As the 21st Century progresses, the dynamics of the business world are changing and the role and profile of the women in business is highlighted. With the changing dynamics, the present leadership models are being seen to fall behind in meeting the demands of the customer, employee and workplace. It is no longer about finding a single solution to a puzzle or business issue, but it is about offering many different solutions to a puzzle, in order to satisfy the demands and needs of customers in the best possible way. A more open leadership model is required, that involves more communication, empathy, understanding, as well as more self-awareness and insight. Successful new leaders are not the ones who stand firm on strategy and demonstrate strength through determination and focus. In fact, new leaders who use their instincts and demonstrate greater flexibility and openness to new ways of working when they face adversity are the ones flourishing. Such attributes are skills that come naturally to many women. In contrast to the conventional leadership approach that is utilised by many men, women have the capability to bring a different vision to their businesses.

As part of the 2014 AltoPartners Global Partners Meeting (held this year in Istanbul), a seminar was held to discuss women’s leadership qualities, their growing presence in the business world and the changing styles of leadership. The Women Leaders Panel on Diversity debated women’s influence and powerful leader stance in the business world. Founder and General Manager of Novida Işık Deliorman Aydın moderated the discussion, with a Panel including:

• Isabel Gomez Cagidas, General Manager, Turkey, IBM
• Lale Saral Develioğlu, International Business General Manager, Turkcell
• Özlem Bulut, Regional HR Director of Middle East & Africa Headquarters, Microsoft
• Zeynep Keskin, General Manager, Turkey, SAP
• Radoslava Anguelova, Eurasia and Africa Group HR Director, Coca-Cola
• Angela Cretu, General Manager, Turkey, Avon

The Panel speakers emphasised a shared view that, until now, women were not raised to be leaders in the same way as men; rather they have been raised to become good neighbours or connectors. For that reason, women’s perspectives and their ability to manage paradox within the environment qualifies them to deliver successfully against the new demands of business.

The Panel discussed the importance of more women becoming role models and generally encouraging other women in the business world. With this in mind, businesses should ensure the delivery of specific training for women employees, to encourage women, develop their entrepreneurial skills and establish international networking, in addition to arranging sponsorships and offering educational support for financially disadvantaged women.

There was a shared view that, since innovation and diversity are closely interlinked, it is important to have a wider view which goes beyond the simple concept of gender-diversity. As presented by MKG & Partners’ Leadership Services Partner Feride Dorothy Güneri (MRG Certified Consultant), in one of their recent studies, MRG focused on diversity and differences in leadership styles. MRG’s research indicates that women leaders score more highly on their level of empathy. Research from University of Southern California also concludes that under stress women’s capacity to empathise increases, while men’s capacity to empathise decreases, as they try to come up with a solution that eases their own emotional discomfort.

Diversity should focus not only on the differences between women and men, but also value their cultural differences. Hiring the right person in the right job is the ultimate goal but making space in companies for diverse cultural backgrounds is also key. The ability to bring fresh ideas, coupled with taking a broad perspective of a business’s needs and targets enables innovation and encourages growth. The main topics covered by the Panel can be summarised as follows:

• Efforts on increasing gender diversity requires continuous, diligent and disciplined focus
• Women often drop out of the career loop after their first child; programmes need to be developed to support women at that stage
• Innovation is a key growth factor; diversity plays an important role in innovation
• Women should not only be employed in “support” roles
• Diversity should go beyond gender diversity
• Women leaders need to act as Role Models for other women
• Empowering women in developing nations (through initiatives such as microfinance programmes) is important
• Programmes need to be developed as to attract women (and other diverse candidates) into organisations
• Efforts must be made to improve the readiness of women to take on senior leadership roles (confidence building, reducing perfectionism) through mentoring, sponsorship, networking and making them a part of conversations
• Utilise the natural leadership skills of women as enablers, multipliers, connectors
• The role of mothers is crucial in influencing and developing the future women leaders of tomorrow

We would like to thank our Panel members, our AltoPartners colleagues and our guests for their participation in this discussion.