{"id":201,"date":"2019-05-20T13:14:07","date_gmt":"2019-05-20T13:14:07","guid":{"rendered":"http:\/\/blog.ims-online.com\/?p=201"},"modified":"2019-05-20T21:22:37","modified_gmt":"2019-05-20T21:22:37","slug":"leadership-presence-for-women","status":"publish","type":"post","link":"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/","title":{"rendered":"HOW LEADERSHIP PRESENCE IS DIFFERENT FOR WOMEN"},"content":{"rendered":"\n

I have been speaking on the topic of leadership presence for several years, but only lately created a program designed for women – and the question I get most often is, \u201cWhy focus on women?\u201d My answer is, as they say in the commercial, \u201cBecause we\u2019re worth it!\u201d<\/em><\/p>\n\n\n\n

We\u2019re highly educated.<\/strong> According to the National Center for Education Statistics, women make up more than 56%<\/a> of college students nationwide.<\/p>\n\n\n\n

We increase innovation.<\/strong> An economist from Carnegie Mellon found that teams that included at least one female member had a collectively higher IQ than teams that had just men.<\/p>\n\n\n\n

We make organizations more profitable.<\/strong> The Anita Borg Institute for Women and Technology, recently published a paper called The Case for Investing in Women<\/em><\/a> detailing the huge difference that women make in the workforce. One of their findings is that in Fortune 500 companies with at least three female directors, the return on invested capital jumped over 66%, return on sales went up 42%, and return on equity increased by 53%.<\/p>\n\n\n\n

But here\u2019s\nthe rub. Leadership presence doesn\u2019t automatically come with your education,\nyour talent for innovation, or your business results. Instead, leadership\npresence is entirely subjective. It depends on how others perceive you. And it\u2019s\ndifferent for women who face external challenges when it comes to being\nperceived as leaders. <\/p>\n\n\n\n

One of the most pervasive obstacles is Unconscious Bias<\/strong>. Few people would consciously think that a woman can\u2019t be a leader. But Unconscious Bias appears in numerous studies. For example, when researchers ask both men and women to draw a picture of a leader, they\u2019ll almost always draw a male figure.<\/p>\n\n\n\n

Women also face unique internal challenges. The Impostor Syndrome <\/strong>is the fear of being exposed as a fraud, of feeling unworthy of your success. While both genders experience it, a female\u2019s self-doubt is more likely to negatively impact her career when she doesn\u2019t exhibit the self-confidence expected in a leader. For example, internal research by Hewlett-Packard found that women only apply for jobs for which they feel they are a 100% match; men apply even when they meet no more than 60% of the requirements.<\/p>\n\n\n\n

To complicate\nmatters further, women fall into verbal and nonverbal communication traps that\nrob them of presence. Here are three of those traps:<\/p>\n\n\n\n

Trap #1 – Sending nonverbal submission signals <\/h4>\n\n\n\n

Sometimes\nit\u2019s as simple as the tilt of your head. Tilting your head to one side is a\nwarm (\u201cpro-social\u201d) signal that you are listening and involved. As such,\nhead tilts can be very empathetic and inclusive. But they are also\nsubconsciously processed as submission signals. (Dogs tilt their heads to\nexpose their necks, as a way to show deference to the dominant animal.) <\/p>\n\n\n\n

Continue\nusing head tilts when you want to demonstrate your concern for and interest in\nmembers of your team or when you want to encourage people to expand on what\nthey are saying. But when you need to project power and confidence — asking\nfor a promotion or giving a presentation to the executive team or board of\ndirectors — keep your head straight up in a more neutral (and authoritative)\nposition.<\/p>\n\n\n\n

Trap #2 – Looking less than you are <\/h4>\n\n\n\n

Here\u2019s how\nmost women sit around a conference table in a business meeting: Legs are\ncrossed, elbows into waist, hands together on lap, shoulders slightly rounded.\nIn other words, women condense their bodies. If you find yourself in this\nposture, realize that it could be depleting your leadership presence by making\nyou look less confident, less professional, and less powerful than you really are.<\/p>\n\n\n\n

Confidence\nand authority are nonverbally demonstrated through claiming height and space.\nIf you are sitting, you can still project power by sitting straight with both\nfeet on the floor (which makes you look and feel \u201cgrounded\u201d), by hooking one\narm over the back of your chair, by making more open arm gestures, or by\nspreading out your belongings on the conference table to claim more territory. <\/p>\n\n\n\n

Remember,\nalso, that if everyone is seated, standing when you speak gives you instant\nstatus by becoming — for the moment \u2013 the tallest person in the room. And if\nyou move around, the additional space you take up adds to that impression. <\/p>\n\n\n\n

Trap #3 –\nStaying invisible<\/h4>\n\n\n\n

The head of Human Resources told me that the\nsaddest comment he hears when executives are evaluating potential candidates\nfor high-level positions is, \u201cI have no idea who she is.\u201d I think this happens\nwith female candidates because we are more likely to adopt a \u201cgood student\u201d\nmentality – in which we believe that if we just keep our heads down and do good\nwork, that others are bound to notice and reward us.<\/p>\n\n\n\n

Apparently, that\u2019s not the case.<\/p>\n\n\n\n

Research with senior leaders in Silicon Valley\nfound that the top criterion for promotion was visibility. One savvy female\nexecutive stated it this way: \u201cIt\u2019s not enough to be a legend in your own mind.\nYou need to make others aware of your talents and accomplishments.\u201d <\/p>\n\n\n\n

Are the executives in your company aware of your\ntalents and accomplishments? If not, you need to increase your visibility by\nvolunteering for key projects, offering to give presentations, publicizing your\nteam\u2019s accomplishments, and taking an active part in your professional\nassociations. You need to broaden and deepen your network and look for mentors\nand sponsors who will guide and help promote you. Because as gifted as you may\nbe, your leadership presence can only be built by getting out there and letting\nothers see you in action. <\/p>\n\n\n\n

Carol Kinsey Goman, Ph.D.<\/a>,<\/strong> is the president of Kinsey Consulting Services. She\u2019s an international keynote speaker and an authority on the impact of body language on leadership effectiveness, and her passion is helping talented women build their leadership presence. Carol\u2019s clients include over 200 organizations in 25 countries. Her programs for women leaders have been presented at events including European Women in Technology, Amazon, Women@Google, Expedia – Global Women\u2019s Conference, Executive Women\u2019s Forum, Stanford University, and UNC School of Government – Engaging Women in Public Service.<\/p>\n\n\n\n

Carol is a leadership blogger for Forbes and the author of twelve business books including The Silent Language of Leaders: How Body Language Can Help \u2013 or Hurt \u2013 How You Lead<\/em>. She has been cited as an authority in media such as Industry Week, Investors\u2019 Business Daily, CNN’s Business Unusual, PBS Marketplace, the Washington Post\u2019s On Leadership<\/em> column, MarketWatch radio, and the NBC Nightly News.<\/p>\n","protected":false},"excerpt":{"rendered":"

When researchers ask both men and women to draw a picture of a leader, they\u2019ll almost always draw a male figure.Continue Reading<\/a><\/span><\/p>\n","protected":false},"author":5,"featured_media":205,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[32,31,28,29,21,1,30],"tags":[24,22,23,27,25],"yoast_head":"\nHOW LEADERSHIP PRESENCE IS DIFFERENT FOR WOMEN<\/title>\n<meta name=\"description\" content=\"When researchers ask both men and women to draw a picture of a leader, they\u2019ll almost always draw a male figure.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"HOW LEADERSHIP PRESENCE IS DIFFERENT FOR WOMEN\" \/>\n<meta property=\"og:description\" content=\"When researchers ask both men and women to draw a picture of a leader, they\u2019ll almost always draw a male figure.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/\" \/>\n<meta property=\"og:site_name\" content=\"The Institute for Management Studies\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/The-Institute-for-Management-Studies-101059781905900\" \/>\n<meta property=\"article:published_time\" content=\"2019-05-20T13:14:07+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2019-05-20T21:22:37+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/blog.ims-online.com\/wp-content\/uploads\/2019\/05\/Carol_KinseyGoman.png\" \/>\n\t<meta property=\"og:image:width\" content=\"700\" \/>\n\t<meta property=\"og:image:height\" content=\"300\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Carol Kinsey Goman\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Organization\",\"@id\":\"https:\/\/blog.ims-online.com\/#organization\",\"name\":\"Institute for Management Studies\",\"url\":\"https:\/\/blog.ims-online.com\/\",\"sameAs\":[\"https:\/\/www.facebook.com\/The-Institute-for-Management-Studies-101059781905900\",\"https:\/\/www.linkedin.com\/company\/theinstituteformanagementstudies\/\"],\"logo\":{\"@type\":\"ImageObject\",\"@id\":\"https:\/\/blog.ims-online.com\/#logo\",\"inLanguage\":\"en-US\",\"url\":\"https:\/\/blog.ims-online.com\/wp-content\/uploads\/2019\/04\/logo.png\",\"contentUrl\":\"https:\/\/blog.ims-online.com\/wp-content\/uploads\/2019\/04\/logo.png\",\"width\":70,\"height\":25,\"caption\":\"Institute for Management Studies\"},\"image\":{\"@id\":\"https:\/\/blog.ims-online.com\/#logo\"}},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/blog.ims-online.com\/#website\",\"url\":\"https:\/\/blog.ims-online.com\/\",\"name\":\"The Institute for Management Studies\",\"description\":\"Leadership Development for Organizational Growth and Performance.\",\"publisher\":{\"@id\":\"https:\/\/blog.ims-online.com\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/blog.ims-online.com\/?s={search_term_string}\"},\"query-input\":\"required name=search_term_string\"}],\"inLanguage\":\"en-US\"},{\"@type\":\"ImageObject\",\"@id\":\"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#primaryimage\",\"inLanguage\":\"en-US\",\"url\":\"https:\/\/blog.ims-online.com\/wp-content\/uploads\/2019\/05\/Carol_KinseyGoman.png\",\"contentUrl\":\"https:\/\/blog.ims-online.com\/wp-content\/uploads\/2019\/05\/Carol_KinseyGoman.png\",\"width\":700,\"height\":300,\"caption\":\"Author and communications expert Carol Kinsey Goman. on the body language of leaders.\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#webpage\",\"url\":\"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/\",\"name\":\"HOW LEADERSHIP PRESENCE IS DIFFERENT FOR WOMEN\",\"isPartOf\":{\"@id\":\"https:\/\/blog.ims-online.com\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#primaryimage\"},\"datePublished\":\"2019-05-20T13:14:07+00:00\",\"dateModified\":\"2019-05-20T21:22:37+00:00\",\"description\":\"When researchers ask both men and women to draw a picture of a leader, they\u2019ll almost always draw a male figure.\",\"breadcrumb\":{\"@id\":\"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/blog.ims-online.com\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"HOW LEADERSHIP PRESENCE IS DIFFERENT FOR WOMEN\"}]},{\"@type\":\"Article\",\"@id\":\"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#webpage\"},\"author\":{\"@id\":\"https:\/\/blog.ims-online.com\/#\/schema\/person\/091fa363466c2f2ea7545856443bb144\"},\"headline\":\"HOW LEADERSHIP PRESENCE IS DIFFERENT FOR WOMEN\",\"datePublished\":\"2019-05-20T13:14:07+00:00\",\"dateModified\":\"2019-05-20T21:22:37+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#webpage\"},\"wordCount\":1093,\"commentCount\":3,\"publisher\":{\"@id\":\"https:\/\/blog.ims-online.com\/#organization\"},\"image\":{\"@id\":\"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/blog.ims-online.com\/wp-content\/uploads\/2019\/05\/Carol_KinseyGoman.png\",\"keywords\":[\"body language\",\"Diversity\",\"gender\",\"inclusion\",\"women leaders\"],\"articleSection\":{\"0\":\"Body Language\",\"1\":\"Communication\",\"2\":\"Diversity\",\"3\":\"Gender\",\"4\":\"presence\",\"6\":\"Women in Leadership\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#respond\"]}]},{\"@type\":\"Person\",\"@id\":\"https:\/\/blog.ims-online.com\/#\/schema\/person\/091fa363466c2f2ea7545856443bb144\",\"name\":\"Carol Kinsey Goman\",\"image\":{\"@type\":\"ImageObject\",\"@id\":\"https:\/\/blog.ims-online.com\/#personlogo\",\"inLanguage\":\"en-US\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/4f2e0c1c897f3548d13893275567b5bc?s=96&d=mm&r=pg\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/4f2e0c1c897f3548d13893275567b5bc?s=96&d=mm&r=pg\",\"caption\":\"Carol Kinsey Goman\"},\"sameAs\":[\"http:\/\/CarolKinseyGoman.com\"],\"url\":\"https:\/\/blog.ims-online.com\/index.php\/author\/carolkinseygoman\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"HOW LEADERSHIP PRESENCE IS DIFFERENT FOR WOMEN","description":"When researchers ask both men and women to draw a picture of a leader, they\u2019ll almost always draw a male figure.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/","og_locale":"en_US","og_type":"article","og_title":"HOW LEADERSHIP PRESENCE IS DIFFERENT FOR WOMEN","og_description":"When researchers ask both men and women to draw a picture of a leader, they\u2019ll almost always draw a male figure.","og_url":"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/","og_site_name":"The Institute for Management Studies","article_publisher":"https:\/\/www.facebook.com\/The-Institute-for-Management-Studies-101059781905900","article_published_time":"2019-05-20T13:14:07+00:00","article_modified_time":"2019-05-20T21:22:37+00:00","og_image":[{"width":700,"height":300,"url":"https:\/\/blog.ims-online.com\/wp-content\/uploads\/2019\/05\/Carol_KinseyGoman.png","type":"image\/png"}],"twitter_card":"summary_large_image","twitter_misc":{"Written by":"Carol Kinsey Goman","Est. reading time":"5 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Organization","@id":"https:\/\/blog.ims-online.com\/#organization","name":"Institute for Management Studies","url":"https:\/\/blog.ims-online.com\/","sameAs":["https:\/\/www.facebook.com\/The-Institute-for-Management-Studies-101059781905900","https:\/\/www.linkedin.com\/company\/theinstituteformanagementstudies\/"],"logo":{"@type":"ImageObject","@id":"https:\/\/blog.ims-online.com\/#logo","inLanguage":"en-US","url":"https:\/\/blog.ims-online.com\/wp-content\/uploads\/2019\/04\/logo.png","contentUrl":"https:\/\/blog.ims-online.com\/wp-content\/uploads\/2019\/04\/logo.png","width":70,"height":25,"caption":"Institute for Management Studies"},"image":{"@id":"https:\/\/blog.ims-online.com\/#logo"}},{"@type":"WebSite","@id":"https:\/\/blog.ims-online.com\/#website","url":"https:\/\/blog.ims-online.com\/","name":"The Institute for Management Studies","description":"Leadership Development for Organizational Growth and Performance.","publisher":{"@id":"https:\/\/blog.ims-online.com\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/blog.ims-online.com\/?s={search_term_string}"},"query-input":"required name=search_term_string"}],"inLanguage":"en-US"},{"@type":"ImageObject","@id":"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#primaryimage","inLanguage":"en-US","url":"https:\/\/blog.ims-online.com\/wp-content\/uploads\/2019\/05\/Carol_KinseyGoman.png","contentUrl":"https:\/\/blog.ims-online.com\/wp-content\/uploads\/2019\/05\/Carol_KinseyGoman.png","width":700,"height":300,"caption":"Author and communications expert Carol Kinsey Goman. on the body language of leaders."},{"@type":"WebPage","@id":"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#webpage","url":"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/","name":"HOW LEADERSHIP PRESENCE IS DIFFERENT FOR WOMEN","isPartOf":{"@id":"https:\/\/blog.ims-online.com\/#website"},"primaryImageOfPage":{"@id":"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#primaryimage"},"datePublished":"2019-05-20T13:14:07+00:00","dateModified":"2019-05-20T21:22:37+00:00","description":"When researchers ask both men and women to draw a picture of a leader, they\u2019ll almost always draw a male figure.","breadcrumb":{"@id":"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/"]}]},{"@type":"BreadcrumbList","@id":"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/blog.ims-online.com\/"},{"@type":"ListItem","position":2,"name":"HOW LEADERSHIP PRESENCE IS DIFFERENT FOR WOMEN"}]},{"@type":"Article","@id":"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#article","isPartOf":{"@id":"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#webpage"},"author":{"@id":"https:\/\/blog.ims-online.com\/#\/schema\/person\/091fa363466c2f2ea7545856443bb144"},"headline":"HOW LEADERSHIP PRESENCE IS DIFFERENT FOR WOMEN","datePublished":"2019-05-20T13:14:07+00:00","dateModified":"2019-05-20T21:22:37+00:00","mainEntityOfPage":{"@id":"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#webpage"},"wordCount":1093,"commentCount":3,"publisher":{"@id":"https:\/\/blog.ims-online.com\/#organization"},"image":{"@id":"https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#primaryimage"},"thumbnailUrl":"https:\/\/blog.ims-online.com\/wp-content\/uploads\/2019\/05\/Carol_KinseyGoman.png","keywords":["body language","Diversity","gender","inclusion","women leaders"],"articleSection":{"0":"Body Language","1":"Communication","2":"Diversity","3":"Gender","4":"presence","6":"Women in Leadership"},"inLanguage":"en-US","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/blog.ims-online.com\/index.php\/2019\/05\/20\/leadership-presence-for-women\/#respond"]}]},{"@type":"Person","@id":"https:\/\/blog.ims-online.com\/#\/schema\/person\/091fa363466c2f2ea7545856443bb144","name":"Carol Kinsey Goman","image":{"@type":"ImageObject","@id":"https:\/\/blog.ims-online.com\/#personlogo","inLanguage":"en-US","url":"https:\/\/secure.gravatar.com\/avatar\/4f2e0c1c897f3548d13893275567b5bc?s=96&d=mm&r=pg","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/4f2e0c1c897f3548d13893275567b5bc?s=96&d=mm&r=pg","caption":"Carol Kinsey Goman"},"sameAs":["http:\/\/CarolKinseyGoman.com"],"url":"https:\/\/blog.ims-online.com\/index.php\/author\/carolkinseygoman\/"}]}},"_links":{"self":[{"href":"https:\/\/blog.ims-online.com\/index.php\/wp-json\/wp\/v2\/posts\/201"}],"collection":[{"href":"https:\/\/blog.ims-online.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.ims-online.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.ims-online.com\/index.php\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.ims-online.com\/index.php\/wp-json\/wp\/v2\/comments?post=201"}],"version-history":[{"count":9,"href":"https:\/\/blog.ims-online.com\/index.php\/wp-json\/wp\/v2\/posts\/201\/revisions"}],"predecessor-version":[{"id":229,"href":"https:\/\/blog.ims-online.com\/index.php\/wp-json\/wp\/v2\/posts\/201\/revisions\/229"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/blog.ims-online.com\/index.php\/wp-json\/wp\/v2\/media\/205"}],"wp:attachment":[{"href":"https:\/\/blog.ims-online.com\/index.php\/wp-json\/wp\/v2\/media?parent=201"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.ims-online.com\/index.php\/wp-json\/wp\/v2\/categories?post=201"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.ims-online.com\/index.php\/wp-json\/wp\/v2\/tags?post=201"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}