It comes as no surprise to me to hear that successful organizations have women at the helm. As a leader of a organization that thrives on promoting women you can imagine that it is important to me to see women be successful. I love to hire consultants to work with me that are women. As a women it makes sense. I know we often share similar experiences. In my case I love to hire women who have families because I know that we can understand and support each other. If I have a sick child I can easily explain why I am not available to make a decision. That being said,  I work hard and often over compensate for being a professional women with children. I want to be seen as reliable, resourceful and creative. I thrive on being able to make decisions quickly and efficiently because I am  used to juggling a lot of balls. I am stronger now than I ever have been. I think having a family and working in a variety of settings has made me a huge asset to those I work with. I value the same qualities in my team-mates. You learn how to move quicker, focus on the important stuff and drop the stuff that isn’t working quickly.

It is thrilling that my instincts about women and valuing diversity in corporations is becoming statistically proven!  As I sit in my home office on a Friday afternoon I received an email from Fast Company that was very exciting to see:

Why The Most Successful Organizations Have Women And Millennials

Here is excerpt below – please click here to read the complete article here

Women in leadership, like millennials, are a sign of successful companies. Of the participating organization, those in the top 20% financially had almost twice as many women in leadership roles, as well as more high-potential women holding those roles. Visualize that gap below:

The main issue holding these high-potential women back, it seems, is a lack of opportunities. Women had the edge in development plans and in knowing where they needed to improve, but men had more chances to lead in visible ways: In multinational teams, geographically dispersed groups, and in international assignments. These missed chances to shine mean that women, on average, get fewer shots at big projects and promotions.

“To improve business outcomes, bolster current development programs so that all leaders, including women and millennials, can improve their skills,” study coauthor Evan Sinar, Ph.D. said in a press release. “Development opportunities build confidence. Provide opportunities for stretch assignments, ensure formal practices are in place to facilitate those opportunities and fully commit your support to mentoring programs to develop and prepare new leaders.”

From the study, the takeaway from all of this number-crunching:

• These gaps are worth noting and addressing. Encouraging gender diversity in your leadership pool means greater diversity of thought, which, in turn, leads to improved problem solving and greater business benefits.