Women in Leadership

Women in Leadership Presented by Rebecca Clyde

Complete Quiz

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

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

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.

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?

What Qualities in Women Make Them Effective Leaders?

What Barriers Keep Women From Attaining Executive Positions • Brainstorm

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

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

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.

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

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

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…

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

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

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?

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

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

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.

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

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

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

How do We Make It a More Fair Game?

How does this relate to us? • Prioritize

Women in Leadership