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gender equality in the workplace, training leaders, male allies, leadership training

Diverse Leadership Teams Perform Better

By | Employee Engagement, Leadership, Talent Retention | One Comment

Diverse Leadership Teams Perform Better

The Facts

Leadership teams made up of individuals from diverse generations, cultures, communication styles, and genders, have better business results.  Teams with diverse perspectives, often shaped by different backgrounds, preferences, and experiences, have better ideas, and make better decisions.  A recent McKinsey study sheds light on this interesting phenomenon.  Gender-diverse companies are 15% more likely to outperform the national industry median, and ethnically diverse companies are an overwhelming 35% more likely to outperform their less-diverse peers.  We know correlation does not equal causation, but what this study does offer is great insight into why organizations need to focus on diversity.  They further elaborate:

“More diverse companies, we believe, are better able to win top talent and improve their customer orientation, employee satisfaction, and decision making, and all that leads to a virtuous cycle of increasing returns. This in turn suggests that other kinds of diversity—for example, in age, sexual orientation, and experience (such as a global mind-set and cultural fluency)—are also likely to bring some level of competitive advantage for companies that can attract and retain such diverse talent.”

An organization I speak and support, Integrated Woman Leaders Foundation, shared this powerful video at their annual conference this year about the current diversity statistics, and the results that organizations get with more diverse leadership teams.  For those wanting to influence more diversity in your organization, this two-minute video gives all the reasons why diversity matters.

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gender equality in the workplace, training leaders, male allies, leadership training

How Mentoring Improves Employee Engagement

By | Employee Engagement, Leadership, Mentoring, Talent Retention | 3 Comments

The Facts

Prioritizing the right people strategies is pivotal.  Organizations now more than ever have finite time and resources to invest in employee engagement, knowing how vital it is to grow.  When I work with organizations on people strategies, we often brainstorm key strategies collectively as a team, and then prioritize those strategies based on key criteria such as ease of implementation (time, money, etc.), and ROI (impact on employee engagement, retention, etc.).  What has been so intriguing lately is a common theme I am discovering – mentoring – is rising to the top of that people strategy list time and time again.  In fact, according to a Corporate Executive Board survey, 25 percent of U.S. companies now host peer mentoring programs, up from 4-5% in 2007.

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gender equality in the workplace, training leaders, male allies, leadership training

What Organizations are Doing to Engage Women

By | Coaching, Employee Engagement, Leadership, Pivot Point, Talent Retention | No Comments

The Facts

Let’s start with the facts.  I often make the mistake of assuming that we all know these statistics, and often find people surprised to learn that statistics on women’s equality in the workplace has barely changed in last two decades.  Engaging the other half of our workforce (women) is absolutely vital for us to increase our productivity and profits.  According to a Catalyst, an organization focused on a mission to accelerate progress for women through workplace inclusion, shares these statistics in its June 2016 report:

  • 4.2% of CEOs are women
  • 19.9% of board positions are held by women
  • 25.1% of executive or senior-level officials and managers are women
  • Women still just earn $0.79 on the dollar compared to men in similar positions

Women produce results.  The Peterson Institute for International Economics’ recent study associates a 15% lift in profitability with more women in top management positions.  When women are a part of these vital leadership roles for organizations, the results are staggering.  With a diverse perspective, and collaborative style, women round the team out, and create more innovative and successful teams.  The results from this study clearly illustrate the overwhelming need to engage women and promote more to leadership roles in organizations.

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gender equality in the workplace, training leaders, male allies, leadership training

How to Retain Top Talent

By | Coaching, Employee Engagement, Leadership, Talent Retention, Training | 3 Comments

The Facts

The struggle is real.  With unemployment hovering nationwide around 5%, employees are back in the driver seat with where they choose to work.  Employers have found themselves with less control in finding, hiring, and retaining top talent.  Recent studies from Manpower Group has shown that there is an excess supply of skilled jobs, with a shortage of labor interested in those jobs.  Couple this study with the fact that employees, now more than ever, are looking for value and purpose in their work, more of a balance with their personal life, and the feeling that their work is aligned with their own career long-term goals.

And, with a growing millennial generation that is expected to be 75% of our workforce by 2025, this trend is very likely to continue.  What we know about millennials is true, they are self-driven, demand value and purpose in their work, and transition jobs at a rate much higher than previous generations, averaging 4 job changes by the time they are age 32.  We are not going to change them, they are going to change our workforce, and in many ways, for the better.  They saw their parents live to work, lose their retirements due to corporate greed, and have been shown very little loyalty by organizations they work for with pensions eliminated, benefit reductions, and inappropriate vesting schedules of their 401k plans.  I can completely understand why this generation has chosen to respond with choosing to work to live.  It’s refreshing.

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gender equality in the workplace, training leaders, male allies, leadership training

Organizations that Invest in Managers, Win

By | Coaching, Employee Engagement, Leadership, Training | One Comment

Simply put, managers drive employee engagement, which drives business results.

The Facts

Being a leadership and career development enthusiast, I naturally find myself drawn to research and strategies to improve employee engagement.  I have seen first-hand that it drives business results by lowering turnover, boosting productivity, and enhancing quality.  In fact, a recent study shared by Bluebridge, a technology company focused on tools to improve employee engagement, indicates higher engagement drives 22% higher productivity, 50% lower turnover rates, and 3x more in profit margin.  Another organization, FirstPerson, who helps organizations design meaningful employment experiences, recently shared this video to illustrate this clear need.  Other smart organizations like Gallup have been measuring engagement for years.  And, it remains stagnant in the U.S., hovering around 32% according in the most recent Gallup study.  In this report, Gallup recommends that “organizations approach employee engagement as an ongoing human capital strategy and consider all of the elements that matter in performance management – from leadership accountability and manager education to clear role expectations and employee development opportunities.”

Further research indicates similar strategies.  If you search the term “employee engagement,” you will likely get articles with a titles such as – “7 ways to engage your employees” – with similar recipes.  The ingredients go something like this:  create a team culture, require individual development plans, foster work/life balance with telecommute opportunities, provide real time feedback, hire talented managers, etc.  The list goes on.  While all of these approaches have significant merit, these one-size fits all strategies do not work.  Why?  At the risk of stating the obvious, all organizations and teams are not created equal.

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