John Elliott’s Post

As a firm believer in the power of diversity and inclusion, there’s one cause that ignites the fire in my soul like no other: championing female executives in the realm of leadership! Let’s set the stage: Picture a world where glass ceilings are nothing but relics of the past, where women stand shoulder to shoulder with their male counterparts, steering the ship towards unprecedented success. That’s the world I envision, and that’s the world I’m committed to building—one leadership role at a time. Why the passion, you ask? Because I’ve witnessed firsthand the transformative impact of female leadership. From nurturing empathy and collaboration to fostering innovation and resilience, the contributions of women at the helm are nothing short of extraordinary. But here’s the kicker: It’s not just about breaking barriers and climbing the corporate ladder; it’s about paving the way for the next generation of trailblazers. It’s about showing every aspiring female leader that the sky’s not the limit—it’s just the beginning of an exhilarating journey towards greatness. So, to my fellow female executives: Keep shining, keep soaring, and keep leading with unwavering courage and grace. And to those who dare to dream of donning the leadership mantle: Know this—your voice, your vision, and your passion have the power to change the world. Own it. Embrace it. And watch as you redefine the very essence of leadership. #FemaleLeadership #Empowerment #Trailblazers #LeadershipJourney #DiversityAndInclusion

I'm noticing that as women we are often reluctant to call ourselves leaders, even when we clearly are. I often hear women say, "Leadership is just not for me". As we don't see ourselves as leaders, we don't understand that we have an important role to play in the new world that is emerging. Yes, the world needs us now! Our culture is still not a safe place for women to be seen and heard. We feel unsafe because we have to operate in a social context where less is expected of women, and where we feel judged by both men and other women when we show up in our power and express our ambitions. We under present ourselves because we are afraid of being judged. It feels safer to play small, so as not to be seen as "too much" and shot down. Women's contributions are hugely valuable, but often less tangible than men's. We lack confidence and language to communicate the value we bring. We don't realise that it's our responsibility to name our gifts, both the tangible and the intangible ones, so that they can be recognised and valued. We need spaces where we feel safe and supported to be visible, to identify and name our gifts, to have our voice be heard, and to feel encouraged to let our light shine. Learning to do this in a safe space where other women stand with us, uplift us, and appreciate us is the way through. The Inspired Feminine Leaders program and group spaces, create the safety you need to inspire you to say "yes" to taking your place as a woman leader in the new world that is emerging. #feminineleadership #womeninbusiness #womenoftheworld #inspiredfeminineleaders #powerandradiance #creatingsafespaces

Here’s how and where female business leaders can be visible - post 1 of 2: Leverage social media: a female leader’s social media is a publishing platform for women to share how they’re leading, company updates, and future plans. It should be prioritised as highly as building a media profile. Companies that support female leadership visibility: the more a company with a female CEO communicates the achievements of its leader, her vision for the company, and how she leads, the more we see female leadership as the norm and a role model for other women and future female leaders. **Companies with a female CEO have an obligation to spotlight their CEO and help close the visibility gap between male and female leaders. My recommendation is that companies with a female CEO over-index on their comms about their CEO to build awareness that the company has a female CEO, show how she leads, her achievements, and make her a role model for others to follow.** Stay tuned for my next post with more tips on how and where female leaders can be visible… #FemaleLeadership #WomenInBusiness #VisibilityMatters #WomenCEOs

My colleague Annalise Batchelor and I had the opportunity to attend a really insightful panel discussion from Women on Boards with panellists Sarah Coleman and Andrea Sutton, delving into what Board diversity means and the responsibilities of the Chair and CEO in today’s landscape. 𝗞𝗲𝘆 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆𝘀: 𝟭. 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 𝗮𝘀 𝗮 𝗩𝗮𝗹𝘂𝗲 𝗔𝗱𝗱 (𝘄𝗵𝗲𝗻 𝗺𝗮𝗻𝗮𝗴𝗲𝗱 𝘄𝗲𝗹𝗹): Board Diversity—whether in gender, age, background, nationality, or neurodivergence—can drive valuable perspectives and enrich driving outcomes. However, it can also risk not being a value add if not managed correctly. Here, the Chair’s role is pivotal, guiding diverse voices. I resonated with what was said about shifting diversity from “cultural fit” (not everyone is meant to "fit in") to “cultural value add” to foster constructive, rather than just harmonious, thinking. 𝟮. 𝗗𝗲𝗳𝗶𝗻𝗶𝗻𝗴 𝗥𝗼𝗹𝗲𝘀 𝗕𝗲𝘁𝘄𝗲𝗲𝗻 𝗖𝗵𝗮𝗶𝗿 𝗮𝗻𝗱 𝗖𝗘𝗢: A common issue in some large companies has been the overlap or misalignment of Chair and CEO roles. Sometimes, the Chair can get too involved by doing the CEO's job, or other times, it can be a very infrequent Chair role. The concept of the Chair acting as a “supportive challenger” to the CEO was raised in the panel, offering balanced guidance without crossing governance lines. Alongside, not underestimating the importance of EQ in a Chair— as their role involves uniting the board, facilitating open dialogue, and addressing tough topics head-on. 𝟯. 𝗚𝗼𝘃𝗲𝗿𝗻𝗮𝗻𝗰𝗲 𝗮𝗻𝗱 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆: Effective governance has become central, with boards increasingly seeking detailed reporting and insights on different parts of the business. Chairs and NEDs are now reassessing their approaches to leadership. This is a reminder to everyone in similar roles: how can we learn from challenges other boards have faced? what adjustments might we need to make to ensure we’re effectively supporting and challenging our CEOs and boards? and what does this mean for the way we lead? It was a timely discussion with practical insights on leading with clarity, curiosity and accountability. Plus, it was great to bump into Sarah Chong after so long! #WomenOnBoards #Leadership #Governance #Diversity #BoardLeadership

Breaking Records for Women in Leadership! This year, nearly 33% of new executive appointments at listed companies were women—the highest ever, up from 13% in 2023. The Female Board Index 2024 shows steady progress, with 73 companies meeting the legal quota of at least 33% women on supervisory boards. Let's keep driving change and supporting women in leadership! 🏆 Read more in the Female Board Index 2024 report. https://lnkd.in/ehYMss_P Are you curious to learn more about Women in Leadership? Join us for the Women In Leadership Conference by the Swedish and Finnish Chamber in the Netherlands hosted by Nokia on September 26, 2024. This year’s forum features five remarkable women leaders from diverse fields who will share their personal journeys, insights, and reflections on Women in Leadership. This is a great opportunity to engage in thought-provoking discussions, connect with inspiring role models and get insightful and useful takeaways. Click here to read more and to sign up: https://lnkd.in/dRt6TN_q Finnish Dutch Chamber of Commerce #Swedishchamberdiverstycommittee Carola Hoekstra, NILS VAN DIJKMAN Yves Arthur Nys, Harm Jan Lindaart #💪📊 #WomenInLeadership #DiversityMatters

Empowering women in business…. As a female business leader, it's crucial for me to share my journey in the industry, in the hope that I inspire other women embarking on their own entrepreneurial paths or stepping into leadership roles. I'm also excited to highlight the advantages of collaborating with a women-led business. That's why I'm thrilled to announce that Mrs Buckét Cleaning Services is now #womenowned WBE certified 🎉 By achieving certification as a women-owned business, we're not only enhancing diversity within our own operations but also enriching the supply chains of our clients. Partnering with a women-owned business like ours brings unique benefits and perspectives to the table. 👭 Women-owned businesses are driving remarkable growth, outpacing national averages and significantly contributing to the economy. When you choose Mrs Buckét Cleaning Services, you're not just investing in exceptional service—you're also supporting economic empowerment. #WomenInBusiness #DiversityandInclusion #WomenOwned #EconomicEmpowerment #MrsBucketCleaning

We're proud to be B Corp certified this B Corp Month, especially on International Women's Day! Did you know that B Corps are TWICE as likely to be led by majority-female management teams? 💪 As we dive into both Women's History Month and B Corp Month this March, let's take a moment to acknowledge the incredible impact women are having in driving responsible business practices. Research consistently shows that companies with gender-diverse leadership teams are more likely to prioritize ESG initiatives, making a positive impact on both their bottom line and society. Here's to the inspiring women leaders driving positive change through B Lab and beyond! 🌟 #WomensHistoryMonth #BCorpMonth #WomenInLeadership #ESG #ResponsibleBusiness #internationalwomensday2024

I have spent the last couple of months, helping a female leader create an organisation that seeks to increase the participation of women in leadership. The visionary argues, that “women must be in every single room, where decisions are made.” I couldn’t agree more! I think, we need more women to cross over from the private sector and join the public service and vice versa. As someone who has worked in both worlds, the lessons you learn cannot be quantified and we must consciously seek more opportunities for female private and public sector leaders to collaborate. The intersection between public and private sector female leadership is more critical than ever. Women leaders are not only breaking barriers but are also bridging the gap between these sectors, bringing diverse perspectives, innovation, and resilience to the forefront. In the public sector, female leaders drive policies that promote equity and societal well-being, while in the private sector, they foster inclusive cultures and lead with a vision that accelerates growth and innovation. By learning from each other’s experiences—public sector adaptability and private sector agility—we can create a powerful synergy that empowers the next generation of women leaders across all fields. This cross-sector collaboration strengthens both business and society, proving that leadership is not defined by industry but by the courage, vision, and impact we bring to the table. #WomenInLeadership #PublicPrivatePartnership #FemaleEmpowerment #InclusiveLeadership #LeadershipDevelopment

According to the FTSE Women Leaders Review the advancement of Women on Boards within the Top 50 private companies is unchanged at 31% over the year and trails massively behind public companies. There is also a growing disparity at the Board level within the Top 50 with one-third performing strongly with 40% female board members, while over half are significantly below the 33% mark, with some as low as zero. Key points I would take from that: - Public companies do more because they are in the spotlight and are more heavily targeted. - Many Private companies simply don’t understand the power and benefits of diversity at Board. - Unconscious bias has and always will be the biggest problem to making change. It’s not all bad news, there has been significant efforts to improve diversity in the percentage of Women in Leadership roles to 36%, with 15 of those private companies achieving or surpassing the 40% threshold. But why such a big gap at Board level?

Day 1 of the The Leadership Institute (ANZ) Women in Leadership Summit complete and the takeaways from it were both insightful and motivating - I'll post more on that after the conference finishes! In the meantime, a survey of NZX-listed companies reveals that there are more CEOs named Mark than there are women. Nine CEOs are named Mark, compared to six female CEOs. This disparity is being attributed to corporate structures, unconscious bias, and societal perceptions of leadership. Despite women outperforming men in business education, they face barriers to reaching top roles, including gendered expectations and organisational cultures that favour men for leadership. Thankful to Momentum Consulting Group for giving women the platform to succeed.