SheSight Magazine’s Post

This year has been a wonderful opportunity for me to serve as a Program Advisor for Women in Leadership Program at Lindenwood University. Working with respected leaders on this important initiative has been a privilege. Unfortunately, despite being almost a quarter of the way through the 21st century, women's representation in the workplace is still lagging behind. According to a report published by LeanIn.Org and McKinsey & Company, women represent only 1 in 4 C-suite leaders, and women of color just 1 in 16. As they move up the ladder, women of color’s representation drops by two-thirds. As a Program Advisor, I believe that one of the important areas contributing to this disparity is improving self-awareness within women about their strengths and powers, and developing skills to lead with confidence. The Women in Leadership Executive Education program by Lindenwood University offers 8 wonderful modules covering these areas, including my personal favorites: Pillars of Positivity, Inspiring Emotional Intelligence, Winning Work-Life Balance & Mentoring, and Driving Ideas, Intellectual Growth & Transformation. The program is available online and in-person, and self-paced. Check out the complete curriculum here: https://lnkd.in/gUcAaKku.  As a Program Advisor, I am happy to offer an ADVISOR DISCOUNT. If you are interested in this program, please DM for the discount before registering. Let's take the first step in closing the gender gap in leadership! #WomenInLeadership #GenderEquality #Inclusion #Empowerment #Leadership

"𝙒𝙤𝙢𝙚𝙣 𝙗𝙚𝙡𝙤𝙣𝙜 𝙞𝙣 𝙖𝙡𝙡 𝙥𝙡𝙖𝙘𝙚𝙨 𝙬𝙝𝙚𝙧𝙚 𝙙𝙚𝙘𝙞𝙨𝙞𝙤𝙣𝙨 𝙖𝙧𝙚 𝙗𝙚𝙞𝙣𝙜 𝙢𝙖𝙙𝙚. 𝙄𝙩 𝙨𝙝𝙤𝙪𝙡𝙙𝙣'𝙩 𝙗𝙚 𝙩𝙝𝙖𝙩 𝙬𝙤𝙢𝙚𝙣 𝙖𝙧𝙚 𝙩𝙝𝙚 𝙚𝙭𝙘𝙚𝙥𝙩𝙞𝙤𝙣." - 𝘽𝙖𝙙𝙚𝙧 𝙂𝙞𝙣𝙨𝙗𝙪𝙧𝙜, 𝙛𝙤𝙧𝙢𝙚𝙧 𝘼𝙨𝙨𝙤𝙘𝙞𝙖𝙩𝙚 𝙅𝙪𝙨𝙩𝙞𝙘𝙚 𝙤𝙛 𝙩𝙝𝙚 𝙎𝙪𝙥𝙧𝙚𝙢𝙚 𝘾𝙤𝙪𝙧𝙩 𝙤𝙛 𝙩𝙝𝙚 𝙐𝙣𝙞𝙩𝙚𝙙 𝙎𝙩𝙖𝙩𝙚𝙨 Momentum Mondays: Are You Ready to Lead? Climbing the ladder to senior leadership can be more challenging for some. Women, in particular, often face unique challenges in the C-Suite. But what are the essential skills they can develop to bridge the gap? Studies show that unconscious bias and the pressure to conform to traditional leadership styles can hold women back. A lack of diverse perspectives at the top. Companies with women in leadership roles outperform those without by a significant margin [𝘳𝘦𝘧𝘦𝘳 𝘵𝘰 𝘵𝘩𝘦 𝘢𝘳𝘵𝘪𝘤𝘭𝘦 𝘰𝘯 𝘸𝘰𝘮𝘦𝘯 𝘭𝘦𝘢𝘥𝘦𝘳𝘴 𝘢𝘯𝘥 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴 𝘴𝘶𝘤𝘤𝘦𝘴𝘴, 𝘦.𝘨., 𝘈𝘗𝘈 - 𝘞𝘰𝘮𝘦𝘯 𝘭𝘦𝘢𝘥𝘦𝘳𝘴 𝘮𝘢𝘬𝘦 𝘸𝘰𝘳𝘬 𝘣𝘦𝘵𝘵𝘦𝘳. 𝘏𝘦𝘳𝘦'𝘴 𝘵𝘩𝘦 𝘴𝘤𝘪𝘦𝘯𝘤𝘦 𝘣𝘦𝘩𝘪𝘯𝘥 𝘪𝘵, 𝘈𝘗𝘈, 2022]. https://lnkd.in/gcNXDtNU 𝙋𝙍𝙊 𝙏𝙄𝙋: 𝘿𝙤𝙣'𝙩 𝙩𝙧𝙮 𝙩𝙤 𝙘𝙤𝙢𝙥𝙡𝙚𝙩𝙚𝙡𝙮 𝙘𝙝𝙖𝙣𝙜𝙚 𝙬𝙝𝙤 𝙮𝙤𝙪 𝙖𝙧𝙚! Here are three ways women can leverage their strengths for leadership success: 𝟭. 𝗔𝗺𝗽𝗹𝗶𝗳𝘆 𝗬𝗼𝘂𝗿 𝗩𝗼𝗶𝗰𝗲: Women tend to be collaborative and relationship-oriented. Use these skills to build strong teams and foster open communication. ️ 𝟮. 𝗢𝘄𝗻 𝗬𝗼𝘂𝗿 𝗘𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲: Don't downplay your achievements. Be confident in your abilities and clearly articulate your vision. 𝟯. 𝗕𝘂𝗶𝗹𝗱 𝗬𝗼𝘂𝗿 𝗡𝗲𝘁𝘄𝗼𝗿𝗸: Find mentors and sponsors who can advocate for you and champion your growth. Women can become influential leaders who drive positive change by developing these skills. What are your thoughts? Share your experiences in the comments! ➖➖➖ For over three decades, I've worked with esteemed companies such as 𝗙𝗶𝗿𝘀𝘁 𝗜𝗺𝗽𝗲𝗿𝗶𝗮𝗹 𝗖𝗿𝗲𝗱𝗶𝘁 𝗨𝗻𝗶𝗼𝗻, 𝗨𝗻𝗶𝘁𝗲𝗱 𝗦𝘁𝗮𝘁𝗲𝘀 𝗚𝘆𝗽𝘀𝘂𝗺 (𝗨𝗦𝗚), 𝗛𝗲𝗶𝗻𝗲𝗸𝗲𝗻, 𝗮𝗻𝗱 𝗧𝗲𝗿𝗮𝗱𝗮𝘁𝗮, driving their transformational journeys. Through my guidance, struggling teams have evolved into highly efficient and heart-centered units, fueling remarkable employee retention and profitability improvements. ***** With the strategic implementation of my 3D Formula, incorporating visual imagery, behavioral interviewing techniques, and leadership development, we have successfully reduced turnover rates from 30% to 8%, and even less this year! Learn how my leadership training programs can help. Download my case study showing how we cut FICU's turnover from 37% to 7%. Our case study shows the impact of effective leadership training, a new approach to feedback, and smarter hiring. https://lnkd.in/g8Zt2M7R #womeninleadership #leadershipdevelopment #momentummondays

Are you a woman leader struggling with self-doubt or feeling stuck in your career? You're not alone. This session, "Shattering Your Inner Glass Ceiling: An Orientation to Women's Leadership Series," dove deep into the concept of the inner glass ceiling, the self-limiting beliefs that prevent women from achieving their full potential. Facilitators Eliza von Baeyer and Nicole van Kuppeveld offered practical strategies to combat imposter syndrome, including reframing negative thoughts, celebrating successes, and seeking peer support. The session introduced the Women's Leadership Series (WLS), a comprehensive program designed to empower women leaders. WLS equips participants with the knowledge, tools, and strategies to leverage their feminine strengths, navigate workplace challenges, and overcome self-doubt which according to leading-edge research is common to all women that have not addressed evolutionary and societal cultural barriers. The program delves into various topics, including: - Cultivating Feminine Leadership: Harnessing the power of collaboration, empathy, and intuition to foster thriving teams. - Shattering the Inner Glass Ceiling: Identifying and dismantling self-limiting beliefs to build unwavering confidence. - Mastering the Power Paradox: Navigating the complexities of femininity and power, and asserting yourself authentically. - Building an Executive Presence: Developing the skills and confidence to project a powerful aura that inspires others. - Communication from a Feminine Lens: Mastering communication techniques that foster trust, collaboration, and impactful leadership. - Building Resilience: Learning to bounce back from setbacks, manage stress effectively, and stay motivated. - Building a Supportive Network: Discovering the power of mentorship, sponsorship, and peer groups to cultivate a network that empowers your leadership journey. The WLS program promises to be a transformative experience, guiding participants on a journey of self-discovery, leadership development, and achieving their full potential. Join a supportive network of like-minded women leaders and embark on this epic leadership learning adventure starting September 17, 2024. To get more details follow this link: https://buff.ly/3yJeGOg #executivewomen #womenleaders #womenCEOS #womenfounders #womenentrepreneurs #managers #leadership #leadershipdevelopment #womenatwork

Are you a woman leader struggling with self-doubt or feeling stuck in your career? You're not alone. This session, "Shattering Your Inner Glass Ceiling: An Orientation to Women's Leadership Series," dove deep into the concept of the inner glass ceiling, the self-limiting beliefs that prevent women from achieving their full potential. Facilitators Eliza von Baeyer and Nicole van Kuppeveld offered practical strategies to combat imposter syndrome, including reframing negative thoughts, celebrating successes, and seeking peer support. The session introduced the Women's Leadership Series (WLS), a comprehensive program designed to empower women leaders. WLS equips participants with the knowledge, tools, and strategies to leverage their feminine strengths, navigate workplace challenges, and overcome self-doubt which according to leading-edge research is common to all women that have not addressed evolutionary and societal cultural barriers. The program delves into various topics, including: - Cultivating Feminine Leadership: Harnessing the power of collaboration, empathy, and intuition to foster thriving teams. - Shattering the Inner Glass Ceiling: Identifying and dismantling self-limiting beliefs to build unwavering confidence. - Mastering the Power Paradox: Navigating the complexities of femininity and power, and asserting yourself authentically. - Building an Executive Presence: Developing the skills and confidence to project a powerful aura that inspires others. - Communication from a Feminine Lens: Mastering communication techniques that foster trust, collaboration, and impactful leadership. - Building Resilience: Learning to bounce back from setbacks, manage stress effectively, and stay motivated. - Building a Supportive Network: Discovering the power of mentorship, sponsorship, and peer groups to cultivate a network that empowers your leadership journey. The WLS program promises to be a transformative experience, guiding participants on a journey of self-discovery, leadership development, and achieving their full potential. Join a supportive network of like-minded women leaders and embark on this epic leadership learning adventure starting September 17, 2024. To get more details follow this link: https://buff.ly/3yJeGOg #executivewomen #womenleaders #womenCEOS #womenfounders #womenentrepreneurs #managers #leadership #leadershipdevelopment #womenatwork

 International Women's Day( IWD) is celebrated on 8th March but it is an issue which needs to be discussed everyday. Empowering women in the workplace is essential for fostering a diverse and innovative environment. Here are key strategies to support women's confidence and leadership development: 1. Confidence Building Public Speaking: Engage in workshops with experts like Maureen McCowen to boost your articulation and presence. Recognition: Create a culture that acknowledges individual contributions to ensure everyone receives credit for their ideas. Positive Mindset: Participate in mindset training to reframe negative thoughts and embrace a positive outlook. 2. Leadership Development Tailored Programs: Implement exclusive training designed to address the unique challenges women face in leadership roles. 3. Flexible Working Advocate for policies that support flexible hours, remote work, job sharing, and “top sharing” roles to retain talent. 4. Senior Sponsorship Foster sponsorship opportunities by encouraging senior leaders to advocate for emerging female talent. 5. Role Models Highlight women leaders through spotlight sessions and networking opportunities to inspire and create pathways for future leaders. By implementing these strategies, organizations can create a supportive environment that empowers women to thrive and succeed. Let’s work together to build a brighter, more equitable future! I would also like to commend how Avery Dennison has been empowering woman in positions of leadership over the years with their many reforms and policies #WomenInLeadership #ConfidenceBuilding #WorkplaceEquity

I recently encountered an organization dedicated to nurturing a pipeline of #highpotentialwomen for critical leadership roles. However, the prevailing perception was that while these women were very competent and committed, they lacked the more nuanced "leadership qualities". Some were criticized for their lack of confidence and upspeaking (ending sentences with questions), others for being too collaborative or too aggressive. For decades, in a bid to get more women to the top, we have asked women to behave more like men, to stop apologizing for their mistakes, to take without asking, to negotiate higher pays (even if they won’t get them) to be more authoritative, to have a more confident voice (read loud: even though there’s no scientifically proven correlation between confidence and competence). The narrative of "fixing" women to fit into traditional leadership molds is however getting outdated. It's time to shift the focus from fixing women to reshaping the leadership paradigm itself. Rather than enforcing women to emulate male leadership traits, let's advocate for a more inclusive approach and encourage men to adopt more effective behaviors. A workplace culture where men lowered their voices, apologized more for their faults, mansplained less, were more collaborative, negotiated with equity and prioritized empathy over aggression, would surely pave the way for a more effective leadership model. It's imperative to challenge existing norms and foster a culture that values diverse leadership styles. Have you encountered similar challenges in your workplace? Share your thoughts on redefining leadership standards for a more inclusive future. #Leadership #DiversityandInclusion #womenleaders

Did you know in 2024...  ✴ Only 25% of C-level positions are occupied by women.  ✴ 55% of Fortune 500 board seats are occupied by white men.  ✴ The gender pay gap is 82%; women earn $0.82 for every $1 a man earns. To dive even deeper... ➖ Two-thirds of women stated they are being asked to be someone other than who they are.  ➖ Only 11% of women rate their organization as a champion for the needs and development of women.  ➖ 65% of women have had to wrestle with changing themselves in order to achieve a goal or promotion. As a women's executive coach, I am deeply committed to empowering female leaders. After recently coming across these 2024 statistics and in honor of Women's History Month, I wanted to offer my network a **special promotion** for our leadership development programs. This initiative is designed to celebrate the incredible achievements of women throughout history by focusing on the future—specifically, the future of women's leadership development.  🌟 Why Leadership Development for Women?  🌟 Leadership development isn't just about climbing the corporate ladder; it's about breaking barriers, building confidence, and leading the way. It's about understanding that every woman has a unique voice that can drive change, inspire innovation, and lead with compassion and strength. Our programs are tailored for women who are ready to embrace their leadership potential, connect with like-minded peers, and step into their power with purpose and vision. If this is something you'd be interested in, please reach out, or tag someone below who would love to know about this. I'd love to share more about our special promotion and how our programs can support your career journey. #womenleaders #womenleadership

Why We Need to Rethink Leadership... (And make it more welcoming for everyone) Traditional ideas of leadership? They’re outdated. They often leave women behind. It’s time to change this. Let’s create a new way of leading. Here’s how focusing on diversity and inclusion can open doors for more women in leadership: 1/ Value Different Strengths ↳ Old models often reward being tough or competitive. ↳ Inclusive leadership values empathy, teamwork, and resilience. 2/ Make Space for New Perspectives ↳  Leadership isn’t one-size-fits-all. ↳ Different backgrounds bring unique ideas that help organizations grow. 3/ Offer Mentorship Programs for Women ↳ Mentorship boosts confidence and skills. ↳ Let’s support women leaders with real, valuable mentorship. 4/ Build Clear Paths to Leadership ↳ Clear steps help women see a future in leadership. ↳ Openness builds trust and motivates women to aim higher. 5/ Respect Work-Life Balance ↳ Being a leader shouldn’t mean giving up your personal life. ↳ By supporting balance, we make leadership possible for more women. When we redefine leadership to be more inclusive, we’re building stronger teams and giving more women the chance to lead in their own way. Ready to support a new kind of leadership? Alisha Ally, Global Development Visionary.

Final Part (6): Practical Steps for Organizations to unleash women's potential at the top Finally 8th of March Women's Day is right at the door. I have dedicated the last two months to attracting your attention on women's leadership and shared global learning to empower women leaders on the way to the top. Here is the final piece I think is crucial.  Let's now turn to organizations themselves and see what concrete steps they can take to break down barriers and unleash the full potential of women leaders: 1. Reframing Leadership: Don't just add diversity to existing skill sets, actively identify and incorporate female leadership strengths such as emotional intelligence, collaboration, and communication. 2. Fostering Open Discussion: Conduct cultural studies and dialogues involving both men and women. Understanding implicit biases and creating a safe space for honest conversations is key to lasting change. 3. Tailored Development: Move beyond generic programs focused on "masculine" traits. Design trainings focused on the specific needs and strengths of women leaders. 4. Rethink Practices: Revisit and revise recruitment, promotion, and succession planning policies to ensure fairness and eliminate unconscious bias. 5. Individualized Impact: Offer one-on-one coaching to address individual needs and support personal growth. 6. Strength in Numbers: Facilitate group coaching programs where women leaders can learn from, support, and inspire each other. 7. Mentorship Matters: Implement mentoring systems connecting women with experienced role models for guidance, knowledge sharing, and building meaningful connections. 8. Networking is Power: Create solidarity platforms for women leaders to share ideas, offer support, and build networks beyond just technical skills development. These actions are not just words on a page; they are the stepping stones to building a more inclusive and thriving future for all. Remember, championship starts with action. ❤️ If this resonates with you, empower others by sharing with your network. #WomenLeaders #DiversityInclusion #WomenEmpowerment #Empowerment #LeadershipDevelopment #leadership #leadershipspeaker #leadershipquote #leadershipcoach #leadershipcoaching #leadershipdevelopmentcoach

#WomenLeaders „While the similarities between men and women’s leadership abilities might initially seem like an unrevealing story, when paired with the huge differences in men and women’s representation, it paints a more nuanced, troubling picture. If both populations are equally capable leaders, yet one makes their way to the top 2.5x more than the other—and 10x+ more often to the CEO role—it does not logically follow that decisions about who gets promoted are based solely on merit. Recognizing bias is not enough; organizations also need to understand that women are operating in a work environment that was not designed for them. For too long, organizations have viewed leadership through too narrow an aperture. This, alongside all the other roles women hold (both within and outside of the workforce), has created more barriers for women leaders to overcome, which makes them more dependent on the advocacy of their manager. And the top two reasons women in the C-suite left their roles last year? A desire to feel more valued and seeking a different type of leadership.”