Do women really need their own leadership training?

It’s a topic that is hotly debated that generates a variety of opinions. But there’s certainly an argument to make about the benefits of having more women being in senior posts. According to the report from Morgan Stanley report:

“More female diversity in the workplace, specifically in the workplace, could result in increased productivity, higher innovations, better products, better decision-making and better retention of employees and overall satisfaction.”

Despite the obvious positive effects, leadership across the globe remains uneven and women account for only a fraction of managerial jobs across the globe. The gap is even wider in more senior management positions.

24 hours a day Wall St. analysed data collected by researchers from LedBetter and found that of the 234 corporations which control more than 2 000 of the world’s most known brands for consumers, only 14 of the businesses had female CEOs and nine were completely devoid of women being in positions of leadership as well as on the boards.

There is an enormous amount of work that needs to be done for organizations to attain equality of outcomes and equal opportunities and leadership, helping those who identify as female to feel secure 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 suggests you can be powerful and compassionate while remaining grounded 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 based by merit alone and that gender shouldn’t play a role in it. This issue will not be addressed in a single article, but it will provide some thought within members of our L&D community.

I have worked in larger corporate organizations and small start-ups over my 16-year career in the executive ranks of females,, I did not receive any specific training for female leaders and the programs I’ve participated in (both as facilitator or delegate) have been healthy even in gender. There were outspoken males and women who have participated in these programmes as well as introverts from both genders.

But with regards to the three table I’ve been seated at throughout my career , I’ve been in the minority for an inch or two. Being in the learning 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 personality: Extroverted, Assertive, Thinker and more. In fact, when the name changed in 2001 for wedding in 2001 to Carolyn “Blunt” my family and friends laughed at the appropriateness.

However, this made me think could this be the reason I was able to build an executive job with what I felt was relatively easy, and with no women-focused growth? Are women who exhibit the traits typically found in male leaders have a chance to rise to the top more easily than those who do not exhibit those traits?

Naturally there is an unintended advantage to any personality. While I was confident and confident, I was often lacking sensibility, diplomacy, and tact. These are issues I’ve been working hard on (and remain working on) even to this day.

However, I did observe that during my assertiveness-training, the majority of my participants were female. They attended because they often wish they were able to speak out more in meetings, or felt that they were being victimized in team projects and were in a position of being unable to say no to demands that were made on their colleagues in the workplace.

A new way of leading is in the works

There is a rising trend of a new type of female leadership, embodied by such leaders as 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 女性領袖訓練營 should reflect this.

A recent poll revealed that Ardern is the most popular Premier in the last 100 years. More than 92 percent of those polled say they are in favor of the initiatives she has implemented. She has managed to balance her responsibilities while also welcoming her new baby daughter. She also shoots away any questions regarding whether women ought to be able the choice of choosing between careers and family.

In reality as a mother of two children throughout my career It is impossible to imagine women to to excel in every aspect of family and work.

The resulting homeworking caused by the global pandemic of the year 2020 has helped in lessening the demands for business trips. However, it has also created new challenges due to the closing of schools and the need for childcare that can leave working women feeling a bit jaded (one small victory is the new level of understanding for children when they disrupt the conference call).

A women-only program creates an atmosphere of security for those who want to increase in confidence or tend to be introverted yet who still make amazing leaders.

What do the most recent stats show?

In 2020, just five percent from FTSE 100 chief executives are female and that means that 95% are men. In comparison, the FTSE 250 is even further in the back, with only five female CEOs. There is much to do in order to reach an equality that is reflective of the society in which there are girls born out of one hundred and 107 males. The UK government has also been a strong supporter of the change and in 2019 announced that 50% of FTSE 100 executive level appointments in 2020 have to be female to meet the target for 33% women representation on boards of the index.

The 33 per cent figure is considered to be a mystical number, according to research of The Pipeline also found that FTSE companies with over 33 percent female executives enjoy an average net profit margin of 10 times that of firms that do not have women at this point. This is equivalent to the UK economy and shareholders missing the additional PS47 billion in pre-tax profits.

Diversity is not only an ethical thing to do , but it also makes good business sense too.

How women’s networks combat harmful mental patterns

I think that having an exclusively female-oriented program can create an atmosphere of security for women who want to grow in confidence, or who tend to be more introverted, yet who are amazing leaders. Being part of a group of friendly peers from outside of your organization can offer an opportunity to build a new support network as well as new perspectives and plenty of support.

The two biggest 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 “found out” and the’sideways syndrome’ whereby they compare them to their peers in a negative way as well as making assumptions regarding what women are doing perfectly, while not being aware of the struggle behind the back of the scenes.

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

Alongside the learning aspects in business one of the major focuses in our long-term development program for women is listening to the experiences of other women and learning the steps they took to reach where they are and the challenges they’ve encountered and how they conquered the obstacles. Recognizing the ‘imposter’ syndrome’ and “sideways syndrome” and being able to break these negative thought patterns is crucial.