Download Coaching Women to Lead (Essential Coaching Skills and by Averil Leimon PDF

By Averil Leimon

Coaching girls to Lead asks why, within the twenty first century, there's nonetheless this type of disparity within the variety of girls filling management roles, in comparison with males. It argues particular training procedure for girls isn't just attainable yet required to help girls all through their company profession. during this booklet you are going to find:

  • How to construct a strong company case for training girls
  • Which components of training are the main valuable at which occupation level
  • An educational survey to find what ladies have to prevail
  • In-depth interviews with ladies position types
  • Specific instruments and methods to strengthen a women-focused training programme.

Using case experiences and findings from the authors' learn, Coaching ladies to Lead proposes outlined parts for training ladies, and provides sensible recommendation for coaches who desire to give a contribution to the improvement of fine girls leaders.

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Extra resources for Coaching Women to Lead (Essential Coaching Skills and Knowledge)

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Research context and design Janna Walvoort of the LSE, identified – through an extensive literature review – the main barriers to women’s advancement in organisations and eight separate coping strategies thought to be commonly used to overcome these barriers. These strategies are: • • • • • • family and career balance understanding corporate culture systematic investment in career and development confidence knowledge of own strengths networking WHAT DO WOMEN WANT? • • 41 role models career planning.

By far the largest under-represented group in corporations is women. Although this is instinctively true (a cursory look at any airline first-class lounge is a good proxy for the proportion of women to men in the boardroom), let us consider some key numbers: • • • We know that women do well at school and this includes training in the professions: young women make up 62 per cent of law graduates in the UK for example, as well as 53 per cent of newly qualified doctors in Canada. In the USA, they marginally outnumber men in junior professional and management roles 51/49.

An obvious question to ask is whether having more women at the top helps companies perform better. This is the object of the next section. Building the leadership-rich corporation Cash benefits of gender diversity If you start from the premise that corporations are competing for talent in an increasing situation of scarcity (as demonstrated above), then very few companies should be able to attract only top talent. Any large organisation will have a distribution of high-, medium- and low-performing leaders.

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