Susan Madsen* says one of the best ways to increase the number of women in leadership is for employers to help them find purpose.
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Thousands of reports, articles and books have documented the challenges that hinder women’s advancement into mid and senior-level leadership roles in organisations around the globe.
In addition, the “business case” for why diversity on corporate boards, in C-suites and on teams benefits organisations has also been well researched and recognised.
Organisations continue to explore solutions in their attempts to increase the percentages of women in top positions, yet progress remains slow for many reasons.
I have one suggestion, based in both research and best practices, that I believe can help increase the number of women in leadership positions: Help women find purpose.
But first, let me provide some background.
I typically categorise the barriers and challenges women face in becoming leaders into two buckets: external and internal.
External barriers include such things as organisational processes and systems, gender stereotypes and unconscious bias, discrimination and sexual harassment.
Internal barriers may relate to confidence, aspirations, ambitions and motivation.
Both are important, but my approach focuses more on the internal barriers that may be holding women back.
In a 2013 cover story for the Harvard Business Review, “Women Rising: The Unseen Barriers”, authors Herminia Ibarra, Robin J. Ely and Deborah M. Kolb argued that “becoming a leader involves much more than being put in a leadership role, acquiring new skills, and adapting one’s style to the requirements of that role”.
“It involves a fundamental identity shift.”
They went on to write that “effective leaders develop a sense of purpose by pursuing goals that align with their personal values and advance the collective good”.
Many women thrive when they are given the space to do just that.
Committing to a cause, connecting to an organisational purpose, broadening one’s reach and influence and bringing about change for others are all tied to increasing women’s motivation to become leaders.
When I coach or design leadership development programs and initiatives for women, I facilitate conversations and activities around helping them find their own leadership purpose.
This helps women gain additional self-understanding, and it also strengthens their leadership identity.
Here are five research-based tips employers can use to help women explore their purpose and connect that purpose with leadership aspirations.
- Create opportunities for women to champion an organisational cause
Whatever the cause, it should allow women to use their voice, competencies, ambitions and leadership skills in various ways.
- Frame leadership prospects as a chance to make a difference
For example, when encouraging a female manager or director to consider an opportunity to move into the C-suite, mention that her influence at that level could help the organisation create the family-friendly policies that she has been advocating for.
Remind her that those policies could benefit thousands of employees and their families.
- Help women to understand and embrace their natural talents, gifts and strengths
There are multiple assessments that help employees discover their strengths, which provide a solid foundation for these conversations.
Consider analysing your organisation’s current 360-degree assessment to see if it looks at individual talents, gifts and strengths.
In addition, offering feedback training can help managers provide more targeted, positive observations.
Strategic mentoring and coaching can also be helpful.
Once you find something that works well for your team, make it a cornerstone of your organisational culture.
- Offer regular seminars and reflective exercises
This is another great opportunity for women to explore their purpose and provide ideas on how that purpose relates to the organisation’s mission and values.
- Highlight the connection between specific activities and a larger purpose
Focus awareness efforts and training on helping women see the link between things like networking and their leadership successes, with the reminder that learning any complex skill takes practice.
When employees have a strong leadership purpose, does it help the organisation too?
The answer is yes.
Various studies have found that when employees see a purpose in what they do, they have heightened job satisfaction, increased organisational citizenship behaviour, greater life satisfaction, better psychological wellbeing, enhanced adaptability, lower absenteeism and decreased boredom.
All of these characteristics have been connected to better job performance, and, therefore, enhanced organisational outcomes.
When women anchor their work in leadership purpose, they are more likely to get out of their comfort zones, participate in activities that increase their confidence, push back against external barriers, use their voice to create change and seek out and accept leadership assignments and roles.
And when our organisations are led by women and men working together, everyone wins.
* Susan Madsen is a women’s leadership thought leader and Orin R. Woodbury Professor of Leadership and Ethics at Utah Valley University in the USA. Her website is madsengloballeadership.com.
This article first appeared at www.forbes.com.
