time for women leaders

It’s time for women leaders to bring out hidden powers

I recently had the privilege of hosting Day 1 of the 2018 Wisdom Mentoring Program, an event held by the Women’s Executive Network. Given carte blanche to develop a full leadership day, my intention was to provoke the attendees to realize how their leadership is critical in light of three massive and key cultural shifts changing our world.

The attendees were women who hold senior or executive positions in primarily male-dominated industries. Think: oil and gas, manufacturing, and international consulting firms.

These smart and outspoken leaders patiently indulged me in painting the picture of what’s underpinning the confluence of change that is happening now and expected to accelerate over the next two to five years. This will have an impact on not only our work, but also the ability of businesses to adapt and how we as a society choose to respond.

I’m talking about Industry 4.0, the intergenerational workplace, and #TimesUp.

Three key cultural shifts

If you don’t know much about these three key cultural shifts or perhaps haven’t even heard about them, I’ll help you out.

Industry 4.0 is the first shift, and this alone will change the world in ways we can’t even imagine. Think big data, artificial intelligence, and self-driving cars. Essentially, Industry 4.0 is the bridging of physical industrial assets and digital technologies in so-called cyber-physical systems. It’s already here; humans just aren’t ready for it.

We’ve been talking about the second key shift, the intergenerational workplace, for over ten years.  Now we have members of Generation Z filling positions. Millennials expect flexibility, diversity, and ethical business practices. Generation Z expects the same and more: mainly, a self-actualized workplace culture. The Gen Z employee wants regular feedback, access to all levels of the company, and to feel personally valued. This means instead of power situated top/down, they expect power that flows down, up, and across.

#TimesUp is the third significant phenomenon. For centuries women have been relegated to subservient positions. It’s taken women of the Hollywood machine to break the silence about inappropriate behaviour both men and women have always known exists. #TimesUp is the recognition that women will not tolerate inequality and harassment in any industry. This will have huge impacts on the ways we communicate and who sits in the C-Suite offices.

Time to bring out hidden powers

With these three key shifts on the table, I proposed it’s time for women leaders to bring out their “hidden powers.” I’m talking about the characteristics we have in spades but don’t necessarily bring to our work. The women attendees dug in and came up with lists of values, behaviours, and ways of being they don’t show up with at work.

I was met with myriad complaints of situations such as, “my male colleagues speak over me in meetings,” “I’m called aggressive if I stand up for myself,” and, “it’s so hard being the only female at the board table.”

I don’t doubt the challenges these women face. What I’m suggesting is to change how we, as women, show up. We may work in male-defined structures, but if we consider the three key cultural shifts in front of us, we have compelling reasons to change the book on leadership.

We’re moving into a time of volatility, uncertainty, complexity, and ambiguity. Businesses will embrace agility, speed of change will be the norm, and innovation and failure will be paramount. Employees will need to feel they matter and that their work has meaning.

Four themes emerged through the hidden powers discussion:

  • Empathy
  • Inclusion
  • Vulnerability
  • Resilience

Now, I’m not suggesting men don’t have these same qualities – they do!

In a recent HBR article, authors Tinsley and Ely pinpoint that it’s actually organizational structures, company practices, and patterns of interaction that position men and women differently, creating systematically different experiences for them.

In essence, we’ve created narratives over the years that reinforce gender stereotypes; the real explanation for any sex differences that exist in the workplace is context.

With three massive shifts in our midst, it’s time to let go of ancient directive management behaviours and bureaucratic structures where few hold the power. It’s critical to replace them with values and behaviours that support, not disenfranchise, people.  

Since the 1990s Daniel Goleman and others have been proselytizing Emotional Intelligence. The idea that we need leaders with self-awareness, empathy, and self-regulation has taken hold, and yet, it’s not enough.

For women in leadership positions, stepping up and promoting their hidden powers will generate learning for both genders. This can influence a shift in context, thinking, and behaviour from gender bias and stereotyping to one of inclusion and equality.

As we embark on the agile corporate landscape, we’ll need an antidote to the lightning speed, innovate/fail/adapt/change processes of cross-functional teams. We’ll need teams supported by senior leaders who are not only empathic, but who are vulnerable, support failures and successes, understand and support inclusivity, and create climates of resilience.

We may be heading into a future of artificial intelligence and robots, but as the women of the Wisdom Mentoring Program discovered, it will take very human actions and qualities to support people into this new era.

The Coach’s Questions

Where do you see evidence of the Industry 4.0, the intergenerational workplace, and #TimesUp shifts? What as yet hidden powers could you bring to your work? What’s required for your company’s leadership to meet these cultural changes in the workplace?

 

 

Eve Gaudet, PCC, is an executive coach with a passion for supporting others. She is known for her caring and direct style in working with her clients. She has been with Padraig since 2014 and also has her own firm, Eve of Change.

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