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Evaluation Report Leadership for Women™ Program
Why Research in Women’s Leadership? <ul><li>When women hold senior positions in business, there is a  direct correlation t...
<ul><li>Leadership has a  “male gender orientation”  among most cultures. (Meyer, 2006) </li></ul><ul><li>What is effectiv...
Obstacles to Women’s Leadership <ul><li>Gender Stereotypes </li></ul><ul><li>Workplace culture </li></ul><ul><li>Workplace...
1. Gender Stereotypes Expectations arising from gender stereotypes result in “ devaluation of their (women’s) performance,...
<ul><li>“ I don’t have a traditionally female way of speaking...I’m quite assertive. If I didn’t speak the way I do, I wou...
<ul><li>Women still battling credibility in non-traditional roles (Perrone, 2009) </li></ul><ul><li>Women often left stand...
<ul><li>There is a  knowing-doing  gap: </li></ul><ul><li>Successful  policy implementation hampered : </li></ul><ul><ul><...
<ul><li>73% of employed women had children less than age 16  (2006 Canadian Census) </li></ul><ul><li>Bulk of child-rearin...
<ul><li>Goal Setting </li></ul><ul><li>There are over 700,000 internet links to “women leaders and goal setting”. </li></u...
<ul><li>Goal Setting and Personal Perception of Self </li></ul><ul><li>Confidence </li></ul><ul><li>Relational Skills </li...
<ul><li>Ability to maintain a  clear focus </li></ul><ul><li>Implementation of  goal setting  as daily habit </li></ul><ul...
<ul><li>More than half the participants reported that the program  impacted confidence levels  to lead themselves and othe...
<ul><li>Developed new  strategies  for communication </li></ul><ul><li>More  accurately assessed  personal skills </li></u...
<ul><li>High levels of  motivation & energy  in achieving goals (accountability) </li></ul><ul><li>Positive impacts in ter...
<ul><li>Writing Goals and Tracking Progress  – critical to realizing success </li></ul><ul><li>Action Plan  – again, “key ...
<ul><li>Time to  self-reflect   critical </li></ul><ul><li>Write  goals down </li></ul><ul><li>Self-Belief, persistence, p...
<ul><li>Working with women, hearing their perspectives, voicing opinions, learning from them, and seeing their growth very...
<ul><li>Being accountable (mentors, program facilitator, and one another) encouraged participants to  do their homework an...
<ul><li>Offer the program more frequently and use former participants to promote it; they will be your best advocates. </l...
<ul><li>Ensure mentors are able to meet once per month </li></ul><ul><li>Use technology (delivery & daily planning) </li><...
For more information: Contact: Kathy Watt [email_address]
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Deloitte lfw linked in ppt

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Action Research Results for "Leadership for Women" Progrram

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  1. 1. Evaluation Report Leadership for Women™ Program
  2. 2. Why Research in Women’s Leadership? <ul><li>When women hold senior positions in business, there is a direct correlation to higher returns, enhanced attraction & retention (Ernst & Young, 2010) </li></ul><ul><li>Women = 50% of workforce in Canada, make up less than 33% of managerial roles , most at lower levels (Vinnicombe & Singh, 2003) </li></ul><ul><li>Of the 4061 board member in 500 companies in Canada, 13% are female (Catalyst, 2007) </li></ul>
  3. 3. <ul><li>Leadership has a “male gender orientation” among most cultures. (Meyer, 2006) </li></ul><ul><li>What is effective for men, may not be most effective for women’s leadership development (Yoder, 2001) </li></ul>Why the Research in Women’s Leadership?
  4. 4. Obstacles to Women’s Leadership <ul><li>Gender Stereotypes </li></ul><ul><li>Workplace culture </li></ul><ul><li>Workplace policies </li></ul>Erkut, 2001
  5. 5. 1. Gender Stereotypes Expectations arising from gender stereotypes result in “ devaluation of their (women’s) performance, denial of credit to them for their success, or the penalization for being competent” Heilman, 2001
  6. 6. <ul><li>“ I don’t have a traditionally female way of speaking...I’m quite assertive. If I didn’t speak the way I do, I wouldn’t have been seen as a leader. But my way of speaking may have grated on people who were not used to hearing it from a woman. It was the right way for a leader to speak, but it wasn’t the right way for a woman to speak. (Nov. 30, 2007). </li></ul>1. Gender Stereotypes
  7. 7. <ul><li>Women still battling credibility in non-traditional roles (Perrone, 2009) </li></ul><ul><li>Women often left standing on “glass cliff” (Ryan & Haslam, 2005) – results in precarious leadership role & expectations </li></ul>2. Workplace Culture
  8. 8. <ul><li>There is a knowing-doing gap: </li></ul><ul><li>Successful policy implementation hampered : </li></ul><ul><ul><li>More words than deeds; lack of company “ buy-in” , </li></ul></ul><ul><ul><li>Questions by others of perceived fairness of policy </li></ul></ul><ul><ul><li>lack of wide-spread understanding as to “why” such policy promoting advancement of women is critical to organizational success </li></ul></ul><ul><li>Kottle & Agars, 2001 </li></ul>3. Workplace Policies
  9. 9. <ul><li>73% of employed women had children less than age 16 (2006 Canadian Census) </li></ul><ul><li>Bulk of child-rearing, domestic duties still carried out by women (Eagly & Carly, 2007) </li></ul><ul><li>Women spend an additional 2 hours per day on non-paid activities; men spend an additional 2 hours per day on paid work activities (Lindsay, 2008) </li></ul>Family Obstacles
  10. 10. <ul><li>Goal Setting </li></ul><ul><li>There are over 700,000 internet links to “women leaders and goal setting”. </li></ul><ul><li>These same words typed into academic search engines produce a drastically reduced result. </li></ul><ul><li>The Deloitte Research sought to make a meaningful contribution in this regard. </li></ul>Women’s Leadership Development & Goal Setting
  11. 11. <ul><li>Goal Setting and Personal Perception of Self </li></ul><ul><li>Confidence </li></ul><ul><li>Relational Skills </li></ul><ul><li>Leadership Actions </li></ul>Results of the Leadership for Women™ Program Development of Leadership Competencies:
  12. 12. <ul><li>Ability to maintain a clear focus </li></ul><ul><li>Implementation of goal setting as daily habit </li></ul><ul><li>Increase in self-reflection with respect to personal & professional goals (critical to resilient leadership) </li></ul>Results of the Leadership for Women™ Program Development of Leadership Competencies: Goal Setting & Personal Perception of Self
  13. 13. <ul><li>More than half the participants reported that the program impacted confidence levels to lead themselves and others </li></ul>Results of the Leadership for Women™ Program Development of Leadership Competencies: Confidence:
  14. 14. <ul><li>Developed new strategies for communication </li></ul><ul><li>More accurately assessed personal skills </li></ul><ul><li>Developed courage to move out of comfort zones </li></ul><ul><li>Built trust in abilities of others – better delegation </li></ul>Results of the Leadership for Women™ Program Development of Leadership Competencies: Relational Skills* * All of these skills are emotional intelligence competencies
  15. 15. <ul><li>High levels of motivation & energy in achieving goals (accountability) </li></ul><ul><li>Positive impacts in terms of empowering , motivating and coaching others </li></ul><ul><li>Realized changes in attitudes and actions with respect to work/life balance; ability to set personal and professional priorities. </li></ul>Results of the Leadership for Women™ Program Development of Leadership Competencies: Leadership Actions
  16. 16. <ul><li>Writing Goals and Tracking Progress – critical to realizing success </li></ul><ul><li>Action Plan – again, “key to success” </li></ul><ul><li>Support from others – powerful impact </li></ul><ul><li>Assigning Meaning – those who assigned high levels of importance to goals were most successful in realizing </li></ul><ul><li>Challenges – all participants able to identify and build strategies to overcome personal and organizational barriers. </li></ul>Results of the Leadership for Women™ Program Goal Setting Practices – the Keys to Success
  17. 17. <ul><li>Time to self-reflect critical </li></ul><ul><li>Write goals down </li></ul><ul><li>Self-Belief, persistence, patience required </li></ul><ul><li>Tracking and measuring success imperative </li></ul>Results of the Leadership for Women™ Program Lessons Learned Through the Goal Setting Process
  18. 18. <ul><li>Working with women, hearing their perspectives, voicing opinions, learning from them, and seeing their growth very empowering </li></ul><ul><li>Working with women in a group resulted in the formation of strong, authentic relationships </li></ul><ul><li>Getting to know yourself and engaging in self-reflection led to heightened self awareness </li></ul>Results of the Leadership for Women™ Program RECOMMENDATIONS: Program Successes:
  19. 19. <ul><li>Being accountable (mentors, program facilitator, and one another) encouraged participants to do their homework and get results! </li></ul><ul><li>Taking time to focus on goal setting practices in personal and professional settings was life changing. </li></ul>Results of the Leadership for Women™ Program RECOMMENDATIONS: Program Successes:
  20. 20. <ul><li>Offer the program more frequently and use former participants to promote it; they will be your best advocates. </li></ul><ul><li>Make the program a little more affordable </li></ul><ul><li>Offer the program in different locations so as to be more accessible to more women </li></ul>Results of the Leadership for Women™ Program Recommendations for the Future:
  21. 21. <ul><li>Ensure mentors are able to meet once per month </li></ul><ul><li>Use technology (delivery & daily planning) </li></ul><ul><li>Enhance introduction to create clarity for participants </li></ul><ul><li>Offer this program in high school </li></ul>Results of the Leadership for Women™ Program Recommendations for the Future:
  22. 22. For more information: Contact: Kathy Watt [email_address]
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