Focus of this article series shares research and experts to provide opinions or comment on the glass ceilings confronting women in the workplace, the challenges and obstacles facing female entrepreneurs, the lack of women in STEM careers and ways to promote diversity across different industries....read more now.
These seven innovators are having a major influence on technology, healthcare and the government. Their ideas are changing the ways we do businessand addressing broader issues of national security, gender bias, world poverty and the state of the startup community at large. Now is the time to read about them....
In the upcoming year, there will be a new war for talent: not yesteryear’s broad-based need for all top talent but an increasing demand for the right kind of talent. The Center for Talent and Innovation (CTI) research spotlights five ways leaders can leverage and develop diverse talent that confers a competative edge.
Excerpt: "Although the ghost of the Great Man still haunts leadership studies, most of us have recognized by now that successful organizations are the product of distributive, collective, and complementary leadership. The first step in putting together such a team is to identify each member of the team’s personality makeup and leadership style, so that strengths and competences can be matched to particular roles and challenges. Getting this match wrong can bring misery to all concerned and cause considerable damage." Read now the article and identify archetypes.
Excerpt: "When a new work group forms, people often make snap judgments about who is qualified to lead. If the players don’t already know one another, they tend to afford status to teammates on the basis of factors such as age, gender, race, attractiveness, and rank. Anyone, the authors say, can achieve higher status and more influence by getting in the right mind-set before engaging with new teammates.
There are three psychological states that can increase the optimism, confidence, and proactive behavior that people associate with leaders: promotion focus (defined as a focus on goals and positive outcomes), happiness, and a feeling of power. And all it takes to help you enter one of these states is a simple five-minute exercise before starting a group task: Write about your ambitions or a time when you felt happy or powerful. The authors report that study subjects who did exactly that were more likely than others to speak up, steer decision making, and be viewed by their teammates as leaders—both in initial group meetings and in follow-up meetings." Now read more...
Even when gender diversity is a corporate priority there is frustration by a lack of results. That’s because the fundamental identity shift involved in coming to see oneself, and to be seen by others, as a leader.
Maria Rachelle's insight:
The authors write, that the subtle “second generation” gender bias still present in organizations and in society disrupts the learning cycle at the heart of becoming a leader. Women must establish credibility in a culture that is deeply conflicted about whether, when, and how they should exercise authority.
Excerpt: New research finds that sad numbers are only the beginning. What exactly is the magnitude of the gender case study inequality across all business schools? And what will it take to change this aspect of an educational ecosystem that provides (or withholds) role models and sends signals about who does or does not have “the right stuff” to lead. Now read more.
This revised report highlights data and figures that reflect the state of women in key sectors of industry. This report goes beyond the original by making comparisons between the general prevalence of women at the top and the frequency with which women appear among many of the sectors’ top performers. Read more now.
Excerpt: Women entrepreneurship has hit the tiping point. The question is: Is it just a passing media fad that will soon be a blip on the radar screen, or is it actually a real, fundamental economic force that’s reshaping the world? I think it’s safe to say that it’s the latter. Read more about the opportunities and statistics of global female entrepreneurship.
The reasons women don't reach the top go beyond having it all and leaning in.
Maria Rachelle's insight:
Excerpt: "The truth is — as many have pointed out — that lots of ambitious people, male and female, make personal choices that take them off the path of leadership. It’s also true that women are often gently but firmly nudged off this path more frequently than men, when work and family invariably clash. And that is a problem. Not just for the women, but for the companies missing out on the benefits o fdiversity and the economy that's not playing with a full talent deck."
If women in the United States, Japan, and Egypt were employed at the same rates as men, the GDPs of those countries would be higher by 5%, 9%, and 34%, respectively. So how can countries increase women’s economic participation? This article examins that question by evaluating more than 100 countries on two measures: the policies they had in place to support women, such as those guaranteeing access to education and credit, and the economic achievements of women there, including their level of participation in the workforce and employment in high-level jobs. The article provides an interactive matrix that depicts how countries stack up. Read more now....