There are still distinct differences between how men and women approach a promotion. But, in a world where we need more women at the helm, it may help to simply put every qualified candidate forward – unless they indicate otherwise. By Vanessa Rogers on behalf of BossJansen Executive Search. Women need to feel overly ready to apply for a promotion, is the message arising from a recent Bloomberg article. And it's true: the fairer sex is still socialised to be considerably less confident, assertive and aggressive than their hairier counterparts, and often won't put themselves forward for a leadership position – even when they're more than adequately qualified and experienced to do so. But there's a clever way for CEOs to ensure that their talented female executives are in the running for any new senior role that must be filled. Simply put all qualified applicants forward to HR, unless they specifically indicate the desire to opt out. "The brilliant thing about this approach for a big corporate," enthuses Jeremy Bossenger, director at BossJansen Executive Search, "is that a client's highest performers will then automatically reach the C-Suite, and the gender gap in SA will narrow simultaneously." Critically, senior female executives based elsewhere in the industry may opt to move across to firms intent on following this approach to gender equality – given the opportunity via a reputable executive search firm – where the elevation of female talent is prioritised in this way. With just eight years left to reach the United Nation’s Sustainable Development Goals (SDGs), "strong and renewed efforts" are needed to tackle South Africa’s gender targets, says a Daily Maverick “Equal Rights Analysis”. In the related report, put together by Equal Measures – a collaboration of national, regional and global leaders from feminist networks, civil society, international development and the private sector – at least four target areas were identified that will …
New Management Rule: Prioritise Your Team Members
Johannesburg, December 13, 2022 – As the year that was 2022 wends to a close, those who have focused on people management over the months prior will likely be thinking about how they can bring even better structures and levels of productivity to the fore in 2023, says Charles Edelstein of Executive Placements. A recent special report, the “Executive MBA Insights”, shares key trends to help senior leaders overcome their management challenges in an increasingly demanding corporate environment. Five specific focus areas are bulleted below: •Focus on sustainability As climate change presents an increasing existential threat, so managers should work with their teams to help lower rising temperatures by implementing strategies to decarbonise their business operations. •Focus on equal opportunities Managers are becoming more aware of how the work that their company is doing is impacting the greater society in which they are based. This means steering clear of any kind of elitism, to make sure that all groups – including women and those with disabilities – have similar levels of representation, remuneration and potential for advancement. •Focus on desirable incentives When the pandemic hit, millions of individuals in skilled jobs around the globe resigned, as their priorities surrounding being gainfully employed shifted. Today, managers need to be clever about what perks they offer to the individuals they most need to employ, and retain – with duvet days, hybrid working arrangements, sponsored lunches and travel incentives ranking highly among those with critically sought-after skills. •Focus on burnout avoidance Following closely on the heels of these proffered incentives, is the need for short-staffed teams with frantic workloads to avoid the hazards of burnout. Those in management positions should therefore seek to implement corporate wellness programmes that include benefits such as: access to a gym, counselling, on-site massage and more. •Focus on …