Hi,

I am Shahla KhanGender Leadership Expert

and you might need me badly,here’s why…

Do you have a mix gender staff at your workplace?

I can bet that you may haveanswered a YES to at least 4 of

the above questions.

Do they tend to form groups sometimes instead ofworking as one body?

Are Individual competition, ego and miscommunicationwithin teams causing you losses?

You may have tried team building workshops and skilltrainings but with little or no outcome?

Do employees of certain gender and certainethnicity remain isolated from the rest of the team?

Do you as a leader see all your staff as equals or keep inmind their cultural and gender differences from yours?

The bad news is that these little issues canlead you to:

High turnover costs

Avoidable work related blunders

Loss of faith among team mates

Loss of faith in your leadership skills

Dirty workplace politics

Possible lawsuits against your company

More incidents of workplace bullying andharassment

The solution to all yourpeople problems:

GenderIntelligenceWorkshops

5 Key Areas of my work

Leadership

Communication

Team building Gender awareness and

people skills

Balance- home andwork

It has been proven time and again thatit’s not money that motivates people toperform better. Its recognition andrespect. They want to be heard andunderstood.

We live in a society where gender assumptions influence all of us,whether we admit it or not.

Why do men act impulsive? Why do women act touchy-feely?

There is a lot of neuroscience that goes behind the brain of a man and a woman. Tothis add cultural perspectives, habits and motivations. Each life is complicated andthere is no ‘one size fits all’ strategy when it comes to leadership.Instead of being defensive and acting like a gender neutral company the key tofuture success is gender recognition.

Gender neutrality isn’t possible in the real world. Our mission is to makepeople aware of their gender aspects and nurture their innate talents. Wedo not believe in stereotypes and boxing people. If you are a man, youneed to behave in a certain way isn’t our philosophy. We help you lookbeyond what society’s gender assumptions are and educate you about

others talents and skills and that of yours.

Understanding the other gender will not only create peak performers inthe workplace but also healthy personal relationships. It’s all aboutunderstanding and being understood. Trust me, it sounds simple butit’s the messiest part of a business. This can take a business to thehighest of stock exchanges or make it bankrupt.

• Although made obligatory by the European Commission andemphasised on by the UK, Gender Balance must NOT be a chore.It must be FUN.• Gender Balance needs commitment from every individual, notjust of the Human Resources Department.• Gender Balance must be a top-middle-bottom approach.• The process of creating Gender Balance must be quantifiablei.e. measurable in terms of better performance and numbers.• It must celebrate the talents of all genders withoutstereotyping the negatives.• Gender Balance must make your bottom line curvy i.e., addmore zeroes (no pun intended)!

6 Pillars of

How it works?

Step 1- The Internal Audit

Step 2- The Action Plan

Step 3- The Strategic WorkSessions

Examine the staff balance across the organisation and the types of jobs that people of differentgenders hold.Assess the extent to which application of a gender perspective has been understood andinternalised by staff and the support services that are in place to assist them.Understand the experience of staff working in the organisation, with regard to gender equality.Examine human resources policies and benefits across the organisation from a genderperspective.

Assess the financial and human resources allocated to incorporation of a gender perspectiveinto the organisation’s activities.Set up an initial baseline of the organisation’s performance on gender equality with amechanism to measure progress once this process is complete.Identify gaps in gender that need to be filled and set up an action plan and strategies to help doso.Build understanding of what gender means for the organisation’s work and assess the ability ofincorporating it into external campaigns.

With the help of the data collected, this step implements the actions from step 2. Experiential learning sessions with top management authoritiesTrainings for managers and team leadersPeople Skills workshops for staff and Coaching for 1 to 1 sessions with specific people in the organization

How would this helpyou?

Cooperation and fluid communicationbetween diverse employees

Boost employee motivation and interests

Get your best performs UNSTUCK

Attract business by increase in customersatisfaction

To find out how I can help you becomethe organization of the future

please contact here

www.pinkbossblueboss.com

or email

info@shahlakhan.me