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Action Research Results for "Leadership for Women" Progrram

Action Research Results for "Leadership for Women" Progrram

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Deloitte lfw linked in ppt Presentation Transcript

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