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Women and Transformational Leadership

Sự gắn kết, Khả năng lãnh đạo, Workplace Culture / My Holland

The growing number of women in leadership roles has revealed a distinct leadership style that determines how they run their organizations. This leadership style not only focuses on the achievement of goals but also on employee development. Called transformational leadership, it is challenging traditional ways of running organizations. It would be a mistake to say that men do not care about personal development. However, if we are to believe studies, women have shown a natural tendency towards transformational leadership. But before anything else, let’s discuss the leadership style we’re used to. Transactional Leadership We often hear our company’s president, boss or manager tell us, “It’s not the effort that counts, it’s the result?” Yes, it’s all about results with transactional leaders. It doesn’t matter if we are working more than eight hours a day. Although we undergo additional training or attend company-sponsored seminars, these are geared towards doing our jobs better. It’s not really about our personal development. Transactional leaders are often impersonal when engaging their employees. Sure, they go out for drinks with their subordinates, but there’s no real intent in creating a personal relationship. Our dealings with them are limited to updates and problem-solving. Women and Transformational Leadership Is there an explanation of why women are natural transformational leaders? Well, according to scientists, women have higher oxytocin levels than men. Oxytocin is responsible for maternal behavior and social bonding. This high hormone level explains why women have a greater desire to express concern for their subordinates. So, in the event we are called upon to be transformational leaders, it’s best if we do the following to be successful. Communicate with subordinates more often. Communicate in person rather than through a memo or an email, especially when setting goals. Be sincere and honest. You gain your employees’ trust and they reciprocate in the same way. Create a personal relationship with your employees. Money is not the only motivator in the workplace. You’ll find out a lot of your subordinates are enjoying what they are doing. They are always excited to get to work in the morning. Always match your employees’ interests with assigned tasks. Make your employees feel important. Make it your job to let them know they are a significant part of the whole organization. Lead by example. If you want others to change, be the first to change. If you desire teamwork, be a team player. Employees watch your every move. They wouldn’t do anything you wouldn’t do yourself. With a transformational style of leadership, we can make a significant contribution to any organization. Instead of avoiding it, why not embrace it?

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Women Leaders

Empowering Women, Sự gắn kết, Goals, Khả năng lãnh đạo, Motivation, Positivity, Productivity, Workplace Culture / My Holland

Breaking down Barriers Women hold only about 28% of senior-level, executive and managerial positions in the United States. The intention to remedy this situation exists but not enough effort has been made so far. Many organizations would like to give more women opportunities but have been unsuccessful. More steps should be taken to fully break down the barriers that prevent more women from taking leadership roles in organizations. These steps should include the following. Close the Gender Pay Gap Pay inequality is one of the biggest obstacles for women in the workplace. More women have college or master’s degrees but receive less than men with the same educational background. Many factors such as work experience, are used to explain this gender pay gap. But when the qualifications of male and female job aspirants are equal, there should be no excuse for differences in pay. The laws are vague where gender pay gaps are concerned. Individuals, men included, should lobby their representatives to create laws that: Impose more substantial penalties on companies that are guilty of pay inequality. Prevent employers from penalizing their employees who discuss their wages with others. Require companies to disclose wage data. What can be done in the meantime while we wait for laws that will close the gender pay gap? Employers should take the initiative and offer salaries that correspond to a person’s qualifications. Companies want to hire the most qualified person for a leadership role. They shouldn’t hold back on wages when the best person for the job is a woman. Women should ask for more pay when offered a job. A little research will help estimate what a fair wage should be for a job in a specific geographical area. Women should not settle for salaries offered to them initially and subsequently. An employer’s best offer is usually not their last. Provide Better Access to Childcare Services Talented women will resign from their jobs to care for their newborn children. Employers who lose talent will suffer in the long run. Think of the costs alone of training replacements. Companies can team up with childcare services to assist their female employees. Big organizations, on the other hand, can consider building their childcare centers. Address Discrimination Many people have a bias, sometimes indirect, against female leaders. This creates an unhealthy environment for talented women who may eventually seek opportunities elsewhere. Employers should conduct training that will change their employees’ negative perceptions of women leaders. They need to be reminded that women can be good bosses too. With these steps, women will find it more beneficial to take on leadership roles. In time, the barriers they face now will be things of the past!

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Make Adjustments to your Team

Sự gắn kết, Hạnh phúc tại nơi làm việc, Khả năng lãnh đạo, Positivity, Workplace Culture / My Holland

Hiring new people is not always the answer. Sometimes, small tweaks can transform your group into a highly-engaged team. First, find out what each employee enjoys doing the most. Assign tasks that are based not only on skill but also on personal preference. Studies show that employees are more productive and become highly engaged if they perform the work they love. Second, include employees in goal setting and allow them to have their say. Don’t expect even the best employees to feel passionate about goals they don’t agree with. Expect indifference instead! On the other hand, having everyone on board has tremendous effects on your team. Each employee becomes more committed to goals they can call their own. Third, communicate with your employees more often. Find out how you can assist them in their jobs. Praise employees when they think outside the box and perform beyond expectations. A simple acknowledgment of an employee’s extra effort might be enough to push him/her to become highly engaged. Make it a habit to show appreciation to your employees. Consider following any of the tips above. Soon, you’ll have a highly engaged top-notch team in your organization!

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Tips on Creating Your Highly Engaged Top-Notch Team

Sự gắn kết, Goals, Hạnh phúc tại nơi làm việc, Khả năng lãnh đạo, Workplace Culture / My Holland

If you want a top-notch team in your organization, the solution is simple – attract the best people with generous compensation packages. Unfortunately, unlike big businesses, most organizations are not awash in money. But don’t despair, despite limited resources, you can still create highly engaged top-notch teams in your organization. What does highly engaged mean? Most employees perform as expected, but at 5 PM, they call it a day. They don’t care if a task is left unfinished and wouldn’t spend another minute beyond the required 8 hours. If asked to stay to complete a task before the day’s end, they expect some form of compensation for the extra time they’ll spend. Often, they’re happy with the way things are and view change as unnecessary. On the other hand, highly engaged employees stick around the office, on their own volition, until they accomplish daily goals they’ve set for themselves. They’re proactive, driven, passionate and committed. They believe in their organization’s vision and perform beyond expectations. Who wouldn’t want these employees in their teams? Search for Greatness Within Before looking outside, search for great talent in your organization. Of course, if you’re creating a new group, managers or department heads will not let go of their star employees. They wouldn’t want to break up their well functioning teams. But, it’s also possible that they have excellent employees who are underutilized or are mismatched to their jobs. They could be better assets to your team, where they can finally thrive and flourish. It’s wise to get to know your colleagues at work. The person you are searching for could very well be right under your nose. Recruit People with Potential It’s the next best thing when looking for highly engaged employees. Many experts believe that hiring people with great potential is better than hiring the best. But, you need a keen eye in seeking “diamonds in the rough.” Invite promising applicants to your office for an interview. Find real gems in the making by asking the right questions. Don’t put too much weight on resumes which only show background and experience. These don’t show a candidate’s attitude, sense of responsibility and reliability.

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“Do Women Make Good Leaders?”

Emotional Intelligence, Sự gắn kết, Goals, Khả năng lãnh đạo, Motivation, Positivity, Productivity / My Holland

Women are often underestimated in the world of business. Some countries mark the month of March as National Women’s History Month. The UN celebrates the International Women’s Day every 8th of March where the said day recognises and celebrates the achievement of women. So what better way to mark this day than by discussing a popular debate topic – do women make good leaders? At the lowest levels of workplaces across the globe, over half of employees are women, but as you move up the organisational ladder, the number of women drop off dramatically. In fact, at the very top of the tree, as few as 4% of organisation leaders are female. There are lots of discussions and claims out there about the way in which leadership between men and women differs. Traditionally, women are nurturing, empathetic and emotional. How do these traits and qualities translate into the world of business and leadership? Do they set us back or do they drive us forward? One Harvard Business Review (HBR) survey looked at 16 key competencies that make a good leader (including taking initiative, developing others and inspiring/motivating colleagues). The 7,280 results from the public and private sector companies proved the usual stereotypes – women rank higher than men in the so-called ‘nurturing’ competencies, such as building relationships. No surprises there. But what was also interesting, was that women also excelled outside of the traditional ‘female’ strengths. Women were rated higher than men in 12 of the 16 competencies, and were rated overall better leaders by their peers. When it comes to two of the traits – taking initiative and driving for results – men are often assumed to be better at these, but it was women who topped the poll. With the exception of the ‘ability to develop a strategic perspective, ’ in which men trumped women, women are highly regarded in leadership roles, because – not in spite – of their emotional and empathetic tendencies. Women are often underestimated in the world of business. They can face sexism in the workplace, but also a lack of self-belief. Tradition places men at the top of organisational structures, but the tide is changing … slowly but surely. Studies like this, and many more, prove that people within business rate women as strong leaders. Having the respect of those you work with is half the battle. Qualities such as being emotional are not viewed as negative traits by them, but as a positive in forging relationships with colleagues and more importantly, driving and achieving results. Let’s hope that not only the businesses out there take note of this, but women themselves. We need to have self-confidence to be able to go for the big jobs without fear of rejection or inferiority. Our traditionally ‘female’ traits do not have to be a barrier to success – they can be our reasons for success.

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Khả năng lãnh đạo

Women and Transformational Leadership

Women Leaders

Make Adjustments to your Team

Tips on Creating Your Highly Engaged Top-Notch Team

“Do Women Make Good Leaders?”

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