What I Really Like These Chapters?

This semester, we learned specific ways to build our leadership capabilities by reading “How Remarkable Women Lead” by Joanna Barsh and Susie Cranston, researching Boston women leaders, interviewing a present day woman leader, and reading a group book. Throughout all of these resources and research, common themes of how to be a successful leader emerged. Not only did I learn more about leadership in general, but I also found ways to improve my own leadership without going too much out of my comfort zone. The important lessons of leading with perseverance, framing, and an activist's mindset thoroughly influenced my identity as a leader and gave me new tactics to grow as a person.

economic growth, (2) a diverse workforce can capture a greater share of the consumer market, (3) recruiting from a diverse pool of candidates means a more qualified workforce, (4) a diverse and inclusive workforce helps businesses avoid employee turnover costs, (5) diversity fosters a more creative and innovative workforce, (6) businesses need to adapt to our changing nation to be competitive in the economic market, (7) diversity is a key aspect of entrepreneurialism, (8) diversity in business ownership, particularly among women of color, is key to moving our economy forward, (9) diversity in the workplace is necessary to create a competitive economy in a globalized world, and (10) diversity in the boardroom is needed to leverage a company’s full potential.

* Watch the video titled “Diversity’s real power” (2 min 6 s) from Management Tips with Todd Dewett, located at http://www.lynda.com/Business-Business-Skills-tutorials/Diversitys-real-power/126132/174433-4.html?org=strayer.edu. Investigate two to three (2-3) reasons why diversity is important to an organization’s

This case study involves Deborah Westman and her work at the Bank of Montreal (BMO) as a junior employee. Deborah has aspirations of progressing within the bank to higher levels of leadership, but is concerned about possible barriers due to her gender that have prevented other women from advancing. The bank is actively seeking to provide better opportunities for women to attain key leadership positions through the use of a task force and new policies. Deborah is uncertain if she can take advantage of the increased awareness of women in the bank, and if the barriers to higher leadership will actually be removed. Possible strategies will be recommended for Deborah in order to assist in her career.

Stronger business ethics – Women in leadership roles tend to acknowledge and consider the rights of others in the search of fairness.

This myth has been perpetuated throughout history and in result; we have barriers such as the glass ceiling in existence. If we were to pull up a list of the Board of Directors for any given company, the probability of it being a predominately male group is high. This notion alone shows how companies have continued to dwell in olds days where men are considered more capable than women. The Glass ceiling effect has continued to place barriers against women endeavor in achieving success in their careers and participation in their work place. Women have not been able to realize their potential in their work places since they are not offered equal chances as compared to their men counterparts who enjoy great opportunities in organizations. The fact that an organization is ran by men, may cause an adverse effect on the performance of men. Obviously, a man thinks differently than a woman. It is likely that a decision made by men only is likely to ignore the interests of women in the organization. This creates a domino effect because it affects the woman’s performance in business since they only get limited chances to learn, and limited job assignments that will enhance their skills. Hence, low or limited skills and experience will lower their overall

Instead of being allowed to become corporate leaders and influential characters that can bring change to the system, women are encouraged to become part-time employees. They are often offered positions that are important but not influential enough to affect policy. In this manner they are shown that they are good enough to work, but not quite ready to accept the mantle of leadership.

This topic is not only relevant for the future and success of women and minority leaders, but also for the growth of organizations as well. Organizations would benefit by embracing women and minority leaders and taking into consideration the fact that their contributions can be valuable. In addition, women and minorities can also benefit from understanding why being a successful leader has become difficult. Only through fully understanding their obstacles can they fully be able to achieve greatness as leaders.

I know we did not cover this in class, but as I was reading this chapter, I felt that this is a important in the role of leadership because leaders who viably incorporate assorted qualities such as diversity into their non-profit’s service will delivery strategy and more individuals will advantage from the services the organization has to offer (Heyman, 2011, pg 128). The best thing as a leader is to review who are their employees and how does their demographics helps determine weather your organization is diverse enough to provide the range of perspectives needed to serve your clients effectively (Heyman, 2011, pg 129). With a wide range of diversity in the organization will open up many perspectives and backgrounds needed to effectively impact the organization to best practice the critical skills and competencies. Therefore, integrating diversity at mind, a leader comprehensiveness is coordinated toward empowering and esteeming the distinctive perspectives of various individuals inside group associations, and can possibly overcome boundaries to interprofessional group performance (Mitchell, Boyle, Parker, Giles, Chiang, & Joyce

Women can become change agents in their organizations by stepping out of their comfort zones and becoming champions with a set of proven strategies to overcome barriers to Human Resource, structural, political, and symbolic contexts. Disabling negative responses to change such as anxiety, confusion, invisibility, and lack of purpose to the positive actions of engagement, empowerment, support, and training are a few areas to improve employees’ viewpoint toward any modification. Always, the transformational leadership style demonstrated by female leaders uses an enhanced mechanism to enact change as it relies on communication, collaboration, and cooperation. (Bolman & Deal, 2003).

I really like all the paintings from the chapter 7, 8 , 9 and 10. In chapter 7 I found very colorful artwork rather than the chapter 8 ,9 and 10, which attracts me toward those artworks. Similarly, in the chapter 8 artwork I really like the how the artist has express expression and feelings through the artwork. From the chapter 9 I get the chance to know about the Sculpture. Of course, chapter 10 cubism really love those artwork too. Among all those artwork here I am going to explain three artwork I really like in the chapter 7-10.

He again takes the opportunity to reinforce the role that diversity has to the company strategy. Next the Corporate Strategy Council (CSC) approves Brody’s plan for a Women Global Leadership Forum. Through the attendee identification process, it gave division presidents the opportunity to truly see the female talent within their teams. Although some of the reactions were negative, this just provided a deeper look into the male employees attitudes toward women. After the attendees were identified Brody issued a survey not only to the attendees but to their corporate and senior officers. This information served as a motivational tool for the World Team meeting. This also gave the CEO positioning to mandate specific diversity measures be added to all division scorecards.

As the author points out, the figures on women in leadership is staggering in disparity. The article takes time to focus on identifying and highlighting reasons what makes a successful leader. Having an opportunity to attend a leadership meeting, in which we discussed improving inclusion at my company, this article presented many of the same reasons that as a company we tried to understand, “Why do we not have more women in leadership?” This article really underscores that in order for a business to survive and grow or for that matter, any organization to flourish you need to find individuals that embody the above-mentioned leadership traits not just seniority.

More and more women are rising to the leadership challenge, even in some of the most male-dominated industries. The increase in the number of women attending college, the increasing number of women in the workplace or starting their own business has demonstrated to men who own businesses that women can be both managers and mothers, thus showing their male counterpart that women can in fact "do it all".

The purpose of this article was to examine women’s and men’s leadership styles, the effectiveness of the different leadership styles, and the true determination of effectiveness as a woman leader (Appelbaum et al, 2003, p. 43). The article present research conducted for theories examined. Comparing this week’s work assignment to this article, I notice a linkage to a few items. The comparable list that is closely related to parts of theories in the reading assignment are gender stereotypes; different leadership style effectiveness; developmental opportunity, and experience. All of these different topics are related to the Leadership Labyrinth.