ida o. abbott, author at 卡塔尔世界杯常规比赛时间 - page 6 of 7

make flexible scheduling work for everyone

your protégée needs you to have her back.

by ida o. abbott
sponsoring women: what men need to know

a talented, ambitious woman who works less than full time or takes extended family leave is extremely vulnerable to being derailed professionally.

whether because she is “out of sight/out of mind,” or because people doubt her commitment, she may be disregarded for promotions or high-profile projects.

more on sponsoring women for leadership: your protégée needs your feedback | 9 ways to promote your protégée to others | 8 ways to help your protégée focus on career opportunities | how to establish a sponsor-protégée relationship | women must see politics as leadership to get ahead | mommy bias persists | different standards, double binds challenge women | 5 ways gender bias plays out at cpa firms | men advance 2 to 1 over women without sponsors | 18 ways sponsors can help their protegees | beyond mentoring: why sponsoring women for leadership matters

a sponsor can ensure that she has access to those opportunities and support when she accepts them. he can make the difference between this woman staying on track and ascending to top leadership posts or leaving the company for another job.

pro member exclusive

your protégée needs your feedback

but sometimes it’s going to be tricky.

by ida o. abbott
sponsoring women: what men need to know

feedback is important at any level of professional development.

but for a woman trying to become a leader, honest, clear and practical feedback is essential. she needs to know both how well she is performing and how to project the image she wants others to have of her.

leadership

9 ways to promote your protégée to others

good news: you don’t have to do it alone.

by ida o. abbott
sponsoring women: what men need to know

promoting your protégée to others is an important part of sponsorship.

more on sponsoring women for leadership: 8 ways to help your protégée focus on career opportunities | how to start an effective sponsorship … and follow through | 3 ways to initiate informal sponsorship | how to establish a sponsor-protégée relationship | 3 roadblocks to women and men working together well | different standards, double binds challenge women | 5 ways gender bias plays out at cpa firms | 3 reasons why men don’t pick women protégées | men advance 2 to 1 over women without sponsors | 18 ways sponsors can help their protegees | beyond mentoring: why sponsoring women for leadership matters

here are nine concrete steps: read more →

leadership

8 ways to help your protégée focus on career opportunities

beware of gender traps.

by ida o. abbott
sponsoring women: what men need to know

once you have identified a woman to sponsor and determined that you click, you may be wondering how to get started.

more on sponsoring women for leadership: how to start an effective sponsorship … and follow through | 3 ways to initiate informal sponsorship | how to establish a sponsor-protégée relationship | women must see politics as leadership to get ahead | different standards, double binds challenge women | 5 ways gender bias plays out at cpa firms | 3 reasons why men don’t pick women protégées | men advance 2 to 1 over women without sponsors | 18 ways sponsors can help their protegees | beyond mentoring: why sponsoring women for leadership matters

here are some concrete steps to take: read more →

leadership

how to start an effective sponsorship … and follow through

17 specific action steps you should take.

by ida o. abbott
sponsoring women: what men need to know

when you sponsor a woman, there are many steps that you can take to ensure that the relationship is productive and achieves its objectives.

more on sponsoring women for leadership: 3 ways to initiate informal sponsorship | how to establish a sponsor-protégée relationship | 3 roadblocks to women and men working together well | fear of sex and rumors inhibits sponsorship | why women resist networking and powerful role models | women must see politics as leadership to get ahead | mommy bias persists | different standards, double binds challenge women | 5 ways gender bias plays out at cpa firms

here are some tips for getting off to a strong start and following through effectively, especially by focusing on career opportunities and promoting your protégée to others. read more →

pro member exclusive

how to establish a sponsor-protégée relationship

four keys for starting from scratch.

by ida o. abbott
sponsoring women: what men need to know

most leaders engage in sponsorship and have been sponsored themselves, so the nature of a sponsor-protégée relationship should be familiar.

more on sponsoring women for leadership: 3 roadblocks to women and men working together well | why women resist networking and powerful role models | women must see politics as leadership to get ahead | mommy bias persists | different standards, double binds challenge women | 5 ways gender bias plays out at cpa firms | 3 reasons why men don’t pick women protégées | 18 ways sponsors can help their protegees | the 6 market advantages of women-led firms | beyond mentoring: why sponsoring women for leadership matters

generally speaking, you sponsor women just as you do men. you may have to make a little more effort up front, and you might need to adapt to the impact of motherhood and other sex-related differences, but the strategies and tactics that sponsors use to help women move ahead are not much different than those for men.

pro member exclusive

3 roadblocks to women and men working together well

fair or not, coworkers can derail an otherwise good sponsorship.

by ida o. abbott
sponsoring women: what men need to know

we know that even when a relationship between a woman and a man is strictly business focused, others may not see it that way. here are three thorny issues to watch for and quell.

pro member exclusive

why women resist networking and powerful role models

4 ways sponsors can help.

by ida o. abbott
sponsoring women: what men need to know

networking issues: women tend to have a limited appreciation of how their networks can help them get ahead professionally. developing strong business networks is critical for career advancement. because a leader operates through others, her value and effectiveness are largely tied to the power of her network.

management

women must see politics as leadership to get ahead

four reasons women hold themselves back.

by ida o. abbott
sponsoring women: what men need to know

many women are uncomfortable calling attention to their achievements and ambitions, dislike politics, have difficulty asking others for a career boost or underestimate the importance of powerful backers. this makes it harder for potential sponsors to recognize how worthy these women are of their support.

more on sponsoring women for leadership: 5 ways gender bias plays out at cpa firms | 3 reasons why men don’t pick women protégées | men advance 2 to 1 over women without sponsors | 18 ways sponsors can help their protegees | the 6 market advantages of women-led firms | beyond mentoring: why sponsoring women for leadership matters

some women hurt their own chances for sponsorship by failing to let sponsors know what they want and why they merit it. sponsors are drawn to star performers who display confidence and a drive to succeed. where a man might insist he is the right person for a job and ask to be promoted, a woman who is equally or even better qualified may downplay her qualifications for the job. instead of aggressively pursuing promotions and opportunities, she waits to be asked, and then, when asked, may turn the offer down. why? read more →

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mommy bias persists

fathers have at least two advantages over mothers.

by ida o. abbott
sponsoring women: what men need to know

one pattern of gender bias is exhibiting “maternal wall” bias, which leads people to believe that women with children are unable to meet the demands of leadership.

people assume that women with children are less committed to their work. this bias arises from the stereotypes that create conflicting expectations for mothers and career women: good mothers should always be available to their children, while good business people should always be available to their clients. read more →

leadership

different standards, double binds challenge women

women are judged on their performance, men on their potential.

by ida o. abbott
sponsoring women: what men need to know

common patterns of gender bias include holding women to higher standards than men and expressing contradictory expectations (“double binds”) for women.

different standards: people expect more of women than of men and they hold women to higher standards. this sets the bar higher for women who aspire to leadership and makes it more difficult for them to prove their value to the organization, even though research shows that women outperform men in 17 of 67 critical leadership skills, while men outperform women in only four. read more →

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ida o. abbott

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ida o. abbott has long been recognized as a leader in the fields of mentoring, leadership development and professional development.

abbott is the author of sponsoring women: what men need to know

for many years, ida has been at the forefront of efforts to promote women in the professions. she is co-founder of the hastings leadership academy for women at the university of california hastings college of the law, where she is also a faculty fellow.

she is on the advisory board of the new york women’s bar association foundation and operates the roundtable for women leaders. ida is a member of the executive committee for the national legal mentoring consortium, advisor to the institute of mentoring and special advisor to the international bar association law firm mentoring program.

she is a fellow of the college of law practice management. before starting her consulting firm, ida practiced law for 20 years. she specialized in complex litigation at heller ehrman white & mcauliffe, where she also ran the firm’s professional development and pro bono programs. ida received her j.d. from hastings college of the law, m.a. from the university of miami, and a.b. from smith college. ida is the author of several books and publications, including women on top: the woman’s guide to leadership and power in law firms and the lawyer’s guide to mentoring.

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