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You're Likely Looking In The Wrong Place For Women Leaders

Forbes Coaches Council

Jayne Gardner, PhD, MCC, LPC | Performance Coach, Business Strategist & Keynote Speaker | drjayne@drjaynegardner.com.

It's common knowledge that men outnumber women in business leadership. Companies are trying to bridge that gap, but many are unsure about the best approach. As a performance coach, I've heard many CEOs I work with say, "I want to hire more women leaders, but I don’t know where to find them." Every time, I think "What an insult to the women working in your organization!"

Biases Can Keep Women From Rising Through The Ranks

If you're looking to add more women leaders to your organization, the talent you're looking for is likely right under your nose. So why haven't you noticed? There are, unfortunately, common biases that may be clouding your judgment.

One of the largest barriers for women professionals is the belief that they're less suited for leadership because they're perceived as more—or too—emotional. Whether consciously or unconsciously, the idea of expressing emotions at work is viewed negatively. Though this unspoken rule also applies to men, it's more often used against women and employees of color.

Another bias is the belief that extroversion is a key driver of business success. Professionals who are outgoing, decisive and confident are seen as natural leaders. This tends to bring more men to the table because people assume women are introverted. The perception that they're less aggressive or competitive can cause them to be passed over for promotions.

Thanks to new and ongoing research, we're learning that expressing emotions and demonstrating vulnerability in the workplace are actually positive qualities. They give leaders a deeper understanding and connection with their people, which better aligns everyone toward goals. While these traits aren't unique to women, women are often seen as better communicators. Businesses are finding that expert communication skills can generate more productive solutions, so they're starting to look for professionals who can lead through collaborative decision-making and problem-solving. That may start tipping the scales toward more diverse executive teams.

Companies Must Actively Support Women's Development

Research from SmartRecruiters shows that making internal hires is the smartest move employers can make. So if you truly want more women on your team, you need to look at your current talent. More than that, you need to make an active commitment to giving women the resources to succeed and rise to leadership.

For example, I coached a Millennial several years ago who wanted to move up and become a leader in her company. But it was clear that she needed training and encouragement to demonstrate her leadership skills. If she hadn't reached out for help, she might not have advanced to a director role. Companies should offer training, professional development and mentorship opportunities to uplift women who aspire to leadership but lack guidance and support. Additionally, women employees should feel comfortable taking initiative and voicing their desire to create a path toward leadership roles.

As humans, we often want to be around people who walk, talk and look like us. But innovation thrives on diversity. From my observations, great companies treat their employees to the best opportunities first, whether they're a man or a woman. By looking internally, you may find the exact talent you need to bring women into your leadership teams.


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