In taking the “Gender-Leader Implicit Association” test in Northouse Chapter 15 and reading through the Catalyst (2016) report for inclusion ideas I recognized that my profession of campus chaplaincy tends to be “female-dominated.” This is reflected in the greater amount of women on my staff team in comparison to men. Currently on the team I co-lead, we […]
Response to Matt Light from Many Lamps – Unit 8 You’re right Matt, finding a moment of solitude amidst our daily schedules is certainly challenging and yet solitude, as defined with moments alone with God, are where we find ourselves refreshed and restored (Blanchard, Hodges & Hendry, 2016). It is in those moments of simplicity […]
Response to Daneen Light from Many Lamps – Unit 8 Thanks, Daneen, I enjoyed reading your post. Gilkey’s sermon gives us reason to pause and reflect on how we approach the daily tasks or challenges that come our way. I agree that the analogy of the hourglass is a great reminder that we need to […]
As a leader, there are many things you can do to foster recognition and a sense of belonging for women in your workplace. Ensuring fair and equitable wages, merit increases, and bonuses are great way to foster recognition. To start, conducting a salary market research analysis would ensure that each position’s salary is comparable to … Continue reading Learning Activity 2
In Case Study 15.1 “The Glass Ceiling”, Lisa Weber, a top level portfolio manager is held back from promotion despite her exemplary work. The firm that she is working in is plagued by many cultural obstructions blocking her pathway to success. Some of these cultural obstructions appear to be part of the firm’s historical culture. […]
By taking the Gender-Leader Implicit Association test I was surprised to learn that even though I consider myself to have progressive views with regards to women in leadership, I still have gender biases since I received a positive score. Evidently, the beliefs about women are culturally entrenched in society and they are subliminal because they …
Hi Ryan, Thanks for sharing Cheryl’s story. It’s inspiring to see all the amazing things she accomplished as a school administrator, especially in a country, like Saudi Arabia, that’s not as tolerant of women in the workforce. The quality of bravery is one that’s typically associated with men since ancient times when they were required […]
CHRISTINE BAYINGANA, CEO URWEGO BANK RWANDA; A formidable and phenomenal Servant Leader. I interviewed this phenomenal leader by the… Read more LDRS 500 Unit 8 Women in Leadership
I work with a number of women at the church where I serve, almost 50% of the team is made… Read more LDRS 500 Unit 8 Activity 2
Case 15.1 – The “Glass Ceiling” The advancement barrier Lisa encountered is commonly known as the glass ceiling effect, which is “the invisible barrier preventing women from ascending into elite leadership positions” (Northouse, 2018, p. 404). To retain valuable employees like Lisa, the firm’s top executives should have been aware of their biases, and adopted … Continue reading Learning Activity 1