When we think of a leader, in the most general sense of the word, we tend to look up, towards a stage, an office or towards the place where all the spotlights are pointing. From up to down. Not next door. Nor inward. But when mere position prevails over management, cooperation or results, perhaps we are only faced with a ‘mirage leadership’ in which not many women want to see themselves. And not for lack of desire or necessity. Not even out of urgency.
The gender gap continues to underpin decision-making under an eminently male leadership. That as a society we have opened our eyes in recent years does not mean that what we see now does not make us blush. You just have to scratch a little. For example, the percentage of women on the boards of directors of IBEX companies is 39.4%, but in their presidencies, the presence of women is only 11.8%.
The existence of programs that act as a lever for change to stop perpetuating leadership understood as a role of power is a gauntlet that the Santander Course | SW50 Leadership Programme, an exclusive Banco Santander training program for 50 women in senior management positions. But the objective is even broader: it wants to be a breeding ground and source of resources and tools, because there are many types of leaders, but there are fewer female leaders – and we are talking about number, not styles.
To María Barrié, Consumer Engagement
Barrié already knew about the program through a friend who had done it. In fact, he had been following its editions since 2019, but it was in 2022 when he decided to apply, becoming part of the 2023 cohort, a journey that he describes as crucial. They were five days of real shaking, in which he learned to look inward. “The most valuable learning lies in the ability to rediscover and enhance my strengths, recalibrate my priorities, and engage in deep introspection,” he shares.
Thus, days followed in which debate, discussion and, ultimately, the word, took control through “enriching discussions about leadership styles, personality traits and challenges in team management.” And, among all of them, one model prevailed: the ambidextrous leader, who adapts between leadership and management skills depending on the context. “This training provides precise tools and a clear structure to face these challenges,” explains Barrié, who is also co-founder of a project called Patio StartUp and Innovation Campus.
SW50 has given you many things. Firstly, 49 colleagues with whom he has shared an experience that he will never forget in his life. But also a clear framework with which to work on a daily basis: “Above all, guides for daily action, both in the leadership style and in the decisions that impact the team. Being aware of the biases that we each have, and actively working to recognize them, is the first step towards more diverse and inclusive leadership.”
Hence, by saying ‘yes’ to the program – taught by the prestigious London School of Economics and Political Science (LSE) -, you have gained something that is not always easy to apply. “Learn to prioritize and say ‘no’, between family, work, friends and parallel projects, considering that time is my most precious asset,” she values. “Being aware of the time dedicated to what really matters is key to maintaining healthy leadership and enjoying what I do,” adds Barrié.
In its case, the program has developed its sensitivity towards those leaders – men and women – who are respectful in expressing their visions and promote diversity. It has also put her in contact with women leaders of large companies, many of whom have become colleagues and friends and now role models. Very observant, she confesses that she has borrowed small and big lessons from them. “Learnings,” she describes, “that have led me to be who and how I am today, starting with my mother, whom I deeply admire.”
Despite the advances, María is aware that the world is still directed in a ‘masculine’ way, although perhaps she is a rare bird. She works at L’Oreal, a company with gender balance in all layers of the organization, including 60% women in management positions and where there is no gender pay gap. However, she recognizes that the reality for most companies is different: “We must play an active role in our roles to eradicate these inequalities and promote diversity and inclusion.”
For María, it is essential to take an active role in the transformation of corporations, work on one’s own biases and foster a team culture that builds respect. In her case, she has been able to put it into practice in her latest project, promoted by L’Oreal, Patio Innovation
Santander W50, whose new edition is open until March 13 at the Santander Open Academy, is aimed at women residing in 11 countries who want to share with a diverse group of female leaders from around the world something more than just a course in the heart of London. “It is a privilege, an experience of professional and personal growth for any woman, extraordinary and transformative,” summarizes María, who always carries with her a bracelet that a colleague gave to all the participants of her edition: “It reminds me of the value of what I have learned.” and that I am 1 of that great community of 50 of the 2023 cohort.”
