How a killer interview lost its punch

Big news to share? Say it FIRST.

It’s a pity that the key thing that the Korn Ferry Rockefeller Foundation survey drilled down to was left till the very end of this interview. It was mentioned at 5:06 (the interview lasted 5:30 minutes), and there were ‘hurry up and finish’ type interruptions – so it lost its power, and probably won’t be picked up. You can see the video at the end of this post.

Jane Stevenson, who leads the global succession CEO practice at Korn Ferry, was speaking about their Women CEO Speaks study. My conclusions concur with what Jane shares about the findings. There’s the standard stuff of women scoring way above the average male markers – that’s not new. Eg this study found that women CEOs scored at 99% and above against best in class CEO norms.

Here’s what’s ‘new’ and key – and my take:

Jane @5:06: “There are key traits and characteristics that can be identified in in women in their late 20s and early 30s. If companies look at those characteristics, and are able to build the strength of operating capabilities in real jobs, I think we’ll see a very different result. We’ll see more women succeeding and in larger numbers.”

Jane was inviting corporations to look at women earlier on in their careers. I concur. It means the difference between staying in the pipeline – and getting to where ambition & ability lie – or hitting a perceived ‘wall of no choice’.

If organisations invest in and build these women’s capabilities in real jobs, we’ll see real change. We’ll see more women succeeding and in larger numbers.

And yes, this is what S.H.E.Strategy addresses and why it was created. Interested in knowing more? Email me.

To help you cut to the important bits, I’ve included timecodes of a few choice lines.

@2:17 “Wouldn’t that be unfortunate”

@2:40 “Frankly, boards have to make a selection…”

@3:30 “When we looked at those 57 women against best in class CEO…” This is key: 

@4:57 “There’s an opportunity to look at women earlier on..”

@5:06: “There are key traits and characteristics that can be identified in in women in their late 20s and early 30s. If companies look at those characteristics, and are able to build the strength of operating capabilities in real jobs, I think we’ll see a very different result. We’ll see more women succeeding and in larger numbers.”

What one thing can you think will change things for women at work?

Me first: Having the skills to negotiate what they need so they don’t hit a wall. Being able to do this in a way that resonates with who they’re speaking with. At home, at work, in life.

Oh, and another thing: don’t wait till they’re ‘leadership’ material or in leadership positions, expose them to the skills and tools they need right now.

What one thing would’ve made this bit of the study – the differentiator between it and so many others – go from end-thought to what people remember?

Starting with it. First answer. Stating what it is, and why we should all care about it. Why it’s important.

The next time you have something important to say, start with it, along with this completed sentence: “this is important because…”