leadership

flexible scheduling can benefit everyone, but some people don’t see it that way.

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.

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.

more on sponsoring women for leadership: ‘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 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 | 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

a sponsor can ensure that she has access to those opportunities and support when she accepts them. he can make the difference between this woman staying on track and ascending to top leadership posts or leaving the company for another job. read more →

bonus checklist: 14 ways to prevent trouble.

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

if you are concerned about the possibility of sex-related problems, consider the degree of risk involved and whether you are willing to assume it.

before you decide, consider

• first that you might be exaggerating the risk, and
• second that this is a risk that can be prevented and managed.

more on sponsoring women for leadership: use others to promote your protégée | 8 ways sponsors can highlight opportunities | 17 ways sponsors can help protégées | 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 | judged on performance, not potential? must be a woman | gender bias still a problem | why women are overlooked (and how to fix it) | women need promotions, not just advice | 4 ways women leaders improve firms | cpa firms must ‘man up’ and get women on board

read more →

your protégée needs feedback. sometimes you’ll need help providing it.

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

feedback is important at any level of professional development.

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.

more on sponsoring women for leadership: 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 | 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

read more →