Women and Leadership

in 2002 or 2003 I was conducting a group workshop on leadership skills which drew participants from all over the world.  On a break, one of the students came up to me.  She was urbane, well-spoken and competent.  She pulled me aside  and said something that helps me to keep things in perspective: “Rob, I really like your class – I think this is practical and I’m learning so much.  Thank you.  I have one other question, though. . . “  She hesitated, and I asked her to continue.  She spoke quietly, “I Think what you’re teaching about leadership is true, but how do I get my co-workers to think of me as a human being?”  That was her challenge – getting her colleagues to think of her as a person because she was a woman who chose to work – chose to be a leader in a context where such a role was traditionally male.  Much has changed in much of the world, but we’re not through yet – not by a long shot.  For more on gender and leadership, hit the jump. 

Leadership knows no gender.  Maybe 30% of the executives I’ve coached are women.  They’re as good as the men.  Period.  End of story.  They do things differently sometimes, but there is more variation between leaders from the same gender than there is between the populations of male versus female leaders.  There are competitive, type-A leaders of either gender; there are nurturing, supportive leaders of either gender.  One thing is certain: An organization willing to ignore or neglect the professional and leadership development needs of 50% of its constituent workforce is doomed.  It will be consumed or left in the dust by companies that develop men and women with equal commitment and passion.

The title of the post is from a remarkable video I just saw at Presentation Zen.  I’ve embedded the video below and you can watch the HD version here.