Just a few sentences about the statement below:I think that might be an interesting tactic for you (and you could still focus on women)–instead of asking “why are women sometimes terrible leaders, especially towards women,” you could ask something like “from an HR perspective, why are annual and semi-annual leadership workshops/training seemingly ineffective in improving leadership skills?” Is it because the training is ineffective? Is it because people don’t take it seriously? Are there too many of them? Too few? Are they gender biased and more effective for men than for women or vice versa? Is the problem cultural in that there is a culture of “trainings and workshops are boring and meaningless” (and what can HR do to re-brand this culture)? Are there other best leadership practices that help determine if individuals will be good or bad leaders? Is is education? Is it experience? Is it job fit or data driven hiring and promoting? Is it demographics, like age, gender, geographical location (would need to shape these carefully or we might end up back in the same boat of discrimination). Specifically, what factors and leadership best practices better prepare women–who often face different leadership challenges than men–to be effective leaders?Thoughts?

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