Businesswomen advancing into executive leadership

As proud producers of the INAMED ACADEMY 2006 Conference on Women in Leadership, we want to hear from women in business, particularly those in or seeking management roles, who are ambitious about advancing into top levels of management with P/L responsibilities. What we've learned from our research is that many popular books tend to polarize the differences between the sexes but, based on what we have learned from our consulting practice, it is critical that we reframe these differences in a more gender-positive way. Surely, leadership traits are human traits that women and men alike possess.

Research by Catalyst indicates that when women lead an organization, whether from building a business to oversight of a complete turnaround, morale and productivity increases, and so does profitability. Additional research indicates that there is also a" glass cliff," not just a glass ceiling, as women managers are often promoted to precarious leadership positions where the challenges are simply too great to achieve a turnaround and the likelihood of failure is high.
 
We want to ask women reading this blog the following questions:

1. What are the hot, emerging "women's issues for women in business?"
2. Is there is or isn't there a 'glass ceiling' that you've encountered?
3. What have you learned from your organization's efforts to promote and advance women into management and leadership roles?
4. Does your company understand that women have different and unique ways of leading groups, teams, and companies that is a benefit in today's high-tech, global economy in which diversity is of great value?
5. What are the obstacles to women ascending to top decision-making positions?
6. Have you found that when women lead organizations and groups, it makes a difference in the company culture and climate?

If you were planning a conference for 'women in development' who are ambitious about advancing into top levels of management, what kinds of speakers would you, your peers, and managers find most interesting to hear?

We will welcome your feedback on this exciting conference, and know that together, we can create a regional conference program that addresses the complexity of issues like these in ways that will benefit organizations in Southern California, and particularly the South and Central Coast.

Warmly,

Fran Lotery, Ph.D. and Lois Phillips, Ph.D.,
Producers
INAMED Academy Women's Leadership Conference

Comments

[Betty Hatch]

1. I don't know. I've been retired for 15 years.
2. Yes, there definitely was for me. I was the token woman and the first woman on many boards in the 80s and 90s.
3. They must be better than the men in their presentation, performance and personality.
4. Mine definity did.
5. They are weak in some areas. Their skills must be balanced and excellent.

[JudyAnn Dutcher]

1. is retirement going to be the same as for men?
2. no glass ceiling
3.NA
4. yes
5. obstacles can include a woman's self perception, or the institution ladder she's trying to climb or a bit of both
6. yes.

[Barbara Lanz-Mateo]

I don't know if it's an 'emerging' topic or one that's been around forever, but until we as a society demand the same participation in family that we do of women, women's careers will always be hobbled by family obligations. I think this is a core issue for all women trying to be a leader in their companies.

[Barbara Lanz-Mateo]

I MEANT to write: until we as a society demand FROM MEN the same participation in family that we do of women... So much for me being an editor...

[Fran Lotery]

I appreciate the comments. I have been thinking about the concept of results and how critical it is for women to keep focused on it. Many women who have been successful at climbing the corporate ladder say they have done it by showing results and that is the bottom line. What do others think about it?

[Fran Lotery]

I want to welcome everyone to our blog. I believe in the concept of "It takes a village" and I see this as our village, helping each other to think about and hash out ideas about advancement. So welcome and I look forward to digging into the issues and obstacles and getting to know what people are thinking.

[Sarah Soto]

1. Being able to be committed to your family and child-rearing without it being looked down upon; as well as finding flexibility from your company to accomodate the many demands of our lives as a whole.
2. No I have not
3. NA
4. NA
5. Work Scheduling flexibility and personal perception of what goals are prioritized in their own lives and in society.
6. It depends on the individual and their competency and skill sets; whether man or woman.

[Shirley Hobson]

I, too, have been retired for several years. My recent exprience has been with non-profit boards. I think I could have benefitted from mentoring but don't feel the prevalance of the glass ceiling in the non-profit arena.
I'm most interested in this project since my most recent involvement has been with developing leadership skills seminars for transitioning foster youth.
I'd love to continue to follow the progress of this project.