nthoesane_1st annual women in hr_training and development conference_johannesburg_2016pptx

1st

Annual Women in HR: Training and Development

Conference

Date: 11th

May 2016

Venue: Indaba Hotel, Fourways

Meiya G. Nthoesane & Vatiswa Nthoesane

Uncapped Possibilities

Who is the boss???

• Worldwide, men continue to dominate executive and seniormanagement echelons.

• Study in South African reported that men, both black and white stillperceive “men as more likely to possess the characteristics necessaryfor a successful manager/executive compared to women”

• In essence perpetuating the notion of ‘think manager-think male’concept.

Booysen and Nkomo (2010)

© Stratique 2016 2


Who is the boss???

• “There is ideological campaign for keeping women out ofthe market, extolling ‘feminity’, ‘motherhood’, and virtuesof the ‘homemaker’, or restricting them to the typical‘female occupations’, such as secretaries and bookkeepers,for which they would be overeducated and underpaid”

Rohrlich and Vatter (1973)

© Stratique 2016 3


Who is fooling who???

Banyana Banyanacoach Augustine Makalakalane

South African Women's hockey head coach

Sheldon Rostran

Banyana Banyanacoach Joseph

Mkhonza

South Africa women’s cricket coach Hilton

Moreeng

Eaglehawk's coaching panel for 2016: Debbie

Symes, Dean Erdman and Ash Jenkyn© Stratique 2016 4


What research says (Servcop, 2014)

© Stratique 2016 5


What research says (Servcop, 2014)

© Stratique 2016 6


So why,? the OBVIOUS!

5. Glass-ceiling

Effect/ Glass Cliff

2. Queen Bee

Syndrome

6. Tokenism

3. Stereotyping

4. Pull and Push

Factors

1. Recruitment

Practices

© Stratique 2016 7


Feminine Competitive Qualities• Web thinking - integrate more details faster and arrange data into

more complex patterns

• Mental flexibility - ability to generate new ideas and being imaginative

• Verbal articulation - ability to find the right word(s) rapidly

• Executive social skills - innate ability to read minds, women’s ability to pick up nuances of posture and gesture

• Networking, Collaboration, and Empathy - ability to nurture and connect with people

© Stratique 2016 8


Feminine Competitive Qualities (CEO Mag, 14/15:119)

© Stratique 2016 9

• Inner strength to protect @ face of danger

•Best all round solution

•Fair but firm•Credible but

direct

• Creation vs competition

• Growth vs domination

•Care•Serve•Love

Women nurture

Women create

Women have inner

strength

Find win-win situation


Sticking the landing (Cornish, 2007)

© Stratique 2016 10

Create a ‘going in strategy’ -

Identify your leadership anchors

Proactively manage your first impressions

Establish early first wins

Leverage your relationships


Survival Kit - 007

1. Take time to plan for a successful career2. Accept the reality that competition does exist3. Gradually and progressively develop confidence4. Possess courage and determination in male-dominated

world5. Learn to delegate strategically – (don’t rely on

multitasking)6. Meet deadlines – procrastination is an enemy of

leadership7. Exercise leadership role – (minutes taking is not one)



VALUE YOURSELF (dozen +1)1. Viewing men as father figures 2. Avoiding playing office politics 3. Limiting your scope of possibilities4. Using Justifiers 5. Elevator speech that is cold or visionless

6. Your power (underestimating) 7. Obediently following orders8. Using solely your Nickname or First name9. Refusing High-profile projects 10. Striving for perfect outcomes11. Explaining too much 12. Letting people waste your time13. Flirting



StratiqueWLD Model

Gender Equality

Gender Responsiveness

Gender Sensitisation(Loosen the Sticky Floor)

Po

lici

es

Str

uct

ure

Crack the Glass Ceiling

Culture

Sk

ills

de

ve

lop

me

nt

Wo

me

n le

ad

ers

A

dv

oca

cy

Gender Empowerment



StratiqueWLD Model: Level 1

Gender sensitisation (WLD1)

• Promote and nurture positive gender sensitivity in socio-cultural,

political and economic areas.

• Rid organisations of the ‘sticky floor syndrome’ where women are

kept down and prevented from advancing.




Gender responsiveness (WLD2)

• Providing an enabling environment that reflects an appreciation of the realities of women’s lives in the workplace.

• Develop and provide strategies, policies and structure to address these realities. • Programmes that respond to the different needs of women and

men• Women’s targeted components in programmes• Programmes for women only• Gender training




Gender empowerment (WLD3) – Crack the Glass Ceiling

• Establish high-level corporate leadership for gender equality.• Treat all women and men fairly at work –respect and support

human rights and non-discrimination.• Promote education, training and professional development for

women.• Implement enterprise development, supply chain and

marketing practices that empower women.• Measure and publicly report on progress to achieve gender

equality.© Stratique 2016 16



Gender empowerment (WLD4) – Celebrate emancipation

• women do not have to justify and/or prove their worth as leaders in organisations

• Equality becomes an organisational culture and a fibre that defines the organisation.

• The organisation pioneers and advocates for gender equality amongst its peers, and provides women leaders with role models



THANK YOU 4 ACTIVE LISTENING

Reflections and questions

Email: [email protected]


mailto:[email protected]

nthoesane_1st annual women in hr_training and development conference_johannesburg_2016pptx

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