Women and Leadership in Your Organization

1
Women and Leadership in Your Organization
INTEGRATED LEADERSERSHIP INC. CREATING PEAK
EXPERIENCES FOR PEAK PERFORMANCE
Lisa Danels Lisa.danels_at_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
• Whats Current
• Whats 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
Whats 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 womens representation.
Source Catalyst.org/publicationbottomlineperform
ance 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
Where are the good women going?

• 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

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 womens 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

Its not about the glass ceiling its about
investing in the rightdevelopment for women and
helping them negotiate conditions for success.
12
Why Women Only Leadership Development?

• 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 Leaders
  Edge/Leaders By Design

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 Womens Leadership Forum
• Leadership Rotation Programs

14
Leadership Development for Women- External
SVP Mgr Level 1 VP Mgr Level 2 AVP Mrg Level 3 DIR Mgr Level 4 MGR Mgr Level 5 SUPV Mgr Level 7 PROF Mgr Level 8
The FEW Program by Women Unltd Coaching Harvard Leadership for Sr Executives Smith College Smith Tuck Global Exec Dev Special Series Negotiation Training The FEW Program by Women Unlimited Coaching Smith College Kellogg Sr Leadership Program CCL Womens leadership Negotiation Training Action Learning Women Unlimited LEAD program CCL Womens Leadership Action Learning Women Unlimited TEAM Program Networking Women Unlimited TEAM program Networking Women Unlimited TEAM Program Networking
15
INTEGRATED LEADERSERSHIP INC. CREATING PEAK
EXPERIENCES FOR PEAK PERFORMANCE