Confidence and Leadership – the two are closely linked.
A recent report released by KPMG that polled 750 high-performing executive women provides excellent insights and actions for leaders to improve Inclusion and Diversity in the workplace.
” It is important for organisations to gain a more thorough understanding of the specific issues women may face as they advance in their careers and as they move toward the C-suite. We hope the thought provoking findings and solutions in this study help leaders everywhere as we work to further advance inclusion and diversity.”
– KPMG US Chair & CEO , Paul Know
Key findings of the report include:
- 74% of executive women believe that their male counterparts do not experience feelings of self -doubt as much as female leaders do.
- 81% believe they put more pressure on themselves not to fail than men do.
- 75% of executive women report having personally experienced imposter syndrome at certain points in their career.
The report also identifies some key actions that leaders may take to help enhance confidence for individuals.
Open channels of dialogue and communication create opportunity for relationships to be strengthened and reinforce a sense of belonging and acceptance in the workplace.
Leaders serving as mentors and coaches are able to help individuals become self aware of strengths and weaknesses and confidently express their thoughts and ideas.
Promote a Collaborative Culture
Creating a collaborative culture enables people to feel comfortable voicing their ideas and concerns and builds a team that shares the same vision and succeeds together.
An emphasis on leading with Empathy provides a foundation for this to occur.
Prioritise Inclusion and Diversity
Team members that feel accepted and are free to be their true authentic self at work are likely to be more engaged and confident in their jobs.
By fostering an environment of inclusion and valuing diverse ideas , individuals will feel empowered and be more motivated and inspired to grow their careers, take pride in their achievements, and be willing to seize new opportunities.
WGHA recommends you read the full report to better understand the concept of Imposter Syndrome and how to negate its impact in the workplace.
Read to full report here :