OPPORTUNITY – ‘It’s not only a women’s issue; it’s a bottom line opportunity.’
I believe that organizations aren’t maximizing profitable growth if women leaders aren’t appropriately represented
all the way up
…And if women leaders are not appropriately represented, they’re not thriving at every point along the talent pipeline.
I observed and personally experienced the challenges for women leaders – and those women who aspired to be great leaders -- even in some of the best circumstances. I heard personal stories from women across many organizations share their frustrations and struggles with their careers, the culture and work life imbalance.
I have met far too many women in far too many “good” organizations who are fraught: disenchanted, frustrated, alienated, with no sense that they belong -- or could -- belong, let alone thrive in their organizations. Fraught but aspirational women who worry whether they ever could fit into the senior executive suite -‘C Suite’, who worry simultaneously whether they really want to fit in to that world.
Many of these women have no driving need to get to the C Suite, but without a real commitment from the C Suite, far too many talented women see apparently impenetrable barriers well before reaching that level.
Over time I became aware of some of the most progressive, forward-thinking companies evolving their commitment to achieve gender equality in leadership but few as of yet have succeeded. A few thought leaders in the space have begun to build awareness, build business cases, espouse the benefits, offer programs and potential solutions. One such organization with articles worth a read is McKinsey & Company. Look for Unlocking the full potential of women in the U.S. economy, by Joanna Barsh and Lareina Yee.
To capture this significant business opportunity, organizations need to fully assess their organization and opportunity costs, and find solutions to create an environment for women to thrive.
all the way up
…And if women leaders are not appropriately represented, they’re not thriving at every point along the talent pipeline.
I observed and personally experienced the challenges for women leaders – and those women who aspired to be great leaders -- even in some of the best circumstances. I heard personal stories from women across many organizations share their frustrations and struggles with their careers, the culture and work life imbalance.
I have met far too many women in far too many “good” organizations who are fraught: disenchanted, frustrated, alienated, with no sense that they belong -- or could -- belong, let alone thrive in their organizations. Fraught but aspirational women who worry whether they ever could fit into the senior executive suite -‘C Suite’, who worry simultaneously whether they really want to fit in to that world.
Many of these women have no driving need to get to the C Suite, but without a real commitment from the C Suite, far too many talented women see apparently impenetrable barriers well before reaching that level.
Over time I became aware of some of the most progressive, forward-thinking companies evolving their commitment to achieve gender equality in leadership but few as of yet have succeeded. A few thought leaders in the space have begun to build awareness, build business cases, espouse the benefits, offer programs and potential solutions. One such organization with articles worth a read is McKinsey & Company. Look for Unlocking the full potential of women in the U.S. economy, by Joanna Barsh and Lareina Yee.
To capture this significant business opportunity, organizations need to fully assess their organization and opportunity costs, and find solutions to create an environment for women to thrive.