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Women and Leadership in Your Organization

INTEGRATED LEADERSERSHIP INC. CREATING PEAK EXPERIENCES FOR PEAK PERFORMANCE. Women and Leadership in Your Organization. Lisa Danels Lisa.danels@integratedleadership.com 1-646-352-2657 www.Integratedleadership.com. Women in Leadership at Your Company.

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Women and Leadership in Your Organization

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  1. INTEGRATED LEADERSERSHIP INC. CREATING PEAK EXPERIENCES FOR PEAK PERFORMANCE Women and Leadership in Your Organization Lisa Danels Lisa.danels@integratedleadership.com 1-646-352-2657 www.Integratedleadership.com

  2. Women in Leadership at Your Company Why would it benefit a company to focus on preparing women for leadership roles?

  3. Agenda Why Developing Women Leaders Make $ense Business Case – the bottom line Support & Partner with Diversity Initiatives Should Your Organization Adapt Why Differentiate the Development of Women Leaders What’s Current What’s Best practice

  4. Leveraging Talent Management To Drive Business Results And we have……. • Demographic Shifts • Globalized Talent Market • Gender Diversity = Corporate Performance Only 25% of companies are highly confident their high potential talent can meet future growth needs

  5. What’s Good for Women is Good for Business Business Results: • 35% higher return on equity • 34% total return to shareholders • Women Leaders correlate with better financial performance • Women leaders signify a broader and deeper talent pool • Women leaders are encouraging to women in the pipeline • Women leaders signify “employers of choice” • Women leaders are a feature of inclusive workplace. Companies with the highest representation of women on their top management teams experienced better financial performance than companies with the lowest women’s representation. Source: Catalyst.org/publicationbottomlineperformance Jan2004

  6. The Power of the Female Economy As a market, women represent a bigger opportunity than China and India combined HBR Sept 2009

  7. 37% women took a voluntary time our from their careers, 43% left careers at some point 44% of women most likely to leave due to family time Average length of voluntary time out was 2.2 years Vs. 24% of men Vs. 12% of men Where are the good women going? Source: geobase.com/research: How Can Talented Female Professionals Be Retained

  8. What are all the Demands Women have? • Family & Personal Demands • 52% of men who are senior leaders and 28% of men who are pipeline leaders have spouses or partners who are not employed • 18% of women who are senior leaders and 4% of women who are pipeline leaders have spouses or partners who are not employed The #1 Reason women Leave their positions is corporate culture • www.geobase.com/research: how can talented female professionals be retained

  9. What Makes a Positive Work Culture? • Creating reduced hour position • Offering flexible work arrangements • Removing the stigma • Leaving the door open • Provide Flexible Career “Arcs” One women every 60 seconds leaves her corporate position to start her own company

  10. Understanding Barriers Women Encounter • Prejudice • Resistance to women’s leadership • Leadership style issues • Networking – social capital not leveraged • Negotiating conditions for success

  11. Women and Leadership: Adopting Best Practices • We need to educate our women on how to negotiate conditions of success • Coaching/retention mentoring • Networking • Aligning values and creating the right culture • Effective talent management systems • Diversity initiatives/work life programs • Leadership development rotation programs • “Women only” Leadership Development Opportunities It’s not about the “glass ceiling”; it’s about investing in the rightdevelopment for women and helping them negotiate conditions for success.

  12. Women seek to develop a community of other successful women, develop long-lasting relationships based on the advice and insights exchanged Women feel less isolated Women can network with peers Women can discuss sex-specific challenges without worrying about offending men Women can trade strategies about work and family issues Women quickly develop a sense of camaraderie in the classroom *Simmons School of Management [1] Leader’s Edge/Leaders By Design Why “Women Only” Leadership Development?

  13. Leadership Development for Women- Internal • Provide New Leadership skills training (Negotiation training, longevity leadership and seek to customize scenarios and role plays ) Focus on Front Line Managers • Build Up Social Capital through Networking and Conferences for Women Leaders – Sr. Leader Panels • Create/Maintain Positive Work Culture • Educate to ensure elimination of any individual enterprise biases w/in talent management systems Provide coaching and assessments Provide women-only networking Speaker Series: opportunities with featured guest speakers (i.e., Brian Uzzi, Marcus Buckingham, Kathleen McGinn,) Provide alumnae networking opportunities from off-site development programs – i.e., Smith, Leverage Global Women’s Leadership Forum Leadership Rotation Programs

  14. Leadership Development for Women- External

  15. INTEGRATED LEADERSERSHIP INC. CREATING PEAK EXPERIENCES FOR PEAK PERFORMANCE

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