3 Proven Ways to Attract & Retain Women Leaders
Developing, retaining, and promoting women leaders is more than a trending business topic, for the most innovative companies, it is a strategic priority.
Gone are the days where a formal policy aimed at supporting women is enough, the question we hear often from our clients is, “What can we do to drive results”.
The global pandemic rolled back the curtain on the not-so-secret roles women manage at work and at home. A deeper understanding of how a companies procedures and policies can adjust to support women in advancing in leadership is key to a robust overall in attracting, retaining, and developing women leaders.
3 Keys to Success
Unlock The Proven Method: Attract and Retain Women Leaders
Building stronger teams with an intentional focus.
The written and unwritten rules of the workplace have a direct tie to whether women remain at an organization or exit for something that’s better aligned for them.
In addition to individual experiences of women, the informal and often unspoken expectations tied to performance play a key role in decision making. To get the full picture zoom out to notice how 3 keys can unlock an effective women’s leadership program.
1. Address women’s leadership challenges
Ensure the emerging leaders have the experiences and the resources to learn what they need. This includes but is not limited to coaching, mentoring, and workshops or programs.
A recent survey highlighted core challenges such as
establishing credibility
managing up and across the organization
negotiating adeptly
and influencing others.
2. Rethink assumptions
Provide training to enhance understanding and tools to overcome unconscious bias in the organization. Emphasize the importance of asking versus assuming.
“The proven methods to engage and retain women leaders”
Create a culture where questioning norms such as
We’ve always done it this way
That’s just the way it done
Join the club, this is how we do it
Is expected and accepted. This includes being intentional about networking activities that are inclusive of all members. There is significant value in men and women networking and building relationships that encourage collaboration.
3. Consider a women-only leadership development experience
One of the most notable coping mechanisms of women who work within male-dominated institutions is to distance themselves from their peers including other women.
A female-only leadership development experience can
Shed light on experiences and provide new ways to think about future possibilities
Allows shared experiences to inform the content and support the conversation.
Ready to Take the Next Step?
If your organization is focused on how to attract and retain talented women leaders, partner with us for women’s leadership development. info@zerogap.co