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Want to improve your Executive Presence? Are you a high-potential female leader who needs to improve credibility? Are you a high-level female leader who needs to improve effectiveness?
Go beyond the vague concept of “Executive Presence” and develop your Executive Professionalism™
A one-time seminar isn’t enough to improve your leadership skills. Professional development is a journey … an on-going process. It takes time to change behavior and learn skills. It also takes application. You need to apply what you are learning.
What is the biggest professional challenge Women face?
“I am not perceived as credible”
For 25 years, I have been asking women about their biggest professional challenges – all over the globe. From Kentucky to Kenya from Dubai to Dallas – the answer is the same.
They tell me …
- I want to be heard and respected.
- I want to feel confident and appear credible.
- I have skills, and I want opportunities to use them.
- I want to feel more personally fulfilled.
- I want to communicate better with fewer miscommunications & less stress.
They ask me …
- How can I be perceived as more credible?
- How can I be a more effective leader?
- How can I improve executive presence?
Do you want to improve your credibility and effectiveness as a female leader?
Then, don’t sit around your office waiting for someone in HR to knock on your door. Be proactive. You need to create your own development plan … a plan that will help you improve your professional development and make you more effective.
This 6-part Model shows the components of your individual development plan within your company.
This model is for individual women. That means YOU!
4-Part System for Organizations to Develop High Potential Women
If you’re leading a company with high-potential women, we’ve created a model for you.
This model will help your organization to develop your high-potential women. Even a comprehensive view of Training and Development isn’t sufficient to ensure an employee’s success. Training and Development is just one of the ingredients needed to fully develop employees.
Employees don’t exist alone. They are part of a larger entity – a company, agency, organization, etc. They interact with others – internally and externally.
In order to develop to their highest potential (and to provide organizations with the highest contributions), employees need an integrated plan. Expressive Concepts has developed a System to help organizations provide comprehensive growth to their employees. This System addresses the four major components that impact the effectiveness of development.
According to Kelly Watkins, Thought Leader on Global Leadership, “Organizations need a comprehensive plan, in order to provide High Potential Employees with meaningful development”
The 4 Components of Expressive Concepts’ System for Organizations to Develop High Potential Women
1. Culture & Environment
2. Training & Development
4. Feedback and Discussion
Contact us to find out how we can create a customized program designed specifically for your company to meet your needs. The application of this system varies with company. You are unique!
Here’s a preview of the first component of the model-Culture & Environment
An organization’s culture is just one of the key elements to be considered for successful participation in the workforce by women (or men, for that matter). This concept is covered in more detail in Expressive Concepts’ 4-Part System for Organizations to Develop High Potential Women.
The most common term is “corporate culture.” But, the environment of any organization has a bearing on the success of its employees. This applies to every type of organization – government agency, small business, multi-national corporation, not-profit association, school, etc. When looking at success factors for hiring and retaining women, it’s vital to look at the environment or culture.
- Don’t Set Them Up To Fail
There’s an expression that says, “Don’t set people up to fail.” In other words, is the company putting women in situations where they know they will not perform well? Are they putting women in situations on the first day that will be difficult?
The author isn’t suggesting that women receive special treatment. She is suggesting that companies can make an effort to place all new hires (regardless of gender) in initial situations where they can flourish.
- Teamwork
Companies should work to integrate women into the rest of workforce. The women should become part of the team and part of the company … not an “outcast who meets a quota.” On the other side, women need to work to become a part of the team. They need to embrace a positive attitude and a willingness to learn.
- Executive Mindset
If gender-bias isn’t tolerated by top management, others won’t risk acting in an unacceptable manner. When leaders exhibit proper behavior and attitude, then the rest of the organization understands what is expected of them. Leadership has a responsibility to set the tone.
Conclusion
The preview above refers to just one of the four components of the system. All four elements are important in order to help women grow, develop, and succeed. When organizations invest in developing their employees (men and women), they reap benefits from their most important asset – their employees.
White Paper by Kelly Watkins
“Women Are the Key to Keeping Organizations Competitive in the UAE & the Rest of the World”- By Kelly Watkins, Thought Leader on Global Leadership Development
Executive Summary
The United Arab Emirates (UAE) faces a unique challenge, in that only 18% of the country’s inhabitants are native Emiratis. The remaining 82% of its population are expatriates. The UAE is home to the cities of Dubai and Abu Dhabi. “Emiratisation” is a UAE initiative designed to cope with this situation and to encourage employment of its citizens. The government has set a goal for 20,000 Emiratis to be hired in the private sector within five years.
Where will these 20,000 Emiratis come from? Companies who are struggling to meet this quota cannot afford to ignore half the labor pool. Women will need to be hired.Luckily for these companies, Emirati women are talented and educated. Therefore, organizations should begin to view women as solutions.Female employees can provide organizations with many benefits that lead to a competitive advantage and increased profitability. Women offer unique perspectives, varying viewpoints, and specific knowledge of UAE markets, as well as technical skills and expertise.How can companies maximize the contributions from their female employees? In addition to hiring Emirati women, organizations must be willing to make short-term and long-term investments in order to receive long-term benefits.
In the short-term, some Emirati women may need extra training – especially in professional and soft skills (leadership, communication, professionalism, global business styles).
In the long-term, these women deserve continual development opportunities. This goes beyond offering a simple “training seminar.” Organizations need a systematic process to provide for long-term development. Women should be offered opportunities to learn, to gain experience, and to grow their leadership skills. Employees who are more fully trained are able to contribute more significantly to the productivity and profitability of the organization.
Expressive Concepts has designed a 6-part Model for Women to Develop Their Individual Leadership.
This Model clearly identifies the path to successfully developing women both prior to their employment and throughout their careers.
Kelly Watkins, Thought Leader on Global Leadership Development, asks the question, “Will your organization be proactive and benefit from hiring and developing women, or will you ignore the situation and lose your competitive advantage?”
On a global level, there is a trend toward promoting women to the highest positions in organizations. This trend is gaining momentum at an astounding rate. The mandate has started at the Board level and is trickling down to all positions within companies. This will result in increased pressure for organizations to hire and promote women at all levels.
The mix of global pressure to hire women combined with Emiratisation quotas can present organizations with the perfect opportunity to benefit from hiring and developing female employees. The companies who have systems in place to train and develop these women will enjoy a competitive advantage in a global market.
Read the entire White Paper report
*** Reprint Information ***
You may reprint the Executive Summary without prior approval, if you include this byline: “Written by Kelly Watkins, Thought Leader on Global Leadership Development. For resources: www.ExecutiveProfessionalism.com.”
You cannot begin to believe how many women have told me how right on and perfect your talk was this month! YOU ROCKED!!! Especially our visitors. They LOVED you!”
Lorie M.
Your presentation was highly energetic, thought provoking and entertaining. It focused upon the skills that are necessary for effective leadership in today’s environment. It is obvious that you have the experience and expertise to assist others in developing an effective leadership style.
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