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It is time for a fresh approach to gender issues. The 21st century world has changed, 60% of global graduates are women, 80% of consumer goods buying decisions (in an ever-expanding range of sectors) are made by women around the globe. Yet few companies see this as a key, global business opportunity.
Liz Smith shares her insights and experiences on leadership, talent and innovation.
There is a narrative on the gender agenda that provides a tidy explanation for a messy problem by playing on common stereotypes about differences between women and men. We need a new narrative, one that better represents reality and leads to solutions that will help competent women reach the top.
Tomorrow’s talent market will call for a dramatically different leadership style than today. This upsurge in demand for competencies long stereotyped as female characteristics will likely stimulate pull for more female leaders as women’s perceived strengths become increasingly critical and scarce leadership qualities.
Four distinct patterns of gender bias have been documented over and over again by hundreds of experimental social psychology studies. Women can combat these four biases through four distinct and practical strategies
Doug Ready shares his insights on talent-building, addressing female talent issues and more.
The latest research on how CEOs with more varied career experiences are more likely to succeed and why developmental assignments have to potential to “break” otherwise successful leaders.
A big challenge looms ahead – to reshape corporations to make them better places for our daughter and our sons. The progress made over the past 35 years must be met with similar advances to make today’s workplaces the “intelligent organizations” where women – and men – can thrive.