Are Women Better Leaders than Men?

We've all heard the claims, the theories, and the speculation about the ways leadership styles vary between women and men. Our latest survey data puts some hard numbers into the mix.
Our data come from 360 evaluations, so what they are tracking is the judgment of a leader's peers, bosses, and direct reports. We ask these individuals to rate each leader's effectiveness overall and also to judge how strong he or she is on the 16 competencies that our 30 years of research shows are most important to overall leadership effectiveness. We ask, for instance, how good a leader is at taking the initiative, developing others, inspiring and motivating, and pursuing their own development.
Our latest survey of 7,280 leaders, which our organization evaluated in 2011, confirms some seemingly eternal truths about men and women leaders in the workplace but also holds some surprises. Our dataset was generated from leaders in some of the most successful and progressive organizations in the world both public and private, government and commercial, domestic and international.
In the confirmation category is our first finding: The majority of leaders (64%) are still men. And the higher the level, the more men there are: In this group, 78% of top managers were men, 67% at the next level down (that is, senior executives reporting directly to the top managers), 60% at the manager level below that.
Similarly, most stereotypes would have us believe that female leaders excel at "nurturing" competencies such as developing others and building relationships, and many might put exhibiting integrity and engaging in self-development in that category as well. And in all four cases our data concurred — women did score higher than men.
But the women's advantages were not at all confined to traditionally women's strengths. In fact at every level, more women were rated by their peers, their bosses, their direct reports, and their other associates as better overall leaders than their male counterparts — and the higher the level, the wider that gap grows (see chart; click on the image to view a larger chart):

Specifically, at all levels, women are rated higher in fully 12 of the 16 competencies that go into outstanding leadership. And two of the traits where women outscored men to the highest degree — taking initiative and driving for results — have long been thought of as particularly male strengths. As it happened, men outscored women significantly on only one management competence in this survey — the ability to develop a strategic perspective (see chart; click on the image to view a larger chart).
























So what should we conclude from these data? Why are we not engaging and fully employing these exemplary women leaders? Yes, blatant discrimination is a potential explanation. If not actual than certainly perceptual. When we shared our findings with a group of women outside this particuar survey and asked them to suggest why they thought their colleagues had been rated so highly on taking initiative and self-development, their answers pointed to the still-tenuous position they feel themselves to be in the workplace:
"We need to work harder than men to prove ourselves."
"We feel the constant pressure to never make a mistake, and to continually prove our value to the organization."
That is, anecdotally, at least, the women we queried don't feel their appointments are safe. They're afraid to rest on their laurels. Feeling the need (often keenly) to take initiative, they are more highly motivated to take feedback to heart.
The irony is that these are fundamental behaviors that drive the success of every leader, whether woman or man.
Why are women viewed as less strategic? This is an easier question to answer.Top leaders always score significantly higher in this competency; since more top leaders are men, men still score higher here in the aggregate. But when we measure only men and women in top management on strategic perspective, their relative scores are the same.
What should leaders and managers do with these findings? Here are our thoughts. Feel free to respond as well with your own.

• As leaders in organizations look hard to find the talent they need to achieve exceptional results, they ought to be aware that many women have impressive leadership skills. Our research shows these leadership skills are strongly correlated to organizational success factors such as retaining talent, customer satisfaction, employee engagement, and profitability.


• As to the constant state of unease we hear women leaders express — clearly, chauvinism or discrimination is an enigma that organizations (and the business culture) should work hard to prevent. However, that said, think of the benefits every leader in every organization would gain from a mind-set that they simply can't afford to make a mistake. Paranoia or extreme risk aversion is clearly detrimental to a rising career. But in today's economic climate, every leader, male or female, would do well to avoid becoming complacent.

 

What To Do When You Don't Know What To Do

Are you frustrated? We know we are.
Most of us prepared hard for the future we expected, and yet things aren't working out as we had planned. That's true if you have been laid off, are a recent college graduate who feels underemployed, or are a manager facing constant upheavals at work, even if you are the boss, because you are wrestling with disruptive technologies and new competitors who seemingly come out of nowhere to upend your industry.
All of this is extremely confusing and unsettling.
This is not how we were told it was going to be. Growing up we were led to believe that the future was predictable enough, and if we studied hard we could obtain the work we wanted in an environment we understood, and we would live happy and successful lives.
It hasn't exactly worked out that way (even for those of us who are happy). Many of us, maybe most, are not making progress on achieving the things we want.
We think the reason is pretty simple. The way we were taught to think and act works well in a predictable future, but not so much in the world as it is now.
You know the steps for dealing with a predictable universe:

1. You (or your parents, teachers, or bosses) forecast how the future will be.
2. You construct a number of plans for achieving that future, picking the optimal one.
3. You amass all the necessary resources (education, money, etc.) necessary to achieve your plan.
4. And then you go out and make that plan a reality. 

We have become so indoctrinated with this way of thinking by our education and our organizations that it is more or less the only way we approach anything.
But what is a very smart approach in a knowable or predictable future is not smart at all when things can't be predicted. And that fact is at the heart of the frustrations most of us feel. Things simply aren't as predictable as they once were.
In a world where you can no longer plan or predict your way to success, what is the best way to achieve your goals? It's a daunting question, but today — when saying "change seems to be the only constant" has become a cliché because it is so true — it's one everyone has to resolve.
Here's the central point of our new book, Just Start (and this blog post): When the future is unknowable (Is quitting your job and starting something new a good idea? Will the prototype we are developing at work find a market?), how we traditionally reason is extremely limited in predicting what will happen.
You need a different approach.
We have one. There is a proven method for navigating in an uncertain world, an approach that will complement the kind of reasoning we have all been taught. It will help you deal with high levels of uncertainty no matter what kind of situation you face. We know it works because entrepreneurs — the people who have to deal with uncertainty every day — use it successfully all the time. It is also the approach that is used by Babson College — the world's number-one school for entrepreneurship, of which one of us is president.
Babson calls the approach "entrepreneurial thought and action," but we use a simple shorthand and call it "Act, Learn, Build, Repeat."
Based on the research of Saras D. Sarasvathy, of the University of Virginia's Darden School of Business, and similar work by others at Babson College, this approach is a time-tested process for dealing with the unknown.
Put simply, in the face of an unknown future, entrepreneurs act. They deal with uncertainty not by trying to analyze it, or planning for every contingency, or predicting what the outcomes will be. Instead, they act, learn from what they find, and act again. More specifically the process looks like this.
1. Start with desire. You find/think of something you want. You don't need a lot of passion, you only need sufficient desire to get started. ("I really want to start a restaurant, but I haven't a clue if I will ever be able to open one.")
2. Take a smart step as quickly as you can toward your goal. What's a smart step? It's one where you act quickly with the means at hand. What you know, who you know, and anything else that's available. ("I know a great chef, and if I beg all my family and friends to back me, I might have enough money to open a place.") You make sure that step is never going to cost more than it would be acceptable to you to lose should things not work out. And you bring others along to acquire more resources, spread the risk and confirm the quality of your idea.
3. Reflect and build on what you have learned from taking that step. You need to do that because every time you act, reality changes. Sometimes the step you take gets you nearer to what you want ("I should be able to afford something just outside of downtown"); sometimes what you want changes ("It looks likes there are an awful lot of Italian restaurants nearby. We are going to have to rethink our menu.") If you pay attention, you always learn something. So after you act, ask: Did those actions get you closer to your goal? ("Yes. It looks like I will be able to open a restaurant.") Do you need additional resources to draw even closer? ("Yes. I'll need to find another chef. The one I know can only do Italian.") Do you still want to obtain your objective? ("Yes.")
4. Repeat.
Act. Learn. Build. Repeat. This is how successful serial entrepreneurs conquer uncertainty. What works for them will work for all of us.

Article :

Leonard A. Schlesinger, Charles F. Kiefer, and Paul B. Brown

Leonard A. Schlesinger is the president of Babson College. Charles F. Kiefer is president of Innovation Associates. Paul B. Brown is a long-time contributor to the New York Times.