and 3 ways men can change.
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: thanks for the advice, but i’d really prefer a promotion | 18 ways to boost your protégée | women leaders | provide 6 market advantages | why cpa firms need more women | beyond mentoring to sponsorship | protect your protégée from flextime saboteurs | how to keep sex from derailing a sponsorship | ‘soft skills’ advice needed, too | use others to promote your protégée | 8 ways sponsors can highlight opportunities | 17 ways sponsors can help protégées | 3 ways to open a sponsorship conversation | what sponsors need from protégées | 3 ways to derail sponsorships | keep close relationships from getting too close | 4 reasons women hold themselves back | 4 ways sponsors can help women seek power | bias about women with families lingers | judged on performance, not potential? must be a woman | gender bias still a problem | why women are overlooked (and how to fix it)
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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