Wenn in Unternehmen von „Lähmschicht“ die Rede ist, ist meist das mittlere Management gemeint. Jene Führungskräfte, die zwischen Geschäftsführung und operativen Teams stehen. Oft wird ihnen vorgeworfen, Veränderungen zu blockieren, Informationen zu filtern oder Entscheidungen zu verzögern.
Was also bedeutet Machtverlust in der Führung konkret? Führungskräfte berichten zunehmend von Situationen, in denen ihre Anweisungen hinterfragt, Entscheidungen verzögert oder Veränderungsvorhaben blockiert werden.
When I talk to CEOs, they are often looking for qualified women for supervisory board positions or for management. It’s not just a matter of meeting political targets. It is simply necessary to get more women into management positions. Diversity is one of the key factors in the „VUCA world“, where volatility, uncertainty, complexity and ambiguity are increasing constantly. Companies in a complex environment, where rapid adaptations and innovations are necessary, will hardly survive if their leadership is purely white and male. This realization should slowly have reached all levels of companies with future aspirations.
Why, nevertheless, do (too) few women become C-Suite executives?
Change management does not turn the caterpillar into a butterfly. There is a need for change, so maybe the caterpillar grows hair. The next change is coming up and maybe the caterpillar develops stripes in signal color to protect itself from predators. A change leads from an initial situation A to point B and is largely plannable.
A transformation is more. The caterpillar dies to rise as a butterfly. A butterfly will never be a caterpillar again. The butterfly is a holistically new being. The transformation is complete.
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