EQUALITY GUIdE - KU Leuven

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Chapter 5 ! Mentoring 235 How does it work? The SOFIA methodology for women managers is based on two tools: career coaching & training and networking ! Career coaching & training The SOFIA training is based on formal and informal learning. The course is a framework to support the topics and to create a platform in which the exchange of experiences, networking and career development takes place. The training is an interactive, tailor-made programme, based on the learning objectives, needs and expectations of the participants. The programme takes into account the current management training offer such as the Standards of Leadership (SOL) 247 . The SO- FIA programme is complementary and based on career development and leadership skills. As a result of the research and the experience in the SOFIA programme, the career coaching training was divided into 5 sessions: 1. Networking Why is networking important? What are strong network activities? How is my boss networking? How can I improve my networking skills? Who is who in this SOFIA group? How can we strengthen the bonds within this group? 2. Communication & visibility Why is communication & visibility so important? How can I improve my visibility? How is gender influencing communication? What are strong tips for visibility? How is this working in our organization? How can I improve my visibility and communication style? 3. Women in management: leadership styles What are management styles for most women? What are challenges for women managers? What is important in this organization? Where do I have to focus on? How can I improve my strategy? 4. Work-life balance How is this balance for women managers? How can I improve it? Are there any practical tips to improve this balance? What is the perception in the company? 5. Career planning What are my development goals? What skills do I have to improve? How can I manage my career better? What is my personal development plan? ! Networking Traditionally, there are different ways inside and outside organizations for men to meet on an (in)formal basis: at meetings, receptions, at the pub or at sport events. Within these groups or networks you can see the effect of discussions and the ex- 247 'Global Standards of Leadership'. GSL is a credo, used and developed by 'Johnson & Johnson'. It concerns leadership qualities for their managers. The credo values’ are: Innovation, Collaboration, Business Results, Customer & Marketplace focus, Complexity & Change, Organizational & People Development.
236 Equality Guide change of experiences. The networking process continues over a long-term period, exchanging information and tips and can finally result in a coaching or career development process among colleagues. These processes are les accessible to women. Until now, female managers are a minority. There is no experienced generation of women managers or tradition of women networks. In addition, it is not easy for women to enter the ! mostly informal ! male networks. Research has also shown that women network differently from men. We see that the needs for networking are more focused on results. Women are more motivated in learning, giving and receiving instead of ‘socializing’. The network process is more target-oriented with less time investment. Networking is the topic of the first training session of the SOFIA programme and aims at improving women’s networking skills and insights. In the course of five sessions, functional networks are created among the women managers. Within the group of participants, cross-departmental networks are created. This group process is of great importance for the discussions and exchange of experiences during the sessions. The network provides a platform for colleagues who are active women managers. It is a stimulating forum for the empowerment of women. Together with the trainers/coaches, the women support and challenge each other and provide vision. SO- FIA acts as a ‘sounding board’ where women who are willing to pursue their ambitions recognize their challenges and experiences. Within the platform they can look for best practices and solutions. The participatory and personal development is very important with the programme offering an interactive, experimental and reflexive learning method. So the SOFIA programme is an interactive, training programme of five sessions, combined with networking and personal coaching. 1.2.2. Sofia: women in academic institutions At universities, women in top positions are still rare. In almost all disciplines, the number of female PhD-students is much higher than the number of female professors. When moving up to the level of associate professor or full professor the number of women systematically decreases. This issue has been the reason for SEIN (UHasselt) and the Diversity Policy Office (K.U.<strong>Leuven</strong>) to develop the project ‘Women in Academics’. The aim of the project is to 1) support female PhD-students and female PhDs in developing their professional careers and to 2) find answers for questions such as: ! Do I stay in the academic world or switch to the private sector? ! How do I find a balance between work and private life? ! How do I cope with the academic culture as a starting PhD? In four interactive coaching sessions the participants improve their insights in their own job wishes and the actions needed to realize those wishes. The participants learn from
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EQUALITY Guide HR Instruments for E
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Authors Yanna Van Wesemael ! Machte
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VLIR-Werkgroep Gelijke Kansen (Eds.
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Preface At Flemish and at European
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Preface 15 The partners in the tran
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Chapter 1 Personnel development and
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180 Equality Guide 1.1. Problem def
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182 Equality Guide reason, many wom
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Page 274 and 275: General conclusion The goal of this
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