Limited scholarship opportunities available for Level the Playing Field with Marty Linsky

We are offering a number of scholarships to attend the Level the Playing Field symposium on November 14, 2013 at the Hilton Hotel in Melbourne.

To ensure that we have representation of leaders from a variety of sectors and industries including leaders from the not-for profit sector, The 100% Project and Leadership Victoria are offering a limited number of scholarship places to the event.

Who can apply?

  • Individuals from organisations that are unable to fund the full cost of the Symposium – cost to the applicant will be $990 rather than $1,980 inc GST
  • Individuals from smaller or not-for-profit organisations – cost to the applicant will be $550 rather than $1,980 inc GST
  • The next generation of leaders with a particular interest in this topic – cost to the applicant will be $190 rather than $1,980 inc GST

Who will be given preference?

Preference will be given to applicants with the following:
1. Demonstrated leadership activity or potential in progressing women in leadership
2. Ongoing capacity to be a change agent in progressing women in leadership
3. Clear personal vision and purpose
4. Capacity to actively participate and contribute to the group

How can I apply? 

Please complete and submit the Scholarship Application Form in the link below by 5pm Tuesday 5th November 2013.

Want more information about the event or scholarship process?

Visit or contact The 100% Project on 03 9645 7981 

One woman’s experience: a reflection on women in the workforce after having children

I’m a post-graduate tertiary educated woman in my thirties with over 10 years experience at two very well known large corporates. I have enjoyed an amazing career to date having received incredible development opportunities on talent programs and an accelerated career in comparison with my peers. I have always been in a very fortunate position of being able to be selective in what I would like to do in my career and have been hand picked or put forward for a number of roles.

In my late twenties and early thirties, my husband and I had our two beautiful children and I commenced part time work. My career was not impacted by our personal choice until I found myself on the market looking for a role. This experience can only be explained as a slap in the face. What seems to be abundantly clear to me is that a woman with children wanting part time employment is akin to being an under-performer. I have become untouchable.

Recruiters have been very honest in saying they are unable to help. Part time roles don’t come to them. If they do, employers know they can get someone at a $50,000 discount as there are so many incredible women looking for a part time role. I have been told by industry professionals that part time just doesn’t work and women with children are just away all the time with sick kids. Are we really living in 2013?

I am writing this anonymously as I am sadly aware that by sharing my experience, my personal brand will be impacted. I fear that by sharing my name, people who haven’t personally had this experience, may assume that there must be another reason why she can’t find a role. I can assure you, as I have been told, if I were looking for a full time role, I would be in a position of being selective once again. I have always been an optimist, it’s who I am. I know this experience will pass, however, when we say we want true equality for women in leadership positions, why does this have to be so hard?

The 100 Percent Project’s symposium next month is an ideal way to engage in this debate.

Stop Talking about Gender Diversity. Take Action!

Leading Australian organisations are being urged to stop talking and start working on improving the gender diversity in their leadership ranks as a way to benefit and boost their business.

Frances Feenstra, Chair of The 100% Project, which looks at ways to increase leadership equalities, said that despite ongoing dialogue about gender inequality, action is not as forthcoming.

“In order to move forward, organisations need to adopt a different approach, including acknowledging that gender imbalance in leadership is a complex systemic challenge,” said Ms Feenstra.

“Survey after survey tells us that gender imbalance is bad for business. So can we ‘level the playing field’ in any real way? I think the answer is yes, but we have to adapt and new thinking about leadership is required.”

Level the Playing Field

To help organisations improve the gender balance in their leadership, The 100% Project and Leadership Victoria, with support from Australia Post and Qantas are holding the ‘Level the Playing Field’ symposium.

Symposium facilitator will be Adjunct Lecturer in Public Policy at Harvard Kennedy School, Marty Linsky who has co-authored a number of books about leadership specifically on adaptive leadership.

Underlining the need for new thinking, Professor Linksy said, “Adaptive leadership develops strategies and practices that can help organisations and the people in them move away from mechanical responses, rethink afresh, and bring about deep change. In this case: improved gender balanced leadership.

“Adaptability is required to make progress in increasingly complex, competitive, and challenging environments. Leadership like this can be learned. And anyone, anywhere within the organisation, can do it.”

The symposium will:

  • explore new solutions resulting in tangible outcomes
  • bring together more than 150 leaders from a variety of sectors global and local
  • be facilitated by world renowned experts who have facilitated breakthrough activities for other adaptive challenges
  • help leaders create solutions to discard entrenched ways, go beyond current know how and learn new practices to increase the representation of women in leadership roles.

We all need to lend a hand if men and women are to succeed in leadership roles: one woman’s view

As a forty something, married, but no children, I ponder with a great deal of interest about how the role of women in the workforce has changed over my professional life and sadly, it is not as much as some elements of the media may us believe.

Recently I returned to study and this has of course lead to my looking more deeply into this issue as I set about embarking on the next stage of my career.

In my thirst for knowledge (or should I say an ‘ah ha’ moment) I came across some research published on the Harvard Business Review website by two Melbourne researchers Athena Vongalis-Macrow and Andrea Gallant at Deakin University in Melbourne.

This project appealed as it looked not at the situation not from the view of the leader, but from the people whom them was leading delivering that much hoped-for ah-ha moment.

“Gender plays no role. Instead, it’s the style of leadership and the actions leaders take that help women move up in their organization.”

Having been led by both men and women of widely varying levels of leadership ability this really was confirmation of my own experience and attitudes – good and bad leaders come in all shapes, sizes and sexes.

Where the catch 22 occurs though is ‘how can future female leaders gain exposure to leaders of both genders that direct, guide and enable us as we climb the ladder if overwhelming still most senior positions are filled by the male of the species’?

Next month, the 100% Project will be holding a Symposium to tackle this very conundrum. Facilitated by world renowned expert Marty Linsky this one day event will help leaders create solutions that will discard entrenched ways, go beyond the current know how and learn new practices to increase the representation of women in leadership roles.

We all have to work together if women are to attain the leadership roles to which they aspire and this event will be an ideal opportunity to plan the path forward.

Lack of Women in Senior Leadership is Bad for Business

Level the Playing Field: Turning Gender Leadership Rhetoric into More Effective Action

The lack of women in senior leadership positions is bad for business.

This view is set to be one of many issues confronted by a new symposium to address the lack of gender balance in leadership.

“Gender imbalance is not just bad for business, it’s unhealthy for any organisation,” said Frances Feenstra, Chair of The 100% Project which is staging the symposium in partnership with Leadership Victoria.

“While there is much talk about ‘the best person for the job’ from the Prime Minister down, there is not enough action to ensure the ‘best gender balance in leadership’. These aspirations are not mutually exclusive.

“This symposium will address that problem head on.”

Systemic problem: new thinking required

In order to move forward, organisations must acknowledge that gender imbalance for women in leadership is a complex systemic problem.

“Sadly, most policies and practices implemented by organisations, thus far, have been largely unsuccessful in solving this ongoing problem,” Frances noted.

“They simply have not delved deep enough into the root cause of the gender imbalance in leadership. They remain superficial solutions that do little in solving a systemic problem.

“So can we ‘level the playing field’ in any real way? How do we turn all the gender leadership rhetoric into more effective action?

“We have to adapt. New thinking is required.”

Adaptive Leadership

The aim of the Adaptive Leadership Symposium is to challenge current practices. It aims to promote a fundamental change in the way organisations operate including their systems and processes.

Facilitators for the Symposium

Level the Playing Field: Turning Gender Leadership Rhetoric into More Effective Action

Adaptive Leadership Theory and Cambridge Leadership Associates co-founder, Marty Linsky, will be facilitating and leading the Symposium.

More information about the Symposium

Book for the Symposium

Marty Linsky - lead facilitator

Marty Linsky – lead facilitator

Marty Linsky has been a faculty member of Harvard Kennedy School since 1982, except for 1992-1995 when he served as Chief Secretary and Counsellor to Massachusetts Governor William Weld. He has taught leadership, management, politics and media, and is currently faculty chair of several of the school’s executive programs on leadership. He has worked with a wide range of clients in the public, private and non-profit sectors in the US and abroad, including Fortune 500 companies and major federal government agencies.

Linsky has worked on advancing gender equity as a coach, trainer, facilitator, and advocate in a variety of settings and co-authored the book Leveling the Playing Field: Advancing Women in Jewish Organizational Life. He is the author or co-author of more than a dozen books and chapters. He is a co-author with Heifetz and Alexander Grashow of the book The Art and Practice of Adaptive Leadership and co-author with Heifetz of the best-selling Leadership on the Line: Staying Alive Through the Dangers of Leading, both published by Harvard Business Press.

Others who will co-facilitate the Symposium include:

Maxime Fern, Jill Hufnagel, Diana Renner, Phil Ralph and Robbie Macpherson.

Level the Playing Field: Turning Gender Leadership Rhetoric into More Effective Action

The 100% Project, in partnership with Leadership Victoria and sponsored by Australia Post, is undertaking a bold new initiative to assist Australian organisations to make real progress in the gender equity arena.

On Thursday 14th November, Harvard University’s Marty Linsky and a world-class team of co-facilitators will undertake a one-day intensive symposium entitled Level the Playing Field: Turning gender leadership rhetoric into more effective action.

If you’re passionate about gender leadership and want to help Australia to make progress, this is the event for you. It’s an unparalleled opportunity to meet with likeminded people and to experience the power of Linsky’s “Adaptive Leadership” approach.

“Level the playing field: Turning gender leadership rhetoric into more effective action” is an Adaptive Leadership Symposium that is designed to change the fundamental way organisations operate.