If organizations are serious about retaining and growing their female talent, it’s about more than offering flexible work solutions. Clearbird Coaching will discuss whether the traditional linear career model is the only way for females to progress and whether companies are ready for the culture shift around leadership traits and capabilities. In this webinar, you’ll learn what’s really happening for women in the mid-career phase and what organizations can do to help their female talent to continue to navigate their career forward.

1. Feeding the Female
Leadership Pipeline
Dearbhalla Baviera
Managing Director and Founder
Clearbird Coaching & Consulting

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Housekeeping

3. Dearbhalla Baviera
MD and Founder of Clearbird
Executive Coach, Speaker and Consultant works with
global organisations on Gender Diversity to feed the
female leadership pipeline.

4. The Female Leadership Challenge
©2015QUALTRICSLLC.
“Only 14.2% of the top five
leadership positions at the
companies in the S&P 500
are held by women”
“Out of Top 500 companies,
there are only 24 female
CEOs.”
“The gender ratio among
2013’s college graduates
was 57:43, women to men.
That’s four women for every
three men.”

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©2015QUALTRICSLLC.
Feeding the female leadership pipeline
How are you retaining,
engaging and growing
your female talent?

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Is a linear career trajectory the only way?
©2015QUALTRICSLLC.
Mid 20s
Mid 30s Mid 40s
Getting real about alternative female career phases
AMBITION
INVESTING
1 - Idealistic
Achievement Phase
Work hard
Accelerated learning
Productivity
Results focused
Get the job done
Adding the stretch
Limited responsibilities
Established expertise
Have woven networks
Confidence increases
Increased knowledge of self
Past exhausting part of parenthood
Ready to re-invest professionally
3 - Re-Invention
Contribution Phase
SELF –AFFIRMATION
GEARING UP FOR LEADERSHIP

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©2015QUALTRICSLLC.
AMBITION
INVESTING
CULTURE SHOCK
FOCUS/BALANCING
SELF –AFFIRMATION
GEARING UP FOR LEADERSHIP
1 - Idealistic
Achievement Phase
2 - Endurance
Pragmatic Phase
3 - Re-Invention
Contribution Phase
Mid 20s Mid 30s Mid 40s
Work hard
Accelerated learning
Productivity
Results focused
Get the job done
Adding the stretch
Limited responsibilities
Still trying to do all of the
achievement phase
but
Context, demands, priorities, change
Now it’s about:-
negotiating, building networks,
influencing, self-promotion,
who you know, who knows you
How you engage
Established expertise
Have woven networks
Confidence increases
Increased knowledge of self
Past exhausting part of parenthood
Ready to re-invest professionally
!
Let’s look at what’s happening in the mid career phase

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©2015QUALTRICSLLC.
CULTURE SHOCK
FOCUS/BALANCING
2 - Endurance
Pragmatic Phase
Mid 30s – Mid 40s
!
Personal
Shift in priorities
All things to all people
Juggling
Guilt
Survival / Getting through
Limited time to think
Confidence impact
Questioning ‘Is it worth it?’
Professional
Reconciling early phase and
now
Busy –head down
Still achievement driven
No time for office politics
Doing ~ Managing ~ Leading
Conflicting demands/priorities
Support is critical
All or nothing
Adapting to this new phase
Still trying to do all of the achievement phase
(that doesn’t work so well now)
Context, demands, priorities, change
Now it’s about:-
negotiating, building networks, influencing,
self-promotion, who you know, who knows
you

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Are existing interventions effective?
©2015QUALTRICSLLC.
Diversity Programmes which may include:-
Mentoring and Coaching
Woman in Leadership Programmes
Women’s Forums/Mastermind Groups
Flexible Working Arrangements
Executive Speakers
Board Level buy-in and support
Unconscious bias – beyond awareness
Male lead Sponsorship
Culture shift from the top
Variety of role models
Top down behaviours and messages are key:-

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Asking the tough questions…
©2015QUALTRICSLLC.
Can someone progress to
leadership roles on a four day
week?
Is that acceptable?
Who are our role models? Who is paving
the way? How have they succeeded?
Are we open to alternative role models?
If someone chooses flexible work
arrangements, is that career
limiting?
Is there a glass ceiling
– or is it a sticky floor?
What expectation do I
have of my manager to
drive my career? And
me?
How am I actively
managing this phase of
my career? Am I in a
Zombie phase?
Up or out? Is the traditional linear
career model the only way?
What does this mean for the
business?
Is ‘success’ and ‘leadership’
correlated to ‘hours put in’?
How can I continue to
develop as a future leader?

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You want to Retain and Grow Your Female Talent?
©2015QUALTRICSLLC.
It is worth it! Variety of successful role
models ahead.
Career-based coaching
conversations.
Flexible arrangements doesn’t mean
the end to career advancement.Re-energised to own this
phase.
Male managers also coached in
conversations
Understand the shift towards
leadership development
Are you open to the culture shift?

12. THANK YOU!