Ill willed CEO’s beware, your days may be numbered. Professional services titan PWC has released a report on the biggest changes in the executive world between 2011 and 2016. Their main finding was that the number of CEOs forced to resign from their positions as a result of “ethical lapses” increased 36% worldwide.
Women in leadership positions are often told to behave in ways that are viewed as more masculine to be successful. But it’s not that simple. Because when women act like men, their peers and employees tend to think
Women in leadership positions are often told to behave in ways that are viewed as more masculine to be successful. But it’s not that simple. Because when women act like men, their peers and employees tend to think that one thing -- that they’re bossy.
The current conversation on gender in leadership is at a standstill. Professionals and employers alike recognize there’s a problem, but can’t seem to move forward to a solution. Traditional leadership development addresses the problem by telling women to become more masculine and men to act less like jerks -- but that approach isn’t working.
The conversation on gender and leadership centers on the same advice. Women in leadership need to be less bossy and more confident, and men need to be more understanding. It’s been said over and over again, and yet, the balance between men and women in leadership isn’t getting any better.
We, Stacy and Thuy, were in a staff meeting in which the discussion around women in leadership came up as part of our suite of solutions. First, we were delighted to be having the conversation around women in leadership positions and how to continue to support them in their growth. Second, we were also frustrated that we had to even be in this conversation in the first place. That said, we accept that the world is the way it is and that we all have biases. What we found to be most interesting in our exploration of this topic as a team was how often the victims of workplace discrimination were also the perpetrators.