REAL
WOMEN, REAL LEADER
There are lots of books written about women who have been
amazing leaders but real Women. Real leader gives the personal, relatable
tributes from women who have explored the new opportunities and downfalls of
the business world. Every story reveals the insight of women’s unique
leadership attributes and characteristics.
Identified from women leader in different scope of
industries and their attributes to looking at the problems. A women proved to be great leader as she is
emotionally indulge with the situation along with being practical as well ,
leadership qualities make the great impact to gain knowledge about work life
balance , better relationship with others, being a mentor and lots of more.
Studies have demonstrate that the organization those have three or more women
board member significantly outperform
the competition and meet the challenges in the form of high sales, return on
equity and revenue generating yet women get the smaller percentage in holding
top executive positions or a part of any boardroom member. Why? When they do
accomplish their leadership position? Why they didn’t get the opportunity to be?
Are they really dominated by men? Real women,
Real leadership tackles these question and more from an in-the-trenches
perspective to help you become the leader you actually want to be.
Nowadays in large
organization, where women scramble up the corporate ladder they
disappear. While the statistics vary slightly around the world, this is a
highly stable pattern.
More than a 50 percent
of the employees in organizations are women which are at the lowest positions.
As you look at each successively upper level position in the organization,
the amount of women steadily decline. On a CEO position, worldwide, there
are only 3% to 4% who are women.
We find this to be a
puzzling, even mysterious phenomenon when you examine the hard data that
describes the overall success that women have when placed in successively higher
leadership positions. It is even more curious when you analyze the success they
have in those functional areas that have traditionally been dominated by males.
For more than a
decade, our organization has been collecting 360° feedback data from leading
organizations worldwide. We now have 450,000 feedback instruments pertaining to
about 45,000 leaders, covering a wide variety of industries. The studies that
follow include our most current data collected in 2011 and 2012. The sample we
have used includes just under 16,000 leaders of whom two-thirds were male and
one-third female. Each participant had on average 13 respondents, including
their manager, their direct reports and their peers.
Overall
effectiveness
A total look at how
women leaders are compared to their male equivalent shows the following.
Due to large number of
respondents for this study the difference shown here is statistically
significant and does not come by chance.
Differences by Age
To understand the
differences between men and women in a better way it is informative to focus on
overall leadership effectiveness by age. The women leaders’
effectiveness changes with time. As when women and men start off their careers
there is recognizable difference. Then men soon are considering being
little more effective than women. As women mature they are consider in more and
more optimist way and effecting than their male equivalent
.
What
Causes the Difference?
What do women do that
creates this difference in leadership effectiveness? One of the hints came by
talking with females about this research. When we asked them to describe why
women were consider as more effective, what we heard very often was, “to achieve
the same recognition and rewards, I need
to do double as possible, never make a mistake and constantly demonstrate my
competence.”
When
we focus on our data about men and women, we focused at outcomes from a
competency called “Practicing Self Development.” This competency calculates the
extent to which people ask for feedback and make changes based on that
feedback. effort to improve.
This chart demonstrates percentile scores from men and
women on the competency of rehearsing self-advancement.
We can see that the results are justly comparative up
to 40 years old. By then ladies maintain the trend of asking for response and
apply into action to move forward. Take note of that the viability of men on
this competency keeps on declining as they age. Men accept that they are doing
fine and don't generally require much input
Difference
in competency
On the basis of 360-degree feedback instrument
quantifies 16 competencies that compares that how men and women take it in
terms of certain competencies shows the following
The graph above demonstrates the contrasts amongst men
and ladies and has showed them in descending order. It affirms that women
really scored higher than men on 12 of the 16 competencies. The distinctions on
ten of them were measurably critical. Men scored higher on two competencies,
"develop strategic perspective “and "specialized or professional
expertise.
Females and Nurturing Competencies
Take note of the expansive contrast on the principal
competency, "take initiative” Each reader will most likely have some
hypothesis with respect to why this is so. Our clarification inclines towards
the responsibilities or double duty, which numerous women live getting things
done in order to survive.
As we look at the larger scope by talking with
different people and make assumption that women will excel at nurturing competencies
in order to develop and boost other as women are emotionally charged and put
their self in others feeling and emotions so they have power to inspire or
motivate others, builds strong relationship as compare to men, building teams
rather than group and allow every to view their point at any position or situation.
The above chart shows that these competencies are more optimists for women.
These abilities highlight that women were viewed as
more successful in completing things, create good example for other or to next
generation and delivering results. These abilities describe leaders who take on
complicated challenges in order to achieve the goals
DIFFERENCE
BY HERICHACIAL LEVEL
From the above table we found the interesting fact
that at all the organizational position women proved to be a great leader and
work more effectively than men.
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