How to Develop Female Leaders

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Table of Contents

Instructions
Activities
Conclusion

Nowadays, the issue of developing female leaders has become significantly important for companies and organizations. Furthermore, it raises some challenges and questions, such as how instructors can support and train them, as their needs are different from male leaders. Therefore, it is essential to work out a list of specific instructions for the efficient developing of female leaders and elaborate on some activities, which may be implemented in companies.

Instructions

This section will outline specific step-by-step guidelines for the instructors to develop female leaders.

Identifying the goals that the instructors want to reach.
- The instructors should determine the objectives of their training and guidance of female leaders, focusing on the entrepreneurial capabilities, the success of relations within the team, and leadership skills. Setting clear points of the supervision and its purpose is essential to achieve high-performance rates after the training period.
Observing the individual characteristics of female team members and the features of the environment.
- This step can be helpful for the instructors to understand the psychological part of the program, and to notice possible behavior and perception differences. Working with female leaders can differ from guiding male teams. Consequently, the instructors should possess specific psychology knowledge and understand gender differences to find the right approach for the activities’ design. Besides, the instructors should consider the features of the future environment of operations for the female leaders.
Designing workshops and activities to empower female leaders.
- The instructors should implement the information from the prior work conducted to identify the objectives and unique characteristics of the guidance into creating interactive and creative training activities. Those workshops, real-life cases, and meetings should aim to discover new strengths of female leaders and to encourage them to be active and enthusiastic. The activities should also introduce guidance on the actions under the stressful events and the training for stress management. Female leaders might act differently under pressure, so the instructors must emphasize this area as well, and design interesting cases that will train this aspect.
Implementing various self-assessment tools into the training process.
- Self-assessment is a critical measure that will help the participants to discover individual traits and understand personal strengths and weaknesses. The instructors can offer various self-evaluation techniques for female leaders. This step is beneficial to the training and can produce exciting outcomes that can help women to choose their leadership style.
Evaluation of the training and guidance results
- During this stage, the instructors should conduct a thorough activities’ assessment, analyze their results, and compare those to the initial objectives. It is critical for the instructors to have a fair and independent judgment of the female participants and consider all the aspects of the training.

Activities

Organizing mentoring programs

Developing women leaders in any organization requires more than a two-year performance review and reports. First, a leader should figure out what the program will include by specifying what he or she and mentees will be responsible for doing. As a mentor, the leader agrees to provide support and encouragement to the mentees, provide feedback on their progress, and meet with them regularly. Secondly, it is essential to formulate short-term goals for the next 5-10 years of the women’s career.

The leader needs to list each short-term goal and the proposed timeline for achieving it. Moreover, it is critical for a leader to evaluate the mentees every 6 months to check their progress. Regular progress reviews will help to change the mentoring plan, goals, and objectives to see what the mentee has achieved or is working on.

Organizing team-building events in the workplace

Teamwork is critical to a company’s success; that is why a leader should allow male and female executives to learn from each other by organizing gender diversity team-building events throughout the year. It is crucial to let every member know that he or she provide real value to an organization, regardless of his or her gender. Thus, leaders also have to do their fair share in building a team by participating in these events. Otherwise, it will be harder to encourage women’s leadership.

Conclusion

Nowadays, many companies and organizations are more intentional in supporting and developing female leaders. To promote female leadership, company managers need to take some measures, such as encouraging women’s ambitions within the company, building a community to empower leaders among female employees, and setting an example by female leaders. More than that, it is essential to implement different mentoring programs and team-building events for female leaders.

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How to Develop Female Leaders

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