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.
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 →
accountability, according to the merriam-webster online dictionary, is “the obligation or responsibility to accept responsibility or to account for one’s actions.” let’s explore what this definition means.
first, there is an obligation. an obligation is a promise to do something. if a company has a financial obligation and fails to meet it, it may go into bankruptcy. if individuals fail to meet their obligations they also fall into a state of bankruptcy – i.e., failure. read more →
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.
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. read more →
nextgen participants spend 12 months developing skills and one major project.
by 卡塔尔世界杯常规比赛时间 staff
developing leaders from within the ranks of his firm is by far the top practice management issue for lee beall, chief executive officer of rea & associates, a central ohio area accounting and consulting firm that generates more than $35 million a year.
beall and his leadership team first became aware of the need to internally cultivate leaders a few years ago, when, he recalls, “we looked at our employee base at the time and didn’t have a clear picture of who would be the next generation of leaders in our firm. this was a sobering reality.”
today, rea has a set goal of selecting beall’s replacement as ceo from an internal pool of candidates and committed to not looking outside for new leadership positions.
“if firms simply ignore the responsibility to identify and develop leaders within, the success, future and sustainability of these firms will be at risk,” beall says. he adds that leadership impacts most all of the other key practice management issues, including mergers and acquisitions, finding and retaining good workers, and meeting clients’ changing expectations. read more →
the benefits of sponsorship are indisputable. having a highly placed sponsor is a distinct career advantage, and when competing for top positions it can be a critical differentiator.
so, effective partners continually engage with their people, regardless of their level and role. they go out of their way to create a personal bond, sharing personal information and operating with honesty and integrity in all of their interactions. read more →
the practice of mentorship is well known and well established in today’s workplace. a mentor is someone who helps a more junior person learn, develop and achieve her professional goals.
mentoring is the process by which the mentor and mentee work together to identify and help the mentee move toward those goals. but sponsorship is intended specifically to promote career advancement. read more →
every book you read on leadership will tell you certain things you need to do to become a good leader. however, you can do these things and still not be someone who people want to follow.
most male leaders today understand how important it is to keep high-performing women in the pipeline and help them achieve their potential within the organization.
these men are genuinely concerned about their firms’ inability to retain and advance the women they hire because having a substantial number of women leaders is a demonstrably significant benefit to the company, while a lack of gender diversity at the top of organizations can be very costly to the bottom line. read more →
as the global economy continues to become more competitive, firms need to use all the talent they can muster – and more and more of that talent will be women. read more →
however, the plans that are usually developed don’t address the real issues that firms are facing.
a client recently asked me, “what can we do to develop an effective strategic plan?” i’m not sure if he liked the answer or not. i am still waiting to hear if my proposal was accepted. let me share with you what i said to him.
bias persists that work will suffer.
cpa firms need more women, and not just recruiting them for staff, but sponsoring them for leadership.
facing the monster issues.