Intuition, that quality that is traditionally considered inherent to women, is not as feminine as it is believed if the results of the Global Female Leaders Outlook 2018 study by KPMG are taken into account. One of his conclusions is that the Spanish directives (67%) trust more of what the data show than of their own intuition when both contradict each other. Contrary to what 64% of executives do. It is one of the surprises of the surveys carried out for the report, according to Ana Fernández Poderós, partner of the consultant, who feels very identified with these conclusions, although they dismantle some myths. Moreover, 88% of the Spanish women delegates assure that they will increase the use of predictive and analytical models during the next three years.
That is one of the differences that separates executives from executives when it comes to managing their companies. But there is more and again break with the myths. In this case, that of the greatest prudence or feminine caution. When it comes to anticipating the prospects of their businesses in a horizon of three years, the directives are more optimistic than their male counterparts. If 56% of them expect growth of less than 2%, 73% of them anticipate expansions of more than 2% per year. According to KPMG, the cautions of leaders are motivated "Because of the growing risks and the difficulty of quickly replacing traditional revenues with new ones from the digital era."
The KPMG report indicates that they grow organically and they through alliances
There are also differences regarding the importance that women give to cybersecurity, greater than that of their colleagues. It is one of the risk factors that they are very aware of. For them, on the other hand, climatic and environmental risks have acquired greater preponderance.
Other differences separate the way companies manage men and women. As the directives put the focus of corporate expansion on organic growth (four out of five consulted), while the executives do in the partnerships (almost eight out of ten). Something that probably has to do, according to Sarah Harmon, general director of Linkedin for Spain and Portugal, with which women try to detect and cultivate more internal talents than looking for them outside. "They have more emotional intelligence," he says.
The experts consulted find it difficult to identify gender patterns in key issues, in the strategic priorities of women and men, which are still the agility in decision-making and the technological transformation of their organizations. "I am against stereotypes and I think management styles are independent of gender," says Belén Garijo, CEO of Merck Healthcare and member of the executive board of the German pharmaceutical company.
According to Belén Garijo, from Merck, women manage and motivate their teams better
If you are to make a difference between the management models of men and women, she talks about "how you communicate with your team, how you envision them and have a shared vision to direct business priorities. That which is called empathy and that is identified with a woman's management style. "
"And we also have more diversity management in mind, it is part of our DNA, because we have always been included in that diversity ", adds Garijo. Something that shows the report of KPMG, which is surprising that almost 7 out of 10 directives are expected to be replaced by a woman in the position they occupy, given the low presence of women in the management committees of companies. They pull their women colleagues, as men do theirs.
And, according to recently Marieta del Rivero, the first counselor of Cellnex Telecom, a woman calls a woman. Since joining the governing body of the technology firm in 2017, there are already three women who manage the company, almost 40%. "Even if there is only one woman at the table where decisions are made, that woman will take another," he said in a few days.
Only three out of ten female leaders see themselves in the future in the company where she works
The director of Linkedin believes that executives respond better to the competencies and skills that organizations are currently seeking and that scouts demand. These are: promoting diversity, making the workplace an inclusive site and managing change. "We are also better," he says, "in the management of fear. Women are more likely to recognize and manage it than men ", as well as in the agility at the time of making decisions. However, to negotiate and transmit their achievements are worse than managers, says Harmon.
Another surprising fact closes the KPMG women's leadership report. And it is that which says that only three out of ten Spanish directives believe that their professional future is in the company for which they currently work. Are you so dissatisfied with the steps that go up and the glass ceilings that are knocking down?
The Spanish technology industry sets an example. It is one of the most women in charge of their companies. The multinationals are the ones that pull this car, according to Sara Harmon, general director of Linkedin for Spain and Portugal. And it has to do, in his opinion, with how soon companies like IBM and Microsoft started promoting female talent. "In this sector we are doing better than in others," he says. In fact, between 2006 and 2016 the female presence in positions of responsibility in the global industry increased by 18%, according to a recent company report. The percentage of hiring for technical positions has also grown [sobre todo diseñadoras de experiencia de usuario (67%), directoras de tecnología (60%) y desarrolladoras web (43%)].