In a previous post, I identified five strategies that women need to develop their leadership presence: being authentic, living a whole life, being clear, driving their destiny and growing their tribe. Let’s take a closer look at being authentic.
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Topic: Diversity, Equity and Inclusion
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Here are six reasons training functions need to be cautious of promoting and depending on unconscious bias training alone.
Although leadership is not gender-specific, we find only a few women leaders globally due to cultural, religious, social and other factors. The good news is that women are now breaking the glass ceiling.
Implicit bias, like the kind critics are saying led to the arrests at Starbucks last week, can have a large and detrimental impact in the workplace. However, anti-bias training is notoriously difficult to develop and implement effectively.
The so-called “mommy track” or “motherhood penalty” can exacerbate the challenges women already face in developing their careers and obtaining leadership positions.
It is 2018, and organizations have yet to master the art of creating diverse and inclusive work environments.
While there are many possible causes and solutions to the gender gap, learning and development holds at least one key to its extinction. And it will take both men and women to get there.
By now, most of us are well aware that there is a gender gap in both pay and leadership representation. We also know that the gap is different depending on the industry or job role. So, how are women faring in learning and development?
Our world is in a period of unprecedented flux. The complexities of this change are affecting the fabric and culture of our organizations, as the traditional leadership paradigm gives way to something completely different.
Leadership presence is a “head and heart” experience that combines authenticity, confidence, integrity, poise and intention. To lead with presence is to lead yourself and others with your best self.