order to maintain flexibility during those school years.” Executive
search organisations
are now having conversations with boards about how finding the best candidate for the role might involve a mindset change. “As an organisation we
are
helping businesses to remove the reactivity involved in an executive search, which by definition is reactive because there's a hole in the organisation and you are scrambling to fill it,” she says. “We were finding that the ‘best’ candidate in terms of coming forward first is often male. Our experience over many years is that it takes double the amount of outreach attempts to have a woman engage with you for a potential role. “Then bias creeps in, because
the first interviews will have been all with men, and therefore by the time women make it
to the
shortlist, assumptions may already have been made.” To
remedy this, Armstrong
Craven starts by engaging the female candidates first, in order to ensure a more level playing field. “It comes back to some of the
research around a woman only applying for a role if she thinks she might fulfil 90% of the criteria, compared to 60% for men. Then there is the imposter syndrome, which does also affect men.” For this reason, companies
are now being urged to look at candidates from outside industry sector who have transferable
skills, experience
their the of
leading through change, and the ability to influence that a modern leader needs. The old leadership style of ‘command and control’ is being replaced by one of purpose and collaboration, and all leaders, male or female, need to be able to demonstrate high EQ, empathetic leadership styles and the ability to communicate and influence. “Women can be and tend to be
more empathetic and tend to be more collaborative than men. If you want that kind of leadership skillset in your business – and you should – then it is a double positive to appoint a woman. “I'm a business person first and foremost. The second you label
19
yourself as a woman, you are in a potentially different mindset. Your opinions are interesting and they count and it doesn't actually matter
as a woman. Build that
confidence regardless of gender, so that you feel able to debate openly rather than waiting for permission to contribute.”
RACHEL’S TIPS FOR SUCCESS:
• Understand your own natural leadership style
• Do your absolute best not to put your own gender front of mind
• Seek out mentors • Don't be afraid
to put your
opinions out there and take real strength from the fact that the world has changed
• Be transparent about your decision making and communicate that to others
• When people feel included and listened to they are much more likely to understand and support the decisions you have made.
that you're saying them inner
“ Women can be and tend to be more empathetic and tend to be more collaborative than men. If you want that kind of leadership skillset in your business – and you should – then it is a double positive to appoint a woman.”
THINK WOMEN
GLOBAL LEADERSHIP
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