identifying and fast tracking high potential women

Identifying and fast trackinghigh potential women

Adelaide Women

adelaide.edu.au

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Identifying and fast tracking team

Project team• Anita Berry, Senior Marketing Manger, Marketing and

Communications• Sue Hampstead, Manager Employee Services, Human

Resources• Caroline Laurence, Associate Professor, Postdoctoral Fellow,

Discipline of General Practice, School of Population Health• Jane Mathias, Professor, School of Psychology• Susan Oakley, Associate Professor, Head Gender Studies and

Social Analysis, School of Social Sciences

Project sponsor Kent Anderson, Pro Vice-Chancellor (International)

Project coach Sophie Hampel, Inkling Women

University of Adelaide

3University of Adelaide

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Agenda

• Why promote women from within the University? Project purpose

• Where are we now? Current landscape and background

• What did we do? Project approach and methodology

• What did we discover? Project findings

• How can we improve? Project recommendations

University of Adelaide

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27.5%University of Adelaide

6University of Adelaide

7University of Adelaide

Retain talented women

8University of Adelaide

Improve organisational performance

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Where are we at now?

University of Adelaide

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Identification: finding high performers

University of Adelaide

Academic women

Level A = 45% Senior = 22%

Professional womenHEO2 = 66% Senior = 28%

11University of Adelaide

Internal

External

12University of Adelaide

The horizon: moving forward

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What did we do?

University of Adelaide

14University of Adelaide

Literature review

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Interviews

with senior University staff

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The interview• Key attributes of high potential leaders• Approaches they currently use in their area• Suggestions on how the University might

identify high potential leaders• How high potential females can be fast tracked

into leadership opportunities

University of Adelaide

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Findings

x

University of Adelaide

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Findings: Attributes of high potential leaders

University of Adelaide

Strategic

Broad-based & long-term perspective

Able to identify important issues & foresee consequences

Innovative & responsive

Initiative

Drive & integrity

Enthusiastic & motivated

Willingness to take on new

roles & responsibilities

Integrity, commitment &

ethics

Effective communicatio

n

Interpersonal skills

Articulate & communicate

key issues

Engaging

Teamwork

Optimise group outcomes

Respectful

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Findings: Identifying and fast tracking

University of Adelaide

PDRs

Line managers

Acting/deputy positions

Secondments/roles at a higher level

Continuing mentoring/coaching during transition to leadership roles

Development of a ‘talent’ pool

Identification

Fast tracking

Support system

20University of Adelaide

Findings: Barriers and concerns

PDRs not performedSqueaky

wheel

‘Masculine’ management

style

Male culture

Resources

Equity and transparency

Multiple procedures

Feudal system

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Recommendations

University of Adelaide

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Key recommendations

University of Adelaide

What: Simplify the seven leadership capabilities

How: Align with terminology used by senior management to the four capabilities

What: Establish defined pathways for succession planning

How: Utilise secondments, committee positions, deputy/acting/ associate roles and/or special projects for career & skill development

Establish a database of high potential female leaders

Provide discretionary budgetsShort-term <12 months

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Key recommendations

University of Adelaide

Medium-term 1-2 years

What: Expand the current leadership programs

How: Add on module that incorporates coaching, mentoring

What: Broaden PDR

How: Incorporate leadership

What: Use the PDR

How: Formalise training

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Key recommendations

University of Adelaide

Long-term >2 years

What: Develop a culture that recognises and celebrates the unique talent of existing female staff and that promotes women from within the University

How: Understand the current culture at the University

Use the Adelaide Women Programs to provide direction on changing the culture

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Sponsor: Kent Anderson Coach: Sophie Hampel Interviewees: Senior University staff

University of Adelaide

Thank you

26University of Adelaide