The Future of Women’s Leadership: How to Create Real Change

1. The Future of Women’s Leadership:How to Create Real Change Shaunti Feldhahn SFeldhahn@HFRgroup.com Monique Honaman MHonaman@hfrgroup.com

2. Problem: leadership gap for women Not intended, but is the rule, not the exception In decades of working to advance women, ratio hasn’t changed much Affects business outcomes Plum = Percent of women nationally

3. Advancing Women = Advancing Business Research indicates that more women in leadership measurably increases business success including: • Higher profit margins (EBIT, economic profit) • Higher other financial returns (sales, ROE, invested capital) • Higher average stock price growth • Better organizational performance Sources: Studies 2007-2018 by McKinsey (See “Delivering Through Diversity,” 2018), Zegner/Folkman and Catalyst

4. Why? Differences in brain wiring, thought patterns and experience Organizational richness, expansion of strengths, diversification of weaknesses, and greater innovation Want to grow as a business? Growth is difficult or impossible without innovation.

5. Why? Part 2 41% of business-to-business purchasing decisions are made by women – even in traditionally “male” industries. Excellent ability to understand / connect with / serve women improves market reach. Source: Harvard Business Review, “How Women Decide”, 2013

6. Implications Thus: • Advancing more women into leadership is a vital business need. And: • It must be identified and approached as such. • Not diversity-driven, but business-driven. Goal: Solving a recognized business problem.

7. Two Types of Women’s Leadership Programs Type 1 - Support-based: • Focused on networking, mutual support, confidence-building, general equipping • Characterized by: events, networking opportunities, mentoring programs, lower budgets. • The majority of women’s leadership programs today. • Pros: Much simpler to execute. Encouraging to everyone. Does not require C-level support. • Cons: In general, does not move the needle; doesn’t successfully bring many more women into leadership.

8. Two Types of Women’s Leadership Programs Type 2 – Business-driven: • Focused on solving the business problem of not enough women in leadership • Characterized by: targeted initiatives, identifying specific reasons for gap, budgeting for solutions • More likely to drive success and move the needle / measurably bring more women into leadership. • Must be C-level supported. • Must be budgeted.

9. Key Variables • What is the goal? • Inspiration, encouragement and support? • Increasing the representation of women in leadership? • Both are valid goals, but lead to very different approaches. • Is there a window of opportunity for a business-driven approach? • Having a C-level sponsorship presents an unusual opportunity, and should be seized. • Where will you start? • How you start is critical. Companies can go from a targeted, business-driven approach and add a widely supportive element, but it is more rare to successfully go from a “support-based” approach to one that is business-driven.

10. Starting Point Steps • Decide on goal: Inspiration/support only? Or also actual change? • If change desired, plan for either one- or two-tier solution: • Tier one: Business-driven efforts for targeted group of women. • Tier two: Add supportive programs for wide array of women. • Implement leadership structure to meet the business need: • Implement clear chain of responsibility and leadership structure • Identify solutions needed first, then committees and committee heads to address those needs. • Include representative ratio from business units and HR (ensure business units are not under-represented compared to HR) • Plan for 2-day working session: Key stakeholders identify the reasons for leadership gap / viable solutions for C-level approval. • Bring in partner to guide you: We would like to be that partner, and facilitate the 2-day session. We have worked with many clients to see their goals achieved. We would like to do the same with you.

11. Who We Are. For example… Shaunti Feldhahn • Master’s degree from Harvard (MPP with a Concentration in Business) • On Wall Street before becoming social researcher and consultant • Best-selling author; books including The Male Factor have sold 2 million copies in 25 languages • Extensive research has identified key “missing link” factors to solving lack of women in corporate leadership; worked with dozens of household name corporations globally over 16 years. Monique Honaman • JD from Albany Law, Masters in HR from Michigan State. • Worked in corporate human resources (GM, GE) before entering into consulting focused on leadership assessment, development and coaching. • Global leadership experience spanning 6 continents cross-function/cross-industry. • Co-Author of GUIDE Coaching: A Leader’s Strategy for Building Alignment and Engagement. We have many uniquely-experienced partners to help you achieve your goals.

12. What Makes Us Different BUSINESS DRIVEN HIGH LEVERAGE RESEARCH We investigate, quantify and apply the factors that work and matter most. We work with those serious about getting specific results. We target “missing link” approaches & small changes with big impact SELF- DIRECTED SELF- DIRECTED PRAGMATIC PRAGMATIC UNITY We equip people to take charge of their own trajectory We work with current realities and drive change from the actual situation. We unify, draw in women and men, emphasize mutual respect and prosperity.