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Resilience is key to keeping your job - Accenture Research |
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New research from Accenture suggests that corporate leaders around the world believe resilience – the ability to overcome challenges and turn them into opportunities – is key to keeping your job. What's more, these leaders view women as slightly more resilient than men and are providing their female professionals with a variety of programs aimed at developing resilience, the research suggests. Titled “Women Leaders and Resilience: Perspectives from the C-Suite,” the research report was released as part of Accenture’s sixth global celebration of International Women’s Day. It found that over two-thirds (71 percent) of corporate leaders report that resilience is very to extremely important in determining who to retain. While respondents are divided about whether men or women are more resilient (53 percent report women are very to extremely resilient; 51 percent report men as very to extremely resilient), 60 percent are providing women with career enhancing assignments, and 40 percent are preparing women for senior management roles. The survey covered over 500 C-level executives, including CEOs, COOs, CFOs and CHROs, of mid-to-large-size companies across 20 countries in Europe, Asia, North America and Latin America. It also found that, despite the economic downturn, many corporate professional development programs specific to women remained intact. Just under half (48 percent) of all respondents reported making no changes in the past year to leadership programs for women, and 48 percent did not alter coaching and mentoring programs specific to women. “Resilience – the combination of adaptability, flexibility and strength of purpose – may be the new criterion for professional advancement,” said Adrian Lajtha, Chief Leadership Officer at Accenture. “In the current world of economic uncertainty and intense competitiveness, organizations that instill resilience in their up-and-coming leadership will have a clear advantage.”  Few executives reported eliminating leadership curricula, mentoring activities or minority leadership programs (cited by just three percent each). Simultaneously, 18 percent made moderate to extensive increases to leadership programs, 22 percent said they augmented their mentoring programs and 17 percent enhanced their minority leadership programs. The survey asked respondents what actions their companies have taken to support women’s career development, and almost five in ten said they provide internal mentors or work-life balance programs (reported by 48 percent and 46 percent, respectively). Additionally, only 24 percent of respondents’ companies assign an advocate to women early in their careers and 37 percent provide women with external coaches. At the same time, respondents associate resilience and adaptability most frequently with seniority; they said senior managers are most resilient, followed by middle managers and, last, by employees below manager (reported by77 percent, 55 percent and 36 percent, respectively). Between November 2009 and mid-February 2010, Accenture conducted an online and telephone survey of 524 C-level executives from organizations with annual revenues in excess of $250 million across 20 countries. Accenture said that the margin of error in this research was approximately four percent. The research sought to identify actions taken by senior executives to develop women for leadership roles and the value they give to resilience as a primary quality of leadership. “Like other critical skills, resilience can be learned,” commented Nellie Borrero, Managing Director, Global Inclusion and Diversity at Accenture. “Leading organizations will provide high-performing women with a variety of experiences, including training, mentoring and ‘stretch’ roles, to increase their resilience and confidence to prepare them to succeed in senior leadership positions.” |
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