I've been delighted as Sheryl Sandberg, COO of Facebook has taken public stances on the issue of women's advancement. I look forward to the release of her book Lean In. Her advice to women to "lean in" is important - especially for women who aren't already acting on their ambitions. But research tells us that this isn't advice for all women! It's generally advice for women who are on their way to middle management positions or who are already in middle management, but timid about their ambitions.
What about women who are already in the middle, who aspire to senior positions and believe they are doing all it takes to get there? The advice to "lean in" has limited value to them, but these 4 interventions will enable them to create a career that soars 1. Ensure that Women Develop Business, Strategic and Financial Acumen: We call this set of competencies "The Missing 33%™" because they represent the most important third of leadership excellence. As a matter of fact, our research into what directors look for in C-suite candidates and executives look for in high potential candidates indicate that business, strategic and financial acumen account for 50% of the criteria! Women need these messages! 2. Eliminate Gender Bias in HR Systems:
Most companies' talent development and performance management systems
over-emphasize interpersonal skills or personal greatness and
under-emphasize the importance of business, strategic and financial
acumen. Absent formal messaging about these executive-critical
competencies AND the lack of mentoring that women get about them, women
are left scratching our heads about why our excellent interpersonal and
team skills aren't enough to get us to the top. 3. Address Gender Dynamics: Managers who make talent decisions about succession and promotions into senior management hold assumptions about women and men, careers and leadership and many of these assumptions disadvantage women. As a matter of fact, research by McKinsey finds:
“Of all the forces that hold women back,
none are as powerful as entrenched beliefs.
While companies have worked hard to
eliminate overt discrimination, women still face the pernicious force of
mindsets that limit opportunity…”
4. Focus on Competencies for Executives: In an earlier blog I wrote,
"Traditional
advice lays a strong foundation for career success, but it will only
take women so far. Take a look and you'll notice
that most traditional advice is focused on helping women move from
career-start to middle management.
CAREER TRANSITION
CONVENTIONAL ADVICE TO WOMEN
Career-Start
to Middle
Middle
to Senior/Exec
Learn to
self-promote
X
Learn to speak
up, be more assertive
X
Become more
confident
X
Set ambitious
goals, don’t leave before you leave
X
Get a mentor
X
Learn to network
X
Enhance your
personal brand
X
Develop executive
presence
X
Ask!, and
negotiate more effectively
X
Have an elevator
pitch
X
RECENT ADVICE TO WOMEN
You need a
sponsor
X
Women who are already "leaning in" need more advice about how to move from the middle into senior positions and what they have received has been woefully inadequate. (For more on what this advice looks like, email us.) So, Sheryl we wish you all the best with your "Lean-In Circles" - they will play an important role in keeping the pipeline of talent full of women. At the same time, we hope that organizations that truly care about women's advancement make them only one part of a more comprehensive strategy to ensure that top talent is developed!
"She blasted managers who unconsciously reflect stereotypes when they
judge women's performance, saying: 'She's great at her job but she's
just not as well liked by her peers,' or: 'She's a bit aggressive.'
"They say this with no understanding that this is the penalty women face because of gender stereotypes,' she said."
This is an issue we've been tracking for decades - and working with a few progressive organizations that are addressing it head on. You can view info about our related service line here:
On a side note, the language used to describe Sheryl is disturbing. She's said to have "launched a fierce attack" and, as you read, "blasted managers." I'd suggest there was a bit of stereotyping going on by the authors/editor!
2012 Gender Gap Report
Every year I wait for the WEF Gender Gap Report - especially since the research points out a strong correlation between gender equity and economic prosperity. Take a look at the video and download the entire report.
More from Davos, this EXCELLENT article capitalizing on the correlation between gender equity and economic prosperity.
"The rewards are becoming demonstrable. Significant research from the
World Bank to the public and private sectors has shown how investments
in women yield a “double dividend”: women are more likely than men to
invest their incomes in their families and communities, driving GDP up
and illiteracy and mortality rates down. This double benefit, combined
with pure market forces, now presents Wall Street and women with a
unique and mutually beneficial opportunity."
33% Still Missing
Good news from an Apollo Group study that finds that women are well poised to lead into the 21st century. Why? Because...
"Women top the charts in key skills.
Women outperform men on key leadership competencies, such as
communicating, coaching, organizing people, thinking creatively and solving problems.
Women also score higher than men on traits that are essential in
today’s collaborative work environments, such as empathy, transparency
and inclusiveness."
Undoubtedly, if you're a Leading Women follower, you'll notice that all the mentioned strengths have to do with personal greatness (problem solving, empathy, transparency) or engaging others (communicating, coaching, inclusiveness). And while they're important...yawn! Similar findings have been true for decades.
Referencing our definition of leadership (Leadership is using the greatness in you to achieve and sustain extraordinary outcomes by engaging the greatness in others.), what's still missing is the 33% of leadership that has to do with "achieving and sustaining extraordinary outcomes." There's nary a finding that bosses think women outperform men in business, strategic or financial acumen.
A Bit of the 33%
It's not much, but it's a start (and it can be taken as meaning that women focus on the job, not the outcomes). Nevertheless, we celebrate these findings (emphasis added). Recent research reported by HBR found:
"...at all levels, women are rated higher in fully 12 of the
16 competencies that go into outstanding leadership. And two of the
traits where women outscored men to the highest degree, were taking
initiative and driving for results – two traits which have long been
thought of as particularly male strengths.
When global management consulting firm McKinsey asked business
executives around the world what they believe were the most important
leadership attributes today, the top four results were intellectual
stimulation, inspiration, participatory decision-making and setting
expectations/rewards — all attributes more commonly found in women
leaders."
Why in the 21st century does an organization retain the name "manpower?" And isn't this the height of irony:
“The world simply cannot afford such a poor representation of half the
talent pool when filling key leadership positions is posing such a
global challenge. Growing the pipeline of women in management roles is
critical to having the talent businesses need to win,” said Mara Swan,
ManpowerGroup Executive Vice President, Global Strategy and Talent.
“Companies should revisit old-fashioned work models and people practices
so that high-performing women are not prevented from rising to
leadership positions.”
Susan Colantuono is the author of No Ceiling, No Walls: What women haven't been told about leadership from career-start to the corporate boardroom and Make the Most of Mentoring.
She's also the CEO and founder of Leading Women where she guides women to more inspired and confident leadership and provides companies with uncommon solutions for overcoming the common barriers to women's advancement.
Providence Business News honored Susan as Ally and Mentor for Business Women. That means that you're in for a treat today as Susan's blog serves as your virtual mentor for career success.
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