leadership archives - page 154 of 261 - 卡塔尔世界杯常规比赛时间

3 ways to open a sponsorship conversation

june 10, 2015

and how to decide whether to spend the political capital.

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.

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.

the sponsor recognizes her talent and potential while they work together or when he observes her at work and is impressed by her ability. as the two work together their relationship grows.

more on sponsoring women for leadership: 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) | 3 ways men are favored in the workplace | women need promotions, not just advice | mentor or sponsor? how to distinguish roles | 4 ways women leaders improve firms | cpa firms must ‘man up’ and get women on board

what sponsors need from protégées

june 3, 2015

by ida o. abbott

it goes both ways, you know.

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.

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.

more on sponsoring women for leadership: 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) | 3 ways men are favored in the workplace | women need promotions, not just advice | mentor or sponsor? how to distinguish roles | 4 ways women leaders improve firms | cpa firms must ‘man up’ and get women on board

3 ways to derail sponsorships

may 27, 2015

by ida o. abbott

women and men can work together well, but sometimes it takes work.

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: 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) | 3 ways men are favored in the workplace | women need promotions, not just advice | mentor or sponsor? how to distinguish roles | 4 ways women leaders improve firms | cpa firms must ‘man up’ and get women on board

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. read more →

are you managing knowledge or wasting it?

may 25, 2015

by edward mendlowitz

15 points to consider.

by ed mendlowitz
the 卡塔尔世界杯常规比赛时间 practice doctor

question: how can we share our firm’s collective knowledge with everyone who works here?

answer: not easy, but can be done. it just needs recognition that there is knowledge that can be shared, and you evidently have that.

knowledge is what we are dealing with and transferring to benefit and create value for our clients. knowledge is currency. the ability to apply it to the right situation, at the right time in the right way creates value for the firm. each firm should develop a knowledge management program. here are 15 things to consider:
read more →

keep close relationships from getting too close

may 20, 2015

by ida o. abbott

fears of sexual innuendo and gossip block talent development.

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.

when the man is older and powerful and the woman is young and ambitious, the potential for complications is even greater.

more on sponsoring women for leadership: 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) | 3 ways men are favored in the workplace | women need promotions, not just advice | mentor or sponsor? how to distinguish roles | 4 ways women leaders improve firms | cpa firms must ‘man up’ and get women on board

even when the relationship is strictly business focused, it can be the subject of rumors, gossip and speculation among coworkers, and it can arouse feelings of jealousy and resentment in the sponsor’s wife.