2 O1 5 C ANADA’S MOST POWERFUL WOMEN
TOP 1OO LEADERSHIP SUMMIT REC AP
EVENT HIGHLIGHTS
WHAT Co-Presented by KPMG and Scotiabank, the 2015 Canada’s Most Powerful Women: Top 100 Leadership Summit welcomed renowned speakers to the podium, each with a story to tell and a significant takeaway to be had. “Collective Impact: Shaping the Future of Leadership” explained that leadership development should focus on the collective rather than the individual. Topics discussed included: how to develop your own leadership skills and then use them to empower your team, how to overcome challenges of working cross culturally and remotely; and how to create and utilize your network or community to enhance professional and personal growth.
WHO GENDER
ATTENDEE DEMOGRAPHIC
SNAPSHOT EDUCATION
(95%) FEMALE (3%) OTHER (2%) MALE
AGE (41%) BACHELOR’S DEGREE (28%) MASTER’S DEGREE
(32%) 35-44 YEARS OLD
(14%) PROFESSIONAL DEGREE
(29%) 45-54 YEARS OLD
(11%) H IGH SCHOOL GRADUATE,
(26%) 25-34 YEARS OLD
DIPLOMA OR THE EQUIVALENT
(9%) 55-64 YEARS OLD
(FOR EXAMPLE: GED)
(2%) 75 YEARS OR OLDER
(6%) P HD, MD, OR OTHER DOCTORATE
(1%) 19-24 YEARS OLD (1%) 65-74 YEARS OLD
PROFESSIONAL STATUS
INDUSTRY
(60%) CORPORATE (18%) PROFESSIONAL SERVICES (11%) OTHER (7%) PUBLIC SECTOR (4%) NON-PROFIT
(58%) MID-LEVEL EMPLOYEE (22%) EXECUTIVE-LEVEL EMPLOYEE (14%) C-SUITE (4%) BOARD MEMBER (2%) SELF-EMPLOYED
KEYNOTE 1 SUSAN MCISAAC TOP 1OO AWARD WINNER, FORMER PRESIDENT & CEO OF UNITED WAY TORONTO & YORK REGION IMPACT THROUGH COLLABORATION Our opening keynote speaker Susan McIsaac shared United Way’s transformation as an example of impact through collaboration. Her message was clear: change is the new normal, and we need new ways of working. Future leaders will have to learn to drive impact through collaboration. United Way has done that by transitioning from being a funder to seeking partnership with the communities it serves, in order to address the root causes of social issues. KEY LEARNINGS: • Collaboration forces a shared agenda which leads to better results. • We need to leverage diversity. • Talk to people who don’t think like you. • Build a network of collaborators. QUESTION POSED TO AUDIENCE During my remarks, I spoke of the importance of building a personal network to foster collaboration that goes beyond the usual suspects. This means building a circle of people and organizations who don’t necessarily think like you, hold common values, or share your vision for the future. Please discuss how to actively recruit diverse collaborators who think, speak, and act completely differently from you. = NUMBER OF TABLES THAT OFFERED THE FINDINGS BELOW KEY FINDINGS FROM AUDIENCE DISCUSSION • Give people within your network the ability to make decisions and they in turn will become the champions of change. As well, it is crucial to listen to the perspective of others and to be flexible to change. This collective collaboration will achieve amazing results • To recruit diverse collaborators you must be aware of your biases and expand your network beyond your working partners • Keep defensive reactions to a minimum and focus on not changing other people’s views • Structure interview questions during the recruitment process that will gauge views, it will give you a sense of how they think • Ensure the interview process allows for candidates to discuss how they work with various groups, handle difficult conversations and are equipped to handle tough situations • Search out those who do not agree with your perspective • Leverage diversity, age, gender, race and integrated thinking within your organization • Utilize corporate events to engage others that are completely different (breaking natural instincts) • Lead from behind • Take people out of their working environment and give them a safe environment to speak freely and openly, this will establish a culture of trust and foster collaboration from all perspectives • Establish an employee advisory committee to facilitate communication about broad reaching issues that touch all levels of the organization • Create a work environment layout that fosters collaboration of various groups in the office. For example open seating arrangements where marketing, legal, operations all sit together • Stay in touch with those who are outside of your network and industry • Test perspectives you hear, do not shut them down right away • Collaborating across functions, businesses and industry will be key in making significant change • Volunteer on a board – this can expose one to different perspectives • Be open to client feedback and listen by facilitating group sessions and listening exercises
Carolyn Ellis, Visual Facilitator, Brilliance Mastery
WXN AUDIENCE POLL
WHAT YOU HAD TO SAY: 89% 89% feel supported by their network.
49%
85%
49% have challenges working with coworkers from a different generation than their own.
85% believe technology supports their sense of community.
PANEL DISCUSSION OVERVIEW
The inspiration continued with a wide-ranging panel discussion moderated by Dr. Lorna Wright, Director, Centre for Global Enterprise; EDC Professorship in International Business, Schulich School of Business, York University. Panelists, all 2015 Top 100 Award Winners, spoke about creating collective impact, technology trends, gender bias, leadership, innovation and the importance of networking.
SABRINA GEREMIA Managing Director, Integrated Solutions, Google Canada • Technology puts high expectations on ourselves and others. • Stop thinking all innovation is technology. • Data beats opinion and perception.
COLONEL JOSÉE ROBIDOUX Colonel Commandant, 35 Canadian Brigade Group • The best decisions are done collecively. • A multigenerational workplace allows ample oppurtunity to learn from one another. • People want to be part of a bigger picture. • Quiet revolutions are driven by capability and social change.
SARAH SASKA Co-Founder & Partner, Feminuity; Doctoral Candidate, Western University • Women don’t need to be “fixed.” • Stop calling women “diversity” when women are 50% of the population. • Quality connections are more important than quantity of connections.
MODERATOR: DR. LORNA WRIGHT Executive Director, Centre for Global Enterprise, EDC Professorship in International Business, Schulich School of Business, York University
QUESTIONS POSED TO THE AUDIENCE SABRINA: “ As technology is playing a larger role in life and work, how are you keeping on top of all of the change and adding ‘digital’ as a skill to your professional toolkit?” SARAH: “What does it look like to be a gender-literate leader?” COLONEL ROBIDOUX: “What strategies can we implement when collaborating with colleagues from a different generation than ourselves?”
WXN AUDIENCE POLL
WHAT YOU HAD TO SAY: 61%
88%
46%
61% feel that technology has positively impacted their work-life balance.
88% of companies currently have strategies in place that support diversity and environments of equality.
46% feel that their organization does enough to foster an innovation culture.
Carolyn Ellis, Visual Facilitator, Brilliance Mastery
KEYNOTE 2 SIMON FISH GENERAL COUNSEL, BMO FINANCIAL GROUP CULTURAL INTELLIGENCE & UNCONSCIOUS BIAS KEY LEARNINGS: • We are biased by natural biology. • The neuropsychology of difference tells us that sameness equals comfort and difference equals fear. • Being aware that we are biased is not enough. We have to address bias at key moments: job interviews, performance interviews, talent roundtables. QUESTION POSED TO AUDIENCE What is the best way to react to bias when faced with it? = NUMBER OF TABLES THAT OFFERED THE FINDINGS BELOW KEY FINDINGS FROM AUDIENCE DISCUSSION • • • •
• • • • • • •
uild a leadership culture and that can be exercised by anyone not just those in a position of authority B It is essential to identify your blind spots and manage them over time Address key forms of bias before key events example job interviews, performance reviews, talent round tables To handle bias when it happens is to ask questions to understand the ‘why’ behind such behaviours. Help your organization to realize their unconscious bias through questions. This can include corporate training programs to help people recognize bias Admit to the bias and be aware how they may influence perceptions It is essential to identify the core competencies needed for a job and assess candidates fairly with different perspectives in the room Recognize the bias and highlight its origins, understand what one will lose if they continue down this bias path. Solicit input from other colleagues to aid decision making Ensure you are working with the best people for the job and not those you relate to most Work with everyone in the group before picking the team lead Use the word ‘disruption’ more in the conversation around performance and hiring Confront bias and make a different choice
WXN AUDIENCE POLL
WHAT YOU HAD TO SAY: 78%
82%
88%
78% report to an inclusive leader.
82% have experienced a form of bias in a past professional situation.
88% have recognized themselves having unconscious bias.
KEYNOTE 3 ALLISON GRAFTON TOP 1OO AWARD WINNER, PRESIDENT OF ROCKWOOD CUSTOM HOMES COLLABORATION THROUGH GENDER ALLYSHIP Allison Grafton, President, Rockwood Custom Homes delivered a high-energy keynote focused on Collaboration & Gender Allyship and shared her experience of working with her team and key stakeholders at Rockwood Custom Homes. Her keynote ending with everyone on their feet dancing! KEY POINT: “Be who you are. Be real to the people who work with you, for you, above you and below you. Be who you are.” QUESTION POSED TO AUDIENCE How can you ensure your support system consists of engaged, supportive individuals, regardless of gender? = NUMBER OF TABLES THAT OFFERED THE FINDINGS BELOW KEY FINDINGS FROM AUDIENCE DISCUSSION • I n order to ensure your support system consists of engaged, supportive individuals it is important to take an interest in them • Felt it was important to reach out and engage your network in order to develop it and ensure it is supportive regardless of gender • Be real and authentic and your support system will naturally be supportive and engaged regardless of gender • It is important to have equal partnership • Collaboration and communication will create a support system, as each individual will become invested regardless of gender • Be clear, transparent, respect and listen to your colleagues • Be competent and good at your expertise and your support network will be there regardless of gender • Understand that differences create strength within a network of people • To have champions you must be a champion • Not everyone will like you and that is ok
WXN AUDIENCE POLL
WHAT YOU HAD TO SAY: 76%
61%
79%
76% work in a traditionally male dominated field.
61% of organizations have a gender diversity policy in place when hiring or promoting.
79% believe there is a stigma around parental leave for males.
KEYNOTE TAKEAWAYS
Courtesy of Carolyn Ellis, Visual Facilitator, Brilliance Mastery
ONLINE ENGAGEMENT
NEXT STEPS
WXN is hosting a series of “Collective Impact” themed breakfast events across Canada to continue this conversation. At each event, Top 100 Award Winners will narrow in on a range of the key takeaways captured in this recap and work to further breakdown the ways in which we can make a lasting positive impact, collectively. TORONTO Thursday, May 19, 2016
CALGARY Wednesday, May 25, 2016
VANCOUVER Friday, May 27, 2016
OTTAWA Wednesday, June 1, 2016
MONTREAL Thursday, June 2, 2016
THANK YOU TO OUR 2015 CANADA'S MOST POWERFUL WOMEN: TOP 100 PARTNERS CO-PRESENTING PARTNERS
NATIONAL TOP 100 PARTNERS
PLATINUM PARTNERS
GOLD PARTNERS
MEDIA PARTNER
AIRLINE PARTNER
MARKETING & COMMUNICATIONS PARTNER
AWARD WINNER GIFTING PARTNERS
WIRE PARTNER
VIDEO & PHOTOGRAPHY PARTNER
VISUAL FACILITATOR