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MONEY ON THE TABLE
How To Increase Profits Through
GENDER-BALANCED
LEADERSHIP

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All rights reserved Melissa Greenwell LLC ©
What is Gender-Balanced
Leadership?
The ratio of male and female thinking,
communicating and problem solving that
will produce the best products, services
and solutions for our customers.

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Critical Mass = Balance
30%

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The Interviews
Thirty-four CEO’s, Presidents and
Executives
50% Male, 50% Women
Several industries, small to large
companies and organizations, mostly
public companies

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Two Camps Across Both
Genders of Leaders
Those taking action.
Those thinking about taking action.

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Collective Intelligence
Published by AAAS

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Characteristics of
Successful Teams
Great listeners
Curious
Risk-takers
Sense of urgency
Collaborative
Not afraid to challenge
Participatory
Intuitive
Wants/seeks feedback
Empathetic

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Current Majority Makeup
of Leadership Teams
Competitors
Challengers
Risk-Takers
Action-Takers
Executors

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What’s missing
Listening
Collaboration
Intuition
Curiosity
Empathy

10 PRINCIPLES MELISSA-GREENWELL.COM
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Men and Women
are Worlds Apart

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Hardwiring—Limbic System
Amygdala (Fear, Aggression & Action) Prefrontal Cortex (Judgment)
Insular Cortex (Intuition)
Hippocampus (Emotions)
Anterior Cortex (Emotional Memories)Cerebellum (Motor Control)

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Men are hardwired to:
Focus
Compete
Take action
Have urgency
Confidently direct
others
Win the confidence
of others

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Confidence Won The Election

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Women are hardwired to:
See the big picture
Collaborate/Network
Listen
Demonstrate Empathy
Multi-task
Solve problems
Mind read

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Impact on Performance
Challenging
Competing
Risk Taking
Listening
Collaboration
Empathy

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Impact On Culture
“WHEN WOMEN ARE
PRESENT, THE LEVEL OF
RESPECT IN THE ROOM GOES
UP.”

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Impact On Your Brand
• Whether within our own organizations, with
vendors or in client environments, when
women are present, a more respectful
environment is more likely. Reputational
equity goes up.
• When women see other women in
Leadership, their confidence level goes up.
They will join and they will stay.

20 companies in the S&P
500 have female CEOs

11% of Fortune
500 board seats are
held by women

15% of senior leadership
positions are held by women

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Diversity and Gender Balance
Over 75 ethnic groups in the world
Women are 51% of the population

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50% Club
51% of the population
57% of college diplomas
- 60% master’s, 51% doctorates
- 47% law degrees, 48% medical degrees
47% of the U.S. Labor Force
Leading breadwinner in > 40% of households

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Missed Opportunities?
45% of NFL fans are women
- 90% of sports editors and writers are male
80% of all household purchasing decisions are
made by women
- 3% of creative directors in advertising are female

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How Did We Get Here?

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Drivers of employment choices
for women:
To be a part of something
To have opportunity to grow
To be in a respectful, collaborative
environment
To build meaningful relationships
To make money

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Why They Leave?
Perceived lack of opportunity
to advance (when female leadership is
absent)
Work environment and culture
Uninspiring work
Lack of support for work/life balance
Up to 31% gender pay gap
Catalyst 2016

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Why We Should Worry?
Our company’s are not as successful
as they CAN be.
There is an insufficient supply of talent
to support the global economy.
Catalyst 2016

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WHY ARE WE HERE?
It’s the right
thing to do.

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More Women, More Money:
Where’s the Proof?*Credit Suise Gender 3000
Companies with more than one woman on their boards have
seen higher stock market returns
Firms with women in 15% or more of their top jobs consistently
outperformed those with fewer than 10%
Companies with a three-to-one male-female management mix
averaged annualized returns of nearly 23%
In every sector, companies with no gender diversity on the
board have lower-than-average market capitalization

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Expansion Stage Software
Companies: Women In Leadership
• <$1m ARR = 10% women in leadership
• $5-$20m ARR = 21%-25% women in leadership
• $20-$60m ARR = 27% women in leadership
• Sales & Marketing spend outpacing R&D
• Monthly burn = $0
Study by OpenView Investments LLC

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Legos Creator

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Legos Friends

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A Case Study: Sodexo
Michel Landel, CEO authored Harvard Business Review article:
Why Gender Balance Cant’ Wait (March 2016)
More gender-balanced units of company have greater client
retention and customer satisfaction rates
Units with gender-balanced management 13% more likely to
consistently growth and 23% more likely to increase gross
profits
Teams with gender-balanced management have greater
employee engagement and achieve better operational
performance.
Goal: Achieve gender-balance in ALL management teams by
2025,

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What Women Fear
Taking risks
Assuming too much responsibility
Being overloaded
Rejection
Failure

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What Men Fear
Team factor (Will she fit in?)
Communication (Will she be easily offended?)
Social factor (How will we interact?)
Family factor (Can she put in the time?)

STOP WAITING....
For a program…
For a policy…
For HR….
For someone to tell you to…

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1. Don’t Accept It.
• Don’t accept that there are not enough females
• Don’t accept that they are leaving
• Don’t accept lack of female talent in the pipeline
• Start the conversation within the organization

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2. Take More Risks.
• High potential females operate under the radar
• Women prefer getting things done over being noticed
• Think outside the box
• Consider leadership vs. SME
• What team traits are missing?

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3. Create an Employment
Brand that Attracts Women.
Every company has one
Don’t have a default brand
How does yours connect with women?
Does your culture appeal to women?

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4. Build Your Pipeline
of Female Talent.
Strengthen your pipeline of female talent
More now means more later
Consider female ratio in hiring interns and entry level
positions as well as supervisory and managers

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5. Keep Your Female Talent.
Flexibility is key
Don’t confuse face time with productivity
Change practices and policies (such as gender-neutral
family leave benefits)
Address unproductive behaviors
Both men and women millennials want this!

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6. Create Culture Deliberately.
Create a culture of Performance and Results
What are your leadership expectations?
- Collaboration, Coaching, Getting Stuff Done?
Is it part of your organization’s vocabulary?
Do you hire and promote for it?

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7. Communicate Expectations.
Set expectations from the Top
Leadership’s priorities are the organization’s priorities
Educate - Include everyone in the conversation
Male leaders must champion inclusion initiatives for
women

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8. Develop a Succession Plan.
Identify critical positions and gaps
Identify high-potential leaders
Create hiring and promotion strategy
Evaluate gender balance

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9. Mentor High Potentials.
Every leader should be a mentor
Prioritize investing in women

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10. Measure Performance.
You get what you measure
Keep progress in view
Make it part of your management dashboard

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Additional Resources.
Available at melissagreenwell.com:
• Money On The Table
• 10 Steps for Building Gender-Balanced Leadership
• 10 Rules for Women Who Want to Lead
• Market studies, Blog, Articles, Podcasts

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