Women Executives

Why a Shortage of Women Executives makes for Bad Business

Women hold more than half of many entry-level corporate jobs but fewer than a fifth of Executive positions — and that’s a problem companies need to solve

While Women have long earned university degrees a disproportionately low percentage will ascend to the highest corporate ranks. The trend by which the workforce and  management and leadership will be increasingly populated by fewer of our highest-potential members must be turned around for the benefit for all

The trend that is taking place seems to be the opposite of what many may expect. Women are leaving organizations before they make it to upper-management. One could speculate as to what may be driving this trend….

Conversations with women professionals often present two situations.

Firstly, there are women who feel there isn’t room for a family, kids and “life at the top.”

Secondly, working based on passion is more important than just money.

What is most interesting about both of theses scenarios is that they are both based in someone being forced to choose, as if there is an unchangeable division that exists.

If you’re passionate about something, it is tough to find a way to make good money with it. If you care about having a family, then upper-level management doesn’t have room for that

Both of those two particular “problems” serve as highlights that point the way to the shortcomings of many in the leadership space.  Many throw around phrases like, “Leadership is tough” and “Sacrifice is what makes a good leader” and then use these truths – truthful when placed in the proper context – as manipulative weapons

Leadership is as much about discovery as it is development. Part of that discovery process is about learning the potential of others. Another part of that discovery process is to recognize where it has fallen short and needs to teach about personal potential.

The opportunity to discover what executive management can look like when it is both effective AND flexible for families needs to be discovered. The family-focus is not solely the role of, and benefit to, women.

And what about passion? Why is management not engaging with women to understand their passions and find a way to create an outlet for it in organizations?

Imagine what organization could do if authentic passion were aligned and actively contributing to organizational goals.

Most in leadership roles love this idea, but very few people are doing it. 

The evolution of business is that of meeting needs. It is one of meeting the needs of the customer, the employee, the leader and of financial goals

Will you be part of pushing this evolution?

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