Believe it or don’t bother. Change must be authentic. If not, people 01 see it as a fad that’s here today, gone tomorrow. CHANGE “All of you will be leaders in this company if you want it. YOURSELF The opportunity for you to lead is wide open.” FIRST -Jonas Prising speaking to 16 Female Emerging Leaders, April 2015 “Ultimately the CEO has LEADERSHIP to believe it and endorse it has to own it; because that person then has to 02 DON’T DELEGATE IT inspire a change from the top.” -Female Emerging Leader, ManpowerGroup, Americas The CEO needs to own the issue. Gender parity cannot be delegated to HR. For commitment to be authentic and aligned with business strategy, change must flow from the top and be demonstrated by the leadership team. HR can help facilitate and support it. ? ? 03Flip the QUESTION – ASK, “WHY NOT?” ? ? ? Succession planning must “We need to ask, ‘do we have ? be bolder. Instead of saying, enough women in the succession ? “she doesn’t have the plan?’ If the answer is no, why experience,” ask, “what do not? What can we do to develop ? we need to make it work?” women to make sure they’re in Challenge assumptions. If we the succession path? That’s a ? think it is possible, we can very specific action.” make it possible. -Established Female Leader, ManpowerGroup, Americas If we hire people who value people they will figure out how to optimize all human potential, 04 including women. They will be open to strategies that support One Life – balancing the integration HIRE PEOPLE of work and home, measuring success on performance and quality of output, not who VALUE presenteeism. They will support people to plan PEOPLE and manage for career ‘waves’ not ladders. A Practical Guide to Accelerating More Women Into Leadership | 15