Module six benefits of women's leadership. Once you examine some of the common traits of women's leadership, it is clear that there are many benefits to having women in leadership positions. One excellent way to encourage your organization to focus on developing women as leaders is to articulate that many benefits of having women in such positions. Well, we can never assume that every woman leader will demonstrate all the common traits of women's leadership. No can we assume that male leaders will not demonstrate any of these traits? Putting women in leadership positions does increase the chances of your organization benefiting from these practices, greater collaboration.

One of the greatest benefits of having women in leadership positions is that they foster greater collaboration Because women tend to be more relationship focused, they are often able to draw in stakeholders from many different areas to work towards a common goal at end the tendency of women leaders to unite diverse groups around common goals and values, and it becomes clear that women leaders value and encourage collaboration. a culture of greater collaboration is beneficial for countless reasons. Collaboration helps to build relationships among employees, and across traditional divisions, such as department or function. It helps to clarify common goals and values, which can further boost employee investment in the organization. When people collaborate, they invest in each other. And when people feel invested in they have a higher morale.

Are more productive and are more likely to stay and grow within the organization. Finally, greater collaboration makes the best use of the organization's most valuable resource, its people. Culture of work life balance. organizations with women in leadership positions tend to have cultures a work life balance. They may offer flexible work arrangements, working from home flex time, shared positions, or part time options that allow employees to maintain their career while also attending to life outside the office. organizations with a culture of work life balance also helped to foster a sense that employees lives and happiness outside the office, are beneficial to the organization.

A culture of work life balance means that employees don't feel as if they have to choose work or family life, but can instead attend to both equally. Even more. a culture of work life balance tends to promote employee satisfaction and happiness, stave off burnout and promote retention. employees may also end up taking fewer sick days, or otherwise being absence, which is good for the bottom line. a culture of work life balance helps employees feel like people are not just cogs in a machine. This in turn promotes happier, healthier workplaces.

Culture of accountability because they value personal accountability for themselves and others. women leaders tend to promote a culture of accountability across the organization. a culture of accountability is one in which people take responsibility for the actions rather than seek to blame others and which people are rewarded and recognized for their efforts and success and in which people act with honesty and integrity. The benefits of such a culture are clear and obvious. Accountability fosters a greater sense of trust, both between employee and peers and between employees and management. The knowledge that one will not be blamed for things they did not do and that they will not be punished for owning up to a mistake makes people feel safer and more valued at work.

On a larger scale, accountability and transparency, help to discourage stealing, dishonesty, policy violations, and more, including sexual harassment, financial misconduct, and even more rejas violations. a culture of accountability promotes workplace safety and workplace harmony, which results in better productivity, better retention, better morale, and a better bottom line. assist in recruiting millennials. One of the most surprising benefits of having women in leadership positions is that it helps in recruiting millennials. An incredibly important group of new workers. Millennials overwhelmingly want to work for organizations where they see women in leadership positions.

This appears to hold true for both male and female millennials. Young women especially are likely to be less attracted to a work at organizations where they do not see women in the ranks of leadership. Seeing women and leadership demonstrates to these young women that they have the potential to advance within the organization. It also indicates a dedication to gender equality, something that millennials of both genders say in repeated studies is important to them. Millennials are also likely to value the traits common to women's leadership, such as accountability, diversity and relationships. If you're Organization wishes to recruit millennials.

And there is hardly an organization that does not have been women invisible leadership positions is one key component of your recruiting strategy. Case Study ralphus Amir were working a college recruitment fair for their organization. They were one of about 200 organizations president. Looking around, they noticed that they were one of the few booths that was staffed by men only. Nearly every other organization had at least one woman recruiter. Over the course of the day, they also noticed that several of the students who stopped by to talk about the organization x, how many women they had in leadership positions, as well as about it.

Issue such as family leave. These students interest seem to wane when they explain that the top organ donation was filled with men. At least right now, on the other hand, the booth next to them seem to be very popular with students. Well overheard a representative talking about the new female CEO that had just taken over and about the ways in which the company was seeking to create a training program for female managers.