feeding the female leadership pipeline
TRANSCRIPT
Feeding the Female Leadership Pipeline
Dearbhalla BavieraManaging Director and Founder
Clearbird Coaching & Consult ing
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Housekeeping
Dearbhalla BavieraMD and Founder of Clearbird
Executive Coach, Speaker and Consultant works with global organisations on Gender Diversity to feed the female leadership pipeline.
The Female Leadership Challenge
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“Only 14.2% of the top five leadership positions at the companies in the S&P 500 are held by women”
“Out of Top 500 companies, there are only 24 female CEOs.”
“The gender ratio among 2013’s college graduates was 57:43, women to men. That’s four women for every three men.”
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Feeding the female leadership pipeline
How are you retaining, engaging and growing your female talent?
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Is a linear career trajectory the only way?
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Mid 20s Mid 30s Mid 40s
Getting real about alternative female career phases
AMBITIONINVESTING
1 - Idealistic Achievement Phase
Work hardAccelerated learning
ProductivityResults focusedGet the job done
Adding the stretchLimited responsibilities
Established expertiseHave woven networksConfidence increases
Increased knowledge of selfPast exhausting part of parenthoodReady to re-invest professionally
3 - Re-Invention Contribution Phase
SELF –AFFIRMATIONGEARING UP FOR LEADERSHIP
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AMBITIONINVESTING
CULTURE SHOCKFOCUS/BALANCING
SELF –AFFIRMATIONGEARING UP FOR LEADERSHIP
1 - Idealistic Achievement Phase
2 - EndurancePragmatic Phase
3 - Re-Invention Contribution Phase
Mid 20s Mid 30s Mid 40s
Work hardAccelerated learning
ProductivityResults focusedGet the job done
Adding the stretchLimited responsibilities
Still trying to do all of the achievement phase
butContext, demands, priorities, change
Now it’s about:- negotiating, building networks,
influencing, self-promotion, who you know, who knows you
How you engage
Established expertiseHave woven networksConfidence increases
Increased knowledge of selfPast exhausting part of parenthoodReady to re-invest professionally
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Let’s look at what’s happening in the mid career phase
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CULTURE SHOCKFOCUS/BALANCING
2 - EndurancePragmatic Phase
Mid 30s – Mid 40s
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Personal
Shift in priorities
All things to all people
Juggling
Guilt
Survival / Getting through
Limited time to think
Confidence impact
Questioning ‘Is it worth it?’
Professional
Reconciling early phase and now
Busy –head down
Still achievement driven
No time for office politics
Doing ~ Managing ~ Leading
Conflicting demands/priorities
Support is critical
All or nothing
Adapting to this new phase
Still trying to do all of the achievement phase
(that doesn’t work so well now)Context, demands, priorities, change
Now it’s about:- negotiating, building networks, influencing, self-promotion, who you know, who knows
you
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Are existing interventions effective?
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Diversity Programmes which may include:-
Mentoring and Coaching
Woman in Leadership Programmes
Women’s Forums/Mastermind Groups
Flexible Working Arrangements
Executive Speakers
Board Level buy-in and support
Unconscious bias – beyond awareness
Male lead Sponsorship
Culture shift from the top
Variety of role models
Top down behaviours and messages are key:-
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Asking the tough questions…
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Can someone progress to leadership roles on a four day
week? Is that acceptable?
Who are our role models? Who is paving the way? How have they
succeeded?Are we open to alternative role models?
If someone chooses flexible work arrangements, is that career
limiting?
Is there a glass ceiling – or is it a sticky floor?
What expectation do I have of my manager to drive my career? And
me?
How am I actively managing this phase of
my career? Am I in a Zombie phase?
Up or out? Is the traditional linear career model the only way? What does this mean for the
business?
Is ‘success’ and ‘leadership’ correlated to ‘hours put in’?
How can I continue to develop as a future leader?
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You want to Retain and Grow Your Female Talent?
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It is worth it! Variety of successful role models ahead.Career-based coaching
conversations.Flexible arrangements doesn’t mean
the end to career advancement.Re-energised to own this phase.
Male managers also coached in conversationsUnderstand the shift towards
leadership development
Are you open to the culture shift?
THANK YOU!