{"product_id":"results-at-the-top-isbn-9781119384083","title":"Results at the Top","description":"\u003cp\u003eWhat if your company could gain a greater profit share of the market simply by promoting more women into its senior management team? Sounds like a no-brainer, and despite nearly every study done in the past three decades proving companies with women leaders deliver superior performance, the number of women in the C-suites of companies all over the world is noticeably low. \u003ci\u003eResults at the Top\u003c\/i\u003e is written for the men who know the value female leaders bring to the table and need a tangible way to get them there.\u003c\/p\u003e \u003cp\u003eWhether you're building your leadership team from scratch or trying to transform long-established norms for a competitive advantage today, the practical guidance inside wastes no space with blame for the current state of women leaders and goes straight to the immediate steps organizations can take to change it. It gives you everything you need to both create the internal systems for promoting gender diversity on every step of the career ladder and motivating employees to celebrate its shared, bottom-line benefits.\u003c\/p\u003e \u003cp\u003eUp-to-date viewpoints don't confuse \u003ci\u003eequal\u003c\/i\u003e with\u003ci\u003e same\u003c\/i\u003e and go in-depth into the scientific differences between men and women that can complement each other to produce higher performing teams. Along with neurological variances, there are societal behaviors men and women need to recognize and substitute with more productive and advantageous ones. Through eye-opening research and illustrative examples from the real world, both sexes gain a deeper understanding of how we got here and the pioneering systems companies in the highest echelons of their industries are using to evolve leadership development all the way to the top. This everyday guidebook will immediately change the way you approach work with:\u003c\/p\u003e \u003cul\u003e \u003cli\u003eA powerful new evaluation method for assessing the source of gender diversity in a company's leadership\u003c\/li\u003e \u003cli\u003eConcrete strategies men can use to champion greater gender diversity along with ways men \u003ci\u003eand\u003c\/i\u003e \u003ci\u003ewomen\u003c\/i\u003e can improve collaboration in order to run better organizations\u003c\/li\u003e \u003cli\u003eFocused coverage on addressing gender diversity with Millennials—and don't be surprised when you find they're not so different\u003c\/li\u003e \u003c\/ul\u003e \u003cp\u003eThe most satisfying part of \u003ci\u003eResults at the Top\u003c\/i\u003e is watching your company's performance soar as gender bias disappears.\u003c\/p\u003e \u003cp\u003eAcknowledgments xi\u003c\/p\u003e \u003cp\u003eIntroduction xiii\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 1 Your Wake-Up Call 1\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eDiversity at the Top: Correlates with Better Performance, 1\u003c\/p\u003e \u003cp\u003eHow We Came Together, 3\u003c\/p\u003e \u003cp\u003eBarbara’s Wake-Up Call, 4\u003c\/p\u003e \u003cp\u003eWhen I Became a Real Manager of People, 6\u003c\/p\u003e \u003cp\u003eThe Diversity Money Pit, 7\u003c\/p\u003e \u003cp\u003eWhat Makes the Difference, 9\u003c\/p\u003e \u003cp\u003eBrushing Your Horse, 10\u003c\/p\u003e \u003cp\u003eLack of “Gender Success” Is Costly, 11\u003c\/p\u003e \u003cp\u003eThis Is Your Toolkit, 11\u003c\/p\u003e \u003cp\u003eEndnotes, 12\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 2 The Business Case for the Advancement of Women 15\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e“Let’s Do It!”, 16\u003c\/p\u003e \u003cp\u003eDefining Superior Performance, 17\u003c\/p\u003e \u003cp\u003eAdding Women to Boards, 18\u003c\/p\u003e \u003cp\u003eThe Reason for the Improvement in Financial Performance, 20\u003c\/p\u003e \u003cp\u003eThe Future of Leadership, 20\u003c\/p\u003e \u003cp\u003e“Values Don’t Matter If We’re Not Making the Numbers”, 21\u003c\/p\u003e \u003cp\u003eEndnotes, 31\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 3 Ascent of Neuroscience 35\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eEqual Does Not Mean the Same!, 36\u003c\/p\u003e \u003cp\u003eThe Ascent of Neuroscience, 36\u003c\/p\u003e \u003cp\u003eThe Domino Effect, 36\u003c\/p\u003e \u003cp\u003eBell Curve of Gender Tendencies, 37\u003c\/p\u003e \u003cp\u003eThe Ability to Peer More Deeply, 38\u003c\/p\u003e \u003cp\u003eSex Differences in Brain Structure and Function, 40\u003c\/p\u003e \u003cp\u003eSex Differences in Hormonal Composition, 44\u003c\/p\u003e \u003cp\u003eThe Breakthrough That Knowledge Brings, 45\u003c\/p\u003e \u003cp\u003eEndnotes, 46\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 4 Ascent of Women 49\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe First Long Step, 50\u003c\/p\u003e \u003cp\u003eWomen Joining Business Clubs, 51\u003c\/p\u003e \u003cp\u003eCultures Clinging to Tradition, 52\u003c\/p\u003e \u003cp\u003eThe Ascent of Women, 52\u003c\/p\u003e \u003cp\u003eAn Economic Necessity Versus a Choice, 58\u003c\/p\u003e \u003cp\u003eAreas Where Glass Ceilings Still Exist, 59\u003c\/p\u003e \u003cp\u003eEndnotes, 66\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 5 Ascent of Men 71\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eMen Accelerating Change, 71\u003c\/p\u003e \u003cp\u003eThe Evolution of an Attitude, 75\u003c\/p\u003e \u003cp\u003eEvolution in Our Thinking, 80\u003c\/p\u003e \u003cp\u003eAre We Stalled or Advancing?, 81\u003c\/p\u003e \u003cp\u003eThe “Aha” Moment, 83\u003c\/p\u003e \u003cp\u003eBreaking the Mold, 84\u003c\/p\u003e \u003cp\u003eEndnotes, 87\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 6 Millennials: Facts and Fictions 89\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eIt’s Not a Generational Issue, 89\u003c\/p\u003e \u003cp\u003eHow Much the Same We Really Are, 96\u003c\/p\u003e \u003cp\u003eWhy Women Are Needed in the Tech Industry, 97\u003c\/p\u003e \u003cp\u003eIt’s Not a Generational Issue, 99\u003c\/p\u003e \u003cp\u003eEndnotes, 100\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 7 What Works and What Doesn’t 101\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWe’re over the Tipping Point, 103\u003c\/p\u003e \u003cp\u003eHow to Create Sustainable Change, 104\u003c\/p\u003e \u003cp\u003eWhat Works and Why, 105\u003c\/p\u003e \u003cp\u003eWhat Doesn’t Work and Why, 108\u003c\/p\u003e \u003cp\u003eOther Best Practices, 112\u003c\/p\u003e \u003cp\u003eCritical Mass and Critical Mindset, 114\u003c\/p\u003e \u003cp\u003eEndnotes, 114\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 8 The Role of the Board 117\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eLack of Mentoring, 118\u003c\/p\u003e \u003cp\u003eStereotypes in Business, 118\u003c\/p\u003e \u003cp\u003eRichard’s Story: Boards in the 2008 Financial Crisis\u003c\/p\u003e \u003cp\u003eand Their Gender Composition, 119\u003c\/p\u003e \u003cp\u003eThe Quota Experience in Norway, 121\u003c\/p\u003e \u003cp\u003ePicking the Best Candidate Remains Vital to Success, 122\u003c\/p\u003e \u003cp\u003eIt May All Start with the Board of Directors, 123\u003c\/p\u003e \u003cp\u003eHumans Follow Role Models, 126\u003c\/p\u003e \u003cp\u003eRole Models Are Leaders, 126\u003c\/p\u003e \u003cp\u003eWomen’s Participation in Management and on Boards, 129\u003c\/p\u003e \u003cp\u003eMen’s Beliefs and Behaviors Are Changing…Slowly, 130\u003c\/p\u003e \u003cp\u003eEndnotes, 131\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 9 Measuring Commitment 133\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eA General Model for Gender Diversity in Management\u003c\/p\u003e \u003cp\u003eInformation Systems (MIS), 134\u003c\/p\u003e \u003cp\u003eDefining a Model for Gender Diversity, 135\u003c\/p\u003e \u003cp\u003eGender Diversity Model for Management Information\u003c\/p\u003e \u003cp\u003eSystem (MIS), 138\u003c\/p\u003e \u003cp\u003eConstructing a New Gender Propensity Index©, 142\u003c\/p\u003e \u003cp\u003eWhat Happens Next?, 143\u003c\/p\u003e \u003cp\u003eEndnotes, 144\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 10 How to Rid the Plumbing of Bias 145\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eGender Parity in New Graduates, 146\u003c\/p\u003e \u003cp\u003eSourcing, Job Descriptions, and Interviewing, 146\u003c\/p\u003e \u003cp\u003eNine Levers for Creating Gender-Intelligent\u003c\/p\u003e \u003cp\u003eOrganizations, 150\u003c\/p\u003e \u003cp\u003eAreas Where Systemic Biases May Form, 152\u003c\/p\u003e \u003cp\u003eJust Go in There, 153\u003c\/p\u003e \u003cp\u003eHaving a Hard Time Getting Women to Join, 154\u003c\/p\u003e \u003cp\u003eYou’re Creating a Lose-Lose Scenario, 154\u003c\/p\u003e \u003cp\u003eFixing the Plumbing, 155\u003c\/p\u003e \u003cp\u003eEndnotes, 156\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 11 What the Future Holds 157\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eHow Engaging Are Your Engagement Surveys?, 157\u003c\/p\u003e \u003cp\u003eBrushing the Engagement Survey Horse, 159\u003c\/p\u003e \u003cp\u003e “Are We Being Gender Intelligent about This?”, 159\u003c\/p\u003e \u003cp\u003eChallenging Tradition, 160\u003c\/p\u003e \u003cp\u003eFeminine Values in Financial Services, 161\u003c\/p\u003e \u003cp\u003eWhy Does Gender Success Elude So Many Businesses?, 162\u003c\/p\u003e \u003cp\u003eWhat If We Do Not Act?, 163\u003c\/p\u003e \u003cp\u003eSteps to Gender Success, 165\u003c\/p\u003e \u003cp\u003eThe Long Ascent, 167\u003c\/p\u003e \u003cp\u003eEndnotes, 168\u003c\/p\u003e \u003cp\u003eIndex 171\u003c\/p\u003e   \u003cp\u003e\u003cb\u003eBARBARA ANNIS\u003c\/b\u003e is founding partner of Gender Intelligence Group (GIG). She is the author of \u003ci\u003eSame Words, Different Language, Third Edition\u003c\/i\u003e, and coauthor of several books, including \u003ci\u003eGender Intelligence\u003c\/i\u003e and\u003ci\u003e Work With Me\u003c\/i\u003e. \u003c\/p\u003e\u003cp\u003e\u003cb\u003eRICHARD NESBITT\u003c\/b\u003e is president and CEO of Global Risk Institute. He is also adjunct professor at the Rotman School of Management of the University of Toronto and chair of the advisory board to its Mind Brain Behaviour Hive.    \u003c\/p\u003e\u003cp\u003eWhat if your company could gain a greater profit share of the market simply by promoting more women into its senior management team? Sounds like a no-brainer, and despite nearly every study done in the past three decades proving companies with women leaders deliver superior performance, the number of women in the C-suites of companies all over the world is noticeably low. \u003ci\u003eResults at the Top\u003c\/i\u003e is written for the men who know the value female leaders bring to the table and need a tangible way to get them there. \u003c\/p\u003e\u003cp\u003eWhether you're building your leadership team from scratch or trying to transform long-established norms for a competitive advantage today, the practical guidance inside wastes no space with blame for the current state of women leaders and goes straight to the immediate steps organizations can take to change it. It gives you everything you need to both create the internal systems for promoting gender diversity on every step of the career ladder and motivating employees to celebrate its shared, bottom-line benefits. \u003c\/p\u003e\u003cp\u003eUp-to-date viewpoints don't confuse \u003ci\u003eequal\u003c\/i\u003e with\u003ci\u003e same\u003c\/i\u003e and go in-depth into the scientific differences between men and women that can complement each other to produce higher performing teams. Along with neurological variances, there are societal behaviors men and women need to recognize and substitute with more productive and advantageous ones. Through eye-opening research and illustrative examples from the real world, both sexes gain a deeper understanding of how we got here and the pioneering systems companies in the highest echelons of their industries are using to evolve leadership development all the way to the top. This everyday guidebook will immediately change the way you approach work with: \u003c\/p\u003e\u003cul\u003e \u003cli\u003eA powerful new evaluation method for assessing the source of gender diversity in a company's leadership\u003c\/li\u003e \u003cli\u003eConcrete strategies men can use to champion greater gender diversity along with ways men \u003ci\u003eand\u003c\/i\u003e \u003ci\u003ewomen\u003c\/i\u003e can improve collaboration in order to run better organizations\u003c\/li\u003e \u003cli\u003eFocused coverage on addressing gender diversity with Millennials—and don't be surprised when you find they're not so different\u003c\/li\u003e \u003c\/ul\u003e \u003cp\u003eThe most satisfying part of \u003ci\u003eResults at the Top\u003c\/i\u003e is watching your company's performance soar as gender bias disappears.    \u003c\/p\u003e\u003cp\u003e\u003cb\u003ePraise for RESULTS AT THE TOP\u003c\/b\u003e \u003c\/p\u003e\u003cp\u003e\"\u003ci\u003eResults at the Top\u003c\/i\u003e is full of stories and examples of male leaders accepting accountability for greater gender diversity in their companies. What's different? They're not doing it out of compliance, but out of a personal commitment to advancing women in leadership.\"\u003cbr\u003e \u003cb\u003e— Johan Bjorklund,\u003c\/b\u003e Vice President and General Manager, Ericsson North America \u003c\/p\u003e\u003cp\u003e\"Barbara and Richard help envision an achievable future where gender-intelligent leaders and advocates will unleash 100 percent of the world's human capital and create the future we all cherish. For the common good of human wellbeing, it's up to us to begin working together, NOW!\"\u003cbr\u003e \u003cb\u003e— Woody Buckner,\u003c\/b\u003e Chair and CEO, Buckner and Company \u003c\/p\u003e\u003cp\u003e\"The evidence is overwhelmingly clear—gender diversity at the senior leadership level correlates with greater business performance. Yet the number of women leaders remains very low and is truly unacceptable. \u003ci\u003eResults at the Top\u003c\/i\u003e is extremely valuable in providing new paradigms and actions to close this gap.\"\u003cbr\u003e \u003cb\u003e— Bob Cancalosi,\u003c\/b\u003e GE Director of Customer Leadership Education \u003c\/p\u003e\u003cp\u003e\"The male leaders featured in \u003ci\u003eResults at the Top\u003c\/i\u003e are true change makers who realize that gender equality relies as much on men as it does women. Annis and Nesbitt provide an important new contribution to understanding how genuinely to change future outcomes for women. Their solid advice can help to drive diversity goals and accelerate progress in boardrooms and executive suites around the world.\"\u003cbr\u003e \u003cb\u003e— Kathleen Taylor,\u003c\/b\u003e Former President and CEO, Four Seasons Hotels and Resorts \u003c\/p\u003e\u003cp\u003e\"I wish I had read \u003ci\u003eResults at the Top\u003c\/i\u003e and become more gender-intelligent much earlier in my career. Luckily, it is never too late to learn. This book provides business leaders deep insights and opportunities for creating value through high performing, gender balanced organizations.\"\u003cbr\u003e \u003cb\u003e— Lars Terney,\u003c\/b\u003e Partner, Nordic Capital \u003c\/p\u003e\u003cp\u003e\"Annis and Nesbitt focus their lens on the unconscious biases that exists in the systems, procedures, and policies guiding our companies today. Fascinating revelations and common sense solutions makes \u003ci\u003eResults at the Top\u003c\/i\u003e a must read for any leader hoping to succeed in this changing business landscape.\"\u003cbr\u003e \u003cb\u003e— Lara Warner,\u003c\/b\u003e Chief Compliance and Regulatory Affairs Officer, Credit Suisse Group AG\u003c\/p\u003e","brand":"Wiley","offers":[{"title":"Default Title","offer_id":47989955821797,"sku":"NP9781119384083","price":28.0,"currency_code":"USD","in_stock":false}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1842\/7735\/files\/9781119384083.jpg?v=1761786021","url":"https:\/\/k12savings.com\/products\/results-at-the-top-isbn-9781119384083","provider":"K12savings","version":"1.0","type":"link"}