Men still dominate the top of the corporate ladder because many women take time out of their careers to raise children. But in most other areas, women are beginning to lead the way – in fact a US study has shown that twelve out of the fifteen fastest-growing professions are dominated by women.

Why is that so? Some theories suggest that in order to succeed, you need a good attention span, be emotionally sensitive and be able to communicate well. This is often a difficult task for boys and our current education system is perhaps more suited to girls.

However, there is another theory being bandied about: that is, perhaps women are more adaptable to change? US author Hanna Rosin argues that women are like immigrants who have moved to a new country – they flexibly adapt to new circumstances. Conversely, she says that men are like immigrants who have physically moved, but have kept their minds in the old country. They speak the old language and follow the old way of doing things.

From the point of view of a female business owner who is also the parent of two young boys, I would add that the experience of being a primary caregiver also develops great skills in adaptability, multi-tasking and switching frequently between tasks. I’ve learnt to be less of a perfectionist (in a positive sense!) and to grab opportunities when they come my way. This is not to say men cannot possess these skills (many do!) but as research is showing, women are adapting to change and perhaps becoming more resilient than men when it comes to surviving in a changing economy.

So next time you are switching between making lunches, helping with homework, putting on a load of washing, and organising appointments, be assured that it’s assisting you to become a successful business owner!

Michelle Grice writes a weekly column for business women in The Western Weekender

Change is a process that many people resist. As business owners, we are generally more adept at dealing with change in order to run a successful business. However, managing an effective change process with your staff is another thing entirely. And a big part of a successful change process is creating a workplace that fosters a positive culture of change.

What does this mean? It means that communication between you and your staff should be open – staff should feel they can approach you about concerns and feel that their opinions are heard. This is not to say you must take into account all staff concerns and opinions when making decisions. But the opportunity to be “heard’ is powerful.

A golden rule of managing a change process is to make sure that rumours and half truths about impending changes do not circulate. Staff become nervous about what this means for them, morale decreases and productivity suffers.

Resistance to change comes from a fear of the unknown so it is important to:

• Define clearly what the change will be
• Help your staff understand why the change is necessary (highlighting the benefits for the company as a whole, and the positives for staff) - Give updates as the process develops
• Be clear with staff about what will happen
• Ask staff for their suggestions - Be prepared to understand reasons for resistance and reluctance Above all, be supportive of your staff and lead by example. Being positive about changes, along with a realistic attitude to what those changes mean for individuals, will allow th change process to be much smoother.

In the words of Nido Qubein: “Change brings opportunity”

Michelle Grice writes a weekly column for business women in The Western Weekender