Target (NYSE: TGT)
Gregg Steinhafel was named president and chief executive officer of Target Corporation in May 2008 and became chairman of the board of directors in January 2009. He began his career at Target as a merchandising trainee in 1979. You say that “diversity is a business imperative.”
How do women in executive leadership roles impact Target’s success?
From the sales floor to the highest levels of the company — including our board of directors — gender diversity plays a critical role in our ability to understand and serve our guests. We are fortunate to have strong female representation throughout the company, including executive leadership positions.
Because 85 percent of our guests are female, our female team members provide a valuable point of view that informs our guest-focused strategy.
How do women in executive leadership roles impact the internal culture at Target?
Nearly 60 percent of our team members are female. Their collaborative work styles, strategic insights, and drive for results positively influence our performance and our overall ability to stay aligned and connected as a company with 350,000 team members.
Executive women also play a key role in our company culture by sharing their stories, perspectives, and voices to bring awareness of and understanding to challenges that affect women in the workplace.
What advice do you have for women who are trying to advance? What advice do you have for men who are making those decisions?
When it comes to advancement decisions, we focus on performance and potential, regardless of gender. We are committed to fostering an inclusive culture where all team members have the same opportunity to succeed. When people — female or male — ask me for career advice, I always ask them about their personal development plans. Without a personal commitment to one’s own development, it’s hard for others to play a meaningful role.
At Target, we expect all team members to create plans focused on their strengths and opportunities so they can continue to grow. And we embrace a 70-20-10 model of development — 70 percent happens on the job; 20 percent is the result of relationships with peers, mentors, and coaches; and 10 percent happens through formal training.