Where there is an imperative for a better balance of men and women at senior levels, there are often certain privileged groups in leadership roles. Organisations may have unwittingly promoted those who ‘fit’ with the privileged groups, such that progression of those in non-privileged groups, including women, remains slow.
Managers have a key role here. They need to challenge the usual expectations of what a ‘future leader’ looks and sounds like; actively recognise and value talent amongst those in non-privileged groups; and crucially, provide opportunities for them to grow. This is not easy. Hard-wired, sometimes stereotypical, ways of thinking can unintentionally get in the way.
This workshop, for male and female managers, helps the participant raise awareness of their perceptions of women as leaders. It shares practical actions so they can intentionally adapt their approach to get the very best from all the talent in their teams.
We will cover: