by Dr. Pauline Crawford
Business today - and in the near and distant future - requires people to open up to new possibilities and many unknowns. To build successful workplace models we need to look at current trends and also, as Captain James T. Kirk of the Federation Starship Enterprise used to say – “Boldly go where no man has gone before!” Translation for my purposes in this paper: explore bold new ideas, implement sweeping changes, imagine new worlds and civilizations and - YES - do what has never been done before! Rather than continuing to take such great pride in the fact that we are doing things right, now might be the right time to actually think about doing the right things.
For the most part, we have access to the resources we need and we have access to all of the talent we need. Statistics prove that the current pool of suitable potential employees is laden with skills and talents never before available in the quantities we now see. It is obvious that the current talent pool of employable men and women has changed dimensions not just in size but in character as well. Sadly – and on a global basis – virtually all cultures appear to have an enormousblind spot with regard to seeing the obvious. Large and growing industries and corporations in the United States, the United Kingdom, Australia, European and Asian countries continue chanting the mantra of the prevailing corporate culture – “We simply cannot find the talent needed to fill upper and executive management‟s potential vacancies ... what are we to do?” Well, for starters, they might want to ponder the fact that approximately 50% (and this percentage is growing with each convocation held in the world‟s most prestigious and popular colleges and universities) of the employable and unemployed work force consists of women!
Apart from observing and applauding any new models for conducting business over the last decade or two, we must start to address the rising numbers of women in business and the rapidly changing needs of both male and female workers to include male and female consumers. We need to factor in the diverse qualities and talents of men and women across the world in terms of how they impact commerce, consumer power and lifestyle demands. The world is changing quickly with women creating a growing influence on a world that needs to embrace or, at the very least, implement a growing sensitivity toward providing for their needs.
Many men in the top echelons of business wonder where the untapped potential is – look no further. Women bring a whole range of new talents that are not only desirable but necessary for commercial success today. This paper proposes the need for a new understanding of a Gender Intelligence Leadership© talent – an approach that empowers both women and men to value how women add their unique outlook, talents and leadership skills to middle and increasingly to top management. We need to recognise that to adapt to such an intelligence requires a new or – at the very least – a highly modified framework. The implementation of a Gender Intelligence Leadership© help us identify and define desirable and necessary intrinsic capacities and behaviours in the rising talent needed for organizational success. based approach to business created using a solid Gender Dynamics©