How can you GROW MORE WOMEN LEADERS ?
Why it is important to get more women into leadership NOW!
PERFORMANCE
Maybe you haven't reached a goal and you are convinced that having a gender balance in leadership positions will improve performance. By mirroring the people you serve for example. By improving risk management in decison making or by
ATTRACTIVITY
Maybe you realised that your diversity gap is having an increasingly negative impact on some stakeholders or on potential recruits in demand of an inclusive culture.
RETENTION
Maybe female talents will not believe they´ll get oppportunities because there are too few women leader as role models.
FAIRNESS
Maybe your CSR engagment is pushing gender equality as a fair move and a moral necessity.
ADAPTABILITY
Maybe the VUCA environment pushes you to adapt your organisational culture rapidly.
"Women leadership helps organisations grow future ready´"
Mc Kinsey
Why does it not happen?
We need to acknowledge that there are real obstacles for women to ascend in leadership. These comes part from women´s role in life and from the way business operate, and it's been there for always. And this even exists in more egalitarian countries like Norway.
Beside developing her leadership, a women leader has to find her way through these gender challenges and biases.
How to breakthrough?
Trust an expert :
Gyda Ulleberg&Female Ascent
Gyda Ulleberg
Hi - I´m Gyda Ulleberg.
A consultant, a seasoned HR director, a coach and a leadership program designer.
You can Trust me for clarifying and creating the change that matters in your leadership teams and culture.
Female Ascent
We help international organisations
- Mobilize and retain seasoned women leaders
- Support talented women gow into confident leaders
- Accelerate gender equality
Trust a proven process
TO REVEAL WHAT GETS IN THE WAY
&
HOW TO CREATE THE ADEQUATE SHIFT
Female Ascent Situational Analysis
4 STEPS
Guiding organisations to exploregender dynamics, culture and leadership, tounderstand female staff expectations and challenges, to define relevant objectives for Gender in Leadership and to issue a plan that is a perfect fit.
1. Analysing existing data
2. Aligning on situation & objectives
3. Surveying Female Staff
4. Selecting a plan with an investment proposal
01
KEY DATA
WHAT IS: Compile the available data and perspectives to draw the female leadership SWOT in your organisation.
02
ALIGNMENT WORKSHOP
WHAT WORKS: counterintuitive insights from research and success cases
+
ALIGN ON
Your situation
Your successes & challenges
Your objectives
Your ideas
03
FEMALE STAFF SURVEY
WHAT ´s IMPORTANT: a broad understanding of female staff expectations, satisfactions and challenges . Their views of current approaches to gender equality, barriers to and enablers of career advancement.
04
PLAN PROPOSAL
WHAT ´s NEXT: to imagine and prioritize the best way tobuild a stronger women leader pipeline, right now and in the long run.
Drafting your action and investment plan.
Don´t let business as usual or conflicting priorities ruin your efforts towards Gender Balance in Leadership !
I have been there!
With my plate already full, knowing that reality would hit, wondering what actions to take among a huge number of possibilites to tackle such a complex and resistant challenge as gender gap!
To get through this, you´ll need engagment, constructive dialogue and strong arguments to create buy-in.
Having done it and succeeded, I know I can help you ponder your situation, challenges and objectives and exchange on the best way to go ahead.
With a Situational Analysis you´ll
Know exactly how your female managers feel about your approach to gender equality.
Perceive the issueson Genderdynamics, culture and leadership in your organisation
Set priorities & objectives for gender representativity in Leadership, for the skills women talents and leaders need most.
Initiate discussions to get buy in on the issue
Find outyoursolutions to tackle the gender imbalance in Leadership.
Plan, Timeline and budget a programto attract, promote and keep women Leaders.
Have a business casefor your board.
FAQ
Our Situational Analysis is generally initiated by the HR management.
We need a program coordinator to get the ball rolling.
The workshop ideally assembles a crossfunctional team of relevant stakeholders.
NO. It is not. The "Female Ascent Situational Analysis" is a reflexive and collaborative approach to map a tailored action plan.
Our Female Ascent training + mentoring programme is totally independant.
The Situational Analysis starts with a data and experiences review for which I provide a preparation framework.
We´ll issue a tailored management report covering at least 4 parts:
1. Status : relevant data, perspectives, and past initiatives.
2. Research insights : challenges and success factors.
3. Objectives
4. Recommendation: action plan, time to market, benefits, likely investment, KPI´s, best practices and risks .
We´ll review it before final edition.