Designing a women s development program for your organization

Transcription

1 Webinar Designing a women s development program for your organization January 25, 2018

2 Housekeeping tips The on-demand recording will be available in the next couple of days All lines have been muted but you may ask questions in the questions pane at any time Additional questions? Send them to We encourage you to be social! Please tweet using and tag #womeninleadership 2

3 Speakers Elizabeth Borges Kelly Simmons Senior Manager EverwiseWomen Program Solution Architect Center for Creative Leadership 3

4 The research Companies with diverse leadership teams and inclusive cultures perform better 4

5 More women, better performance +53% +42% Return on equity Return on sales +66% Return on invested capital Source: Catalyst 5

6 Men and women with female bosses report more job satisfaction 6

7 People with a female boss felt their organizations were more committed to their career development 2018 Center for Creative Leadership. All rights reserved. 7

8 People with a female boss felt less burned out from their work 2018 Center for Creative Leadership. All rights reserved. 8

9 The problem Women continue to be underrepresented in senior leadership positions across organizations of all sizes 9

10 Women make up only 21% of SVP roles and 20% of C-Suite roles 10

11 Women in the workplace 51% 10% <15% 34% All management professional and related occupations Full time engineers Executive roles in the technology sector Of women stay in engineering 15 years post degree Bureau of Labor Statistics, Frehill, Lemonz & Parsinger 11

12 Career promoting assignments Women get quantitatively less challenging assignments & qualitatively less challenging assignments than men Women have to work harder to get career promoting assignments Women get more glass cliff assignments Yip & Wilson, 2010 Fitzsimmons, Callan and Paulsen, 2014 Ryan & Haslam, Center for Creative Leadership. All rights reserved. 12

13 The solution Everwise and CCL approaches 13

14 Everwise helps organizations design, deliver, and measure their own L&D programs, including women s development. 14

15 CCL women s leadership portfolio 15

16 What you will learn 16

17 Attrition and gaps in promotion In the tech industry, women quit at a rate 2x higher than men 41% for women 17% for men At the first critical step up to manager, women are 18 percent less likely to be promoted than their male peers. 17

18 What companies are doing What companies should be doing 18

19 Attributes to consider Organizational culture Leader level Sector Where the initiative is originating 19

20 Path to success 1 Move beyond the one size fits all model 2 Create and nurture relationships 3 Support and measure progress 20

21 Skill development Women s leadership should focus on different skills depending on leadership level 21

22 Lead self Lead others Lead managers Lead the function Leader for management or leadership role Build a common leadership language Increase personal effectiveness and performance Transition to leading a team Build relationships to get work done Deal effectively with conflict Solve problems Integrate cross functional perspectives in decisions Handle complexity Manage politics Sell ideas to senior leaders Select and lead managers for high performance Set vision and build toward the future Balance between long and short term trade offs Align the organization for strategy implementation Establish credibility Lead with purpose Deliver results Do whatever it takes Interpersonal savvy Embrace flexibility Tolerate ambiguity Understanding one s own values and culture Coach and develop others Lead team achievement Build and maintain relationships Resolve conflicts Learn to delegate Innovative problem solving Embrace change Adapt to cultural difference Think and act systemically Manage organizational complexity Negotiate adeptly Select and develop others Take risks Implement change Manage globally dispersed teams Build resiliency Be visionary Drive results Strategic thinking and acting Create engagement Identify innovation opportunities for new businesses Work across boundaries Lead globally 22

23 Learning on the job Employees are 2.6x more engaged when they are learning on the job 1 55% of employees do not regularly extract learning from their work 2 The more time employees spend on challenging tasks, the higher their promotability ratings from bosses 3 The top reported barrier to on-the-job learning is poor feedback from one s manager Center for Creative Leadership. All rights reserved. 23

24 Open networks provide more opportunities for growth Closed Open Bonding Brokering Increases groupthink Increases group Innovation Fails to adapt to new situations Adapts to changing environments Lack of job/career opportunities Enjoys greater career mobility Influence decreases Influence increases 2018 Center for Creative Leadership. All rights reserved. 24

25 Program value 1 Executive presence 2 Networking across all levels 3 Visibility to senior leaders 25

26 Designing a program for lasting impact 26

27 70% 20% 10% Challenging assignments Other people Coursework & training Adverse situations Personal experiences 2018 Center for Creative Leadership. All rights reserved. 27

28 The basic five Constructive bosses/supervisors Turnaround Increase in scope Horizontal move New initiative 28

29 Programs geared towards women 29

30 Program benefits 1 Structured reflection on identity 2 Practice new approaches 3 Network built to share the journey 30

31 "I've participated in mostly gender neutral professional development workshops. It was refreshing to get perspectives from other female leaders in a safe, trusting environment." 31

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33 Supporting women for success: key results 80% of participants were promoted within 1 year Scaled the program 5x pilot size within 1 year Built strong executive support for diversity initiatives 33

34 Today s takeaways Support women to impact the bottom line Build a healthy and inclusive culture Tailor programs to account for different leadership positions Acknowledge that women benefit from a dedicated support system 34

35 Q&A 35

36 Thank you