{"id":49168,"date":"2016-06-12t05:00:39","date_gmt":"2016-06-12t09:00:39","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=49168"},"modified":"2016-06-13t11:30:12","modified_gmt":"2016-06-13t15:30:12","slug":"3-changes-for-men-to-make","status":"publish","type":"post","link":"\/\/www.g005e.com\/2016\/06\/12\/3-changes-for-men-to-make\/","title":{"rendered":"3 changes for men to make"},"content":{"rendered":"

\"scrambled<\/a>how they can start\u00a0seeing women as leaders.<\/strong><\/p>\n

by ida o. abbott<\/i>
\nsponsoring women: what men need to know<\/i><\/a><\/p>\n

let\u2019s 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.<\/p>\n

more on sponsoring women for leadership:<\/b> 3 ways women benefit when seen as leaders<\/span><\/a> | <\/span>sponsor or mentor?<\/span><\/a> | <\/span>4 firm benefits of sponsoring women as leaders<\/span><\/a> | <\/span>being the best means including women<\/span><\/a><\/p><\/blockquote>\n

why is that? what factors go into a sponsor\u2019s calculation about where to place his most active support and for whom to expend his political capital? and why don\u2019t more women come across as \u201cleadership material,\u201d even when their talents and abilities should make them great candidates? i have some answers.
\n read more →<\/a><\/p>\n