SiteMinder’s Post

Notice how some tech teams innovate while others struggle to keep up? What's the secret? 🙋♀️ 𝐖𝐨𝐦𝐞𝐧 𝐥𝐞𝐚𝐝𝐞𝐫𝐬. Women in hotel technology leadership roles bring a wealth of unique strengths: 1️⃣ Empathy and Emotional Intelligence Women connect with team members, understand diverse perspectives, and foster inclusive cultures. This is essential for driving innovation and solving complex problems. 2️⃣ Adaptability and Resilience Navigating systemic barriers cultivates resilience and adaptability. Women leaders stay calm under pressure and guide teams through rapid changes. 3️⃣ Collaborative Leadership Style Women often adopt a participative approach, promoting teamwork, open communication, and shared decision-making. This fosters creativity and innovation. 4️⃣ Focus on Diversity and Inclusion Women prioritize diversity and inclusion, driving innovation. Diverse teams are more effective at problem-solving. 5️⃣ Attention to Detail and Multitasking Women manage multiple priorities and pay attention to detail. This ensures efficient project execution, balancing short-term goals and long-term visions. 6️⃣ Visionary Thinking and Consumer Insight Women anticipate market trends and user behaviors, guiding teams to build products that resonate with a broad audience. 7️⃣ Mentorship and Talent Development Women prioritize mentorship, supporting the next generation of talent. This leads to stronger teams, better retention, and a culture of growth. 8️⃣ Holistic Problem-Solving Women consider technical solutions and their ethical, social, and business implications. This broad view is critical in technology. 9️⃣ Championing Work-Life Balance Women advocate for work-life balance, leading to healthier, more engaged teams. This improves employee satisfaction and reduces burnout. 🔟 Driving Purpose-Driven Innovation Women emphasize purpose and values, aligning projects with societal goals. This inspires teams to innovate with a positive impact. Women leaders excel individually and contribute to creating inclusive, innovative, and successful tech organizations. 𝐖𝐡𝐞𝐧 𝐰𝐨𝐦𝐞𝐧 𝐛𝐫𝐢𝐧𝐠 𝐭𝐡𝐞𝐬𝐞 𝐪𝐮𝐚𝐥𝐢𝐭𝐢𝐞𝐬 𝐭𝐨 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐫𝐨𝐥𝐞𝐬, 𝐭𝐡𝐞𝐲 𝐜𝐨𝐧𝐭𝐫𝐢𝐛𝐮𝐭𝐞 𝐭𝐨 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞, 𝐢𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐯𝐞, 𝐚𝐧𝐝 𝐭𝐡𝐫𝐢𝐯𝐢𝐧𝐠 𝐭𝐞𝐜𝐡 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬. Embrace these strengths, and you’ll see your organization: 🔄 Innovate more effectively 💪🏻 Navigate challenges with resilience 📈 Foster a culture of growth and inclusion Women leaders like Leah Rankin, Laura Calin, Monika Nerger, Kristie Goshow, Yvette Vincent, Hannah Greenberg, Liz Dixon, Therese Cedercreutz, Alix Boulnois, Sarah Fults, Christine Choquel Jessica White, Lucile CORNET, Claudia Infante, and Amanda Szabo. As Jack Welch said: “Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.” Which qualities resonate with you the most?

If we don't shape the Future of Work, who will? A call to action. In 2025, the urgency to shape a more inclusive and equitable workplace is greater than ever. Women remain underrepresented in senior roles, especially in positions with real power, such as those overseeing profit and loss. If we leave the future of work to be shaped solely by traditional norms or a narrow group of decision-makers, we risk perpetuating systems that exclude diverse voices. If you don’t speak up and shape the Future of Work, people who hold very different views from you may shape it in a way you don’t like. At Leaders Plus, we’ve built an ecosystem through our award-winning Fellowship that brings together Fellows, Mentors, and employers to challenge these norms and innovate for change. But we can’t do it alone. The Changing Nature of Work Work evolves constantly—once we worked Saturdays, now we don’t. Innovations like AI and experiments like the four-day work week are redefining productivity. But who is designing this future? If the answers come only from white male tech leaders in Silicon Valley, the result will exclude diverse needs and perspectives. Imagine this: ·      Could job-sharing leadership like the Co-CEOs Georg Schubiger and Christel Rendu de Lint at Vontobel Bank in Switzerland redefine what it means to lead? ·      Could four-day work weeks become standard for even high-responsibility roles, as seen in organizations like Global Witness? ·      Could freelancers’ focus on outcomes inspire traditional workplaces to adopt more impactful productivity metrics? Big Questions About Leadership - Will we see more shared leadership models, like Buurtzorg Nederland's teams without managers, replace traditional hierarchies? - Could leaders prioritize unstructured time for innovation, as Katalin Karikó’s breakthrough in mRNA research demonstrates? A Better Future for Working Parents In our Leaders Plus Big Parent Career Survey 2023, 85% of parents reported turning down promotions due to overwhelming workloads. Reducing this burden could unlock untapped potential. With AI accelerating tasks and flexible schedules becoming more viable, we have tools at our fingertips to build sustainable roles for leaders balancing career and family. Your Role in Shaping the Future The future of work is not a fixed destination—it’s a canvas waiting for diverse perspectives. Whether you’re a parent, leader, HR professional, or advocate for change, your voice matters. What could the future of work look like? I’d love to hear your thoughts on this blog, where I dive deeper into these ideas: https://lnkd.in/ebBT66x2 💬 Drop your comments below or on the blog, and let’s shape the future of work together. What’s your bold idea for reimagining leadership or work-life balance? #Leadership #FutureOfWork #GenderEquality #DiversityAndInclusion #LeadersPlus

A Change in the Workforce: Women are Rising and Reshaping Work (Here’s why we’re looking at a whole new kind of management) 9 months ago, women made up more than half of the workforce. This shift in demographic isn’t just a statistic - it signals that the stereotype „white men“ is no longer the majority. So, who are we working with now? 👩🏼 Mission-Driven Leaders Women are more likely to embody an organization’s values and inspire teams to rally around its mission. More positivity? Absolutely. 👩🏽🦱 Teamwork Champions Studies show women contribute positively to group processes, leading to more effective collaboration. More teamwork? Let’s go. 👩🏽🦰 Smart, Compassionate, and Creative When asked about intelligence, 38% viewed women as smarter, while only 14% believed men were. Women also ranked higher for compassion, creativity, and social engagement. More value? Sure. 🧔🏻♀️ Balancing Work and Life Flexible and remote work are no longer „nice to haves“, they are „must haves“ - and it’s men saying that too! More freetime? Yes. So, what does that mean for organizations? 🎉 The good news first: women leaders are driving businesses to success (there is plenty of statistics on that) so maybe a ray of hope for firms in these turbulent times. 🔄 The not so good news: a shift demands change. And change is uncomfortable. It's time to rethink our workspace, how we get things done, and how we keep our employees engaged. 💬 Curious, and please dream big: What change do you wish for in your workplace? sources below ⬇️

Developing Women in the Workplace: The Untapped Potential Driving Business Success Imagine walking into a room full of talent, passion, and innovation—and realising that half of that potential hasn’t been fully harnessed yet. That’s the reality for many workplaces today, and it’s an opportunity we can’t afford to overlook. When we invest in developing women in the workplace, it’s not just about fairness or ticking a diversity box. It’s about tapping into a powerful driver of business success. Here's why: 1️⃣ Diversity Drives Innovation: Studies consistently show that diverse teams are more creative and effective at problem-solving. Women bring unique perspectives and approaches that enrich decision-making processes. Imagine what your company could achieve with that edge. 2️⃣ Engagement and Retention Soar: When women see clear pathways for growth, they stay. They lead. They inspire others to do the same. Developing female talent isn’t just good for them—it boosts overall morale and loyalty in your teams. 3️⃣ Leadership with Empathy and Resilience: Female leaders often bring strengths in emotional intelligence, collaboration, and adaptability—qualities that are critical in navigating today’s fast-changing business landscape. But here’s the real question: Are we actively creating environments where women can thrive and lead? ✅ Are we offering mentorship and sponsorship opportunities that bridge the gap to leadership? ✅ Are we providing flexible work policies that help women balance their aspirations at work and home? ✅ Are we addressing unconscious biases that might be holding them back? When companies invest in the growth and development of female employees, the ROI is undeniable. Performance improves. Profitability increases. And workplace culture transforms. So, to the leaders reading this: What legacy will your leadership leave? Will it be one that actively creates opportunities for women to excel? Let’s talk about the steps we can take to empower the women in our workplaces. It’s time to unlock the full potential of our teams—and with it, the future of our businesses. I’d love to hear your thoughts: What’s one step your company has taken (or plans to take) to support women in leadership?

This is why I surround myself with female employees: Women often excel due to a combination of unique skills, perspectives, and leadership styles that contribute to effective business management and innovation. In addition to that, women are used to having to be better, smarter, faster and more efficient than men, due to well established gender bias in the workplace (and school for that matter). Here are some factors that give women an edge : 1. Strong Emotional Intelligence (EQ) Women often demonstrate high emotional intelligence, which includes empathy, self-awareness, and strong interpersonal skills. They easily build trust and rapport with employees, clients, and stakeholders. Effectively manage team dynamics and resolve conflicts. Foster a supportive and inclusive workplace culture. 2. Collaborative Leadership Style Women tend to adopt a more collaborative and inclusive approach to leadership. It drives teamwork and creative problem-solving, which leads to higher employee engagement and retention. It builds consensus and aligns teams toward common goals. 3. Risk Management and Decision-Making Research suggests that women may be more calculated in their risk-taking, focusing on sustainable growth and long-term goals. That helps businesses maintain stability during economic fluctuations. 4. Focus on Social Impact Many women (entrepreneurs) emphasize the social and environmental impact of their businesses. This commitment to purpose-driven ventures: Attracts like-minded customers, investors, and partners. This builds strong brand loyalty and reputation. 5. Adaptability and Resilience Women often excel at multitasking and managing diverse responsibilities, which is vital for navigating the uncertainties of a growing business. 6. Networking and Relationship Building Women tend to prioritize meaningful relationships over transactional ones. This focus strengthens professional networks. Leads to mutually beneficial collaborations and partnerships, which is a Win-Win! 7. Diverse Perspectives Women bring fresh perspectives, which foster creativity and innovation. Open new markets and attract diverse customer bases. 8. Commitment to Work-Life Integration While balancing work and family roles can be challenging, it can also inspire women to create business models that value flexibility and work-life balance. My commitment to this makes JUNE MEDICAL attractive to modern talent seeking similar values. These qualities, combined with increasing access to resources and mentorship, position women as capable and impactful business leaders across industries, and when you REMOVE THE BARRIERS that usually hold female employees back, they become outstanding leaders, because they are used to having to work a bit harder every day. I am IMMENSELY proud of my team!!

✨⭕🔥 WOMEN CIRCLE ✨⭕🔥 . **Historical Foundations** The concept of women coming together in circles has historical roots dating back thousands of years. In the context of today’s corporate world, women’s circles can serve as a modern adaptation of this ancient tradition, tailored to address the unique challenges and opportunities faced by women in the workplace. . **Creating a Safe and Empowering Space** Women’s circles provide a structured and confidential environment where participants can express themselves freely, share experiences and offer insights without fear of judgement or repercussion. This safe space encourages open dialogue, fosters authentic connections and empowers women to use their voices effectively within their professional spheres. . **Balancing the Feminine and Masculine Energies** In the pursuit of organisational success and innovation, there is a growing understanding of the importance of balancing feminine and masculine energies within corporate cultures. Women’s circles offer a platform to explore and integrate these energies, promoting a more holistic approach to leadership, decision-making and organisational dynamics. . **Facilitating Personal and Professional Growth** Women’s circles offer valuable opportunities for self-reflection, personal growth and professional development. By engaging in meaningful dialogue, sharing insights and receiving feedback from peers, participants can gain new perspectives, identify growth opportunities and unlock their potential within the workplace. . **Promoting Sisterhood Over Competition** One of the most transformative aspects of women’s circles is the shift from a competitive to a collaborative mindset. By cultivating a culture of sisterhood, mutual support and celebration of each other’s achievements, organisations can create a more inclusive, harmonious and productive work environment. . **Inclusive and Diverse Participation** It is crucial to emphasise that women’s circles are inclusive spaces designed to accommodate women from all backgrounds, roles and levels within an organisation. By embracing diversity and leveraging the unique perspectives and experiences of all participants, women’s circles can serve as catalysts for innovation, creativity and organisational success. . ** TLDR** Women’s circles offer a powerful platform for fostering diversity, inclusion, personal and professional growth, and holistic well-being within corporate environments. By integrating these circles into organisational culture and encouraging participation at all levels, companies can unlock the transformative power of sisterhood, thereby cultivating a more supportive, empowered and balanced workplace for all employees. . Interested to learn more and discuss a collaboration? 📞 Reach out on (+230) 5253 6616.

Tips from Building a 600+ Tech team (>38% women) Tip #4 - Team Diversity Over Organizational Consistency 👩 👨  Team Diversity Over Organizational Consistency: Rather than aiming for uniform diversity across the entire organization, consider fostering highly diverse teams. Example: If you manage 100 people (25 women) organized into squads of 10, focus on creating meaningfully diverse teams. ·        Option A: Five teams each could have 2 or 3 women. ·        Option B: Five teams could have 5 women each and 5 with just men. ·        Preferred Option: One team with 5 women, five teams with 4 women and 5 just men. Outcome: Achieving 40% female representation across 6 teams. Result: Reduced emphasis on diversity discussions, allowing teams to concentrate on business outcomes. 🚀 Positive Impact on Team Performance: No short term impact on any team’s performance (too soon to prove that diverse teams outperform!) Diverse teams quickly developed a positive culture that attracted more female talent. Through natural attrition and strategic hiring, some teams organically grew to include 6 female members enabling periodic rebalancing across the organization. 😿 No “Onlys” or Duos: Avoid isolation or feeling outnumbered within teams. Always at least 3 women per team, more often than not 4+ Prevent tokenism and foster a collaborative environment. 😁 📈 Benefits: ·        Male Teams: Unaffected by this approach; it wasn’t all that unusual! ·        Balanced Teams: Viewed themselves as typical, not exceptional. ·        Overall Diversity: Gradually improved as incumbents join existing diverse teams, while new female hires naturally integrated. We saw positive outcomes without disrupting existing dynamics. Let me know what you think or other ideas to make progress. #womenintech #inclusiveleadership #maleallies #diversity #highperfomingteams #Allyship #menasallies

Ever wondered why so many women drop great jobs and never make it beyond the bottleneck? Here's a great blog looking at that and what it takes to bring real talented women to the forefront of business! https://lnkd.in/gFqtT3Es

Yesterday our team of Women had the amazing opportunity to engage in a session with our CEO where we analysed and discussed the what's, how's and why's of our everyday tasks and procedures that allowed us to gain an understanding for each other and how we all fit into the organisation and how each of our roles impacts the success of our company. We also looked at removing unnecessary elements to streamline our work. One thing that became abundantly clear is that Women in the workplace frequently navigate complex emotional landscapes, bringing empathy, intuition, and resilience to their roles. Contrary to traditional stereotypes that label emotional leaders as overly sensitive or unfit for high-pressure environments, these attributes can foster a more inclusive, innovative, and productive workplace. By leading with their emotions, women often inspire deeper connections with colleagues, enhance team dynamics, and cultivate a culture of collaboration. Research shows that emotionally intelligent leaders tend to perform better. They are adept at recognizing their own feelings and the emotions of others, which allows for better conflict resolution and team cohesion. This ability to connect on an emotional level does not undermine professionalism; rather, it enriches it. Employees who feel understood and valued are more likely to be engaged and committed, leading to higher productivity and job satisfaction. Moreover, women often exhibit a passion for their work that stems from their emotional engagement. In environments where women are allowed to express their emotions and harness their passion, we see higher levels of creativity and innovation. When employees feel safe to share their ideas and feelings, they contribute more fully to the organization’s mission. Despite these benefits, emotional leadership is often undervalued in corporate cultures that prioritize traditional, stoic leadership styles. This stigma can deter women from expressing their emotions authentically, leading to a paradox where the very qualities that could enhance their performance are downplayed or suppressed. To create a more equitable workplace, organizations must recognize the value of emotional intelligence and encourage all employees, particularly women, to leverage their emotions as a strength. Training programs that focus on emotional awareness, communication skills, and conflict resolution can empower women to lead effectively and authentically. In conclusion, leading with emotion is not a sign of weakness; rather, it is a profound strength that women bring to the workplace. By embracing this emotional intelligence, companies can, not only support their female employees but also create more dynamic, innovative, and resilient organizations. As we move forward, let us challenge the outdated notions surrounding emotions in leadership and recognize the powerful impact that women can have when they lead from the heart. #Cairnmead #SimplySafe

🌟 So, You’re the New CEO? Here’s What You Should Know 🌟   Sharing more insights from another day at Web Summit 2024! Stepping into a CEO role, especially as a woman in tech, is no small feat—it takes guts, integrity, and a clear sense of purpose. At WebSummit, several inspiring leaders, Sarah Franklin, Lidiane Jones and Danielle Belton, shared their advice on taking on this challenge:   🌟 Be Bold and Unapologetic Be unapologetic about your style—integrity, transparency, and collaboration matter more than fitting in. Show up as your true self and build a culture where others feel safe to do the same. Lead with authenticity.   🌟 Value Women Supporting Women A genuine network of women is invaluable. Seek out those who uplift, guide, and provide honest feedback. Mentorship is key - learn from mentors at every level, as they’ll bring fresh perspectives that can challenge and inspire.   🌟 Tackle Unconscious Bias and Imposter Syndrome The tech world is still male-dominated, and biases persist. Don’t let stereotypes distract you. Surround yourself with people who believe in you, and don’t let self-doubt stifle your growth.   🌟 Know It’s Okay Not to Have All the Answers Leadership doesn’t mean knowing everything or doing it all yourself; surround yourself with a great collaborative team who complement each other. Teams look to leaders for honesty and openness - being authentic builds trust and inspires a shared vision.   🌟 Balance with Boundaries Set clear boundaries between work and personal life. Be fully present, whether you’re leading a team or spending time with family. Modelling this balance shows others that it is OK to prioritise too.   🌟 Mentorship and Allies—Both Are Key Strong networks include both women and men. Men who advocate for women in tech can be impactful allies. Building long-lasting relationships, founded on mutual respect, drives meaningful change.   🌟 Inspire Through Role Models and Purpose Representation is crucial - “they can be what they see." Show up every day with purpose, connecting your work to broader goals. Being a role model, especially for younger female generations, helps shape a more inclusive future.   🌟 Believe in the Power of Your Image Picture who you want to be and work toward it. Know that you can be whatever you dream, but don’t lose yourself in the process. Create a clear identity, connected to purpose and passion.   At Alex Partners we believe we can challenge the status quo, support one another, and create environments where everyone feels seen, heard, and valued. Let’s build a future that reflects the full diversity of talents, perspectives, and ideas.   #Leadership #WomenInTech #CEO #Mentorship #Talent #Diversity