Trust Exercise to CEOs & Leaders here
For: ProctlesConsulting®, c/o Dr Mike Ihezuo
“Companies spend billions annually on diversity, equity, and inclusion (I call it DEI). However, experts predict that gender parity will lag for another 151 years (for me I say till Jesus come back). Worse, a recent report showed that, for the first time in years, the number of women in leadership is declining (why won’t it?). It’s time to recognize society has overlooked a key piece of the gender parity puzzle.Women trail men in leadership roles, workplace tenure, and compensation (sure!). Understandably, the conversation often assumes an us-versus-them paradigm in which women are pitted against men. (I said pitted, not pitied, please).
Even our terminology emphasizes this construct. Terms like the ‘glass ceiling’ and, more recently, the ‘broken rung’ in the corporate leadership ladder point the finger at society’s gender biases for limiting women’s professional advancement (before, “nko’). While damaging biases still exist, we notably neglect to acknowledge another factor in women’s workplace experiences: unhealthy dynamics between women.”
Please, that is Kathryn Preston speaking from her experience. Preston; whose roles include keynote speaker, corporate consultant, and entrepreneur — recalls being undermined, excluded, and threatened at work by other women. She’s far from alone, anyway. In one survey that Preston cites, female bullies targeted women 65% of the time. Hahahaha! Research also shows that such toxic interactions can push women to consider quitting their jobs.
Preston calls for an acknowledgment [not grammar, but a new management jingo, I didn’t say buzzword] when it comes to elevating women to leadership roles, it isn’t just men who need to raise their game. From that gender-neutral perspective, she also suggests a couple of potential solutions. Call ProctlesConsulting®.
By offering incentives for senior-level women to promote their qualified junior-level counterparts, companies could make female leaders less fearful of competition, Preston says. Businesses can also adopt a lateral leadership structure, giving female victims of bullying access to several leaders who can help deal with the problem. For women, both changes would build trust that the so-called broken rung is being repaired. For this and more, ProctlesConsulting can expound and put your organization flying.
For corporate executives, what is your organization’s strategy concerning what Preston has discovered and offered solutions? Proctles Consulting can help you have a good understanding and landing on the matter.
For this Trust Exercise to CEOs & Leaders here Call OR Direct: 08061433111. Also Visit: https://www.proctles.com
