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Journeys of Women Leaders Pushing Boundaries in Asia and Healthcare

  • 2024
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Über dieses Buch

Dieses Buch bringt ein Kollektiv von Frauen in Führungspositionen im Gesundheitswesen zusammen, um ihre Reise in die Führungsrolle auf dem asiatischen Kontinent aus einem persönlichen Blickwinkel (Herz) und basierend auf wissenschaftlichen Erkenntnissen (Daten) zu teilen. Sie verbindet eine starke Leidenschaft, dazu beizutragen, das Leben der Patienten zu verbessern und die Führungsrolle von Frauen in dieser dynamischen, aufstrebenden Region Asiens voranzutreiben, die immer noch zwischen Tradition und Moderne schwankt. Dies ist kein akademisches Buch, sondern ein Kompendium inspirierender Geschichten, die Frauen, die ihre Karriere im Gesundheitswesen in Asien vorantreiben, die Ungleichheit zwischen den Geschlechtern verringern und der Führung von morgen eine neue Bedeutung verleihen wollen, authentische und pragmatische Orientierungshilfe bieten sollen - wirklich inklusiv und vielfältig. Über das Geschlecht hinaus können angehende Führungskräfte von diesem Kompendium inspiriert werden, um im asiatischen Kontext von Japan bis Indien, Südostasien und dem Nahen Osten erfolgreich zu sein. Obwohl die gemeinsamen Herausforderungen von Autorinnen unterschiedlichster Herkunft und Führungsqualitäten bewältigt wurden, können Frauen und Männer gleichermaßen mit vielen der in dem Buch behandelten Themen in Beziehung stehen. Die daraus resultierenden Überlegungen können den Lesern helfen, die Unternehmensleiter effizienter zu erklimmen und bessere Führungskräfte zu werden, um eine gerechtere Zukunft zu gestalten. Dieses Buch bietet Organisationen Einblicke in ihre Bemühungen um Vielfalt, Gerechtigkeit und Inklusion, um Strategien zu entwickeln, die Talente in Asien fördern und Frauen in Führungspositionen besser unterstützen. Es ist auch eine nützliche Lektüre für Studenten und Forscher in den Bereichen Führung und Geschlechterforschung.

Inhaltsverzeichnis

Frontmatter
Chapter 1. Why Women Leaders in Healthcare Do Not Have Enough Leverage for Their Impact on Social Media and in Industry Networking
Abstract
Research has revealed that engaging in networking strategies like becoming a member of an informal organization is crucial in the career advancement of women leaders. However, this has been missing in Asia, as many countries of the continent do not have female healthcare associations. This led to the birth of the Women Leaders in Healthcare Asia, a group which started during the pandemic through connections on LinkedIn. This chapter therefore explores how the group was formed and how it has helped women leverage on networking in order to amplify their voices on issues regarding their careers. This informal intentional network created psychological safe spaces, peer support mentoring, and served as an advocacy group that helps to promote each other’s cause and break the bias at work.
Marion Neubronner
Chapter 2. Overcoming Our Inner Critics—A Constant Battle
Abstract
This chapter, “Overcoming Our Inner Critics—A Constant Battle,” addresses the universal dilemma of self-doubt, particularly prevalent among women leaders in healthcare. Drawing from personal experiences, I illustrate the struggle and resolution with this internal critic. The chapter reframes the inner critic as a misplaced protector and guides readers to heightened self-awareness, a crucial first step in managing self-doubt. From this vantage point, I provide practical strategies to transform this potentially negative force into a catalyst for growth and motivation. Emphasizing the adoption of a growth mindset and resilience, the chapter elucidates how failures, seen through the lens of self-awareness, can become invaluable learning opportunities. This chapter, ultimately, serves as an empowering roadmap for women healthcare leaders, illuminating a path to turn their inner critic from an obstacle into a conduit for personal development, stronger leadership, and increased self-awareness.
Suhina Singh
Chapter 3. To Fall is Not to Fail
Abstract
The aim of this chapter is to inspire women leaders in healthcare who are faced with setbacks and life challenges which have made it difficult for them to advance in their careers. To address this gap, the author shares inspiring stories of senior leaders who overcame setbacks and have undergone personal transformations and life changes. The chapter also adopts the term “Super Little Humans” to describe a woman leader, who surrenders her “superwoman” armor and accepts her imperfection and dares to seek help, paving her way into society and becoming successful no matter what life throws at her. The chapter concludes by encouraging women leaders to ask, believe, and receive support from within and outside the community. It emphasizes the importance of embracing vulnerability, seeking support, and believing in oneself to manifest a new reality and thrive in healthcare leadership.
Emma Rondele Quentin
Chapter 4. Maternal Wall or Stairs: Motherhood Journey in Leadership
Abstract
Have you had to ask yourself if you could have children? It is a dilemma for many women leaders, as motherhood could derail their careers. The maternal wall and its set of discriminations include perception of working mothers as less competent and less dedicated. Therefore, the motherhood penalty translates into wage inequality, career stalling & regression and mental health. The feeling of guilt is felt by all working mothers, pressured to comply with societal norms. Traditions are still very strong in many Asian countries, where the patriarchal structure has for centuries restricted women to the role of child carer in the household. At the same time, women struggle to reconcile their newfound identity of motherhood with their professional identity. So, can women leaders have it all? We’ll dive into personal stories of how some women leaders in Asia have navigated this part of their journey. Instead of being a barrier, motherhood became a strength that enabled them to become better leaders. From these learnings, a roadmap with four pillars (H.O.P.E.) is proposed to help leaders reconcile parenthood with career, elevating both.
Anh Bourcet Nguyen
Chapter 5. Finding Life and Balance in Our Busy Lives as Women Leaders in Healthcare and Tech
Abstract
This chapter explores practical tips for managing microstressors as a woman in the tech industry, with a focus on finding balance in a busy life. The author, a medical doctor turned tech professional and mother of two young children, shares her personal journey and experiences in juggling career and family responsibilities. The concept of “microstressors” is introduced, referring to subtle stressors that accumulate over time, impacting high-performing individuals’ mental well-being. Women in STEM (Science, Technology, Engineering, and Mathematics) are particularly vulnerable to burnout due to caregiving roles and societal gender imbalances. The importance of prioritizing self-care, letting go of unrealistic expectations, and practicing good sleep hygiene is emphasized as essential strategies to mitigate burnout. The chapter also discusses the benefits of meditation and mindfulness practices in reducing anxiety and promoting a present-focused mindset. Throughout the chapter, the author emphasizes the significance of recognizing the symptoms of burnout and seeking support when needed. In conclusion, the chapter underscores the necessity of self-care for overall well-being, productivity, and maintaining a positive impact on both family and society.
Petty Chen
Chapter 6. Making the Equations at Par: Women in STEM
Abstract
Women have made significant contributions to STEM (science, technology, engineering, and mathematics) throughout history however they are still underrepresented in these fields today. The importance of women in STEM cannot be overstated. There are many factors that contribute to the underrepresentation of women in STEM, including, gender stereotypes that discourage girls from pursuing STEM interests, lack of female role models in STEM fields, unconscious bias in STEM workplaces, and lack of flexible work arrangements that support women with caregiving responsibilities. There are several changes that can be made to address the underrepresentation of women in STEM, including early interventions to encourage young girls interest in STEM, more female role models in STEM fields, training programs to address unconscious bias in STEM workplaces, and flexible work arrangements that support women with caregiving responsibilities. By increasing the number of women in these fields, we can make STEM more innovative, collaborative, and relevant to the needs of society. We may one day discover the next Ada Lovelace, Marie Curie, Margaret Hamilton, Sangeeta Bhatia, Gitanjali Rao, and Tu Youyou to name but a few. These women have and are breaking down barriers and inspiring the next generation of innovators. “My Message Is That Science Has No Passport, No Gender, No Race, No Culture, No Political Party….. Science Is Universal & Unifying”—Fabialo Gianotti, Director General at CERN, European Organization for Nuclear Research.
Stephanie Ambrose
Chapter 7. Steps to Gender Equality at Work in Healthcare in India: Male Allies and Women Leaders Leading the Way
Abstract
The research on women's empowerment predominantly concentrates on identifying gaps and barriers hindering women's career progress, rather than emphasizing effective strategies for promoting women in leadership roles. This chapter delves into the societal and organizational initiatives undertaken in India, where conflicting patriarchal traditions clash with the emergence of women's leadership in the workforce. Restrictive organizational norms, rooted in traditional male gender roles impede workforce capabilities, impacting social, economic, and well-being aspects. Addressing these structural issues and workplace norms at an organizational level is imperative. The chapter therefore explores interventions beyond individual-focused remedies, emphasizing the need for organizational-level strategies and systemic changes. Also, it explores the supportive role played by male allies in empowering women leaders in the healthcare sector, shedding light on enabling factors that facilitate their rise against all odds.
Rachna Dhingra, Gracy Andrew
Chapter 8. Lessons from the Field on How to Be a Better Woman Leader in Healthcare in West Asia (Middle East)
Abstract
Eastern Mediterranean societies, or Western Asian, are rich in diversity, culture, history, religions, and vision. The area has been seeing significant socioeconomic changes in various directions, ranging from growth to economic recession. Women and their role in leadership in healthcare have been a prominent discussion, especially after the Covid-19 pandemic. This chapter explores the current landscape of Women Leadership in Healthcare through the lens of women leaders who have led influential healthcare careers in the region. From their experience complemented by a targeted literature review, key lessons will be proposed that can help future generations of women in health in the area and beyond become successful leaders.
Nour Shamas, Anh Bourcet Nguyen
Chapter 9. How Do We See Leaders? or Can We Stop Saying Women Are from Venus?
Abstract
This chapter delves into the traits defining a leader for organizations to be successful in Asia and in healthcare, drawing from personal experience, targeted literature search, and perspectives of senior leaders. It first examines how the currently established characteristics of leaders, rooted traditionally in male models, disadvantage women's advancement. Then are underscored specific leadership qualities that women bring to the table, highlighting their significant benefits to organizations. Lastly, it provides considerations on the leader model of tomorrow encompassing more inclusive traits, a roadmap for individual advancement for women leaders, and talent development for organizations to be successful in the ever-complex evolving world.
Anh Bourcet Nguyen, Indira Umareddy
Chapter 10. How to Get Your Sponsor Through Good Effective Proven Networking Strategies
Abstract
All too often, talented and capable young women leaders are at a loss at how to start their career progression because they have fewer visible, relatable representative mentors in the field ahead of them. This chapter is a collection of thoughts and advice from our Women Leaders in Healthcare (Asia) group (WLH Asia) on how they will advise a 28- to 35-year-old emerging leader on what is the best practice to network and find a mentor for career success. Networking has to be a conscious career skill as women leaders start at a disadvantage to most men in the healthcare industry and the numbers have not shown any progress for decades.
Women Leaders in Healthcare (Asia), Marion Neubronner
Chapter 11. Conclusion
Anh Bourcet Nguyen
Backmatter
Titel
Journeys of Women Leaders Pushing Boundaries in Asia and Healthcare
Herausgegeben von
Marion Neubronner
Anh Bourcet Nguyen
Copyright-Jahr
2024
Verlag
Springer Nature Singapore
Electronic ISBN
978-981-9700-09-7
Print ISBN
978-981-9700-08-0
DOI
https://doi.org/10.1007/978-981-97-0009-7

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