“The future is fluid. Each act, each decision and each development creates new possibilities and eliminates others. The future is ours to direct. ” – Jacque Fresco


Proof versus potential: Why women must work harder to move up

This post was orginally published on https://www.bbc.com/worklife/article/20220222-proof-verus-potential-problem

When ‘potential’ is seen as crucial to moving up the career ladder, women seem to lose out. Why?

In her 2013 book Lean In, Facebook COO Sheryl Sandberg claimed that most men would apply for positions when they met just 60% of the requirements, while women would only apply if they met 100% of them. Sandberg’s claim was later debunked, due to its basis on anecdotal evidence rather than hard data – yet the sketchy statistic just wouldn’t go away.

It’s since been quoted in dozens of viral posts, articles and books, and is regularly used to prove that men’s potential is somehow more valued than women’s. Something about the idea resonated so deeply with people that its lack of factual backing didn’t seem to matter – it spoke to a phenomenon people were seeing and experiencing in their own lives.

Now, emerging research points to why the idea that women’s potential is judged differently to men’s rang true for so many women. A new study has shown women are consistently judged as having less leadership potential than their male counterparts, making them 14% less likely to be promoted each year. The research, which looked at a large North American retail chain, showed that even though women scored better performance ratings, they tended to receive low ‘potential scores’ – a measure of how much their managers believed that they would grow and develop in future.

Deciding whom to promote can be complicated business. Candidates have to demonstrate strong skills at their current level, and their managers also must believe they have the ability to perform at the next level up. Yet potential isn’t easily demonstrated; subjective measurements that assess it open the door for bias – and women often suffer as a result.

Some argue that hiring managers are solely at fault, with their inherent biases making it difficult to imagine women as leaders; others claim women are also holding themselves back by failing to self-promote. But the proof-versus-potential problem doesn’t just show up in the workplace – and solving such a deeply ingrained issue is far from straightforward.

Copyright 2022 Fluid Education | All Rights Reserved.

agustina olivero

Marketing Specialist

Ms. Olivero implements and tracks marketing programs such as email, social media, or digital campaigns, and events. She manages CRM and Marketing Automation Software 

Ms. Olivero conducts market research, analyzes trends and develops marketing materials.

Agustina tumminello

Operations Manager 

Ms. Tumminello oversees operational activities at every level of our organization. She strategizes process improvements to ensure everyone completes their tasks on schedule.

alejandra pellegrini

Executive Assitant

Ms. Pellegrini assists Chad Williamson, provides administrative assistance and mantains records, She acts as the point of contact among executives, employees, clients and other external partners.


alexa flores

Client Relationship Specialist
Alexa Flores is the Client Relations Specialist at Fluid Education. She is responsible for engaging prospective and existing corporate and organizational partners and ensuring partnership success.

Prior to coming to Fluid Education, Ms. Flores was a successful collegiate softball athlete and 2-time All-American.

victoria migliore

Director of Operations
Ms. Migliore is a proven leader in HR, Training and Recruiting. She oversees the day to day operations and management of personnel at Fluid Education.

Ms. Migliore develops, implements, and monitors day-to-day operational systems and processes.

Sean-reed mcgee

Chief Operating Officer

Sean-Reed McGee has 25+ years of marketing and leadership expertise in the higher education industry. He has worked in the educational marketing arena with  multi-platform companies that reached 400,000+ prospective college students and their families monthly; providing information from hundreds of higher-ed institutions.

chad williamson

Chief Executive Officer & Founder

Chad Williamson is an expert in business development within the education industry. Mr. Williamson has more than 18 years of experience creating strategic alliances between corporations, organizations and higher education institutions resulting in long term success that benefits all parties. As one of the pioneers in educational business development, Mr. Williamson has been responsible for creating and/or enhancing the business pipeline channels of some of the largest education institutions in the nation.

Mr. Williamson is the founder of a small start-up, ESP Inc., that he built and led to over a million dollars in revenue within just a few years. Most recently Mr. Williamson was the Business Development Officer at Arizona State University EdPlus, where he created its business development division and led EdPlus to approximately $10 million per year in revenue in less than 2 years. Mr. Williamson worked closely with the leadership at The Rise Fund over a period of 14 months to help facilitate its partnership with ASU that led to the forming of InStride.

Business Administration

Low cost tuition of $375 per credit

Being a good manager requires more than just a will to lead. Excellent communication skills, fluency with technology, and insight into an organization’s financial and strategic underpinnings are all part of a successful manager’s toolkit.

The Bachelor of Science in Business Administration program helps prepare working adults in the public, private, and military sectors for mid- to high-level management positions.

Degree Concentrations Available:
Cyber Security Management
Financial Services Management
Human Resource Management
Leadership Studies
Procurement and Contract Management
Supply Chain Management