Gender diversity in leadership: Insights from Patricia Sánchez Morán
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Patricia Sánchez Morán on modern leadership challenges
Oksana Lavri Future work expert 5. June 2024 4 min read
Table of contents
Leadership and career path
How do you see the importance of gender balance and diversity, especially in leadership positions?
What unique challenges and opportunities do you foresee for the next generation of leaders?
How have you built and maintained your confidence in a leadership role within the company?
Given your recent experiences, what is one important insight you have recently gained that you might not have believed in before?
Gender equality seems to have value in business. What advice do you give other entrepreneurs to maintain this principle within their companies?
Reflections on the past, future trends, and mentorship
Can you share any mistakes you have encountered in your professional career?
What criteria do you consider when recruiting for management positions within your company, especially regarding gender diversity? What aspects of your business do you think attract the best talent?
What would constitute successful recruitment for you in a year? What milestones would mean that the individual has had a significant impact?
Meet Patricia Sánchez Morán , CEO of Con P de Personas, HR consultant. In this interview, Patricia shares her thoughts on leadership, diversity, and personal growth in the professional environment . We discuss the importance of gender balance and diversity in leadership positions and explore how diverse perspectives improve decision-making and innovation. Through reflections on experiences and practical advice on advancing gender equality, Patricia provides valuable lessons for entrepreneurs and aspiring leaders.
Leadership and career path
Below, Patricia Sánchez Morán shares her experience of learning the most important aspects of leadership, diversity, and personal growth professionally.
Q: How do you see the importance of gender balance and diversity, especially in leadership positions?
Gender balance and diversity in leadership positions are crucial today. They are not only a question of fairness and equity but also have a direct impact on business performance and innovation.
Gender diversity in senior management brings a variety of perspectives, experiences, and approaches that enrich decision-making and problem-solving.
For example, in my experience, having a diverse management team has enabled us to approach challenges from multiple angles and find creative solutions that might not otherwise have been considered.
It also fosters a more inclusive and motivating work environment, increasing talent retention and employee satisfaction.
Q: What unique challenges and opportunities do you foresee for the next generation of leaders?
The next generation of leaders will face unique challenges and opportunities in an increasingly complex and changing business environment.
One of the main challenges will be adapting to rapidly evolving technology and globalization, which will require cross-cultural leadership skills and an open mindset toward innovation and change.
However, these same trends also offer opportunities to lead diverse and multidisciplinary teams, leverage new tools and technology platforms to improve efficiency and collaboration and develop more sustainable and socially responsible business models.
For example, growing awareness of the importance of employee well-being and environmental sustainability offers opportunities for next-generation leaders to create healthier and more ethical organizational cultures.
Q: How have you built and maintained your confidence in a leadership role within the company?
Building and maintaining trust in a leadership role within the company is an ongoing process that requires authenticity, integrity, and empathy.
In my experience, I have cultivated trust by being transparent and honest with my team, admitting my mistakes, and showing vulnerability when necessary.
I have also prioritized developing strong and trusting relationships with my colleagues and partners, actively listening to their concerns and needs, and demonstrating a genuine commitment to their growth and well-being.
For example, during a company crisis, my ability to communicate openly and honestly with the team, recognize our challenges, and provide strong and reassuring leadership helped maintain morale and confidence.
Q: Given your recent experiences, what is one important insight you have recently gained that you might not have believed in before?
I recently gained an insight into the importance of agility and adaptability in a constantly changing business environment.
The COVID-19 pandemic has taught me to be even more flexible and receptive to new ways of working and collaborating.
For example, the transition to remote working during the pandemic demonstrated that it is possible to maintain high levels of productivity and engagement, even outside the traditional work environment.
It has led me to rethink my preconceived ideas about work and collaboration and adopt a more flexible and adaptable approach to leadership and team management.
Q: Gender equality seems to have value in business. What advice do you give other entrepreneurs to maintain this principle within their companies?
Establishing policies and practices that promote equal opportunities and eliminate gender bias in all aspects of the work-life cycle is essential to upholding the principle of gender equity within enterprises. It includes everything from recruitment and selection to promotion and career development.
I advise other employers to create an organizational culture that values and celebrates gender diversity, providing leadership opportunities and equal recognition for all employees, regardless of gender.
And, of course, it’s essential to provide training and resources to raise awareness of gender bias and promote inclusion at all levels of the organization. This could be through workshops on unconscious bias, diversity and inclusion training, and resources for self-education on these topics.
Reflections on the past, future trends, and mentorship
Get key insights and career experiences, emphasizing the importance of effective communication during organizational change, strategic hiring criteria for leadership roles focusing on gender diversity, and defining successful hiring outcomes. Patricia Sánchez Morán highlighted lessons learned from past mistakes, the impact of clear communication on team morale, and the value of diverse perspectives in leadership.
Q: Can you share any mistakes you have encountered in your professional career?
One of the mistakes I have encountered in my career was underestimating the importance of effective communication during organizational change.
On one occasion, during a company restructuring, I assumed that providing basic information would be enough to reassure employees and keep morale high. However, I underestimated the emotional impact of the change on their morale and commitment.
I learned that clear and continuous communication is essential to mitigate uncertainty and maintain team trust during change.
Since then, I have prioritized open and honest communication with my team, providing regular updates and creating a safe space for employees to share their concerns and questions.
Q: When recruiting for management positions within your company, what criteria do you consider, especially regarding gender diversity? What aspects of your business do you think attract the best talent?
When recruiting for management positions within my company, I consider various specific criteria, including previous leadership experience, communication skills, and the ability to work in a team.
In terms of gender diversity, I look for candidates who bring a broad range of perspectives and experiences, which enriches decision-making and fosters innovation. I believe the aspects of our business that attract the best talent are our inclusive culture, commitment to professional development, and growth opportunities.
In addition, our reputation as an employer of choice in our industry and our dedication to sustainability and social responsibility are also essential factors that attract top talent.
Q: What would constitute successful recruitment for you in a year? What milestones would mean that the individual has had a significant impact?
For me, a successful hire in a year would be one in which the individual demonstrates strong performance in their role, contributes significantly to the achievement of the team’s objectives, and integrates well into the organizational culture.
Significant milestones that would indicate significant impact would include:
The successful leadership of key projects
The development of strong relationships with colleagues and clients
The identification and execution of initiatives to improve efficiency and innovation at work.
And finally, I would value the individual’s ability to adapt to change and learn from their experiences, as well as their ability to collaborate effectively with other team members and contribute to the long-term growth and success of the company.
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