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Do women need their own leadership programmes?

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Do women require their own 女性領袖訓練營?

It’s a subject that is highly debated that generates a variety of opinions. There is definitely some merit about the benefits of having more women being in senior roles. According to an Morgan Stanley report:

“More female diversity in the workplace, specifically in the workplace, could result in increased productivity, more innovations, better products, better decision-making as well as higher retention as well as satisfaction.”

Despite the obvious advantages, however, corporate leadership in the world is uneven and women account for only a fraction of the management posts across the globe. This disparity is even more pronounced for managerial positions at the highest levels.

24 hours a day Wall St. analysed data from LedBetter, a research organization LedBetter and found that out of the 234 companies which own more than 2000 of the world’s best known brands for consumers, only 14 of the businesses had female CEOs and nine were completely devoid of women working in executive positions and on boards.

There is an enormous amount of work to be done within organizations to ensure equality of outcomes and equal opportunities helping leaders who identify as female to be confident is crucial.

There is now the emergence of a new type of female leadership, embodied by instances like Jacinda Ardern Michelle Obama and Angela Merkel. A style that demonstrates that you can be powerful as well as compassionate and grounded at the at the same at the same time.

Why is it so easy for certain women than other women?

Many believe that leadership positions should be awarded based solely on merit and that gender shouldn’t play a role in it. The issue won’t be solved in a single article, but it will provide some thought within members of our L&D community.

I have worked in larger corporate organizations as well as smaller start-ups during my career of 16 years in the executive ranks of females,, I did not receive any specific women’s leadership training and all of the programs I’ve participated in (both as facilitator and delegate) have been healthy even in gender. There have been loud men as well as women in these programs and introverts from both genders.

But in the case of the three table I’ve been seated at throughout my professional life, I’ve been in the minority by one or two miles. Since I have been in the education profession for several years, I’m aware of my personality characteristics. I’ve also been certified with a number of different tools, and have all provided similar results in relation to my personal style: Extroverted Assertive, Thinker and so on. When I changed my moniker to wedding in 2001 to Carolyn “Blunt,” my family and friends laughed at the adequacy of my name.

However, this made me think what is the reason I was able to pursue an executive career in what seemed like relatively easy, and with no gender-specific growth? Are women who exhibit the traits typically found in male leaders are able to climb to the top more easily than those who do not possess those characteristics?

Of course there is an unintended advantage to any personality. While I was confident and confident, I frequently lacked sensibility, diplomacy, and tact. These are the things I’ve worked hard to improve (and remain working on) even to this day.

I did find that when I led assertiveness-training, the majority of my participants were female. They were there because they frequently wished they were able to speak out more during meetings, and felt they were that they were being abused within project teams, and felt in a position of being unable to say no to demands that were made on them at work.

A new way of leading is in the works

We are witnessing the rising trend of a new type of female leadership, embodied by instances like Jacinda Ardern Michelle Obama and Angela Merkel. A style that suggests that you can be powerful and compassionate in the same way. I believe that our leadership programs should reflect this.

A recent poll revealed that Ardern is the most loved Prime Minister for the past 100 years. More than 92 percent of the respondents support the initiatives she has implemented. And she’s managed to manage her responsibilities while also welcoming her daughter to the world and shuts off any doubts about whether women need to choose between careers and family.

In reality as a mother of two children throughout my career It is unattainable to expect women to to excel across all aspects of family and work.

The resulting homeworking caused by the pandemic that hit the world in 2020 is a step towards lessening the demands on business travelers. However, it has also created new problems with the closure of schools and the need for childcare that leaves working women in a state of confusion (one small victory is the increased degree of understanding that children have when they disrupt conferences).

A women-only program creates an environment that is safe for women who want to grow in confidence, or tend to be introverted yet who still make amazing leaders.

What do the most recent statistics provide?

In 2020, just 5percent from FTSE 100 Chief Executives (CEOs) are female that’s 95% of them are men. In comparison, the FTSE 250 is even further from the mark, with just five female CEOs. There’s much to do to achieve an equality that is reflective of the current society, where there are 100 girls born out of the 107 males. The UK government has also been a strong supporter of the change and in 2019 declared that 50% of FTSE 100 executive level appointments in 2020 should be female to meet the target that 33% representation of women on boards within the index.

The 33 per cent figure is considered to be a magical number, according to research from The Pipeline also found that FTSE companies with more than 33 percent female executives enjoy an operating profit margin that is more than 10 times that of firms that do not have women at this point. This is equivalent to the UK economy, and shareholders losing more than PS47 billion of pre-tax profit.

Diversity isn’t just the best thing to do , but it also makes good business sense also.

Women’s networks can help women combat unhealthy mental patterns

I am of the opinion that an exclusive women’s program creates an environment that is safe for women who want to grow in confidence or are more introverted however, they can still be amazing leaders. Being part of a group of people who are welcoming to those outside of your organization can offer an opportunity to build a new support network with new perspectives, and lots of motivation.

One of the most common pitfalls women leaders typically face are the ‘imposter ‘ syndrome believing that they shouldn’t be in the position they are and are likely to be “discovered” or suffer from’sideways syndrome’, where they compare themselves with others in unfavourable ways as well as making assumptions regarding what women do perfectly, while not being aware of the struggle behind the behind the scenes.

It is important to be more open about these issues and obtaining prompt support and strategies via an online women’s group can benefit not just women but also the organizations in which they are employed.

Alongside the elements of business education the main focus of our long-term program of development for women is hearing the stories of women around the world and learning the steps they took to reach where they are and the challenges they’ve encountered and how they overcome the obstacles. Recognizing the ‘imposter’ syndrome’ and “sideways syndrome” and the ability to change the negative thinking patterns that are crucial.