New York | Mar-12-2019 Great leaders come in all forms, and gender should not matter when determining if someone has the individual strengths and characteristics to lead employees. But even though men and women are equally qualified, many barriers still persist and women are still underrepresented in top leadership. This is about to change: Feminine traits long considered as drawbacks to strong people management are the key strengths of 21st century leadership. But the new leadership approach is about far more than equality and closing the gender gap. It is about creating workplaces that stand for empowering employees and embracing diversity of thought while shaping the next generation of leaders, that can successfully guide people in an age of uncertainty and change.

1. ©2019JustLeadingSolutionsLLC|AllRightsReserved
@FabiolaEyholzer
Women in Agile | New York City | Mar-12-2019
THE POWER OF
EMALE EADERS
IN THE AGILE ENTERPRISE

2. ©2019JustLeadingSolutionsLLC|AllRightsReserved

3. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Diversity of Thought

4. ©2019JustLeadingSolutionsLLC|AllRightsReserved
“One of the most pervasive false
dichotomies in the modern world
is the idea that for women to
have power – politically,
personally or in the workplace –
men must lose power.”
Nicole Smartt

5. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Small Power DistanceSmall Power Distance Big Power DistanceBig Power Distance
IndividualismIndividualism CollectivismCollectivism
MasculinityMasculinity FemininityFemininity
High Uncertainty AvoidanceHigh Uncertainty Avoidance Low Uncertainty AvoidanceLow Uncertainty Avoidance
Long-Term OrientationLong-Term Orientation Short-term OrientationShort-term Orientation
IndulgenceIndulgence RestraintRestraint
Source: Geert Hofstede Cultural Dimensions
Hofstede Cultural Dimensions

6. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Source: Geert Hofstede Cultural Dimensions
Hofstede Cultural Dimensions
MasculinityMasculinity FemininityFemininity
• Ambitious, need to excel
• Tendency to polarize
• There are rewards (e.g. wealth and
status) for the successful
• Decisiveness
• Live in order to work
• Admiration for the achiever
• Separate roles, men/women
• Ambitious, need to excel
• Tendency to polarize
• There are rewards (e.g. wealth and
status) for the successful
• Decisiveness
• Live in order to work
• Admiration for the achiever
• Separate roles, men/women
• Quality of live, serving others
• Striving for consensus
• Trying to be better than others is neither
socially nor materially rewarded
• Intuition
• Work in order to live
• Sympathy for unfortunate
• Overlapping roles, men/women
• Quality of live, serving others
• Striving for consensus
• Trying to be better than others is neither
socially nor materially rewarded
• Intuition
• Work in order to live
• Sympathy for unfortunate
• Overlapping roles, men/women

7. ©2019JustLeadingSolutionsLLC|AllRightsReserved

8. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Source: Zenger Folkman | Women in Leadership | March 2018
Women in Leadership Positions

9. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Female CEOs at Fortune
500 Companies
2018: 24 female CEOs (4.8%) ↓ 25%
2017: 32 female CEOs (6.4%)
Sources: Business Insider Aug-2018 | Statista

10. ©2019JustLeadingSolutionsLLC|AllRightsReserved
THE AGILE LEADER

11. ©2019JustLeadingSolutionsLLC|AllRightsReserved
In business, female
leaders are seen as
more compassionate
than men; men are
more likely to be
seen as willing to
take risks
Source: Survey “Women and Leadership 2018“ | Pew Research
Center | Jul-2018

12. ©2019JustLeadingSolutionsLLC|AllRightsReserved
MALE/FEMALE
LEADERSHIP TRAITS

13. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Typical profile and
behavioral traits of
female and male
leaders
Source: The impact of gender on leadership styles | Hudson

14. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Women have a more transformational
leadership style
Transformational Leadership: Transformational
leaders aim to enhance the motivation, morale
and job performance of followers by working
with teams to identify needed change, to create
a shared vision and to guide through inspiration.
Source: adapted from Wikipedia

15. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Why women make great leaders
1. They value work-life balance
2. They are empathetic
3. They make great listeners
4. They are nurturing
5. They focus on teamwork
6. They’re motivated by challenges
7. They’re strong communicators
8. They handle crisis situations well
9. They check their egos
10. They have high emotional intelligence
11. They lead by example
12. They defy the odds
Source: adapted from Business News Daily, Why Women Make Great Leaders

16. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Sources: Ivy Exec Organizational Culture | Yoni Blumberg, CNBC Make it
Are female-led firms more successful?
A firm with 30% female
leaders adds more than 1
percentage point to their
net margin compared to
similar firms with no
female leaders. (With a
typical net profit margin
of 6.4 %, a 1-%-point
increase represents a 15%
boost to profitability.)
– Peterson Institute for
International Economics Survey of
21,980 firms from 91 countries
Fortune 500 companies
with women in top
management experience
an 'innovation intensity'
and produce an average
of 20 % more than teams
with male leaders.
– Eller College of Management,
University of Arizona
A 2002-2014 study
compared the returns of
Fortune 1000 companies
led by female CEOs to
those of the S&P 500.
During that time period,
the companies with
women at the helm saw
returns that were 226%
higher.
– Boston-based trading firm
Quantopian

17. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Embrace Female Leaders

18. ©2019JustLeadingSolutionsLLC|AllRightsReserved
GENDER-BIAS
TERMINOLOGY

19. ©2019JustLeadingSolutionsLLC|AllRightsReserved

20. ©2019JustLeadingSolutionsLLC|AllRightsReserved
INSTITUTIONAL BIAS

21. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Avoid Bias in Recruiting
1. Gender-Neutral Job Ads
2. Overcome the Confirmation Bias
(From 90 Seconds to 5 Minutes)
3. Gender Reversal Exercise
4. Team-based Hiring Decision

22. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Invest in Growth
1. Career Kaleidoscope
2. Job Enrichment Workout
3. Exploratory Assignments

23. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Career Kaleidoscope
Skills
Tools you have collected in your tool kit including those
capabilities you developed in that very first job and ever since
Interests
Your inventory of interests includes those work tasks you like to
do. You may not yet be an expert in the things that interest you; it
is the things that intrigue you enough to make the work of
learning or polishing them worth it
Values
Those things you hold dear; things that are important to you.
What keeps you committed to accomplishing a tough or
challenges task
Source: Rethinking Career Mobility | Career Systems International

24. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Source: Rethinking Career Mobility | Career Systems International
Job Enrichment Workout
Reach up
What is something managers do that you’ve always
wanted to take on?
Reach out
What is something a colleague is currently doing that
you would like to learn?
Reach down
What are you willing to delegate that would not only
give you some space but would also open up a learning
opportunity for one of your colleagues?
Reach sideways
What ability do you have – something that comes easily
to you – that you could teach, train, or mentor others in
the group to do?

25. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Exploratory Assignment
• Cross training
• Mentoring
• Sabbaticals
• Job rotations
• Project assignments
• Vacation/absence coverage
• Task exchanges
Source: Rethinking Career Mobility | Career Systems International

26. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Do great Agile
Businesses
create more
diversity in
leadership?
Does greater
diversity in
leadership
create more
Agile
Businesses?

27. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Summary
Male and female leaders have different
leadership styles.
Companies that embrace diversity (of
thought) are more successful.

28. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Summary
To ensure there is adequate diversity of thought
within leadership teams, organizations should:
• Avoid institutional bias
• Pay attention to gender bias terminology
• Embrace diversity of thought on all levels and not shy away
from it
• Encourage more women to take up leadership roles – men are
more likely to make themselves known without assistance
• Assess and build on the strength and grow areas to build the
necessary leadership qualities
• Guide (emerging) leaders through ongoing personal and
professional development

29. ©2019JustLeadingSolutionsLLC|AllRightsReserved
“In the future, there will be
no female leaders.
There will just be leaders.”
Sheryl Sandberg

30. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Stand up if you are …
… willing to embrace diversity of
thought
… strong in the face of adversity
… a role model for the next
generation
… pathing the way for agile leaders
… bold to break the status quo
… not defined by labels
… the future of female leaders

31. ©2019JustLeadingSolutionsLLC|AllRightsReserved
Just Leading Solutions
275 Madison Avenue
14th Floor
New York, NY 10016
nyc@justleadingsolutions.com
www.justleadingsolutions.comFabiola Eyholzer
CEO
fabiola.eyholzer@justleadingsolutions.com
+1 908 340 8091
Thank You!