So Mixed Leadership brings company success: more women = more money


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Mixed leadership and diversity management are on everyone's lips, yet there are still far too few women in top management. What that could change: women bring Company more profit. This was recognized, for example, by Alibaba founder Jack Ma.

How Mixed Leadership Brings Business Success: More Women = More Money How Mixed Leadership Brings Company Success: More Women = More Money


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Here writes for you:

Johannes Schmeer is a coach for executives in top management.

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Here writes for you:

Simone Janson Simone JansonSimone Janson is publisher, German Top20 blogger and Consultant for HR communication.

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What leading Company The example of Ali Baba is different

Chinese billionaire and Alibaba founder Jack Ma found that women think more about men than men. And that's what 21 does. Century on. Even in the top management of his company, therefore, 40 percent women.

The reality in many German companies looks unfortunately different: "Top managers are chauvinists, do not even notice it, but talk smartly therefore," so one could exaggerate the conclusion of a Fraunhofer study of October 2012 summarize.

Women's welfare programs do not help

The research team led by Prof. Schraudner wanted to clarify why, despite various "We promote women!" Programs, these usually make fewer careers than their male counterparts.

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Today, years later, there are still reasons why so few women make a career. Because: As little as a spoiler - retrofitted to the trunk of the car - makes this a racing car, as isolated measures help to promote women. Because: they are drowned by the prevailing male corporate culture, the water.

Women in power? D rather not!

For example, the "conformist formal culture": Here the views of women are perceived as strange and they are denied - by the men in the hierarchy - the ability to lead.

Even more crisp is the "conservative culture of exclusion": In companies of this type, men occupy all relevant key positions and normatively justify that women belong in the house and men in the work.

The effect of promoting women vanishes in the corporate culture

No wonder then that in such cultures, the effect of a family-friendly company certificate melts faster than the ice in the sun and most programs are only hesitantly accepted.

As before, the higher the position, the lower the percentage of female executives. Even today, the prevailing understanding of roles is traditional, the management culture male dominated.

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Differences can be managed just as little as time

In many companies there are now programs that want to promote women: for example, "diversity management" should help to make aware of the benefits of differences.

Certainly not wrong with the idea - however, the very concept alone carries the risk of a misunderstanding, similar to that of "time management". Because diversity can be managed just as little as time.

Changing corporate cultures sustainably - but how?

It is ultimately always only we humans themselves, which we can manage in dealing with these given facts.

The only thing that brings movement into the thing is to change our attitude and our emotions in such a matter. When that happens, we act differently. Alibaba founder Jack Ma has recognized this:


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Women bring more money to companies

But does man want that anyway? Not only from the study, the Fraunhofer Institute, there is a second clue that could provide more women in leadership positions: Mixed leadership, so an even distribution of women and men in top management, brings more money to companies.

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As a result, male hierarchies must be convinced of the economic benefits that women in leadership positions bring. Put simply, this means "more women, more money".

A sad realization?

An admittedly sad realization, considering where we have arrived today: That appreciation of women in leadership positions is not possible for their own sake, but only if the ROI is right.

Reassuring, though, to know that at least that has since been proven! Because apparently this fact has not arrived everywhere. An interview with five managers in the journal myself - including the former Telekom board member and Member of Parliament Thomas Sattelberger. Germany is a developing country on this topic. And claim and reality are still far apart.

Old prejudices in the minds

The distorted images and misconceptions in the minds of men and women are still deep when it comes to women quota, children and career. This shows the interview with me very nice.

5 managers were asked about the highly controversial topic here - impressively showing just how deep the prejudices are still sitting. The answers are not very surprising - or maybe, when compared to reality.

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Preach water, drink wine

I've recently found this in a research on women's advancement and mixed leadership itself: In a study by a renowned German university some major companies were interviewed and pointed out extravagantly on their great programs to promote women.

When we examined in the context of interviews, as it would look in reality exactly with the division of labor between men and women, was bricked: One is not so far, the topic in the company just in the development, a human resources manager admitted frankly.

Germany - developing country in working time management

This attitude is now confirmed in the interviews: The most prominent among the interview partners was Thomas Sattelberger, who introduced the 2010 percent women's quota there as 30's HR director at Telekom and is now sitting in the Bundestag.

In the interview, he talks mainly about family-friendly working hours and about the fact that companies would have to rethink - because Germany is a developing country in terms of working time management:

Our American colleagues disappear around 17 clock on the golf course and the companies are still highly profitable. Our executives are still sitting around the 22 clock in the office - something is wrong.

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At the same time, however, Sattelberger himself is someone who loosely puts it on 60 hours of working hours.

Way with the raven-mother?

But the other interviewees are quite exciting in this respect: There is about Dr. Hans Reichhart, judge, Member of Parliament and chairman of the Junge Union in Bavaria.

He speaks in the interview, among other things, for better care offers and against the Rabenmuttersyndrom, but also against the quota. The former is surely praiseworthy, but at home his wife, also a judge, now takes care of the offspring for the most part.

Are the women themselves guilty?

And finally, Heinrich Wefing, deputy chief political officer of the time, who stands out in the discussion above all by the fact that he blames the women for their own fault of professional disadvantage and quota rules as aggressive. So he says:

"It's not just about equal pay for equal work. Statistically, women tend to choose jobs that are worse paid than typical male occupations. This has consequences for the question of who stays at home when children come. "

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And here, too, the wife has crunged his teeth because of the children.

Summary

Exciting theme, even though the discussion itself has not produced any new aspects, it shows how many prejudices one must still meet in terms of emancipation.

So let's get started!


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  1. Questback Germany

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  2. Thomas Eggert

    Mixed leadership brings business success: more women = more money from
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