The Women’s Code, A Training Company For Balanced Leadership
Workplaces, processes, and systems were established and constructed by men for men, and had been working very well for most men. Because men are cordial, kind, and fair, over time they “invited” women into the Men’s Code.
Women quickly learned that these systems do not work well for most of them. Women’s leadership attributes are neither identified or integrated into most companies. We still expect women to lead based on male principles. Therefore is not surprising to see the relatively small number of women who advance to C-Level, currently at 13%.
Imagine: you built half a system and utilize only half a system… it would be difficult to get more than 50%. Think about it. If you apply one method to all your employees and team members because you haven’t recognizing that today’s workplaces and customers are a lot more diverse than how many viewpoints and innovative ideas are you missing?
No free beer, snacks, dart and pool games, or freaky Fridays can fix this. But this will:
“Companies who choose to actively integrate women into leadership are jumping ahead with an average of 15% increase in profits and increase the return on invested capital by 66%.”
McKinsey and Catalyst
What Is The Problem?
Men feel their contributions are being devalued, overly scrutinized, and diminished and women are tired trying to play by the rules of the old Men’s Code. Women, especially working mothers, feel they are ostracized because they have different needs that the current workplace doesn’t address.
Equality, inclusivity, and diversity issues are not always perceived as problems, and often aren’t acknowledged or addressed. Depending on the existing culture and ages of the workforce, the baseline of an organization can vary per location, team, culture etc.
Yet, declining employee engagement, now at a staggering 69%, and hostile workplaces show that women disrupted and broke the current system and many men are angry and frustrated about it. Yet, they too want a better work-life balance and not get blamed for the system failure.
Today the old Men’s Code does not work for either women or men.
How Do We Solve It?
Most organizations want a customized system upgrade that incorporates their vision, mission, and core values and works for men and women equally well.
Our objective is to co-create balance in your system, a system that was built on the pillar of established, long-standing perceived male rules, principles and tools of the old Men’s Code. We do this by upgrading the Men’s Code and adding a second pillar: The Women’s Code.
The Women’s Code is a system of rules and tools. It is the female expansion of the unwritten Men’s code and addresses what needs to be added to workplaces to make them viable for women. Once balance is achieved, female and male labels are removed.
To achieve balance as leaders and for our organizations we address four quadrants:
Women, Men, Executive Leadership and Teams
Instead of promoting the same for everyone, we specialize in creating the equivalent for women in the workplace—The Women’s Code.
That leaves us with two parallel pillars: the perceived male (existing) and the perceived female (new) achieving perfect synergy and balance between two halves.
We interconnect both pillars through our training with the goal to move from a traditional competitive “win” culture to a relationship-driven, all-inclusive collaborative culture.
Bring balance to decision-making, increase innovation and creativity, and upgrade and expand the existing rules and tools to be all-inclusive. Garner positive reviews and position your organization as one of the best places to work.
The results are the ROI of Balanced Leadership (as outlined in our deck presentation).
You will attain a more balanced leadership. Instead of two pillars running parallel, they now intersect and proceed in an interconnected trajectory, providing your organization with:
- Gender blind hiring and promotion practices
- Transformational leaders who are champions of diversity
- A forward-facing inclusive and respectful culture
- Increased creativity and innovation
- Improved employee engagement
This creates your new baseline for your business.
Why This Matters:
- You gain better options and wider viewpoints when there is more diversity of thought.
- Workforces will look like the customers/clients their products and services serve.
- Women tend to forge long-lasting relationships and are less concerned about quick scores than the final score.
- The inclusion of women is necessary to score in workplaces.
- The numbers show that women are good for business and help improve the bottom line.
- Men have to be included as they too have changing needs.
Achieve Your Goals:
To achieve your goals, The Women’s Code, a training company for balanced leadership, provides insights and training in four categories:
- Women’s Issues
- Career Mapping
- Business Development
69% of employees are unengaged and feel their organization doesn’t provide a clear path to success, mentorship, and an all-inclusive equal and safe workplace. The Women’s Code supports organizations in building balanced workplaces that allow all employees all to achieve success as individuals, and in turn, improve the financial results of an organization.
To find out what is needed in your organization please fill out an Uncovery-Session or click the CONTACT button below.
The Women’s Code And The ROI Balanced Leadership
If improved decision making, more creativity, innovation and better problem solving are appealing characteristics you’d like to see more of on your company’s leadership team, book Beate to speak at your next corporate event about balanced leadership. Or bring us in to work directly with your team for exclusive team or one-on-one executive mentoring and training.