Tag Archives: gender

Behaviour research: the new generation leader

Challenge: to identify effective leadership styles and cross-reference with male / female strengths

Changes in LI (Leadership Intelligence) over time

Our approach: on-line mega-focus group run on the Synthetron platform, then online questionnaire. NB Customer Interpreter is the sole provider of Synthetron crowdsourcing software in the UK. This research was carried out with Aspire Coaching

A few of our observations about 21st century leadership

  • Participants admire inspiring vision, courage, intelligence, integrity, the guts to make change happen, innovativeness and those they believe have a vision, stand for something and have made a difference.
  • What is now being rejected is untrustworthy leadership based on ego, greed or selfishness, those that aim to divide and conquer.
  • The best leaders tend to be female and they tend to improve with age and business or parenting experience. Higher LI (Leadership Intelligence) scores are seen in the public sector and those working in professions or in the coaching/development industry. Seniority helps, but board members have lower LI scores.
  • High LI scorers take a job to make a difference and have a challengein a company they believe in. They are frustrated by hierarchies, work-life balance and lack of opportunities to do what they came for.
  • Women appear to be less of a gamble when it comes to LI –their variance is significantly less than that of men and they are less affected by the sector, seniority level or working patterns.

Timescale: 1 month
Full report: find it here: leadership survey 2010

Behaviour research example: retaining female employees

Thanks to slackonomics.com

Challenge: Understand reasons for much lower retention levels of female employees in a professional services organisation
Our approach: Interviews with junior and senior male and female employees and male and female clients

A few of our recommendations to encourage better retention

  • Reconsider the business model where income is based on hours not results. Clients also expressed dissatisfaction with the system that encouraged the professional services company to pester them with unnecessary updates and lengthy reports. They preferred the approach of female account handlers, especially mothers with busy lives who delivered crisp summaries at critical intervals
  • Build connections up and down the organisation between new female employees and succesful family minded senior employees to share coping strategies and indentify effective policy updates
  • Develop alternative career paths where those (male or female) employees who wished to also have time with their families or other interests, could develop expertise and seniority in departments not requiring 24/7 availability

Timescale: 1 month