leadership

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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plus the difference between a mentor and a sponsor.

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

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.

more on sponsoring women for leadership: 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

mentors serve a variety of roles and functions. some of these roles support professional development, socialization and confidence building, while others are directed at career advancement. a mentor may serve several of these functions or only one or two, and many mentors who advocate for their mentees eventually become sponsors.

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bonus checklists: 4 benefits for organizations and 9 benefits for sponsors.

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

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.

more on sponsoring women for leadership: why cpa firms need more women | beyond mentoring to sponsorship | 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 | 3 ways to open a sponsorship conversation | what sponsors need from protégées | 3 ways to derail sponsorships | 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 | why women are overlooked (and how to fix it) | 3 ways men are favored in the workplace | women need promotions, not just advice | mentor or sponsor? how to distinguish roles

in an increasingly competitive market for talent, retaining the best people and placing them in executive roles where they can have the greatest impact is a business imperative. abundant research shows that companies with higher percentages of women leaders and senior-level managers tend to outperform their competitors.

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