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HEY Women in Leadership
Sample
Corporate Training Manual
Corporate Training Materials
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TABLE OF CONTENTS
Preface .............................................................................................................................................. 3
What is Courseware? ................................................................................................................................ 3
How Do I Customize My Course? .............................................................................................................. 3
Materials Required ................................................................................................................................... 4
Maximizing Your Training Power .............................................................................................................. 5
Icebreakers ........................................................................................................................................ 6
Icebreaker: Friends Indeed ........................................................................................................................ 7
Training Manual Sample ..................................................................................................................... 8
Sample Module: ........................................................................................................................................ 9
Instructor Guide Sample ................................................................................................................... 17
Sample Module: ...................................................................................................................................... 18
Activities ......................................................................................................................................... 21
Quick Reference Sheets .................................................................................................................... 23
Certificate of Completion ................................................................................................................. 25
PowerPoint Sample .......................................................................................................................... 27
Full Course Table of Contents ........................................................................................................... 32
Preface
What is Courseware?
Welcome to Corporate Training Materials, a completely new training
experience!
Our courseware packages offer you top-quality training materials that
are customizable, user-friendly, educational, and fun. We provide your
materials, materials for the student, PowerPoint slides, and a take-
home reference sheet for the student. You simply need to prepare and
train!
Best of all, our courseware packages are created in Microsoft Office and can be opened using any
version of Word and PowerPoint. (Most other word processing and presentation programs support
these formats, too.) This means that you can customize the content, add your logo, change the color
scheme, and easily print and e-mail training materials.
How Do I Customize My Course?
Customizing your course is easy. To edit text, just click and type as you would with any document. This is
particularly convenient if you want to add customized statistics for your region, special examples for
your participants’ industry, or additional information. You can, of course, also use all of your word
processor’s other features, including text formatting and editing tools (such as cutting and pasting).
To remove modules, simply select the text and press Delete on your keyboard. Then, navigate to the
Table of Contents, right-click, and click Update Field. You may see a dialog box; if so, click “Update entire
table” and press OK.
(You will also want to perform this step if you add modules or move them around.)
If you want to change the way text looks, you can format any piece of text any way you want. However,
to make it easy, we have used styles so that you can update all the text at once.
If you are using Word 97 to 2003, start by clicking the Format menu followed by Styles and Formatting.
In Word 2007 and 2010 under the Home tab, right-click on your chosen style and click Modify. That will
then produce the Modify Style options window where you can set your preferred style options.
For example, if we wanted to change our Heading 1 style, used for Module Titles, this is what we would
do:
Now, we can change our formatting and it will apply to all the headings in the document.
For more information on making Word work for you, please refer to Word 2007 or 2010 Essentials by
Corporate Training Materials.
Materials Required
All of our courses use flip chart paper and markers extensively. (If you prefer, you can use a whiteboard
or chalkboard instead.)
We recommend that each participant have a copy of the Training Manual, and that you review each
module before training to ensure you have any special materials required. Worksheets and handouts are
included within a separate activities folder and can be reproduced and used where indicated. If you
would like to save paper, these worksheets are easily transferrable to a flip chart paper format, instead
of having individual worksheets.
We recommend these additional materials for all workshops:
Laptop with projector, for PowerPoint slides
Quick Reference Sheets for students to take home
Timer or watch (separate from your laptop)
Masking tape
Blank paper
Maximizing Your Training Power
We have just one more thing for you before you get started. Our company is built for trainers, by
trainers, so we thought we would share some of our tips with you, to help you create an engaging,
unforgettable experience for your participants.
Make it customized. By tailoring each course to your participants, you will find that your results
will increase a thousand-fold.
o Use examples, case studies, and stories that are relevant to the group.
o Identify whether your participants are strangers or whether they work together. Tailor
your approach appropriately.
o Different people learn in different ways, so use different types of activities to balance it
all out. (For example, some people learn by reading, while others learn by talking about
it, while still others need a hands-on approach. For more information, we suggest
Experiential Learning by David Kolb.)
Make it fun and interactive. Most people do not enjoy sitting and listening to someone else talk
for hours at a time. Make use of the tips in this book and your own experience to keep your
participants engaged. Mix up the activities to include individual work, small group work, large
group discussions, and mini-lectures.
Make it relevant. Participants are much more receptive to learning if they understand why they
are learning it and how they can apply it in their daily lives. Most importantly, they want to
know how it will benefit them and make their lives easier. Take every opportunity to tie what
you are teaching back to real life.
Keep an open mind. Many trainers find that they learn something each time they teach a
workshop. If you go into a training session with that attitude, you will find that there can be an
amazing two-way flow of information between the trainer and trainees. Enjoy it, learn from it,
and make the most of it in your workshops.
And now, time for the training!
Icebreakers
Each course is provided with a wide range of interactive Icebreakers. The trainer can utilize an
Icebreaker to help facilitate the beginning of the course, as it helps “break the ice” with the
participants. If the participants are new to each other, an icebreaker is a great way to introduce
everyone to each other. If the participants all know each other it can still help loosen up the
room and begin the training session on positive note. Below you will see one of the icebreakers
that can be utilized from the Icebreakers folder.
Icebreaker: Friends Indeed
Purpose
Have the participants moving around and help to make introductions to each other.
Materials Required
Name card for each person
Markers
Preparation
Have participants fill out their name card. Then, ask participants to stand in a circle, shoulder to
shoulder. They should place their name card at their feet. Then they can take a step back. You
as the facilitator should take the place in the center of the circle.
Activity
Explain that there is one less place than people in the group, as you are in the middle and will
be participating. You will call out a statement that applies to you, and anyone to whom that
statement applies must find another place in the circle.
Examples:
Friends who have cats at home
Friends who are wearing blue
Friends who don’t like ice cream
The odd person out must stand in the center and make a statement.
The rules:
You cannot move immediately to your left or right, or back to your place.
Let’s be adults: no kicking, punching, body-checking, etc.
Play a few rounds until everyone has had a chance to move around.
Training Manual Sample
On the following pages is a sample module from our Training Manual. Each of our courses
contains twelve modules with three to five lessons per module. It is in the same format and
contains the same material as the Instructor Guide, which is then shown after the Training
Manual sample, but does not contain the Lesson Plans box which assists the trainer during
facilitation.
The Training Manual can be easily updated, edited, or customized to add your business name
and company logo or that of your clients. It provides each participant with a copy of the
material where they can follow along with the instructor.
Sample Module Women and the Workforce
American women have always been part of the paid workforce,
since the earliest days of our history. Since the 1940s, increasing
numbers of women have been entering the paid workforce, and
today the number of American women who are employed outside
the home is the greatest it’s ever been. Women are a key part of
our economy and our organizations, yet they lag behind men in
assuming leadership positions.
Women are leaders everywhere
you look, from a CEO to a
housewife who holds together a
home.
Denise Clarke
50% of the Population
Women make up half – 50% -- of the United States population. In the US, as in many
countries around the world, women are the primary homemakers and caregivers as
well, even when they have outside employment. Women are powerful consumers and
make a large share of the decisions about household expenditures, too. In spite of the
fact that they make up half the population, however, women are underrepresented in
many of the most vital areas of society, including government, finance, and business. While the number
of women in these areas has been growing steadily over the last decades, women still do not occupy
positions of power at a level that reflects their numbers.
60% of College Degree Earners
Women earn college degrees at a higher rate than do men. As of 2013, 60% of all
bachelor’s degrees in the United States are earned by women. Women enter college
at higher rates than do men, and are less likely to drop out than are men, too.
Studies show that girls, and later women, tend to earn higher grades than do their
male peers, and also seem to understand better the impact not earning a degree
may have on their later earnings. Recent studies show, however, that women with college degrees earn
less and are promoted less often than their male counterparts who do not hold degrees. Those same
studies also indicate that women may take on more college debt than their male peers, yet earn less
upon graduation and may struggle to pay those loans back. If women are earning degrees at a higher
rate than any time in American history, it is imperative that we ask why this does not translate into more
women in leadership positions in business, finance, and government.
47% of the US Workforce
One explanation that has been put forth for why women are underrepresented in
leadership positions is that there simply aren’t enough women in the workforce to fill
those positions. However, 47% of workers in the United States are women. And while
women, especially women of color, do tend to be concentrated in low-wage or part-
time labor, women outnumber men in the professional fields as well. With such representation in the
workforce, it would seem to make sense that women should also occupy a similar proportion of
leadership positions. However, this is not the case. Even in fields where women make up the majority of
the workforce, the majority of leadership positions tend to be held by men.
52% of Professional Jobs
Women have entered the professions at higher and higher rates over the last three
decades in the United States. Women now hold more than half – 52% -- of all
professional jobs. They earn professional degrees at about the same rate. While
women are also overrepresented compared to men in low-wage, part-time, and service
work, clearly women are represented in great numbers in the professional fields.
Studies show, however, that women in the professional fields tend to be concentrated in lower level and
administrative positions, rather than leadership or managerial positions. Even in professional fields
where women far outnumber men, the leadership positions tend to be held by men.
Case Study
Richard and Sarah were tasked with creating a program to increase women’s leadership
within their organization. “I just don’t think there are that many women in our industry,”
Richard said at their first meeting. “I think I’ve met one administrator who was a woman.
I just don’t think women are that interested in what we do.” Sarah provided him with a
report of all the employees in the organization. To his surprise, over half the employees
were women. But when he took a closer look, he noticed something else. While there were many
women in the organization, they almost all occupied secretarial and administrative positions, with many
of them in Human Resources. There were no female engineers and only a handful of managers. None of
the Board was female. He and Sarah decided to look into this further, and found it to be a larger trend
across many businesses.
Sample Module: Review Questions
1. Women make up which percentage of the US population?
a) 60%
b) 45%
c) 47%
d) 50%
2. Which is true of women?
a) They make many household expenditure decisions
b) All of these
c) They make up about half the workforce
d) They are the primary caregivers
3. Women make up what percentage of the US workforce?
a) 47%
b) 50%
c) 10%
d) 30%
4. Which is true of women in the US workforce?
a) They tend to be overrepresented in service labor
b) They tend to be overrepresented in part time labor
c) All of these
d) They are participating in the workforce at the highest level in history
5. What percentage of college degrees are earned by women?
a) 50%
b) 60%
c) 70%
d) 30%
6. Which of the following is true of women and college education?
a) Women enter college at higher rates than do men
b) Women appear to be more willing to take on debt to stay in school
c) Women drop out at lower rates than do men
d) All of the above
7. What percentage of professional jobs are held by women?
a) 52%
b) 47%
c) 60%
d) 25%
8. Which of the following is true of women in the professional fields?
a) Women earn more professional degrees than do men
b) Women make up about half of the professional labor force
c) Women tend to be concentrated in administrative positions
d) All of these
9. What were Sarah and Richard trying to discover?
a) How to increase women’s leadership in their organization
b) How to prevent sexual harassment
c) Why women were not attracted to their industry
d) None of these
10. What surprised Richard?
a) How few women worked for their organization
b) How many women leaders there actually were
c) How many women worked for their organization
d) None of these
Instructor Guide Sample
On the following pages is a sample module from our Instructor Guide. It provides the instructor
with a copy of the material and a Lesson Plans box. Each Instructor Guide and Training Manual
mirrors each other in terms of the content. They differ in that the Instructor Guide is
customized towards the trainer, and Training Manual is customized for the participant.
The key benefit for the trainer is the Lesson Plan box. It provides a standardized set of tools to
assist the instructor train that particular lesson. The Lesson Plan box gives an estimated time to
complete the lesson, any materials that are needed for the lesson, recommended activities, and
additional points to assist in delivering the lessons such as Stories to Share and Delivery Tips.
Sample Module: Women and the Workforce
American women have always been part of the paid workforce, since
the earliest days of our history. Since the 1940s, increasing numbers
of women have been entering the paid workforce, and today the
number of American women who are employed outside the home is
the greatest it’s ever been. Women are a key part of our economy
and our organizations, yet they lag behind men in assuming
leadership positions.
Women are leaders everywhere
you look, from a CEO to a
housewife who holds together a
home.
Denise Clarke
50% of the Population
Women make up half – 50% -- of the United States population. In the US, as in many
countries around the world, women are the primary homemakers and caregivers as well,
even when they have outside employment. Women are powerful consumers and make a
large share of the decisions about household expenditures, too. In spite of the fact that
they make up half the population, however, women are underrepresented in many of the
most vital areas of society, including government, finance, and business. While the number of women in
these areas has been growing steadily over the last decades, women still do not occupy positions of
power at a level that reflects their numbers.
Estimated Time 8 minutes
Topic Objective Introduce the concept of women’s underrepresentation
Topic Summary Where Are the Women?
Discuss the concept of women’s underrepresentation
Materials Required Flipboard/chart and markers
Planning Checklist None
Recommended Activity
As a group, discuss high profile women in visible positions. Brainstorm idea
about what might account for underrepresentation. Write these on the
board
Stories to Share Share any personal or relevant stories.
Delivery Tips Invite individual participants to share their nightly routines.
Review Questions Why do women lag behind in leadership when they are half the population?
60% of College Degree Earners
Women earn college degrees at a higher rate than do men. As of 2013, 60% of all
bachelor’s degrees in the United States are earned by women. Women enter college
at higher rates than do men, and are less likely to drop out than are men, too. Studies
show that girls, and later women, tend to earn higher grades than do their male
peers, and also seem to understand better the impact not earning a degree may have
on their later earnings. Recent studies show, however, that women with college degrees earn less and
are promoted less often than their male counterparts who do not hold degrees. Those same studies also
indicate that women may take on more college debt than their male peers, yet earn less upon
graduation and may struggle to pay those loans back. If women are earning degrees at a higher rate
than any time in American history, it is imperative that we ask why this does not translate into more
women in leadership positions in business, finance, and government.
Estimated Time 8 minutes
Topic Objective Introduce the concept of the education gap.
Topic Summary The Education Gap
Discuss the concept of the education gap.
Materials Required 01 - The Education Gap
Planning Checklist None
Recommended Activity Complete the worksheet individually. Share answers with the class if desired.
Stories to Share Share any personal or relevant stories.
Delivery Tips Encourage everyone to participate.
Review Questions What might account for the education gap between men and women?
47% of the US Workforce
One explanation that has been put forth for why women are underrepresented in
leadership positions is that there simply aren’t enough women in the workforce to
fill those positions. However, 47% of workers in the United States are women. And
while women, especially women of color, do tend to be concentrated in low-wage
or part-time labor, women outnumber men in the professional fields as well. With
such representation in the workforce, it would seem to make sense that women should also occupy a
similar proportion of leadership positions. However, this is not the case. Even in fields where women
make up the majority of the workforce, the majority of leadership positions tend to be held by men.
Estimated Time 8 minutes
Topic Objective Explore some barriers women might face to leadership
Topic Summary Where Are The Women, Part 2
Explore reasons why women might not be in leadership positions
Materials Required Flipboard/chart and markers
Planning Checklist None
Recommended Activity
Have the class reflect on the messages they have received about women and
work. What ideas might account for women’s underrepresentation? List
these on the board.
Stories to Share Share any personal relevant stories.
Delivery Tips Encourage everyone to participate.
Review Questions What are some barriers women might face to career advancement?
52% of Professional Jobs
Women have entered the professions at higher and higher rates over the last three
decades in the United States. Women now hold more than half – 52% -- of all
professional jobs. They earn professional degrees at about the same rate. While
women are also overrepresented compared to men in low-wage, part-time, and service
work, clearly women are represented in great numbers in the professional fields.
Studies show, however, that women in the professional fields tend to be concentrated in lower level and
administrative positions, rather than leadership or managerial positions. Even in professional fields
where women far outnumber men, the leadership positions tend to be held by men.
Estimated Time 8 minutes
Topic Objective Introduce the concept of women being concentrated in lower level positions
Topic Summary Women in the Professions
Consider ways in which women may be kept out of professional leadership.
Materials Required Flipchart/board and marker
Planning Checklist None
Recommended Activity Have the class discuss potential barriers to women achieving leadership in
the professions. List these on the board.
Stories to Share Share any personal, relevant stories.
Delivery Tips Encourage everyone to participate.
Review Questions What might account for women’s underrepresentation in professional
leadership?
Case Study
Richard and Sarah were tasked with creating a program to increase women’s
leadership within their organization. “I just don’t think there are that many women
in our industry,” Richard said at their first meeting. “I think I’ve met one
administrator who was a woman. I just don’t think women are that interested in
what we do.” Sarah provided him with a report of all the employees in the
organization. To his surprise, over half the employees were women. But when he took a closer look, he
noticed something else. While there were many women in the organization, they almost all occupied
secretarial and administrative positions, with many of them in Human Resources. There were no female
engineers and only a handful of managers. None of the Board was female. He and Sarah decided to look
into this further, and found it to be a larger trend across many businesses.
Estimated Time 5 minutes
Topic Objective Outline the Women and the Workforce case study.
Topic Summary Case study
Discuss the trends regarding women in the workforce.
Materials Required None
Planning Checklist None
Recommended Activity Discuss the outcome of the case study.
Stories to Share Share any personal, relevant stories.
Delivery Tips Encourage everyone to participate.
Review Questions What did Richard and Sarah find regarding women in their organization?
Sample Module: Review Questions
1. Women make up which percentage of the US population?
a) 60%
b) 45%
c) 47%
d) 50%
Women make up half – 50% -- of the US population. However they are not represented in
leadership positions at this rate.
2. Which is true of women?
a) They make many household expenditure decisions
b) All of these
c) They make up about half the workforce
d) They are the primary caregivers
Women make up about half the workforce, but are still the primary homemakers and
caregivers. They are a powerful market share and make many household expenditure decisions.
3. Women make up what percentage of the US workforce?
a) 47%
b) 50%
c) 10%
d) 30%
Women make up about 47% of the US workforce. They tend to be overrepresented in service
labor and low wage labor, but also make up about half of all professionals.
4. Which is true of women in the US workforce?
a) They tend to be overrepresented in service labor
b) They tend to be overrepresented in part time labor
c) All of these
d) They are participating in the workforce at the highest level in history
Women are participating in the paid workforce at the highest level in history. However, they still
tend to be overrepresented in service and part time labor.
5. What percentage of college degrees are earned by women?
a) 50%
b) 60%
c) 70%
d) 30%
60% of all college degrees are now earned by women. Women tend to enter college at higher
rates than do men and are less likely to drop out.
6. Which of the following is true of women and college education?
a) Women enter college at higher rates than do men
b) Women appear to be more willing to take on debt to stay in school
c) Women drop out at lower rates than do men
d) All of the above
Women enter college at higher rates than do men, and appear more willing to take on debt to
stay in school. They also drop out at lower rates than do men.
7. What percentage of professional jobs are held by women?
a) 52%
b) 47%
c) 60%
d) 25%
Women hold about 52% of all professional jobs. Studies show they tend to be concentrated in
lower level administrative positions rather than managerial or leadership positions.
8. Which of the following is true of women in the professional fields?
a) Women earn more professional degrees than do men
b) Women make up about half of the professional labor force
c) Women tend to be concentrated in administrative positions
d) All of these
Women make up about half the professional workforce, and they earn about half of all
professional degrees. They tend to be concentrated in administrative and other lower level
positions.
9. What were Sarah and Richard trying to discover?
a) How to increase women’s leadership in their organization
b) How to prevent sexual harassment
c) Why women were not attracted to their industry
d) None of these
Sarah and Richard were tasked with finding ways to increase women’s leadership in their
organization.
10. What surprised Richard?
a) How few women worked for their organization
b) How many women leaders there actually were
c) How many women worked for their organization
d) None of these
Richard was surprised to find out how many women worked for their organization. Closer
investigation revealed that they were seldom put in leadership positions.
Activities
During the facilitation of a lesson Worksheet or Handout may be utilized to help present the
material. If a lesson calls for a Worksheet or Handout it will be listed in the Lesson Plan box
under Materials Required. The trainer can then utilize the Activities folder for the
corresponding material and then provide it to the participants. They are all on separate Word
documents, and are easily edited and customized.
Below you will see the Worksheets or Handouts that are utilized during the training of the
above lesson. They are located in the Activities folder and can be easily printed and edited for
the participants.
Sample Worksheet: The Education Gap
In this space, reflect on the education gap. Why do you think this gap exists between men and women?
What factors should we consider when seeking to address it, and the leadership gap that exists after
graduation?
_____________________________________________________________________________________
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_____________________________________________________________________________________
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_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
Quick Reference Sheet
Below is an example of our Quick reference Sheets. They are used to provide the participants
with a quick way to reference the material after the course has been completed. They can be
customized by the trainer to provide the material deemed the most important. They are a way
the participants can look back and reference the material at a later date.
They are also very useful as a take-away from the workshop when branded. When a participant
leaves with a Quick Reference Sheet it provides a great way to promote future business.
Women Value Accountability
One of the most intriguing findings to come out of
studies of women’s leadership is that women tend
to value accountability more highly than their male
peers appear to. Organizations with women in
leadership positions tend to have cultures of
personal and group accountability, and in general
to foster honesty and transparency. Women’s
focus on interpersonal relationships seems to
foster this sense of accountability. When people
are invested in each other, they are more likely to
want to hold themselves and others to high
standards. A culture of accountability is one in
which people take responsibility for their mistakes,
are acknowledged for their efforts and successes,
and do not seek to undermine others. The greater
collaboration that is found when women are
leaders further fosters this sense of accountability,
as people who work together are invested in each
other’s success. A culture of accountability also
fosters respect for others, which may lead to fewer
interpersonal problems (up to and including
harassment), as well as honesty, which can lead to
fewer incidences of theft of other such issues.
Encourage the Learning of Leadership Skills
Leadership is not a fixed quality of a person, but a set of skills that
can be learned. Encourage women to learn leadership skills
throughout their careers. This can be done through formal
training and workshops, whether they are about leadership skills
generally or geared toward women specifically. Women also
learn leadership by leading. Give your women employees chances
to practice leadership skills by letting them take on leadership
roles – low stakes roles at first (such as leading meetings), with
steady growth into more responsibility. If there are external
workshops or courses on leadership skills that would be valuable,
encourage women to take them. The organization should
subsidize this if possible. When working one on one with women
employees, encourage them to read widely about leadership and
to take on leadership roles in professional organizations and
other settings where they can practice leadership skills.
Networking Builds Confidence
No matter their gender, leaders need confidence. Studies show that a strong network helps to build confidence.
Because networking gives people a chance to build and use skills, as well as build relationships, it builds self-confidence
and self-esteem. Because women may sometimes lack the confidence needed for leadership – or be perceived to lack
the confidence needed – due to ideas about gender and entrenched barriers to women’s leadership, developing
confidence is vital. Investing in women’s networking is an investment in not only the individual confidence of women
employees, but in women’s leadership more broadly in your organization.
www.corporatetrainingmaterials.com © Corporate Training Materials
Women in Leadership
Certificate of Completion
Every course comes with a Certificate of Completion where the participants can be recognized
for completing the course. It provides a record of their attendance and to be recognized for
their participation in the workshop.
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PowerPoint Sample
Below you will find the PowerPoint sample. The slides are based on and created from the
Training Manual. PowerPoint slides are a great tool to use during the facilitation of the
material; they help to focus on the important points of information presented during the
training.
TABLE OF CONTENTS
Preface ..............................................................................................................................................6
What is Courseware? ............................................................................................................................... 6
How Do I Customize My Course? .............................................................................................................. 6
Materials Required ................................................................................................................................... 8
Maximizing Your Training Power .............................................................................................................. 8
Module One: Getting Started ........................................................................................................... 10
Housekeeping Items................................................................................................................................ 10
The Parking Lot ....................................................................................................................................... 11
Workshop Objectives .............................................................................................................................. 11
Module Two: Women and the Workforce ......................................................................................... 12
Women Make Up 50% of the population ............................................................................................... 12
60% of College Degree Earners are Women ........................................................................................... 13
Women Make Up 47% of the US Workforce........................................................................................... 13
Women Hold 52% of Professional Jobs ................................................................................................... 14
Case Study ............................................................................................................................................... 15
Module Two: Review Questions .............................................................................................................. 16
Module Three: The Leadership Gap ................................................................................................. 19
Women are Underrepresented in Leadership ......................................................................................... 19
Women in Executive Positions ................................................................................................................ 20
Women in Finance, Health Care, and Law .............................................................................................. 20
Historical Trends ..................................................................................................................................... 21
Case Study ............................................................................................................................................... 23
Module Three: Review Questions ........................................................................................................... 24
Module Four: Barriers to Women’s Leadership ................................................................................. 27
Gender Differences are Overemphasized ............................................................................................... 27
Gender Differences are Undervalued ..................................................................................................... 28
Women Lack Professional Networks ...................................................................................................... 28
Work and Family Conflict ........................................................................................................................ 29
Case Study ............................................................................................................................................... 30
Module Four: Review Questions ............................................................................................................. 32
Module Five: Traits of Women’s Management .................................................................................. 35
Women Lead By Uniting Diverse Groups ................................................................................................ 35
Women Value Work-Life Balance ........................................................................................................... 36
Women Value Interpersonal Relationships ............................................................................................ 37
Women Value Accountability ................................................................................................................. 37
Case Study ............................................................................................................................................... 38
Module Five: Review Questions .............................................................................................................. 40
Module Six: Benefits of Women’s Leadership ................................................................................... 43
Greater Collaboration ............................................................................................................................. 43
Culture of Work-Life Balance .................................................................................................................. 44
Culture of Accountability ........................................................................................................................ 45
Assists in Recruiting Millennials .............................................................................................................. 45
Case Study ............................................................................................................................................... 46
Module Six: Review Questions ................................................................................................................ 48
Module Seven: Nurture Women’s Leadership ................................................................................... 51
Actively Recruit Women .......................................................................................................................... 51
Create and Encourage Networking Opportunities ................................................................................. 52
Fair Women with Mentors in Leadership ............................................................................................... 52
Create and Encourage Training Opportunities ....................................................................................... 53
Case Study ............................................................................................................................................... 54
Module Seven: Review Questions ........................................................................................................... 56
Module Eight: Actively Recruit Women ............................................................................................. 59
Discover Your Barriers to Hiring .............................................................................................................. 59
Discover Your Barriers to Retention ........................................................................................................ 60
Recruit via Women’s Organizations ....................................................................................................... 61
Create and Promote a Woman-Friendly Culture .................................................................................... 61
Case Study ............................................................................................................................................... 62
Module Eight: Review Questions ............................................................................................................ 64
Module Nine: Create and Encourage Women’s Networking Opportunities ........................................ 67
Create a Women’s Networking Group .................................................................................................... 67
Encourage Women to Join Organizations .............................................................................................. 68
Networking Builds Confidence ................................................................................................................ 68
Networking and Recruiting ..................................................................................................................... 69
Case Study ............................................................................................................................................... 70
Module Nine: Review Questions ............................................................................................................. 72
Module Ten: Pair Women with Mentors ........................................................................................... 75
Benefits of Mentoring ............................................................................................................................. 75
Think Creatively ...................................................................................................................................... 76
Incorporate Mentoring at Every Stage ................................................................................................... 77
Encourage Women to Mentor ................................................................................................................ 77
Case Study ............................................................................................................................................... 78
Module Ten: Review Questions .............................................................................................................. 80
Module Eleven: Create and Encourage Educational Opportunities ..................................................... 83
Encourage the Learning of Leadership Skills .......................................................................................... 83
Internal Programs and Trainings ............................................................................................................ 84
Outside Training and Workshops ........................................................................................................... 85
Encourage Training at Every Stage of the Career ................................................................................... 85
Case Study ............................................................................................................................................... 86
Module Eleven: Review Questions .......................................................................................................... 88
Module Twelve: Wrapping Up .......................................................................................................... 91
Words from the Wise .............................................................................................................................. 91
Review of Parking Lot ............................................................................................................................. 91
Lessons Learned ...................................................................................................................................... 92
Completion of Action Plans and Evaluations .......................................................................................... 92