Researchers at the University of Michigan Ross School of Business are interested in why Women are less likely to identify themselves as leaders in organisations and how to help close the gender gap im leadership. Why do women develop this view of their leadership skills?

Contributing factors to this challenge include lack of supervisor support, absence of role models, work-life conflicts, and gender biases. However, Lee Cunningham and Ashford’s research points to a more cognitive factor: women’s discomfort in adopting the leader label, influenced by fixed versus growth mindsets. Those with a fixed mindset perceive leadership capabilities as innate traits, while those with a growth mindset see them as evolving skills.

As discussed in Ashford’s recent book, The Power of Flexing, leadership comes with many challenges. The skills involved are new for emerging leaders, and the challenges only get more complex as leaders rise in the organizational ranks. Having a growth mindset in which setbacks are considered learning experiences rather than indictments of skill helps leaders to stay “in the game,” continually trying to be more of a leader and to both face and cope with those challenges. A growth mindset helps leaders (and all people) feel empowered when experiencing challenges and setbacks. 

Read the full article here: https://www.newswise.com/articles/how-can-organizations-support-women-to-identify-as-leaders

The post Growth Mindset – Helping Women Identify as Leaders first appeared on World leading mindset psychometric assessment and leadership development partnering with Prof Carol Dweck.

The post Growth Mindset – Helping Women Identify as Leaders appeared first on World leading mindset psychometric assessment and leadership development partnering with Prof Carol Dweck.