leaders sometimes don’t see women in the same light.
by ida o. abbott
sponsoring women: what men need to know
let’s assume a powerful man works with two junior colleagues, a man and a woman, who are both equally talented, motivated and superbly skilled performers. according to what we know from research and experience, that powerful man is more likely to sponsor the man than the woman.
more on sponsoring women for leadership: is sponsorship right for your firm? | and now, a few words about sex (and 14 tips) | make flexible scheduling work for everyone | your protégée needs your feedback mentor or sponsor? how to distinguish roles | 4 ways women leaders improve firms | cpa firms must ‘man up’ and get women on board | 5 ways gender bias plays out at cpa firms
why is that? what factors go into a sponsor’s calculation about where to place his most active support and for whom to expend his political capital? and why don’t more women come across as “leadership material,” even when their talents and abilities should make them great candidates? i have some answers.
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