As a regular contributor on the January ‘Pipeline Top Flight’ flagship Leadership programme for senior female executives targeting at CEO, COO, CFO and other senior leadership roles. I come away with a refreshed sense of what can be accomplished and a determination to support the further achievement of women to the senior levels of our companies, organisations and Boards. It is my annual visible glimpse of the talent pool awaiting to be released on to our Boards.
On the programme we collectively ‘dived’ into the world of Boards, to better understand what Boards need and the role the individual can play. This enables the participants to understand what drive Boards and to target the senior leadership roles which support the Board with more precision.
A key aspect is the changing nature of the Board role which is becoming more pro-active around the on-going business and organisations ability to deliver and survive. This involves a higher profile and accountability for the Board in setting the tone and strategy for the future.
A clear understanding of what is high on the Board’s agenda is vital when targeting a Board and Senior Leadership position, as this provides the individual with the opportunity to be savvy about how their current and future experience and skills mould to these needs. And importantly to ‘fill’ any gaps that might be ‘visible’.
We also talked about what it took to be a successful Board Member, and vitally for this group and the wide group of capable females, how to bring themselves in contention for a Board and Senior Leadership position.
The increased diversity on Boards has brought about a much more dynamic interaction on the Board which I have witnessed while carrying out external independent Board evaluations over the past 15 years. This in turn requires a blended set of and an insightful approach to the ‘challenge’ required of Board NEDs in the modern era.
It is important to recognise that while the progress of gender diversity on Boards has continued at a pace over the past 10 years we are increasingly’ stuck in the mud’ with the lack of appointment of female Chairmen. Yet it is the Chairman who have a huge impact on the shaping of the Board and the Executive Team. They in remain a key influencer who need to be engaged when seeking and increasing your visibility for a Board or Senior Leadership appointment.
However, the good news is the growing hinterland of capable females who are pushing for Chairman, Board and Senior Leadership appointments is rolling at a pace.
While not every female can avail themselves of such a premier programme as the ‘Pipeline’. I have on many occasions coached and mentored females not to allow themselves to be defined or limited by others. If you want to do it, go and design your own development and career plan and hit the strategic highlights.
A happy New Year and good Development to all, especially females.
