Advancing Women in Tech (AWIT)’s Post

“To address bias more effectively, organizations must interrogate how their employees are viewed and valued throughout their careers.” This article highlights that addressing unconscious bias requires more than awareness sessions. Detailed analysis is required of key people management decisions which takes considerable commitment in time and effort.

A valuable analysis……

In my career, I've witnessed firsthand the impact of leaders who truly engage with their teams. This recent HBR article emphasizes how building genuine connections can drive higher employee engagement and performance. It's amazing how often I meet employees and mention something personal to their manager, only to hear, "Really? I didn't know that." As leaders, it's crucial to show interest in our employees' lives, both inside and outside of work. "In order to be interesting, be interested." This philosophy is a cornerstone of Aucera’s leadership training.  #Leadership #EmployeeEngagement #TeamBuilding

🌟 This insightful article highlights the hidden advantage women managers bring to teams, emphasizing the power of rapport in driving performance. At Aucera, we put these findings into practice by prioritizing strong manager-employee relationships to enhance productivity and customer satisfaction. Our commitment to leadership development and client-focused solutions mirrors the value-add discussed in this research.

New research provides insight into why there’s been little progress on advancing women to leadership positions. The authors worked with a professional services firm, which implemented training to reduce manager bias in performance evaluations. They found that although managers were able to curb differences in how they described employees’ traits and behaviors (“viewing biases”), they were unlikely to catch differences in how they rewarded employees for those traits and behaviors (“valuing biases”). They explore why those biases persist and provide strategies for company leaders to mitigate those biases throughout the employee life cycle. #gender #bias #gap #women #DEI #management #leadership #success #psychology #workplace #emotionalintelligence #employees

Trust is hard to earn and sustain. 4 CEOs of different-sized organizations (small to large) share notes from their journeys on how fostering trust yields tangible results, from higher employee satisfaction and productivity today to potentially reshaping organizational cultures and leadership paradigms in the future. A recent survey by PwC showed that "a majority of the executive respondents (95%) believe that organizations have a responsibility to build trust, " which affects a company's bottom line at the end of the day. If employees don't feel trusted or safe, they are not producing their best work. I recognize the pivotal role of trust in driving sustainable growth and resilience within teams and across industries. #Biotech #Leadership #TeamLeader

It's disheartening to see that around 76% of high-performing women receive negative feedback while only 2% of men do. This disparity not only affects morale but may also drive talented individuals to seek opportunities elsewhere. Companies need to prioritize quality feedback and invest in leadership training. We must foster an environment where all employees can thrive. Read more about this critical issue here: https://okt.to/8TFVUr

In the past 5 years, I helped more than 1.000 women get promoted to a higher leadership position in their organisation. But what makes my approach different than the approach corporations use and can’t close the gender power gap?     Let’s find out...    First, you need the following four things:    1️⃣ Gender inclusive and diverse workplace   2️⃣ Peer and cross-mentoring initiatives  3️⃣ Unconscious bias and D&I trainings for the entire organisation  4️⃣ Women-targeted leadership programs    But some corporations have all these and still struggle to promote even 1 woman to a leadership function.    What are they missing?    The secret ingredient.    Let's have a little female talent development learning point:    - Go beyond being passionate about talent development and give practical tools and tips  - Women want to give honest feedback to organizations, but they are afraid to be punished or looked over afterwards  - One of the most powerful tools to connect with women and bond is by talking through and reflecting - Specifically,     So to promote more woman to leadership positions, we need to really understand their real needs and obstacles.     How?    I use the "Create the safe environment to be heard" method.    For example, I may send anonymous questionnaires tailor-made to only women and all employees in your company.    If I do this as an external consultant not working at your organization, it will allow women to tell us about challenges they usually wouldn’t to someone from same organization.     Women get heard about their needs; organization gets real insights.    It's a great deal.    So let’s summarize:    1️⃣ Gender inclusive and diverse workplace   2️⃣ Peer and cross-mentoring initiatives  3️⃣ Unconscious bias and D&I trainings for the entire organisation  4️⃣ Women-targeted leadership programs  5️⃣ Create the safe environment to be heard    Now it’s up to you to try it out!     P.S. A detailed breakdown of this approach will be dropping in via LinkedIn DM on Friday morning 📩 Comment ‘approach’ bellow this post and I will send you the details #leadership #workplace #femaleleadership

Did you know lack of career development can hold back women leaders? Discover how organizations can support and empower women in leadership roles in this insightful article by HR Drive that cites DDI | Development Dimensions International's research.

Did you know that lack of career development can hold back women leaders? Discover how organizations can support and empower women in leadership roles in this insightful article by HR Drive that cites DDI | Development Dimensions International's research.