It’s no secret that women have historically faced greater barriers than men when it comes to fully participating in the economy. Across geographies and income levels, disparities between men and women persist in the form of pay gaps, uneven opportunities for advancement, and unbalanced representation in important decision-making.
In all our institutions, we are still experiencing a tremendous leadership gap. We will talk about the remaining barriers and unconscious biases towards female leadership and the different existing initiatives to overcome it.
Diversity is not a nice to have - it's a must have. Here's what everyone needs to know about the gender gap in leadership and why companies with diverse talent are more innovative, more profitable and have better brands – for both employees AND consumers.
The Double Bind Dilemma For Women In Leadership Damned If You Do, Doomed If Y...Vered Neta
As a woman in business, I know the difficult tight rope that we walk every day between being too nice and too pushy.
Catalyst did a fascinating study called “The Double-Bind Dilemma for Women in Leadership: Damned if You Do, Doomed if You Don’t “.
It highlights some of the difficulties that women have in the workplace getting taken seriously. If we come across too strong or too “pushy”, then we’re labeled as “witchy”. If we act too nice, then people think we don’t have what it takes to make tough decisions. It’s very difficult to get it just right. And that puts even more pressure on women at work.
Moving the Needle on Gender Diversity in Tech. Sasha Robinson
Diverse workplaces generate creative friction to deliver exemplary products, foster an environment of inclusivity, and principally, prevent the workplace from remaining a boys club that acts to silence the voices of “out groups” through unconscious bias, stereotype threat, gendered and racialized discrimination, and general isolation via the myth of “culture fit.”
It’s no secret that women have historically faced greater barriers than men when it comes to fully participating in the economy. Across geographies and income levels, disparities between men and women persist in the form of pay gaps, uneven opportunities for advancement, and unbalanced representation in important decision-making.
In all our institutions, we are still experiencing a tremendous leadership gap. We will talk about the remaining barriers and unconscious biases towards female leadership and the different existing initiatives to overcome it.
Diversity is not a nice to have - it's a must have. Here's what everyone needs to know about the gender gap in leadership and why companies with diverse talent are more innovative, more profitable and have better brands – for both employees AND consumers.
The Double Bind Dilemma For Women In Leadership Damned If You Do, Doomed If Y...Vered Neta
As a woman in business, I know the difficult tight rope that we walk every day between being too nice and too pushy.
Catalyst did a fascinating study called “The Double-Bind Dilemma for Women in Leadership: Damned if You Do, Doomed if You Don’t “.
It highlights some of the difficulties that women have in the workplace getting taken seriously. If we come across too strong or too “pushy”, then we’re labeled as “witchy”. If we act too nice, then people think we don’t have what it takes to make tough decisions. It’s very difficult to get it just right. And that puts even more pressure on women at work.
Moving the Needle on Gender Diversity in Tech. Sasha Robinson
Diverse workplaces generate creative friction to deliver exemplary products, foster an environment of inclusivity, and principally, prevent the workplace from remaining a boys club that acts to silence the voices of “out groups” through unconscious bias, stereotype threat, gendered and racialized discrimination, and general isolation via the myth of “culture fit.”
Relationship Between Gender and Leadership – Female Leaders in the new centuryTran Nguyen
The success of the company depends significantly on leaders and their leadership in the organization. For the last 80 years, many studies about leadership had created a complex web of standards and theories along with a plethora of related skill sets, traits, and dispositions (O’ Connell, 2014). According to Rost and Barker (2000): “Leadership is an influence relationship among leaders and followers who intend real changes that reflect their mutual purposes”.
Nevertheless, the concept of leadership has changed in this 21st century and leaders are expected to be more flexible when applying their skills and knowledge to work with each individual, team and situation (Osborn, Hunt, and Jauch, 2002; Porter and McLaughlin, 2006). Besides that, the relationship between gender and leadership is always a question without proper answers (Powell, 2011). Many studies were implemented to explain how the gender affects leadership styles and how female leaders or male leaders can use their knowledge to develop their leadership skills.
This paper will provide general and in-depth information about the influence of gender to leadership. Therefore, leaders can find suitable ways to improve their leadership skills, especially female leaders. The first section will give readers some information about the development of leadership in the 21st century. The second section will contain evidences about the effect of gender on the behavior of the leader and explain how it happens. The third part will concentrate on female leaders and present some difficulties that they might face in this new century. The last part is the discussion and reflection of the author based on real-life situations.
A description of Rotman's Ally Program WiMen - a network of men who are committed to understanding and increasing diversity and gender inclusion in the Rotman community and in the workplace.
What really is "unconscious bias"? It impact our perception of the world and it influences the way we are being seen and interpreted by others. We are influenced by it every single day, with every decision we make. It is rife in the workplace too as our background, work experiences and cultural context, directly impact our decisions, often without us realizing it. In this presentation we explore what the unconscious bias is, how it impacts recruitment processes and what organisations can do to avoid it.
When you meet someone, what are some of your initial assumptions? Do these assumptions impact the way you interact with them? Our brains naturally place people into larger groups or categories. These assumptions are helpful to some, yet harmful to others. In business, subtle biases can become major roadblocks to fair and inclusive diversity practices. We gravitate toward certain types of people, or simply forget to acknowledge others. As women of color, these biases create challenges that may include racial and gender stereotypes that cause our contributions to be ignored or diminished. How do we become examples of fair and inclusive practices? How do we challenge our culture to move toward greater levels of awareness? Studies have shown that men become less bias toward women when they discuss needs and are forced to challenge assumptions. This seminar will challenge your personal biases and address ways to engage in conversations that test faulty thinking and increase cultural awareness.
At the end of this seminar, participants will be able to:
a. Define unconscious and subtle bias.
b. Identify personal biases and behaviors that support faulty cultural norms.
c. Explore specific ways that race and gender impact achievement.
d. Discuss communication strategies to encourage productive conversations.
e. Examine behaviors and cultural practices that create diversity challenges.
In this evening workshop (part of the monthly Cooper Parlor event series) participants took a deeper look how the definition of leadership is changing, their individual leadership styles, and the gender and leadership dynamics in their own organizations. They then brainstormed new practices to help cultivate female and more "feminine" style leaders in their organizations. Created and facilitated by Teresa Brazen, Design Education Strategist, and Susan Dybbs, Managing Director, Interaction Design, at Cooper (www.Cooper.com).
It's too confusing to define love, but some classic social psychology studies can help explain the feeling of attraction.
Download presentation: https://slideshop.com/PowerPoint-Attraction
More themed slides: http://slideshop.com/Themed-Slides
Come listen to diverse views and voices as college students, new professionals, and executives take a stand on important issues. Do you think you have heard all of the challenges for women? As we continue to think about racial and gender equality, equal pay, and leadership discrimination, there are new opportunities and obstacles emerging. How are perceptions of women changing? Why are there still so few women leaders in top positions? How can we leverage new opportunities and close gender gaps? Join us for a lively discussion about issues and advantages as we enter into a new and changing era for women.
Learning Objective- This workshop will help you understand the business impact of behavior, attitudes, perceptions, and beliefs.
Outcome-At the end of this workshop, participants will be able to:
a. Engage in a candid dialogue regarding the perceived challenges of managing/leading women and being managed/led by women
b. Discuss tools and techniques to find, build, and restore critical professional relationships
c. Explore issues of race, gender, and perceptions in pay and promotional opportunities
Did you know that our brains are naturally biased? Let's explore the functions of unconscious bias together and navigate their impact on our decision-making processes. We will examine our own background and identities so we can interact more authentically with colleagues, consumers, and the community at large.
Just when we start to see cracks in that glass ceiling, there is a new one being designed. Studies show that powerful and successful women are perceived are more likely to be hated, than her male counterparts. The position of power, worn by women, is perceived to be self-serving, getting ahead, and vicious. On the other hand, her male counterparts are seen as confident and focused. “Women are being judged more, even by other women,” said Valerie Young, Ed.D., author of The Secret Thoughts of Successful Women. She goes on to state that, “While male leaders are allowed to have complex personalities, powerful women are often summed up by hackneyed stereotypes that undermine them and their power.” What is our collective responsibility in addressing these stereotypes? How do women treat each other in powerful positions? What role do women play in changing these stereotypes? DO NOT miss this seminar!
Learning Objective: Increase cultural awareness and professional competence
Outcomes: At the end of this seminar, participants will be able to:
a. Examine image and communication strategies to overcome stereotypes
b. Identify ways to build more cohesive work relationships
c. Identify strategies to engage in difficult conversations about stereotypes
d. Explore situational leadership strategies that cut through barriers
www.geteverwise.com
Hosted by Everwise CEO, Mike Bergelson, and joined by special guest Lauren Leader-Chivee, Founder/CEO All In Together Campaign Inc.
Leadership and diversity are the key drivers for successful innovation in the workplace. Women now account for 57% of the national workforce, yet in the tech industry for example, only 23% of leadership positions are held by women.
Gender diversity and innovation are hot topics today, but what does it really mean for the success of a business? Lauren Leader-Chivee argues that regardless of the size, industry, or business every company needs women at the top.
In this webinar, we covered:
- The connection between diversity and innovation
- The quantitative benefits for organizations to have women in leadership
- Suggestions for organizations to start implementing change to create a more diverse leadership team
About LaurenLauren_Leader-Chivee:
Lauren Leader-Chivee is the founder and CEO of All In Together, a nonprofit campaign connect women to civic engagement, and an Executive Advisor to Deloitte Talent. Formerly the President of the Center for Talent Innovation and Hewlett Chivée Partners, she speaks around the world on issues of diversity, innovation and economic competitiveness. Lauren is also one of Fortune's "55 Most Influential Women on Twitter".
NOTE: You are free to share and adapt this deck for any purpose. We just ask you to attribute. For more information on how to properly attribute presentations under this license, please visit: wiki.creativecommons.org/Marking/Creators.
Relationship Between Gender and Leadership – Female Leaders in the new centuryTran Nguyen
The success of the company depends significantly on leaders and their leadership in the organization. For the last 80 years, many studies about leadership had created a complex web of standards and theories along with a plethora of related skill sets, traits, and dispositions (O’ Connell, 2014). According to Rost and Barker (2000): “Leadership is an influence relationship among leaders and followers who intend real changes that reflect their mutual purposes”.
Nevertheless, the concept of leadership has changed in this 21st century and leaders are expected to be more flexible when applying their skills and knowledge to work with each individual, team and situation (Osborn, Hunt, and Jauch, 2002; Porter and McLaughlin, 2006). Besides that, the relationship between gender and leadership is always a question without proper answers (Powell, 2011). Many studies were implemented to explain how the gender affects leadership styles and how female leaders or male leaders can use their knowledge to develop their leadership skills.
This paper will provide general and in-depth information about the influence of gender to leadership. Therefore, leaders can find suitable ways to improve their leadership skills, especially female leaders. The first section will give readers some information about the development of leadership in the 21st century. The second section will contain evidences about the effect of gender on the behavior of the leader and explain how it happens. The third part will concentrate on female leaders and present some difficulties that they might face in this new century. The last part is the discussion and reflection of the author based on real-life situations.
A description of Rotman's Ally Program WiMen - a network of men who are committed to understanding and increasing diversity and gender inclusion in the Rotman community and in the workplace.
What really is "unconscious bias"? It impact our perception of the world and it influences the way we are being seen and interpreted by others. We are influenced by it every single day, with every decision we make. It is rife in the workplace too as our background, work experiences and cultural context, directly impact our decisions, often without us realizing it. In this presentation we explore what the unconscious bias is, how it impacts recruitment processes and what organisations can do to avoid it.
When you meet someone, what are some of your initial assumptions? Do these assumptions impact the way you interact with them? Our brains naturally place people into larger groups or categories. These assumptions are helpful to some, yet harmful to others. In business, subtle biases can become major roadblocks to fair and inclusive diversity practices. We gravitate toward certain types of people, or simply forget to acknowledge others. As women of color, these biases create challenges that may include racial and gender stereotypes that cause our contributions to be ignored or diminished. How do we become examples of fair and inclusive practices? How do we challenge our culture to move toward greater levels of awareness? Studies have shown that men become less bias toward women when they discuss needs and are forced to challenge assumptions. This seminar will challenge your personal biases and address ways to engage in conversations that test faulty thinking and increase cultural awareness.
At the end of this seminar, participants will be able to:
a. Define unconscious and subtle bias.
b. Identify personal biases and behaviors that support faulty cultural norms.
c. Explore specific ways that race and gender impact achievement.
d. Discuss communication strategies to encourage productive conversations.
e. Examine behaviors and cultural practices that create diversity challenges.
In this evening workshop (part of the monthly Cooper Parlor event series) participants took a deeper look how the definition of leadership is changing, their individual leadership styles, and the gender and leadership dynamics in their own organizations. They then brainstormed new practices to help cultivate female and more "feminine" style leaders in their organizations. Created and facilitated by Teresa Brazen, Design Education Strategist, and Susan Dybbs, Managing Director, Interaction Design, at Cooper (www.Cooper.com).
It's too confusing to define love, but some classic social psychology studies can help explain the feeling of attraction.
Download presentation: https://slideshop.com/PowerPoint-Attraction
More themed slides: http://slideshop.com/Themed-Slides
Come listen to diverse views and voices as college students, new professionals, and executives take a stand on important issues. Do you think you have heard all of the challenges for women? As we continue to think about racial and gender equality, equal pay, and leadership discrimination, there are new opportunities and obstacles emerging. How are perceptions of women changing? Why are there still so few women leaders in top positions? How can we leverage new opportunities and close gender gaps? Join us for a lively discussion about issues and advantages as we enter into a new and changing era for women.
Learning Objective- This workshop will help you understand the business impact of behavior, attitudes, perceptions, and beliefs.
Outcome-At the end of this workshop, participants will be able to:
a. Engage in a candid dialogue regarding the perceived challenges of managing/leading women and being managed/led by women
b. Discuss tools and techniques to find, build, and restore critical professional relationships
c. Explore issues of race, gender, and perceptions in pay and promotional opportunities
Did you know that our brains are naturally biased? Let's explore the functions of unconscious bias together and navigate their impact on our decision-making processes. We will examine our own background and identities so we can interact more authentically with colleagues, consumers, and the community at large.
Just when we start to see cracks in that glass ceiling, there is a new one being designed. Studies show that powerful and successful women are perceived are more likely to be hated, than her male counterparts. The position of power, worn by women, is perceived to be self-serving, getting ahead, and vicious. On the other hand, her male counterparts are seen as confident and focused. “Women are being judged more, even by other women,” said Valerie Young, Ed.D., author of The Secret Thoughts of Successful Women. She goes on to state that, “While male leaders are allowed to have complex personalities, powerful women are often summed up by hackneyed stereotypes that undermine them and their power.” What is our collective responsibility in addressing these stereotypes? How do women treat each other in powerful positions? What role do women play in changing these stereotypes? DO NOT miss this seminar!
Learning Objective: Increase cultural awareness and professional competence
Outcomes: At the end of this seminar, participants will be able to:
a. Examine image and communication strategies to overcome stereotypes
b. Identify ways to build more cohesive work relationships
c. Identify strategies to engage in difficult conversations about stereotypes
d. Explore situational leadership strategies that cut through barriers
www.geteverwise.com
Hosted by Everwise CEO, Mike Bergelson, and joined by special guest Lauren Leader-Chivee, Founder/CEO All In Together Campaign Inc.
Leadership and diversity are the key drivers for successful innovation in the workplace. Women now account for 57% of the national workforce, yet in the tech industry for example, only 23% of leadership positions are held by women.
Gender diversity and innovation are hot topics today, but what does it really mean for the success of a business? Lauren Leader-Chivee argues that regardless of the size, industry, or business every company needs women at the top.
In this webinar, we covered:
- The connection between diversity and innovation
- The quantitative benefits for organizations to have women in leadership
- Suggestions for organizations to start implementing change to create a more diverse leadership team
About LaurenLauren_Leader-Chivee:
Lauren Leader-Chivee is the founder and CEO of All In Together, a nonprofit campaign connect women to civic engagement, and an Executive Advisor to Deloitte Talent. Formerly the President of the Center for Talent Innovation and Hewlett Chivée Partners, she speaks around the world on issues of diversity, innovation and economic competitiveness. Lauren is also one of Fortune's "55 Most Influential Women on Twitter".
NOTE: You are free to share and adapt this deck for any purpose. We just ask you to attribute. For more information on how to properly attribute presentations under this license, please visit: wiki.creativecommons.org/Marking/Creators.
Respond to discusson questions belowRead your peers’ answers.Pr.docxkhanpaulita
Respond to discusson questions below:
Read your peers’ answers.
Provide substantive comments by
contributing new, relevant information from course readings, Web sites, or other sources;
building on the remarks or questions of others; or
sharing practical examples of key concepts from your professional or personal experiences
Respond to feedback on your posting and provide feedback to other students on their ideas.
Make sure your writing
is clear, concise, and organized;
demonstrates ethical scholarship in accurate representation and attribution of sources; and
displays accurate spelling, grammar, and punctuation.
Discussion Question #1
Identify three (3) possible dissertation research topics related to organizational leadership. Make sure your topics are current and relevant to the field.
1.
How does leadership style of principals affects teacher and student performance?
2.
Leadership traits and beliefs. How does personality types, spiritual beliefs and gender how it boosts or weakens their leadership
3.
Leadership Organizational innovativeness when it comes to non-profit organizations. How to keep volunteers inspired?
Discuss some of the leadership problems or opportunities that each of these three studies addresses.
Leadership issues that arise in schools are many across the board; from student bullying teachers, to academic failure and at risk youth alternative school retention. Principals leadership affect subordinate’s teachers and students alike.
As school leaders, principals can influence student achievement in several ways, such as hiring and firing of teachers, monitoring instruction and maintaining student discipline, among many others. When leadership influence is not positive but seen in a negative way what are the effects on subordinates?
Serving others comes from a form of servitude and passion for a cause. Robert Greenleaf states, “The servant-leader is servant first. It begins with the natural feeling that one wants to serve. Then conscious choice brings one to aspire to lead. The best test is: do those served grow as persons; do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants?” (Spears,2005).
Non-profit organizations volunteers can be tough to maintain. Leadership in non-profit organizations must continually inspire their workers with a passionate and charismatic approach. Some can be dedicated to the cause but not the organization, needing tangible evidence of the changes they are making in the lives of others. Volunteer do not depend on the organization for steady income. Innovative ideas to keep the passionate for the cause and offer other incentives are important. Non -Profit leaders face various hurdles. Financial hurdles, Operational effectiveness, competition of resources and grants to help fund the organization. Are servant leader the best leadership model for non-profit organizations? (Parris & Peachey, 2013).
Some religious doctrin ...
Human leadership is grounded in self-respect and unconditional love. It comprehends and honors all people’s equal right to equity, dignity and integrity. It recognizes all people for who they are, accepts their unique contribution, treats them with respect and recognizes their value. Even for the toughest of scenarios, it leads with rational compassion to serve everyone right.
Results and analysis from a survey I took of changemakers from May-July 2013. I wanted to better understand the biggest obstacles and sources of support for people trying to change their organizations, their communities, or the world for the better.
What are the primary barriers to womens leadership? 7 Best Points | CIO Women...CIOWomenMagazine
Here Are 7 Best Points What are the primary barriers to womens leadership?; These are the primary barriers to womens leadership. SOLUTIONS TO LEADERSHIP BARRIERS, Overcoming Structural Obstacles,
Equality is not a women's issue – it's a business issue. The race is on for the gender equal boardroom, a gender equal government, gender equal media coverage, gender equal workplaces, gender equal sports coverage, more gender equality in health and wealth, and more...
Gender equality is essential for HM Health Solutionsy to thrive. Here's how we're championing equality in the workplace.
How to engage men in inclusionary leadership programs within your Diversity and Inclusion initiatives. by Dale Thomas Vaughn, presented at the Women In Tech International Summit 2017, previous versions presented at SHMR Diversity and Inclusion 2016, and various corporations.
The report "Taking the Lead: Girls and Young Women on Changing the Face of Leadership" is the first of its kind that shines a light on girls’ and young women’s leadership aspirations, perceptions and real experiences across diverse societies and economies across the globe. It is jointly produced by Plan International with the Geena Davis Institute on Gender in Media.
Close to 10,000 girls and young women between the 15 and 24 years old were surveyed in 19 countries (Benin, Canada, Denmark, Dominican Republic, Finland, Honduras, India, Japan, Netherlands, Peru, Philippines, Senegal, Sierra Leone, South Sudan, Sweden, Vietnam, Uganda, USA and Zimbabwe).
You have a big incentive to invest in gender equality in your workplace. Not only is it the right thing to do, but organizations that leverage diversity also produce better results. Use these #LeanInTogether “Tips for Managers” to identify and fight back against gender bias in your workplace.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
12. Early leadership theories focused on
what qualities distinguished between
leaders and followers, while
subsequent theories looked at other
variables such as situational factors
and skill level.
15. TELL US YOUR STORY
ABOUT THE BEST OR MOST
INFLUENTIAL LEADER THAT
YOU KNOW………
16. Connect with audience
Listen
Empathy
Humor
Confidence
Respectful
Supportive
Eloquent – speaks with
clarity and precision. Good
nonverbal communications
When a leader communicates:
Friendly
Confident
Open-minded
Give and receive feedback
Pick the right medium – what is the
message you are trying to
communicate and which medium is
the best by which to deliver it.
17. SOCIAL MEDIA
Pick the right medium. What is the
message you are trying to communicate
and what medium is the best by which to
deliver it.
18. Women as leaders
are statistically
perceived to be
more effective.
Women scored 54.5 %
effective; men 51.8%.
After the age of 40 a
woman’s effectiveness
increases.
Why? Women consistently
practice self-development
and ask for feedback as
they become older
workers; men do not.
In 16 core competencies,
women score higher in 12.
Taking the initiative
scored very high.
Don’t assume that all
qualities have to do with
nurturing.
The largest positive
differences were in
integrity, honestly, and
driving for results.
In traditionally male
bastions of sales legal,
engineering, IT and RD,
women scored higher.
The higher up a woman
moves, she is perceived as
more effective.
A study suggests that
strategic leaders are more
likely to be women (10
percent of the female
respondents were
categorized this way,
versus 7 percent of the
men),
20. There are two types of gender bias: conscious, which is an outright bias
and unconscious, which is more hidden bias and difficult to identity.
Both men and women have unconscious biases, which are created and
influenced by gender stereotypes derived from society, culture, and
socialization.
It is important for both men and women to be educated on, and aware of,
societal norms and stereotypes, and how both conscious and
unconscious biases can affect the workplace.
Good leaders know to “take care and take charge,” but often women in
leadership positions who try to take charge are met with resistance and
pushback (that their male counterparts are not), which is one example of
how gender biases can impact women in the workforce.
Key Take Aways from Deborah Streeter on Gender Bias
21. DEVELOPING YOUR LEADERSHIP STYLE
Look for Role Models
You can find them at
work, at school, by joining
professional associations
or community groups.
Non work or school
related groups can help
you test leadership styles
outside of your normal
setting.
Solicit feedback from
classmates, colleagues,
professors, bosses.
Ask what behaviors
worked for them and what
did not.
Actively and frequently
showcase work in a
thoughtful way. Example:
Be enthusiastice about a
particular project. Then
suggest how your skills can
contribute.
Ask your superior to back
you up when others
second-guess you.
22. Who are your
favorite female
leaders and why?
What organizations on this
campus practice good
leadership and how?
23. What can you, as a leader, do
on this campus, in Pittsburgh,
and in the larger world to
have a greater impact?
FORWARD
25. SOURCES:
Slides 13 and 14 – Kendra Van Wagner;
http://unpan1.un.org/intradoc/groups/public/documents/APCITY/UNPAN030550.pdf
Slide 15 – Tom Siebold; http://www.workshopexercises.com/Leadership.htm
Slide 16 – Reference.com; Forbes.com; Inc.com; https://www.reference.com/world-view/common-qualities-
good-leaders-3d9c95a796281eec?qo=contentSimilarQuestions and Larry Cornett;
https://medium.com/seven-sense-agency/10-traits-that-enable-you-to-become-an-exceptional-leader-
1f3280d7585b?gclid=EAIaIQobChMI7s3P4MX_1gIViiaGCh35Cgn4EAAYBCAAEgL35_D_BwE
Slide 18 – Bob Sherwin, Business Insider, http://www.businessinsider.com/study-women-are-better-leaders-
2014-1
Slides 19 and 20 – Deborah Streeter, Cornell University,
https://dyson.cornell.edu/businessfeed/2017/08/11/noteworthy-deborah-streeter-discusses-women-
leadership/
Slide 21 – Wall Street Journal, http://guides.wsj.com/management/developing-a-leadership-style/how-can-
young-women-develop-a-leadership-style/
Special thanks to Shonali Burke, Danielle Heiny, Jennifer Todd, Cassie Pfaff and Joe Gardonis.
FOR A COPY OF THESE RESOURCES/SOURCES, EMAIL PNEWBAKER@GMAIL.COM
26. ADDITIONAL RESOURCES
Books, columns, articles
“Leadership on the Line” - Heifetz and Linksky
Womens Leadership – HuffPost
Ten Traits that enable you to become
An exceptional leader
Ten Principles of Strategic Leadership
Podcasts and radio
Brilliance in Leadership
Women Lead Radio
Charts
Women and Leadership - Pew Research Center
Social and Demographic Trends -
Training
Empowering Young Women to Lead Change
from the world YWCA.
Women Leading Change – Institute for
Women’s Leadership
Editor's Notes
Thanks to Robert Morris and all of you for having me. My name is Paula Newbaker and I have spent most of my career in public relations in Washington, D.C. I have also worked in arts management and as a singer/performer. Plus…cancer did not kill me, which is fairly relevant. I hope these tips can help you to find…..The Leader in You!
Stop at 35
So those two slides packed a punch, no pun intended. It shows how far we have come. Diametrically opposed leadership styles! And here are more dynamic leaders of today……..
Carries on Irish tradition….One campaign….African poverty, AIDS, health, poverty, bi-partisan. More recently, Bono created Poverty is Sexist, a campaign that meticulously documents the link between poverty and gender, and is actively working to dismantle the world’s educational opportunity crisis—by which 130 million girls are denied access to schools in the world’s poorest countries:
Sheryl Sandberg is the COO of Facebook, former chief of staff for Sen. Larry Summers, founded Lean In, a foundation for women’s equality in the workplace
RMU President Chris Howard. Harvard, Oxford, Rhodes Scholar, one of youngest college presidents, football scholar, Bronze Star and Special Ops. Founder of the Impact Young Lives Foundation bringing South African college students of color to US for summer.
Needs no explanation. A little while ago, did you hear her barnstorming speech at the Golden Globes? Some had speculated that she will run for President, although I have not heard much about that lately. “A new day is on the horizon.”
Malali Yousafzai stated that she decided to call herself a feminist after hearing a speech by Emily Watson. She went on to become the youngest Nobel Prize Winner for her work promoting education for women in her native Pakistan.
Local Braddock Mayer has drawn international attention for the work he has done to revitalize the area. He supports equality, environmental protection, gar rivhts, immigration. He was just defeated for US Senate, but is running for Lt. Gov.
One of the “spokespersons” of the MSD shooting, #NeverAgain,Emma Gonzoles, is pushing the gun control movement forward.
As we work through these theories. You might automatically begin to think about how the panel of leaders match with the following theories.
See word doc.
Call a student up to read. Nearly all research resources will list these qualities as good leadership qualities. Do you have any to add? Notice the highlighted “IS STRATEGIC.” The percentage of leaders who are strategic are very low, and of that percentage, women are more so. It is not good for business. More on that later. And notice the word GRIT. This is what you have and learn when you go through difficult situations, be they personal or professional.
Exercise. See Word Doc. Ask them to focus on how these leaders communicate. Approximately 10 minutes.
Student come up and read traits. So why the box? In addition to traits for everyday leadership activities, a good leader always has to keep this in mind for any form of direct communication……..and especially for when they are in front of people. This statement has been a mantra for my PR career. Doing this will make leaders more effective. And of course this carries over into…..social media communicating.
We can’t talk about communications without getting into social media, which in and of itself is worthy of a year or two of PowerPoints. Showing examples of good use of three mediums from the people we looked at at the beginning. kamalaharris, John. Fetterman. https://www.instagram.com/kamalaharris/ https://www.facebook.com/JohnFettermanPA
Look at the 16 core competencies and also the 10 traits of leaders. Class read them. This summarizes 16 core competencies. Click through the article and show chart on screen. Last slide……What is strategic thinking and why is it so important? It comes into play with people in positions of power with the know-how, experience, and confidence required to tackle what management scientists call “wicked problems.” Such problems can’t be solved by a single command, they have causes that seem incomprehensible and solutions that seem uncertain, and they often require companies to transform the way the y do business. Every enterprise faces these kinds of challenges today. Review 10 traits if have time at end.
So statistics seem to say one thing, but why are we still struggling? NEXT SLIDE Listen to Deborah Streeter of Cornell, and expert on gender bias. This segment of an hour long podcast talks about the workplace. At 1:30 to 5: 59 “take action.” Full podcast use this link, or, it is referenced at the end.
STUDENT STEP UP.Listen to Deborah Streeter of Cornell, and expert on gender bias. This segment of an hour long podcast talks about the workplace. At 1:30 to 5: 59 “take action.” Full podcast use this link, or, it is referenced at the end.
Bring another leader up to read this off.
Discuss if time.
Discuss if time.
I truly believe we are in another period of the rise of women in power. Look at all of these entities and initiatives; and there are so, so many more. It started with the Million Women’s March last year, and no matter what your politics, you can agree it was powerful. Rise Up helped to power the movement to end girls marriage in Guatamala, led by a young woman. Clover is an online magazine to empower young women. Girls Write Now mentors underserved women to find the power of writing and community in NYC. The Athena Awards happens annually in Pittsburgh to celebrate high achieving women. The Exec. Women’s Council places Pgh. Women on nonprofit boards, among other activities. Three women-founded start ups, out of many, emerging just this year were revel systems (point of sale), cloudflare (content delivery system) and shippo (shipping for ecommerce). Top movies of 2017/18 focused on powerful women….Star Wars, Wonder Woman. A Wrinkle in Time. And out of #Metoo came #TimesUp, which aims to do more than recognize sexual harassment but to do something about it through legal recourse. Pakland MDU #Neveragain has strong female leeadershi.. I think we can all agree that these three movements have had a dramatic an immediate impact on the perception and power of women. Is this not the time for you, now?