Results at the Top
Using Gender Intelligence to Create Breakthrough Growth
Gebonden Engels 2017 9781119384083Samenvatting
What if your company could gain a greater profit share of the market simply by promoting more women into its senior management team? Sounds like a no–brainer, and despite nearly every study done in the past three decades proving companies with women leaders deliver superior performance, the number of women in the C–suites of companies all over the world is noticeably low. Results at the Top is written for the men who know the value female leaders bring to the table and need a tangible way to get them there.
Whether you′re building your leadership team from scratch or trying to transform long–established norms for a competitive advantage today, the practical guidance inside wastes no space with blame for the current state of women leaders and goes straight to the immediate steps organizations can take to change it. It gives you everything you need to both create the internal systems for promoting gender diversity on every step of the career ladder and motivating employees to celebrate its shared, bottom–line benefits.
Up–to–date viewpoints don′t confuse equal with same and go in–depth into the scientific differences between men and women that can complement each other to produce higher performing teams. Along with neurological variances, there are societal behaviors men and women need to recognize and substitute with more productive and advantageous ones. Through eye–opening research and illustrative examples from the real world, both sexes gain a deeper understanding of how we got here and the pioneering systems companies in the highest echelons of their industries are using to evolve leadership development all the way to the top. This everyday guidebook will immediately change the way you approach work with:
A powerful new evaluation method for assessing the source of gender diversity in a company′s leadership
Concrete strategies men can use to champion greater gender diversity along with ways men and women can improve collaboration in order to run better organizations
Focused coverage on addressing gender diversity with Millennials and don′t be surprised when you find they′re not so different
The most satisfying part of Results at the Top is watching your company′s performance soar as gender bias disappears.
Specificaties
Lezersrecensies
Inhoudsopgave
<p>Introduction xiii</p>
<p>Chapter 1 Your Wake–Up Call 1</p>
<p>Diversity at the Top: Correlates with Better Performance, 1</p>
<p>How We Came Together, 3</p>
<p>Barbara s Wake–Up Call, 4</p>
<p>When I Became a Real Manager of People, 6</p>
<p>The Diversity Money Pit, 7</p>
<p>What Makes the Difference, 9</p>
<p>Brushing Your Horse, 10</p>
<p>Lack of Gender Success Is Costly, 11</p>
<p>This Is Your Toolkit, 11</p>
<p>Endnotes, 12</p>
<p>Chapter 2 The Business Case for the Advancement of Women 15</p>
<p> Let s Do It! , 16</p>
<p>Defining Superior Performance, 17</p>
<p>Adding Women to Boards, 18</p>
<p>The Reason for the Improvement in Financial Performance, 20</p>
<p>The Future of Leadership, 20</p>
<p> Values Don t Matter If We re Not Making the Numbers , 21</p>
<p>Endnotes, 31</p>
<p>Chapter 3 Ascent of Neuroscience 35</p>
<p>Equal Does Not Mean the Same!, 36</p>
<p>The Ascent of Neuroscience, 36</p>
<p>The Domino Effect, 36</p>
<p>Bell Curve of Gender Tendencies, 37</p>
<p>The Ability to Peer More Deeply, 38</p>
<p>Sex Differences in Brain Structure and Function, 40</p>
<p>Sex Differences in Hormonal Composition, 44</p>
<p>The Breakthrough That Knowledge Brings, 45</p>
<p>Endnotes, 46</p>
<p>Chapter 4 Ascent of Women 49</p>
<p>The First Long Step, 50</p>
<p>Women Joining Business Clubs, 51</p>
<p>Cultures Clinging to Tradition, 52</p>
<p>The Ascent of Women, 52</p>
<p>An Economic Necessity Versus a Choice, 58</p>
<p>Areas Where Glass Ceilings Still Exist, 59</p>
<p>Endnotes, 66</p>
<p>Chapter 5 Ascent of Men 71</p>
<p>Men Accelerating Change, 71</p>
<p>The Evolution of an Attitude, 75</p>
<p>Evolution in Our Thinking, 80</p>
<p>Are We Stalled or Advancing?, 81</p>
<p>The Aha Moment, 83</p>
<p>Breaking the Mold, 84</p>
<p>Endnotes, 87</p>
<p>Chapter 6 Millennials: Facts and Fictions 89</p>
<p>It s Not a Generational Issue, 89</p>
<p>How Much the Same We Really Are, 96</p>
<p>Why Women Are Needed in the Tech Industry, 97</p>
<p>It s Not a Generational Issue, 99</p>
<p>Endnotes, 100</p>
<p>Chapter 7 What Works and What Doesn t 101</p>
<p>We re over the Tipping Point, 103</p>
<p>How to Create Sustainable Change, 104</p>
<p>What Works and Why, 105</p>
<p>What Doesn t Work and Why, 108</p>
<p>Other Best Practices, 112</p>
<p>Critical Mass and Critical Mindset, 114</p>
<p>Endnotes, 114</p>
<p>Chapter 8 The Role of the Board 117</p>
<p>Lack of Mentoring, 118</p>
<p>Stereotypes in Business, 118</p>
<p>Richard s Story: Boards in the 2008 Financial Crisis</p>
<p>and Their Gender Composition, 119</p>
<p>The Quota Experience in Norway, 121</p>
<p>Picking the Best Candidate Remains Vital to Success, 122</p>
<p>It May All Start with the Board of Directors, 123</p>
<p>Humans Follow Role Models, 126</p>
<p>Role Models Are Leaders, 126</p>
<p>Women s Participation in Management and on Boards, 129</p>
<p>Men s Beliefs and Behaviors Are Changing Slowly, 130</p>
<p>Endnotes, 131</p>
<p>Chapter 9 Measuring Commitment 133</p>
<p>A General Model for Gender Diversity in Management</p>
<p>Information Systems (MIS), 134</p>
<p>Defining a Model for Gender Diversity, 135</p>
<p>Gender Diversity Model for Management Information</p>
<p>System (MIS), 138</p>
<p>Constructing a New Gender Propensity Index©, 142</p>
<p>What Happens Next?, 143</p>
<p>Endnotes, 144</p>
<p>Chapter 10 How to Rid the Plumbing of Bias 145</p>
<p>Gender Parity in New Graduates, 146</p>
<p>Sourcing, Job Descriptions, and Interviewing, 146</p>
<p>Nine Levers for Creating Gender–Intelligent</p>
<p>Organizations, 150</p>
<p>Areas Where Systemic Biases May Form, 152</p>
<p>Just Go in There, 153</p>
<p>Having a Hard Time Getting Women to Join, 154</p>
<p>You re Creating a Lose–Lose Scenario, 154</p>
<p>Fixing the Plumbing, 155</p>
<p>Endnotes, 156</p>
<p>Chapter 11 What the Future Holds 157</p>
<p>How Engaging Are Your Engagement Surveys?, 157</p>
<p>Brushing the Engagement Survey Horse, 159</p>
<p> Are We Being Gender Intelligent about This? , 159</p>
<p>Challenging Tradition, 160</p>
<p>Feminine Values in Financial Services, 161</p>
<p>Why Does Gender Success Elude So Many Businesses?, 162</p>
<p>What If We Do Not Act?, 163</p>
<p>Steps to Gender Success, 165</p>
<p>The Long Ascent, 167</p>
<p>Endnotes, 168</p>
<p>Index 171</p>
Rubrieken
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