1. Women in Leadership Presented by Rebecca Clyde

2. Complete Quiz

3. What Qualities in Women Make Them Effective Leaders? Review question 1 Why are women good in leadership roles?

4. What Qualities in Women Make Them Effective Leaders? • Communal Qualities: • Affectionate • Helpful • Friendly • Kind • Sympathetic • Interpersonally sensitive • Gentle • Soft spoken

5. What Qualities in Women Make Them Effective Leaders? • Transformational Leader: • establishes themselves as role models by gaining followers trust & confidence, state future goals, develop plans to achieve these goals, innovate. They mentor and empower followers, encouraging more effectively to their organizations.

6. What Qualities in Women Make Them Effective Leaders? • Research shows: • Womens approaches are more generally effective than mens (transformational style) • Women particularly favor female leaders who possess these traits. • Why?

7. What Qualities in Women Make Them Effective Leaders?

8. What Barriers Keep Women From Attaining Executive Positions • Brainstorm

9. What Barriers Keep Women From Attaining Executive Positions • A “Glass Ceiling” • Review questions 3,4 • Whiteboard

10. 1. Glass Ceiling • Invisible Barrier • As Pres. Nixon stated “I don’t think a woman should be in any government job whatsoever….mainly because they are erratic. And emotional. Men are erratic and emotional, too, but the point is a woman is more likely to be” • Even after being rated better, women are still paid less than men for equivalent positions

11. 1. Glass Ceiling • Salary Barrier: • 2008 Catalyst survey of >4000 MBA grads 1996-2007, women are paid on average $4600 less than men. • Only 6% of Fortune 500 executives are women.

12. 1. Glass Ceiling • Median Salary for Top Healthcare Executive Positions: • Men: 4.3 million for 25 yrs work • Women: 3.3 million =$1 million difference

13. 2. Work-Family Conflict • Review questions 5,6 • Whiteboard

14. 2. Work-Family Conflict • Women interrupt their careers, take more days off, and work part-time compared to men. This leads to a slowing in their career progress & reduces their earnings. • Many women left jobs in a work-family trade off. Review question 7…

15. 2. Work-Family Conflict • Decision makers often assume that mothers have domestic responsibilities that make it inappropriate to promote them to demanding positions

16. 3. Perception of Women Not Being Visionaries • Review question #8 • Whiteboard

17. 3. Perception of Women Not Being Visionaries • In a 360 degree assessment taken by thousands of executives, women outshone men in most of the leadership dimensions with the exception of envisioning (the ability to recognize new opportunities & trends in the environment & develop a new strategic direction for an enterprise) • Why?

18. 3. Perception of Women Not Being Visionaries • Theory: Women are visionary, but less direct than men

19. 4. Women Get Lots of Mentoring, but not as Many Sponsorships as Men • Review questions 9, 10 • Whiteboard

20. 4. Women Get Lots of Mentoring, but not as Many Sponsorships as Men • Mentor: • combines psychosocial & career support • Sponsor: • advocate for their mentees & help them gain visibility in the company, they fight to get their protégées to the next level.

21. 4. Women Get Lots of Mentoring, but not as Many Sponsorships as Men • Are women as likely as men to get mentoring? • 83% of women in the Catalyst survey reported having at least 1 mentor • 76% of men did

22. 4. Women Get Lots of Mentoring, but not as Many Sponsorships as Men • Does mentoring provide the same career benefits to men & women? • 72% of men had received 1+ promotions • 65% of womendid

23. 4. Women Get Lots of Mentoring, but not as Many Sponsorships as Men • Do men & women have the same kinds of mentors? • 78% of men were actively mentored by a CEO/senior executive • 69% of women were

24. How do We Make It a More Fair Game?

25. How does this relate to us? • Prioritize