Feeding the Female Leadership Pipeline

Dearbhalla BavieraManaging Director and Founder

Clearbird Coaching & Consult ing

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Housekeeping

Dearbhalla BavieraMD and Founder of Clearbird

Executive Coach, Speaker and Consultant works with global organisations on Gender Diversity to feed the female leadership pipeline.

The Female Leadership Challenge

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“Only 14.2% of the top five leadership positions at the companies in the S&P 500 are held by women”

“Out of Top 500 companies, there are only 24 female CEOs.”

“The gender ratio among 2013’s college graduates was 57:43, women to men. That’s four women for every three men.”

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Feeding the female leadership pipeline

How are you retaining, engaging and growing your female talent?

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Is a linear career trajectory the only way?

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Mid 20s Mid 30s Mid 40s

Getting real about alternative female career phases

AMBITIONINVESTING

1 - Idealistic Achievement Phase

Work hardAccelerated learning

ProductivityResults focusedGet the job done

Adding the stretchLimited responsibilities

Established expertiseHave woven networksConfidence increases

Increased knowledge of selfPast exhausting part of parenthoodReady to re-invest professionally

3 - Re-Invention Contribution Phase

SELF –AFFIRMATIONGEARING UP FOR LEADERSHIP

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AMBITIONINVESTING

CULTURE SHOCKFOCUS/BALANCING

SELF –AFFIRMATIONGEARING UP FOR LEADERSHIP

1 - Idealistic Achievement Phase

2 - EndurancePragmatic Phase

3 - Re-Invention Contribution Phase

Mid 20s Mid 30s Mid 40s

Work hardAccelerated learning

ProductivityResults focusedGet the job done

Adding the stretchLimited responsibilities

Still trying to do all of the achievement phase

butContext, demands, priorities, change

Now it’s about:- negotiating, building networks,

influencing, self-promotion, who you know, who knows you

How you engage

Established expertiseHave woven networksConfidence increases

Increased knowledge of selfPast exhausting part of parenthoodReady to re-invest professionally

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Let’s look at what’s happening in the mid career phase

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CULTURE SHOCKFOCUS/BALANCING

2 - EndurancePragmatic Phase

Mid 30s – Mid 40s

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Personal

Shift in priorities

All things to all people

Juggling

Guilt

Survival / Getting through

Limited time to think

Confidence impact

Questioning ‘Is it worth it?’

Professional

Reconciling early phase and now

Busy –head down

Still achievement driven

No time for office politics

Doing ~ Managing ~ Leading

Conflicting demands/priorities

Support is critical

All or nothing

Adapting to this new phase

Still trying to do all of the achievement phase

(that doesn’t work so well now)Context, demands, priorities, change

Now it’s about:- negotiating, building networks, influencing, self-promotion, who you know, who knows

you

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Are existing interventions effective?

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Diversity Programmes which may include:-

Mentoring and Coaching

Woman in Leadership Programmes

Women’s Forums/Mastermind Groups

Flexible Working Arrangements

Executive Speakers

Board Level buy-in and support

Unconscious bias – beyond awareness

Male lead Sponsorship

Culture shift from the top

Variety of role models

Top down behaviours and messages are key:-

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Asking the tough questions…

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Can someone progress to leadership roles on a four day

week? Is that acceptable?

Who are our role models? Who is paving the way? How have they

succeeded?Are we open to alternative role models?

If someone chooses flexible work arrangements, is that career

limiting?

Is there a glass ceiling – or is it a sticky floor?

What expectation do I have of my manager to drive my career? And

me?

How am I actively managing this phase of

my career? Am I in a Zombie phase?

Up or out? Is the traditional linear career model the only way? What does this mean for the

business?

Is ‘success’ and ‘leadership’ correlated to ‘hours put in’?

How can I continue to develop as a future leader?

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You want to Retain and Grow Your Female Talent?

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It is worth it! Variety of successful role models ahead.Career-based coaching

conversations.Flexible arrangements doesn’t mean

the end to career advancement.Re-energised to own this phase.

Male managers also coached in conversationsUnderstand the shift towards

leadership development

Are you open to the culture shift?

THANK YOU!