Culture strongly shapes perceptions and
beliefs about the role of gender in leadership. In particular, the role
of women in leadershi[p positions has changed a great deal in recent
years, but the "glass ceiling" continued to be a reality for many
women, especially in some cultures. Although advances have been made,
there are many challenges and barriers to deal with. In this section we
will examine whether genders are really different in leadership style
and effectiveness, and if so, how are they different. For example,
well-conducted research by Catalyst has shown that women executives in
the top 25% of leadership positions deliver 35% higher ROI and
34% total sharehold returns; and balanced gender teams (50/50 men
and women) are more innovative, What else should we understand about
gender to make better organizations?
Questions for study:
- Why are gender issues arising in the field at this particular
time (although they have always been present to some extent)? What are
the change drivers that are influencing such focus?
- How are leadership effectiveness and desirable qualities for leadership determined? Is there bias in this criteria?
- Are there distinctions between women and men leaders, and if so, is it a distinction with a real difference?
- How does culture influence leadershp role and gender? How can we
deal with gendered leaders in one culture who may be perceived
differently in another culture?
- If there are differences, when should each be used, or can there by an "androgenous" form of leadership?
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