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Developing female leaders: helping women reach the top

机译：培养女性领导者：帮助女性达到最高峰

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Purpose - The purpose of this article is to explore the reasons behind the extremely small proportion of women at the top of UK business. It argues that companies must change their approach if they are to address this problem successfully. The article also describes the innovative Impact Programme for talented and senior women run by the author since 2008. Design/methodology/approach - The article is based on a combination of data, analysis and experience. It draws on a wide range of research evidence relating to female leaders and differences in how men and women behave. It describes and brings alive the benefits of the Impact Programme through examples of participant behaviour. Findings - The article finds that current efforts to increase the number of senior women in businesses are mostly fragmented, cosmetic and ineffective. Invisible organisational barriers holding women back must be addressed. The differences between men and women should be fully understood so that more high-potential women are identified and promoted. It concludes that women themselves also need to make changes to how they lead and should be offered development programmes which help them increase their self-belief, assertiveness and impact without losing their emotional intelligence or authenticity. Originality/value - This article brings a powerful new set of arguments to bear on an important issue. The Impact Programme described is a highly original and effective intervention. Business leaders and executives, both male and female, and members of the HR and L&D community will find it of significant conceptual and practical value.
机译：目的-本文的目的是探讨在英国商界中女性比例极低的背后原因。它认为，要成功解决此问题，公司必须改变其方法。本文还描述了作者自2008年以来实施的针对有才华的女性和高级女性的创新影响力计划。设计/方法/方法-本文基于数据，分析和经验的结合。它利用了与女性领导者以及男人和女人的行为差异有关的广泛研究证据。它通过示例参与者行为来描述并实现了影响计划的好处。调查结果-该文章发现，目前增加企业中高级女性人数的努力大部分是分散的，表面化的和无效的。必须解决使妇女退缩的无形的组织障碍。应该充分理解男人和女人之间的差异，以便确定和提拔更多有潜力的女人。结论是，妇女本身还需要改变她们的领导方式，并应向她们提供发展方案，以帮助她们增强自信心，自信和影响力，同时又不致失去其情商或真实性。原创性/价值-本文带来了一系列重要的新论点。所描述的影响计划是一种高度原始且有效的干预措施。无论是男性还是女性的企业领导者和高管，以及人力资源和L＆D社区的成员都将发现它具有重要的概念和实践价值。

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