the roi effect of women leaders
TRANSCRIPT
THE ROI EFFECT OFWOMEN LEADERS
Bernadette BoasBall of Fire Consulting
Leaders,What would you do if you discovered you
were leaving significant ROI on the
table?
BERNADETTE BOAS
Leadership Coach, Keynote Speaker, Radio Host, Author
www.BallofFireConsulting.com
404.997.8074
DISCUSSION POINTS➤ The facts of the financial impactof women in business➤ Tips to women for optimizing
theirROI➤ Strategies for how male leaderscan leverage women to achieve theirgoals➤ What companies can and aredoing to maximize their ROI
The FACTS
Global Leadership Forecast 2014|2015 DDI http://www.ddiworld.com/glf
The FACTS
Global Leadership Forecast 2014|2015 DDI http://www.ddiworld.com/glf
The FACTS
The FACTS
53%
22%42%
66%
RetentionSales
Equity
Capital
The FACTS
http://www.bain.com/publications/articles/lessons-from-female-leaders-in-professional-service-firms.aspx
Why do women possess an ROI Effect?
WOMEN -
Perception is
Reality
Women applied for a promotion only when they met 100 percent of the qualifications. Men applied when they met 50
percent.
Do men doubt themselves sometimes? Of course. But they don’t let their doubts stop them as often as women do.
In studies, men overestimate their abilities and performance, and women underestimate both. Their performances do not differ in
quality.
Women are as able as the men were. What held them back was the choice not to try.
http://www.theatlantic.com/magazine/archive/2014/05/the-confidence-gap/359815/
Women don’t ASK…
WOMEN -
Perceptionis
Reality
VALUE, WORTH, CONTRIBUTION
WOMEN -
Perceptionis
Reality
PERSONAL AND PROFESSIONAL DEVELOPMENT
Men feel alienated… you need to understand their views
Men want to support you but you need to ask
Inclusion means it is a win-win for everyone, not just a
specific group
OTHER REALITIES
WOMEN -
Perceptionis
Reality
What WOME
N should do to
optimize their ROI
Find your own LEADERship styleNetwork with power, purpose and intention (it’s not a social activity)
Take control of BOTH your personal and professional development
Mentor up - not only for current advancement but long term
opportunitiesAsk, Ask and Ask again
➤Unconscious Bias exists ➤According to a DDI study, there are
more CEO’s named John than there are female CEO’s
➤Women are leaving the workplace due to lack of opportunities and money (not for family reasons)
➤Companies, leadership teams and Boardrooms continue to reflect your circle not society —>
MEN -Reality is Impacting
Your Success..
http://www.huffingtonpost.com/entry/corporate-boards-women_us_575f10cae4b0e4fe5143522f
Men currently occupy:83% of C-suite positions77% of SVP positions73% of VP level positions63% of manager level positions—according to the same LeanIn/McKinsey study
CONSIDER THIS: what would your ROI be if those numbers were adjusted just 10%?
Expand the ROI Effect by:➤Listen and learn the realities impacting
your high potential and established female leaders
➤Take the lead in getting involved and creating change
➤Evaluate the ROI impact to you, your team and your company
➤Expand your own network and circle of influence to generate new and different ideas, opportunities and innovation.
How MEN
can leverage
the ROI
Effect of Women
➤ Deloitte announced investing $110 million in pro bono services to help nonprofit organizations across the country, many of which have a tremendous impact on the lives of women and the issues important to them, particularly education.
➤ In 2007, Gap Inc.’s leaders became more intentional in their work….., existing diversity and inclusion efforts were reorganized and integrated systematically across the organization to make a positive impact on employees’ lives. Gap Inc.’s approach does not target a specific diversity challenge; instead, it leverages Gap Inc.’s long-standing culture of equality and inclusion as a business tool to attract top talent, advance women’s representation globally, increase employee engagement and retention, and drive business results.
➤ Google has publically admitted that when it comes to diversity, it could do better….in 2013, only three of its 36 executives were women (Guynn, 2015 and Manjoo, 2014). Google blamed the lack of diversity, in part, on unconscious bias and announced a “bias busting” initiative.
WHAT COMPANIES ARE DOING
➤Assess and define your company’s Inclusion/Diversity platform - mission, vision and purpose, and unconscious bias impact
➤Evaluate the ROI Effect of Women as well as overall Inclusion and Diversity
➤Plan and Budget for Inclusion/ Diversity Program(s)
➤Assign a cross functional council to ask, listen and learn
➤Consider it systematically within the culture of the business
➤Provide training, coaching and mentoring to high potentials and established leaders
➤Hire the best person, but recognize unconscious bias exists
What COMPANIES
can do
RESOURCES FOR YOU…
Leadership and Mindset Coach, Speaker, Radio Host, Author
www.BallofFireConsulting.com
404.997.8074
The Confidence Gap / The Atlantic
➤ http://www.theatlantic.com/magazine/archive/2014/05/the-confidence-gap/359815/
Global Leadership Forecast / DDI -
➤ Study - Global Leadership Forecast 2014|2015 DDI http://www.ddiworld.com/glf
Catalyst.Org Study -
The Real Effects of Unconscious Bias in the Workplace
➤ http://www.kenan-flagler.unc.edu/~/media/Files/documents/executive-development/unc-white-paper-the-real-effects-of-unconscious-bias-in-the-workplace-Final
Ball of Fire ……………..
Complimentary 1 Hour Coaching Session with Bernadette -
➤ Schedule here: https://calendly.com/balloffirestrategy/60min