keep sex out of sponsorship
presume innocence and take these 14 precautionary steps.
by ida o. abbott
sponsoring women: what men need to know
leadership
the two most common management styles
do cpa firms need management or leadership?
by bill reeb and dominic cingoranelli
let’s start out with a straightforward question. what is the difference between management and leadership?
more on performance management: 8 ways to manage clients | the limitations of rainmakers | firms only grow when partners play their roles | the four basic parts of cpa firm partner agreements | younger partners see succession differently | how to compensate your managing partner | the job of managing partner: empowered or emasculated? | how the best managing partners turn ideas into reality
exclusively for pro members. log in here or 2022世界杯足球排名 today.
from one point of view, leadership is far different than management.
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when coworkers fight flexible scheduling
saboteurs can step in when they don’t realize they can benefit, too.
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.
more on sponsoring women for leadership: image often carries ‘double bind’ baggage | 9 ways to help your protégée land better assignments | the political cost of sponsorship | don’t let gossip interfere | women fight ‘kids first’ perception | 3 changes for men to make | 4 firm benefits of sponsoring women as leaders | being the best means including women
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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.
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image often carries ‘double bind’ baggage
how to provide ‘soft skills’ advice.
by ida o. abbott
sponsoring women: what men need to know
feedback is important at any level of professional development.
more on sponsoring women for leadership: 9 ways to help your protégée land better assignments | steer your protégée to opportunities | 4 keys to pairing sponsors, protégées | 4 ways to help women seek power | women judged on performance, men on potential | 3 ways women benefit when seen as leaders | being the best means including women
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.
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9 ways to help your protégée land better assignments
how are you promoting her to your coworkers?
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: steer your protégée to opportunities | sponsorship best practices, early and ongoing | 3 ways to wreck a woman’s career | 4 reasons women say no to leadership | fix gender bias at your firm | sponsor or mentor?
here are nine concrete steps:
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steer your protégée to opportunities
8 ways to guide her.
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: sponsorship best practices, early and ongoing | the political cost of sponsorship | don’t let gossip interfere | 4 ways to help women seek power | 4 reasons women say no to leadership | women fight ‘kids first’ perception | women judged on performance, men on potential | fix gender bias at your firm | 3 changes for men to make | 3 ways women benefit when seen as leaders | sponsor or mentor? | 4 firm benefits of sponsoring women as leaders | being the best means including women
here are some concrete steps to take:
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sponsorship best practices, early and ongoing
17 ways both parties can make it work.
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: the political cost of sponsorship | 4 keys to pairing sponsors, protégées | 4 ways to help women seek power | women judged on performance, men on potential | 3 ways women benefit when seen as leaders | being the best means including women
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.
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the political cost of sponsorship
you may be wondering if you can afford it.
by ida o. abbott
sponsoring women: what men need to know
most sponsorship occurs informally, without any structured or programmatic context. informal sponsor-protégée relationships usually start in one of three ways.
more on sponsoring women for leadership: 4 keys to pairing sponsors, protégées | 3 ways to wreck a woman’s career | 4 reasons women say no to leadership | fix gender bias at your firm | sponsor or mentor?
the most common way is when a senior manager or partner
- identifies someone as a star performer,
- believes that she has what it takes to succeed and
- wants to make that success happen.
four keys for cpa firms pairing sponsors with protégées
let the help go both ways.
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 ways to wreck a woman’s career | don’t let gossip interfere | women fight ‘kids first’ perception | 3 changes for men to make | 4 firm benefits of sponsoring women as leaders
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.
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3 ways to wreck a woman’s career
beware misunderstandings about work relationships.
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.
more on sponsoring women for leadership: don’t let gossip interfere | 4 ways to help women seek power | women judged on performance, men on potential | 3 ways women benefit when seen as leaders | sponsor or mentor? | 4 firm benefits of sponsoring women as leaders | being the best means including women
1. gossip and rumors
relationships in the workplace are frequently the subject of rumors, and close relationships between senior men and junior women are tasty fodder for the gossip mill. because sponsorship between a man and woman is not as common as sponsorship between two men, it is more noticeable and subjects the man and woman to greater scrutiny.
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don’t let gossip interfere
keep things professional and there’ll be no reason to worry.
by ida o. abbott
sponsoring women: what men need to know
a close work relationship between a man and a woman can generate sexual tensions in one or both of them.
more on sponsoring women for leadership: 4 ways to help women seek power | 4 reasons women say no to leadership | fix gender bias at your firm | sponsor or mentor? | 4 firm benefits of sponsoring women as leaders | being the best means including women
when the man is older and powerful and the woman is young and ambitious, the potential for complications is even greater.
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4 ways to help women seek power
and why some women resist using networks.
by ida o. abbott
sponsoring women: what men need to know
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.
more on sponsoring women for leadership: 3 ways women benefit when seen as leaders | 4 firm benefits of sponsoring women as leaders
yet women are reluctant to cultivate potential sponsors through their networks, while men willingly use patronage and networks to open doors and provide opportunities that cannot be accessed through normal channels. men attribute their promotions to personal connections as a matter of pride, not embarrassment, because it means that influential people see them as leaders and reward them accordingly. as a result, men benefit from the political processes that go on all around them while women lose out.
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4 reasons women say no to leadership
plus: politics vs. performance.
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. that makes it harder for potential sponsors to recognize how worthy these women are of their support.
more on sponsoring women for leadership: women fight ‘kids first’ perception | women judged on performance, men on potential | 3 ways women benefit when seen as leaders | being the best means including women
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 asks 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?
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