Publication Date

Spring 4-26-2017

Document Type

Capstone project: Open access

Degree Name

MA Leadership Studies

Department

Leadership Studies

Abstract

“The significant problems we face cannot be solved at the same level of thinking we were at when we created them.” - Albert Einstein

The implicit gender bias and stereotypes in our society continue to impact gender diversity in executive leadership roles within organizations. The critical demand of high-potential talented female leaders to fill the gap in the corporate pipeline of senior executive positions continues to increase in our global world. Our technologically advanced society impacts this demand, the global climate of organizational change, the competition in products and services, and the impact of implicit bias and gender stereotypes influence corporate growth, innovation, long-term sustainability, and financial stability.

Organizational performance depends upon advancing gender diversity by promoting female leaders into the organizational pipeline. The current dearth of qualified leaders in organizations can improve by providing Women’s Executive Leadership Development Programs and Female Executive Leadership Coaching to women leaders, thereby decreasing the perilous leadership gap and increasing organizational performance and individual performance. Empirical research studies have measured the outcomes of Women’s Leadership Development Programs, and Executive Leadership Coaching for female executives demonstrated improvements in individual and organizational performance and economic and financial successful outcomes.

The analysis of the measurement documented by research in supporting gender inclusion in identifying female executive leaders, providing Women’s Executive Leadership Programs, and providing the efficacy of female Executive Leadership Coaching in organizations. Thereby, demonstrating the connection between women’s leadership development programs and coaching female leaders as a predictor of organizational success. The overall results included increasing executive women’s abilities to provide leadership in team building, strategy, productivity, communication, goal setting, self-confidence, active listening and creating a shared agreement between individual and organizational objectives. According to research studies, (Feldman, Lankau, 2005), the creation of a framework for the leadership development programs and coaching of female leaders contribute to a positive financial outcome and improvement in individual and organizational performance.

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