We base our talks on the following themes/chapters.
Women in Leadership
The journey towards personal and professional mastery for women
Kick the glass ceiling
Mindfulness in the application of my leadership role
For Business Leaders, the challenge is to sustainably improve performance, grow the business, be more competitive and be more innovative.
Her personal background, interaction with woman Intrapreneurs/Entrepreneurs both as a Business Consultant & Coach has led to this Woman Empowerment Programme
Considering The Value
Our own research, which has also been confirmed by similar research conducted elsewhere, confirms that the quality of an organisation’s leadership community has a direct impact on the level of employee engagement and actual financial results.
The quality of the leadership community correlates directly with the capability and competence of its leaders – and competence is built through leadership development.
Traditionally, woman leadership development programmes focused on two approaches: 1.) “Add woman and stir”, implying a rehash of leadership programmes aimed at men, or 2) “fix-the-woman”, arguing that women have not been socialised or have the skills to compete with men. Both approaches may impart some useful leadership skills, but neither fully addresses organisational realities.
- Women leaders have to navigate between the requirements of the work place and personal roles, which at times may be neither easy nor pleasant.
- Furthermore, gender bias interferes with the development of an appropriate leader identity for women.
- We utilise a well- researched framework by utilising identity as departure point, and reveal the implications of gender.
- Women who embrace a more positive gender identity will be less vulnerable to thoughts and experiences that can potentially threaten their self-regard as effective leaders.
- The greater regard women leaders have for their gender and leader identities, the less likely they are to suppress any of the two, the more likely they are to “blend” both, and thus the more authentic they will be in performing their professional role.
- Woman in leadership is not about pointing fingers or casting blame.
- In the end it is about building gender partnerships, so that we can remove gender bias from our organisation and think about ourselves as a leadership community – instead of male and female leaders.