1. Gender in Academic Leadership: challenges and perspectives Dr. Liudvika Leisyte Chair FFNT

2. VISION FEMALE FACULTY NETWORK TWENTE aims to embrace diversity and promote female academic leadership at UT

3. WHY? Because DIVERSITY of TALENT is not only RIGHT but it is SMART thing to do for an organization to boost its performance! (Harvard University President, prof. Faust)

4. Advantages of gender balance in leadership Leadership needs to manage global challenges and change Gender diversity at the top creates the competitive edge and improves performance Organisational performance  9 leadership behaviours (McKinsey 2008)

5. 9 leadership behaviours that improve organizational performance ( McKinsey 2008) Leadership behavioursOrganisational performance dimensions “Participative decision making” work environment & valuesF “Role model”leadership teamF “Inspiration”direction, motivationF “Expectations and rewards”accountabilityF “People development”leadership team, work env & valF “Intellectual stimulation”innovation= “Efficient communication” direction= “Individualistic decision making” external orientationM “Control and corrective action”coordination & controlM Women Matter (McKinsey, 2008) www.mckinsey.com/locations/paris/home/womenmatter/pdfs/women_matter_oct2008_english.pdfwww.mckinsey.com/locations/paris/home/womenmatter/pdfs/women_matter_oct2008_english.pdf

6. Where are universities today? New Public Management: efficiency, performance and accountability Competition and university rankings Budget cuts require smart HR policies Increasingly managerial rather than collegial style of leadership

7. Questions for today  What constitutes academic leadership?  How to ensure that universities benefit from a smart mix of leadership styles?  What best practices can be identified in facilitating gender balanced academic leadership?  How to nurture, recruit and retain female academic leaders?