Want More Women in the Leadership Pipelines?

Time to shift!! Explor­ing diverse role mod­els to pull more women through lead­er­ship pipelines, using an inte­gra­tive model of man­age­ment, based on both per­son­al­ity and cul­tural differences.

How? By pro­mot­ing a wide range of lead­er­ship styles, reflect­ing diverse moti­va­tional pref­er­ences, or work val­ues, diverse choices influ­enced by indi­vid­ual and cul­tural differences.

Finally by under­stand­ing 6 fun­da­men­tal man­age­ment dilem­mas, based on our evo­lu­tion­ary roots: Self-enhancement ver­sus Con­sid­er­a­tion for oth­ers and Sta­bil­ity ver­sus Change.

Want to pull more women in the lead­er­ship pipelines?

Rec­og­nize the com­plex­ity of human nature! Teach young MBAs to dance with dilem­mas and embrace diver­sity and complexity!

Give GenY women man­agers new and diverse role mod­els! Hire women on boards!

Give GenY women a pos­i­tive and “kaleidocope-like” rep­re­sen­ta­tion of lead­er­ship and power in the board­rooms! Not mono-chrome, mono-culture, mono-generational, northern-western-patriarchal, white baby-boomers, con­ser­v­a­tive, short-sighted, control-focused.

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This entry was posted in 12 WOMEN COMMUNICATION STYLES, FUTURE TRENDS, Gender Balance, INTERCULTURAL, LEADERSHIP, WOMEN. Bookmark the permalink.

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