ask another and you make a suggestion for how women should process this and the way you summarize that is when you call back for the offer, i just bought water, a man says that while moore. it's your problem? in the women seeking your advice is to legitimize the request. this is very important. women have worked with have not done this well compared to the men. >> because of the stereotype biases, if a man negotiates for himself, we all like him. if a woman negotiates for herself, women can negotiate on

behalf of other systems on aggressively as men and everyone likes them. it's been a negotiate themselves. >> he described this as crossing a man filled backwards and in high heels. >> which is difficult. almost as scary a drug terrorism. >> can make it back to your book? >> when women negotiate for themselves, when they didn't seem to do, and they might or might not win, but they'll be disliked and pay a penalty in terms to their relationship. >> they will pay a price? >> on every case, but on average it's super clear. when women negotiate for themselves, they have to legitimize it. i'd rather women and men were treated equally, but islamists are not treated equally, we might as well understand the

stereotype and use them to make we get those commissions are paid fairly. women have to legitimize the advice and say something like this is the only time in the opposite sides of the table and you remember your hiring me. you want me to be a good negotiator. her mind in the person, these are skills they bring to the table. the data shows you can legitimize serotypes by saying someone else told me to do it. i talked to a supervisor. there's all these articles people are marching and asking for advice and sane sheryl sandberg told me to ask for a raise. [laughter] when i suggested that he legitimize it, i didn't have me in time. i someone in the company.

>> fourteen dollars, 40% off feature local bookstore. >> when they say sheryl sandberg wants me to get a raise, i do. women get paid 23% less for a man for the same jobs in this country. is just not people. >> women get paid 23% less, 77 cents less. that's not a problem for women who come to work in our industry, that's a really big problem for single mothers out there. 30% of her children in this country are raised by single parent, almost all single mothers. that 23% is a big deal. it's our economy and country. we have to change that. >> you talk about career advice.

>> and my vote the best word i said ever got was from eric schmidt, but never with eric schmidt on the stage. so the way it went as i was thinking about joining google and i loved it and i was excited to work with eric and larry and sergey, but there is this non-job, so i had a chart with all my criteria. >> this is by the way typical of sheryl. she has all these detailed analyses. >> my other offers meant all of them and i came at my chart and said i want to take the offer, but look at my chart. it doesn't meet any of my criteria.

and it's asked on advice. avalon is worth price of admission. but i have passed it on to hundreds of thousands of people. yes, you're right. we don't know what you're going to do exactly, but if you're offered a seat on a rocket ship, don't ask with seat because eric seven industries are doing well, everyone knows come in a stipend when they are doing well, people do it well. extrapolating the advice i give to people lives go we are skills are needed. not everyone can join the high-tech rocket industry, but there's areas of every company of every industry, different specialties for your skills are more important is a growing need and that's the most important career advice i got and i'm so

grateful to you. >> i want to go back -- i'm still upset about the 77% number. when you talk about childcare and you talk about the decision to have children, which is obviously a complicated decision, one of the problems you describe my steering high-tech, the masters that were and to me when i look at single moms i can imagine how tough their lives are. if any component of their life in a day breaks down is a major crisis. is the solution to that to get salaries up? how to resolve this core problem? have got to have a family any

plane out out in the book when they do the majority of the house work in concert for better or worse. how to resolve that problem? all this pressure is amazing to me women can go to this. it's very clear reading public policy reform. we need jobs that are more flexible. were the only developed country in the world that doesn't offer one day a federally paid for mandated these. they don't get a single six-day paid to take care of themselves or child and so, we must provide affordable child care and saw some of these basic issues. on the upper end of the spectrum, what happens is they sometimes do the math wrong.

these are college educated women who salaries go up to afford the child care they need over time and they say well, right now i pay for childcare and barely breaking even. why do a quick and the story from my friend and not in the book. she did that job and someone said to her, wait a second, if you stand on make more money. so she stayed in 10 years later her salary covers plenty of childcare and all kinds of other things. we need both public policy reform and more for salaries. and women to look ahead. >> host: you truly say the most important career decision as whether she should have a life partner and his partners. when looking for a life partner, my advice, the crazy boys do not

marry them. the good things to make batboy do not make good husbands. >> good advice. >> i'm reading your book. >> absolutely. you can date whoever you want. marriage or life commit it, however what does that. if you're a woman taking a ache in the life commit it to many don't have a problem because two men or two women will split household responsibilities fairly evenly. it's when you get a man anyone in and everywhere in the world women do the majority of childcare and housework. here they do 30% or 40% were than men. 70% of mothers are in the workforce in the full-time workforce and they can't be because they need that money and they're doing two jobs while there has been has one. i know no women who have jobs

like mine to occupy leadership positions. most of us have husbands and children in all of us have supportive husbands. >> having attended the wedding in teaching me the right choice. he is in fact perfect. rossbach in the book you also describe algorithms -- i'm sorry, procedures for 19 euros. so you quote an unfortunate woman that she explains to issue adjudicating this issue would determine if the boyfriend which is court date and not the last-minute reschedule it and see how she handled it. the next day would be scheduled in turnout she would fly somewhere in here to fly there,

too. >> that was more of a story and advice. however, it's an important point that i tell women commit date whoever you want, but marry someone who is strong. who is going to support his support does not mean to say yes, fabulous to get a job. it's getting up in the middle of the night to change has to diapers because that's what this takes. men who have successful careers have wives helping them all on. >> sorry to interrupt you. you point out that there's a niche that female ceos are in fact not marry. the vast majority of females and ceos are not only healthy but a strong families, kids in the whole bit.

>> like men. so the reason the partnership is so important if these lessons and expert haitians so i'll ask you another question. has anyone said to you, should you be working? don't be shy. if you're a woman in the work work in your case, please raise your hand if anyone has said to you, should you be working? our assumption is that none will do both and women will not. women have to choose from that assumption is wrong because most women have to do both. we have a society where most women have to. they are doing both and all of her narrative and that's unfair to women. >> a point at which a women makes a decision to have a

child, she's now confronted by the reality of this limited amount of time. compared to western europe and you're forced to come back to work and staying up all night and they show up at work. you talk about how eventually the solution is to give up sleep clearly a bad solution. furthermore you give advice about life and this is another one of these sort of core messages site name that the way you would argue and perhaps project to hear the snaking south when the kids didn't exist, but now you have to accept embracing the messiness of life. don't be frightened. you can always change your mind. i know i've had for careers in three husbands.

so when this particular case, you ultimately say under the enormous pressure because you are running this extraordinary structure you built at google. you have helped, which are under enormous pressure. you decide to meatier time. your work performance in software. i would've told you. you manage to pull it off. how do you do it? >> i was in europe two weeks ago in amman said to elect to have the most efficient person out there, hire a mother. a woman said i'm going to take this job, work 8:00 to 3:00, when a full-time job and i'll be your most productive copy editor. he said she is. i thought it was sufficient before i had children. i was not that efficient. >> by the way, you are really efficient. >> with their children every minute became precious.

the minute became precious for other people. my tolerance for unnecessary meetings, which was never that high went way down. what's happening to working women is we compare ourselves unfavorably on both sides of the ledger. we compare ourselves to pierce that work with fewer home responsibilities that we fall short. it's easy for them to take the trip and stay later and then we compare ourselves at home to the women home full time and fall short hair. as a working mother, you can spend your entire life feeling bad and bonito, people do it for you. i destroyed in a book about dropping my son off at the public school we go to hear and i dropped him off very hysterically t-shirt. she said a st. patrick's day, he supposed to be wearing green. i think really, really? i'm lucky he has a t-shirt.

this would never happen in my has-been. if that has husband after he signed, the woman would open the door and say you are such a wonderful father for driving your son to school today. but i'm a woman, so it did happen. i did what anyone would do, which is spent my entire day worrying about the t-shirt. >> man would've forgotten the entire transaction about five minutes after you. >> halfway after this episode of absolute panic, i call my husband and explain however it has a green t-shirt but our son and held up or go to college and it will be my fault. [laughter] and my has-been just laughed and said our son from something so important today. he learned as not to be like everyone else.

that is the difference because my husband and i -- i feel difficult even after written a book for myself and everyone about not feeling guilty and my husband is a hero. the difference is about letting ourselves off the hook. most of the things we do 80% of them. >> the way x-rays that is redefined the situation you are in to be success. >> doing the best you can. >> one of the things you talk about his primary caregiving expectations for mothers, stay-at-home have actually gone. somehow we think people are spending less time at their case, but in fact the last couple of decades the number is, by 60%. >> the underside of the ledger.

expectations are going up due to the wonderful technology. working in my generation was 9:00 to 5:00 and i was there. you couldn't be bothered on the weekends and that was changed. we all work longer hours. if you think about what parenting was, we didn't have a play date. there is no such thing. sociologists called intensive mothering. data shows that a full-time working full-time mother outside the home today and direct child interaction is a nonworking mother did. it's an amazing thing to understand. >> that's a pretty hopeful

statement. that tells you that kids are going to be pretty good. >> when i found that are spending as much time as my mom did working full time, boy was that about these. so these expectations a full-time in more than full-time work, they really had a women. it's not possible to do both of those. >> i want to finish i think it to you all squishes. i have a couple more questions. you talk about how women treat other women. you've also when you had to facebook, luscious cold increased scrutiny because you are seen and truthfully and correctly someone who's a very significant power force in the industry overall. mullis said he's not fantastically good at this, we told her to stay at google, too.

they don't listen to me at all. and today you have a quote here from madeleine albright. there's a special place in for women who don't help other women. what is the message here? what do you want women to do based on a set of criticism? >> well, there's a lot of the work about women not helping other women in some of it's true, particularly historically been a world where one woman was going to get to the top, it made sense those were supercompetitive. every company i know wants more women, not less. the other thing happening is if a manifest for a favorite work in a dese, everyone, what a great guy. and if he does and he faces no penalty. everyone is asked for a favor and she doesn't do it, she faces

real penalties in terms of promotion, salary cover increases. and if she doesn't know was particularly grateful. women have been and sometimes still are mean to other women because they feel competitive. we need to face them and support each other in some assist from expert patient. turns over 50% of the population. if we work together, i've been working at the folks who run one of the most important mommy bloggers about bringing women who work in a home in the workforce together republishing this week, letters to thank our mothers for mother's day and we are all doing and some of them are beautiful. women need to support each other because when i think about women who are home, i can feel insecure because i don't feel like i am as good of a mother or

i can feel grateful for everything they're doing at my kids school in my community and i think the same thing for those mothers looking at mothers like me who are working. if we feel better about ourselves and start beating ourselves up so much, we can also be more generous to each other. >> let's talk a little bit about the book in the book tour and reviews and so forth with a typical courage of minutes to launch into this and number one on the bestseller list likely to be for many months to calm her son faced a global conversation which is incredibly important. let's start by asking, what's the stupidest criticism you've ever heard of you in your book? [laughter] >> no one criticizes my book.

[laughter] i think the criticism i don't think is that full is saying that i don't believe other things seek to change other than internally women's. the criticism that is not grounded as i'm blaming women. if you regret that, it's hard to decide a blaming women. >> we need institutional policy and public policy to change. i also do a lot to explain why we hold ourselves back. encouraging women is not the same as blaming and that distinction is one that's really important. >> so the signature question is what is the most sophisticated criticism? was the criticism that's the most accurate. that person is smart, they understood and if they miss that

with their writers and a nanny to explore more. >> the best criticism of my book and what i struggled with a lot isn't sophisticated but in trying to change stereotypes, i am embracing stereotypes. for example, i tell women to smile and say we and justify their asked for permission and races. that is embracing a stereotype. you'll be more successful if you smile, say we. i don't want to embrace the stereotype to change and i struggled so much in the book and i decided i'm pretty much private taste. if more women smile, vocab races and become ceos and people will start to ascribe leadership to demand in the next generation won't have to smile. >> this is feminism 2.0. seriously. feminism one point i was a

specific view that women need to be empowered, treated the same. feminism to point out is that there's a way to do this which could surrender power. >> i think it's fair criticism and i struggled with that advice on negotiating. when i negotiating you were one of the people, i tell my teams come you go into the remainder when it is before you go into that room and it's how much you understand about the other side. i decided empowering women to understand stereotypes and music to their thin edge was part of preparing for an unfair world. the >> let's ask the audience questions. how do you feel about the book's perception? >> eric makes an amazing point

in the book, which is that revolutions are easier to maintain and so i don't know if it's about pollution, but i wanted people to notice the women were stagnating to understand the stereotypes holding us back and from that and women to change them. if you're a business person and i'm gratified so many have read it and is doing so well. the real question is what happens now? does anyone remember two years from now, 20 or so now because my book can only do so much, so i did the best i can. started laymen.work to try to help women come together. we're this close to 175,000 participants. if you go on facebook and like us, we are there.

we want men and women to join. it's unclear what happens from here and this will take so many more voices. men and women, minnesota to change stereotypes. >> another question, how we responded to the critical feedback of your book in the movement has received? has it changed anything about your approach? be modified anything based on the perception and the cavalcade of comments for and against? >> i don't think anything said about my book i didn't try to address. the peoples that wasn't surprising. the volume is completely shocked me. >> which are book talks about that because you point out women face greater scrutiny. it's called recursion.

[laughter] what "lean in" is doing gets involved. i set this up with debbie and others as a book, but also a community and we did it and open way. the community on our website, lean and.work. biased nature of the community is created by the community. so we help set up a circle. and a circle is whatever people wanted to be. we envision them as women who are making the same industry, and, maybe a different industry they would eat once a month in support each other. i heard today a group of circles started by fathers and daughters. never thought of that. brilliant, mothers fathers. those daughters are so lucky. we created a platform. we put out ideas and people run

with them in as your book says so well, we don't control this. your book is clear the internet is the first thing that we invented and don't control. the relation a community and where it goes, people go when we follow in trying to support. >> another question. what was the pivotal transition event or moment in your career that define who you are or what you did with your career with a sub in your anticipated why why did occur randomly? >> so many of them. joining google with you, understanding the mission and home port in the mission was and when eric recruited me to google, all of our conversations were about what google was doing in the world. >> started about you -- one of the simple secrets of many people is give ammunition to change the world and they will work for you hard.

>> that's right. when eric and i were at google just been they just been announced as chairman. you were about to be ceo, but the world did not know that. eric gets a look at what google is doing in the world. my greatest hope for "lean in" is not about get my hope is all all those women who got races and the daughters whose fathers have monthly meeting to get them self-confidence to believe they can do anything. >> would you have the same success with women mentors than you've had no mentors? how do you make yourself available and will you be my mentor? [laughter] >> said this person has not read the book yet i see one of the worst question to ask a stranger is will you be my mentor? is interesting. i've only worked for men. about a couple female mentors because i worked for men. one of the points and make it that when the line only women to

mentor women, will never succeed because there aren't enough women at the top. there's unspoken things holding us back. so a man and a man in a room having a meeting allowed her in a bar looks like business, mentoring. admin anyone let alone or having a drink looks like an older men and younger women meeting allowed. but let's be clear for talking about getting more women to positions of power, 86% of the people in power are men. since making that not just safe, but cherry not meant to spend time alone. >> you tell a friend of mine running half the city of new york city treats men but easily so i start so much but not dinner.

>> i didn't know him when i wrote the story, but i've met him cents. 15 years ago goldman sachs he announced one day he had daughters that he didn't feel comfortable having dinner with women, so he would have no dinners. >> by the way, he had dinner with his family. >> he was basically saying i understand the bias no one wants to talk about. so some men will have dinners. he was asked, we are dinner along with women? is absolutely, it's part of my job. some men say yes and some will say now, but either way let's make it explicit and equal. >> an example of biases many to overcome. when they have are questions of the audience. whatever additional questions you guys have, let's get them to sheryl. >> what tips do you have for men

and women who find it tough to get back into the work place? >> the issue of reentry is a big one. it's usually an issue for women because they are the ones more likely to take time off. it's also been an issue for men as well. my best tips for those looking for areas where your skills are needed in unit dockable. silicon valley new and particular set a good example for the country. a lot of people higher based on experience in silicon valley higher space on skills. if you hire only on experience, if you hire based on skills you can then adopt another industry show that to silicon valley, which is done very well by adopting you get people back into the workforce. >> one of the other ways to promote is to have a growing

economy and there's lots of ways. the simplest way is to hiring going on. we been through terrible recession. it's been difficult to get hiring going on and so forth. >> that's a problem that's relevant. we struggle with public policy issues directly related. your point is we should make the whole economy and then there's plenty of seats. and they said this for a long time. >> cash in the bank. >> not hypothetical cash, but in the bank. as interesting as we facing our economy, which is our economy going to grow at the same rate historically an answer right now is now. the reason is we do not have the workforce we need and there's only two answers. this education and immigration.

we do not education children close to where their countries educate. computer scientist commandos india and china every day. there are more and they are better educated. we are graduated 11% not been able to read. a lot of the companies celebrate were built on immigrants. >> indeed there is a forward u.s. group that mark sat up, which i am a member of, which is trying to get this done and then they may actually break that lock gm. in the spirit of other audience questions, have you had much response from washington? in other words, you're setting out an agenda -- is anyone listening to you or the minute as usual? >> a privacy or moves faster than the public sector.

the fastest change we've seen our people and companies comments so women have circles all over and nice people asking for races. keep telling everyone. on the corporate sector, men like john chambers. designed about to the top 400 people publicly and privately said i thought it was good at this period were not so good at this beard were going to get better. i joined him and his management off-site is that the only way to be the best is women are 50% of the population. he talked all about women as a competitive advantage. they invest in women not to be nice, but because it's their bottom line. >> the other argument is we face

a global competitiveness with asia and continues to discriminate against top of the workforce and all grass has taken he. he favors your arguments for women. >> economic growth is a good% caused by women entering the workforce. if we want economic growth, we have to continue to do that. >> what made you so brave as to call eric schmidt for a job? was your mother in data from a new positively as a child or did she chastise incorrect view of the time? [laughter] >> i would say both. it's mother's day, so we all speak about parenting. my parents were incredibly encouraging. you can do anything come your brother and sister can do anything. but they weren't like go sit

outside and have been iced tea. when i think, my god was like -- the best thing for a hangover is a good run. out of that, on the street. my parents were definitely go out in due time type appearance, but also incredibly supportive. >> many political problems are driven by old men and policy positions. climate, health, gun control, environment, where women have different views. is your advice applied to getting women into politics? >> i'm passionate about women in politics. it is our current or more women in positions of power and government. i happen to be in london when baroness thatcher was spared and she was elected 42 years ago. she was the only head of government in the world when she

was elected. fast forward in their assessment team. hundreds of countries and that's not good enough. i believe if we had more women in politics would have less work. >> and i agree with that. [applause] >> following a question from the audience, do you think of hillary clinton's time to laymen and when the presidency? [applause] >> yes, i want hillary to win. one of the reasons i wrote "lean in" is because we brought home a song for presidents' day. my daughter is for my son is six. she listened to this song and looked up and said mommy will buy available with? and i think hillary can be our first e-mail president and i hope she does that, but if not i hope it's not too long before there's another.

>> you think an increase of female entrepreneurship could solve the issue of women not receiving promotions that given the power to make his decisions? >> yes, i believe women help not just those women, but all women. companies with more senior roles have smaller pickups and so we need more women in big companies, more women in congress and by women entrepreneurs. we have a lot of female lunch partners in silicon valley. they don't get funding that the same model. if you look at the return, the return on investing is higher and they ask for the money they need, not the money they might need. so when it barfing entrepreneurs. >> nmr cash deficient.

>> you built the hiring machine, which is fantastic in your legacy i see everyday and i'm sure you feel the same way because you get the same thing and built quite the organization. what do you look for when you're hiring someone? how do you make these decisions? >> the most important thing and i learned this from you as skills. if you can get the perfect skill based in the red experience, that's great. our industry changes so quickly that almost none of us have done anything we do now before. you have to have skills. i asked people how they would handle specific situations and i'm looking for flexibility and i'm looking for skills they can adopt. he did this at a meeting we had people never forget this.

a lot were mba students asking all about career paths and use of the worst question you can ask us what is your career path and that was very good advice because you were saying we want you to be flexible. >> when people call me up and say i'm the vp now and i need to be senior vice president or chief operating officer whatever in your comp me and i would say click. that's not how we operate. we want you to join our cause for which you believe in what were doing and you'll do just fine and the device worked well for all the people who managed to not screw up and shut up inside, how can i help? >> a couple people umi recruited together. >> yes, but they still remember. >> i give this advice in my book. titles are the wrong reason to take a job. titles don't mean anything.

every job i've taken, both at google, i was offered jazz with bursting out typos. even when i went to facebook i would've been ceo of most other things i did and came to work with mark. that doesn't matter as much as the opportunity you have to have impact. >> you shifted to a new company to get a better role at facebook. does it take to career mobility question? >> for women it often does but not always, but as we educate ourselves and the diocese, we can change that. i don't think it takes moving on. sometimes it does, sometimes it doesn't, but it take solving problems. the right way to approach a career is to look and see what problem can i solve? one of my favorite is in the book. i just joined facebook.

she called me that i want to work with you at facebook. i thought about calling your telling you all the things a, but i figure everyone is doing that, so i want to know what your biggest problem and can i solve it. my jaw hit the floor. i set my biggest problem is recruiting because i didn't have anyone recruiting and we had every interview and you can solve it and she came in and now she wants all of human resources and she's been magnificent because she's trying to solve our problems, not hers. >> this is a great question. do you think part of gender biased behavior in men and women may be genetic as well as social? >> such a profound question. i try to be clear in the boat. i do not think an amendment to not have genetic differences. that's silly. >> too many negatives.

[laughter] >> i have a son and daughter and my son will take any toy and hit the other toy of my daughter will take for. [laughter] there are differences. >> and each had a solve this by forcing them. >> here's hoping out. i believe there should not differences between boys and girls and men and women. i do not believe leadership is one of them. leadership cannot typically male traits, typically female. that's a documented over and over. so we can associate what is femininity with leadership, much as masculinity with nurturing. >> another interesting amount of questions. what is your opinion about a woman's physical appearance of the work based on how it can help or hurt her career? >> the physical appearance is a real issue. it's much more of an issue for women than for men.

i used to tell women at google to dress appropriately. dress for success. my boss at the time caught up my dress for success topic. we would hire amazingly smart women from great places with great skills and sometimes they looked like they were going to a nightclub and that wasn't going to help do not work. it was the same advice. i didn't like telling them, maybe you should dress more. if silicon valley, i was suggesting genes, not sure is. but i thought presenting themselves as serious professionals, was pretty, so i don't overly focus on it. i'm not someone into fashion or close in any way shape or form, but presenting ourselves appropriately, we want to care about the perception weekend. >> how do you get her into real

prissy places of power such as public company boards of direct this? should we do it somewhere mandating that require a certain percentage to the board members? >> the issue on quotas is a raging debate not particularly here in europe. each country has to pick what it wants to do. i am not arguing for quotas because i don't think it's the most important intervention and the reason i don't think it is as if you look at the countries put them in such as norway and scandinavian countries, it hasn't moved any other numbers. if you look at our way, they put it on 2006 to require quotas from a corporate board. per october 40% that hasn't moved any other numbers. what we wanted to split the numbers solidly throughout

operating jobs and i want to see us do things that move numbers throughout. >> another question from the audience. how director external signals such as you're too aggressive at work? i do handle it? have you behave? >> the most important thing "lean in" is trying to do. i'm trying to make it easier for people to address that. i noticed that joe abramson, a very talented woman of "the new york times" that criticize her and a whole bunch of people that wait a second, she's been told she's too aggressive. that happens to women, not men. >> the ability to crowd sourced the response mitigates to some degree. >> i hope it's helping to change that paper before you start from scratch and say i appreciate it. what are the ways in too

aggressive? treating their managers is so porton. the man works for me at facebook has started but by saying i didn't read your book, which is a little weird if you work for me. wouldn't you at least pretend you've read my book? i said i have listened to you for the last five years after working for you and say we did our performance reviews and he got feedback that a woman who worked for him as too aggressive in rather than break down too aggressive, he went back to the people who gave us feedback and said i want to ask you, what did she do this too aggressive specifically and they answered and he said if the man did the same things, which are study was too aggressive and they said no. the best thing we do is somewhat meant to read my book. i want people in power to understand that. >> the core message is men --

>> a lot of data says i want to ask you specifically. the best thing is ever be too defensive. we all know when you try to get someone feedback you want them to be open so you'll give it to them. i say let's talk about this. can we get specific? is appropriate to bring up gender. i'm grateful for the feedback, but let's talk about if a man had done the same things, would he have been too aggressive? >> a couple more most finish. "lean in" gets lots of practical advice for solving internal issues. what can we do to solve the external issues come what you think is largely public policy and institutional issues. >> we can pass better laws,, lecturer women and they can run those companies to change the policies themselves.

it starts up a story that have been at google. i was pregnant, very pragmatic as i fumble remember they told me project whale was named after me. this one engineer had a very fair comment. i was late for me to have to park far away and i was sick because i try to run that didn't work. i talked to my husband in a subversive pregnancy parking? i'd never heard of pregnancy parking, but he told the yahoo! had it in front of every building. i marched into larry and sergey thought this -- >> circuit by the way was doing yoga. >> a completely interactive and 70 pregnancy parking and he looked at all of me instead we sure do. [laughter] but what he said was i never thought of it before. let's do it immediately. i never thought about it before.

pregnancy parking is still there and so my point is if we get our women into these jobs, we will make those decisions. >> in the book you say you have to ask and it's okay to ask. >> i felt more comfortable asking because i was a senior. i was running a big chunk of the company. ensure that pregnant women wanted pregnancy parking, but they were in a position to march into circus office and interrupt his yoga. she would've looked up and said who are you? actually is nice he would've said the same thing. but i was senior and my point is we need all the institutional reforms, but the best ways of getting it is women in this audience. go run these companies. but in pregnancy parking. pay women equally. help women negotiate. train your managers not to tell

women they are too aggressive. i think women can be a huge answer here. >> the final question for the audience. are you gearing up for a political run in 2016 to help shape some policy discussions to speak about? >> i am not running for office in 2016. >> the president of the united states will be open. >> i'm rooting for hillary to go for that job. i am not running for office, but more women need to run an her women need to run companies. i'm happy they spoke of the implements facebook has the world to know what my job and help women get into those decisions. >> this is a treat for me for a reason you all don't know. in 2006, we were chatting at out it would be fun to have distinguished people come by and talk in the company. so when her typical organized way she put together a speaker

series, which i was fortunate enough to be the interviewer for. and all those years i never had a chance to interview sheryl at google. i did by virtue of your initiative end up interviewing extra early famous people, including the current president of the united states. for me this has been an amazing personal experience. i thought it would be interesting if you could read a little bit of your book. you choose the length in the area to give people a sense and i hope you all understand the unique an extra area of leadership that sheryl represents. if you could emulate is the will to be a much better place. >> i want to end by thanking eric for everything is done for my career and everything you've done for us. i have a read for my book ever actually.

[inaudible] >> did you choose the person? then i guess i did, she's fabulous. >> if you don't like or not works, by the audio book. >> i read a little bit at the end. i've written a spec to encourage women to dream big, for she passed through the obstacles and achieve full potential. i'm hoping each one of the federal goals and reach for them with gusto. and i hope each man will do his part to support women in the work place on the home also with gusto. as we start using talents of the entire population, institutions will be more productive, homes will be happier in children growing up in homes will no longer be held back by stereotypes. critics have scoffed at me for trusting what's women are power they will help one another since that is not always been the case i'm willing to take that bet. the first wave of women who assented to leadership positions

were few and far between and to survive many focused on the mend and helping others. .. begin do this for ourselves among one another, our daughters, and our sons. if we push hard, this next wave can be the last. in the future there will be no female leaders. there will just be leaders. [applause]