When it comes to discussions on the state of today’s leadership, one topic that understandably comes up is the issue of women in leadership. Specifically, why there continues to be so few women holding senior-level leadership positions in both the private and public sectors.
It’s an issue that’s been weighing on mind over the past few months in light of the growing number of stories of women encountering sexual harassment and outright misogynistic attitudes on university campuses, as well as in many growing, high-demand sectors like the gaming industry and software engineering.
In light of such stories, the issue of women in leadership is no longer just about the efficacy of implementing quotas to address the current gender imbalance, or whether women need to do more to get ahead in predominantly-male work environments. Indeed, when it comes to discussions on gender or visible minorities in leadership, we can no longer relegate it as simply being a “women’s issue” or a minority group’s problem to address.
Rather, we need to recognize that this is an all-hands-on-deck societal issue and a leadership issue.
After all, how else can we ensure that we’re bringing out the best in those we lead if we’re intentionally leaving so much of that potential behind? [Share on Twitter] How can we truly tap into the collective talents, creativity, and insights of those around us if we continue to allow conditions to persist that hold so many back from bringing their full selves to work?
We have to remember that our job as leaders is to listen to others – especially to those who are different from us – so we can gain Click here to continue reading »”Women In Leadership Is Not A Zero-Sum Game”