On this post, we focus on developing female leaders within the workplace. The dearth of female leaders in today’s business world is one of the more talked about challenges. Many big industry players have been slammed for steadily having few women on the company board, in senior management positions and in the workplace generally. This has led many organizations to make their diversity policies open to public scrutiny and commit to developing more female leaders. The discussion on women in leadership lately goes way beyond gender and equality.

The issue is not only about equality but how gender diversity affects a company’s success. A McKinsey study reveals that organizations that reflect more gender diversity are 15% more apt to outclass, and those that have more ethnic diversity are 35% more apt to outperform. Organizations with a larger number female leaders are also demonstrated to be more profitable. Actually, a Harvard study reveals that women are characteristically rated by their colleagues and managers as being more effective leaders than men. In this post, we explore two ways in which you can facilitate the development of more female leaders within your organization.

Decide on Top Leadership Qualities

Without a mutually agreed upon set of desired leadership qualities, it is probable that people will maintain the prevalent stereotype of the typical leader. Seek out what qualities are essential for being an outstanding leader in your organization and ensure everyone is on the same page regarding the definition of these qualities.

Give Feedback the Right Way

If you’re instinctively apprehensive about giving constructive feedback to a female colleague or employee because you are unsure of how they will take it, then you probably should consider how you are saying it. Everyone – male or female – who receives tough criticism, will find it challenging to process. Always refer to precise examples of what was said or done, and offer suggestions for improvement.