The Leadership Principle™ in Action – Women

Coaching College Multiple Award winning Company

Experts in Workplace Culture Solutions Presents The Leadership Principle™ in Action –

Women in Leadership

Facts Why are women not making it to the top of their profession?

Around the World: • 190 heads of state – 9 are women • Of all women in parliament 13% are women • In the corporate sector, women at the top, C-level jobs, board seats -- tops out at 15, 16 percent.

• The numbers have not moved since 2002 and are going in the wrong direction.

• In the non-profit world, a world we sometimes think of as being led by more women, women at the top: 20 percent.

Women’s participation in Australian Workforce • Women comprise 45.9% of all employees, of whom 53.6% work full-time (24.6% of all employees) and 46.4% work part-time (21.3% of all employees).

• Women constitute 69.6% of all part-time employees, 35.4% of all full-time employees and 55.3% of all casual employees.

• The labour force participation rate for women is 58.4%, and for men is 71.1%.

Women’s participation in Australian Workforce The 2012 Australian Census of Women in Leadership14 identified: • Women held 3.0% of chair positions in the ASX 200, and 2.6% in the ASX 500.

• Women represented 3.5% of CEOs in the ASX 200, and 2.4% in the ASX 500.

• Women accounted for 9.2% of directors in the ASX 500.

Real time statistics from the AICD15 reveal: • 17.6% of directors in the ASX 200 are women as of January 2014.

• 7 women have been appointed to ASX 200 boards during the month of January 2014, compared with 2 appointed in January 2013.

• Women accounted for 22.0% of new appointments to ASX 200 boards in 2013. In the month of January 2014, women represent 50.0% of all new appointments to ASX 200 boards.

• 21.0% of ASX 200 companies do not have a woman on their board.

• Women held 38.4% of Government board appointments as of 30 June 2012.

February 2014; Workplace Gender Equality Agency; Gender workplace statistics at a glance; www.wgea.gov.au

Women in Leadership WOMEN CEOS(a) AND BOARD DIRECTORS IN TOP 200 ASX COMPANIES(b) - 2002 - 2012

(a) CEO - Chief Executive Officer. (b) 200 ASX Companies - the top 200 companies listed on the Australian Stock Exchange.

Sources: ABS Gender Indicators, Australia, Jul 2012 (cat. no. 4125.0), and Equal Opportunity for Women in the Workplace Agency (EOWA),2012 Australian Census of Women in Leadership

Women in Leadership INTERNATIONAL COMPARISONS: WOMEN WHO WERE BOARD DIRECTORS, BOARD CHAIRS AND CEOS(a)(b) - 2012

(a) CEO - Chief Executive Officer (b) Canada, Israel, South Africa and the United States were as at August 2012. Australian figures are from November 2012.

Sources: Catalyst, www.catalyst.org/file/728/qt_australia_canada_israel_south_africa_us.pdf and Equal Opportunity for Women in the Workplace Agency (EOWA), 2012 Australian Census of Women in Leadership

How a leaders’ vision can have an impact

Inspire Influence Involve

5 keys to YOUR Leadership success Know your Brand?

Know what you stand for as a leader?

Questions for your consideration 1. How do you measure the effectiveness of your leadership style?

2. Your team is a driving force – what lessons do they teach you?

4. What are YOUR 5 steps to ensure you can inspire, influence and involve your team on a daily basis?

4. How do you ensure your systems and processes that sing a rhythmic tune?

Inspire Influence Involve

Questions for your consideration 5. How does the level of decision making capabilities of your team and yourself as their leader impact your business?

6. How do you measure your ability to influence and respond to a rapidly changing environment?

7. What is the heart beat for a culture of innovation and continuous improvement?

9. How does your team demonstrate their social, ethical and environmental responsibilities?

Inspire Influence Involve

Questions for your consideration Is your Leadership style valued in the business?

How do you and your team demonstrate they value each others’ style?

Women of Influence

Edith Cowan: Fighter for women’s and children’s rights – introduced laws in Parliament to allow women to be educated as Lawyers in Australia - $50 note She wrote on her brooch she gave to supporters – a tough nut to crack

Gold Meir - “Trust yourself.

Create the kind of self that you will be happy to live with all your life. Make the most of yourself by fanning the tiny, inner sparks of possibility into flames of achievement.”

Oprah Winfrey - “My philosophy is that not only you are responsible for your life, but doing the best at this moment puts you in the best place for the next moment.”

Facebook COO Sheryl Sandberg looks at why a smaller percentage of women than men reach the top of their professions.

“…women systematically underestimate their own abilities. If you test men and women, and you ask them questions on totally objective criteria like GPAs, men get it wrong slightly high, and women get it wrong slightly low.”

“Women do not negotiate for themselves in the workforce. A study in the last two years of people entering the workforce out of college showed that 57 percent of boys http://www.ted.com/talks/sheryl entering, or men, I guess, are negotiating _sandberg_why_we_have_too their first salary, and only seven percent of _few_women_leaders women.”

In what other areas are we not negotiating, or raising our hands with confidence?

1. Non-negotiables How do you ensure your team’s culture sings the same rhythmic tune as your organisations vision and values?

What are your non-neogtiables as a leader?

• Setting team agreements • Conscious and unconscious behaviours that are given permission – who has training?

2. Setting your team’s direction: How do you align the direction of your team with the direction of the business?

How are the decision making capacities of your team and yourself as a leader impact your business?

• Expectations • Travelling wells (KPI’s)

3. Flexibility We all know we have three circles to manage in our life.

How do we manage the flexibility required for each circle?

Which has the loudest voice?

1. Your circle of influence 2.Your circle of concern 3. Your circle of control

4. Commitment Coaching College’s theory – your team is a mirror of your leadership.

You can only manage if you measure…………………..

As a leader how do you demonstrate your commitment to measuring success? If you were to take a helicopter view of your team’s culture on a scale of 1 – 5; how would you rate that your team demonstrates their commitment to measuring their success?

If it’s in your heart, it’s in your head

How are the daily lessons/ learnings record for each team member’s personal and professional development?

What is your heartbeat OF COMMITMENT? What is its HEARTBEAT for a culture of innovation and continuous improvement?

Transactional vs Transformational Leadership

5. FUN FACTOR

• What is the fun factor?

• How does your team celebrate its successes and its learnings?

What are your 5 main steps to ensuring your leadership muscles are getting a balanced work out?

What is Coaching College’s - Culture?

- Brand?

L

Lead – yourself, be the role model you intent to demonstrate to your team – you are the mirror for your team to reflect

E

Entrepreneurial – an ability to engage, build trust, respect and rapport to influence change

G

Growth - personal and professional for our team members

A C

Accountability for our actions

Y

Yin and Yang - Our passion for purpose and outcomes – Your Personal Power and attitude is highly contagious – is yours worth catching/

Chutzpah -Yes is our first response and then WE work out how

Summary “Life's most persistent and urgent question is: 'What are you doing for others?’ ” How will you leave your mark as a Leader?

What is your Legacy?

Denise Archie asks: We all make a difference.

Is the difference you are making the difference you intend to make?

Thank you for making a difference