Contributed by Kendra Reddy, Leadership Coach and Talent Consultant, Blueprint Strategies
Like you, I am thoroughly invested in my career and growth as a leader. To help me along this journey, I rely on the insights, advice, feedback, and guidance of others whom I respect and admire. For a long time, I hadn’t given much thought to categorizing or formalizing the role of each of these amazing individuals – I simply put them all on my list of Go To People – until recently, when a client asked me about the difference between a coach, mentor, and supporter. Here is the information and advice I gave her:
A coach is someone who is skilled at asking powerful questions designed to facilitate your self-discovery and unlock your own insights. They are there to help you find your own answers, and you usually do more talking than they do. A mentor provides more explicit advice (usually based on their own experiences) and is there to answer your questions and offer recommendations. When they speak, you listen. A supporter is someone who believes in your abilities, and actively advocates for you throughout the organization or industry. Often, they speak on your behalf.
Sponsors believe in you, champion your growth and development, help remove roadblocks and provide you with visibility at tables and in circles you may not have direct access to. They look for opportunities to share your achievements with those who, otherwise, may not be aware of the great work you’re doing. In a nutshell, they endorse your brand. With women making up more than 46% of the workforce, and 4 in 10 companies worldwide still having no women in senior positions… a glass ceiling is clearly still in place. Adding a sponsor to your personal Board of Trusted Alliances and Advisors is a smart strategy.
Why are Women Execs Twice as Likely to Leave a Job?
Featured, Office PoliticsA new study conducted by professors at Oregon State University’s College of Business found that female executives are more than twice as likely to leave their jobs – voluntarily and involuntarily – as men. This is true despite the fact that women now dominate the ranks of university graduates across nearly all fields and that most women, before the age of 30, are not only experiencing more success than their male counterparts, but they’re also making more money than them. The October study, which appeared in the journal Economic Inquiry and analyzed data from Standard & Poor’s 1500 firms, has left many wondering: what gives?
The study found that about 7.2 percent of women executives left their jobs, compared to 3.8 percent of men and both the voluntary rates (4.3 percent versus 2.8 percent for men) and the involuntary rates (2.9 versus 0.9 percent) were higher for women executives. Despite systemic evidence that women are more likely to depart from their positions, the researchers did not find a smoking gun.
“The evidence suggests that women are being drawn out and forced out at higher rates; however, we don’t see too much evidence of a systematic pattern in the types of firms that are forcing or having women drawn out,” said John Becker-Blease, lead author of the study and assistant professor of finance at Oregon State University. “So in a sense, it seems the playing field is uniformly tilted against women across firms.”
The study also found that women are more likely to leave smaller firms and firms with more male-dominated boards. Consistent with past research, the Becker-Blease’s research also indicates that women are more likely to leave a job due to domestic or social responsibilities than men, which explains the higher voluntary departure rate. When it comes to being dismissed from a job, Becker-Blease’s research just confirms something that we’ve known for a long time: women at the mid-levels of management may not be getting the kind of opportunities and professional support that they need to advance successfully to the top ranks.
Read more
Getting Results – Performance vs. Putting in the Hours
Managing Change“In my 20 years of experience both as a practitioner as a VP of Operations & Supply Chain and as a Business Consultant and entrepreneur across multiple industries and globally, I’ve found that those work environments focused on results over presence are at least 80% more likely to achieve bottom line results,” says Lisa Anderson, President of LMA Consulting Group, Inc. “It is amazing how much effort and hours seem to be valued in the traditional business environment yet they have no correlation to business results.”
Results are what keep businesses in business, so it’s strange to think that the Results-Only Work Environment, or ROWE, movement is a relatively new thing. Developed by Cali Ressler and Jody Thompson, ROWE is different to flexible working policies: it says that you do what you need to do in order to achieve the specified results.
Read more
In Case You Missed It: Business News Round-Up
NewsThis week’s financial news was dominated by the following Europe’s debt crisis entering a new phase when EU finance ministers agreed an €85bn bail-out for Ireland and the outline of a permanent mechanism to deal with future debt crises; ECB bond buying steadying the euro markets; and mixed US data dampening recovery hopes.
Economic Backdrop
Commodity prices were higher across the board: copper neared record levels, and during the week gold rose above $1,400 an ounce, close to November’s nominal record high of $1,424.10.
Read more
Intrepid Woman: Mwen regrèt ou gen pou doulè.
Intrepid Women Series“Mwen regrèt ou gen pou doulè.” (I am sorry for your pain.)
It was the chant that greeted the redhead American, Ian, who led our team, as we returned patients from surgery to their family and cots. Ian, an American from Colorado, had been volunteering at the hospital in Jimani, a small town on the Haitian/ Dominican Republic border, since the first evacuations from Port-au-Prince. Creole is the national language of Haiti, but rarely taught or studied outside of Haiti. He mastered (and taught us) that simple but heartfelt sentence in their language, and it created an immediate bond between all of us. In that small phrase, we were able to cross cultural boundaries.
I was thousands of miles away from my corporate life. I had just parted company with my former employer, a casualty of the financial crisis. The timing proved perfect to volunteer as a relief worker in the aftermath of the Haitian earthquake.
Read more
Strategies to Shatter the Startling Leadership Disparity
Breaking the Glass CeilingA report recently released by the Chartered Institute of Management Accountants and the University of Bath School of Management revealed that women are 6 times less likely than men of similar professional experience to be CFOs or CEOs.
Similarly, in the UK women make up 46.6% of the working population – but they only hold 12.2% of board positions in the FTSE100. Sandra Rapacioli, CIMA’s R&D Manager added, “And of our members in the UK, males make 24% more than our female members.”
She continued, “We were surprised there still remains such a big pay and seniority gap in this day and age.” Fortunately, CIMA has produced a report detailing the best practices of women who have managed to break the glass ceiling, with advice for women at all levels of their careers.
Read more
Voice of Experience: Linda Bracken, CEO and Founder of YJT Solutions
Voices of ExperienceLooking out the 38th floor window in a conference room at YJT Solutions, I can see straight ahead of me the Ceres statue that sits on top of the Chicago Board of Trade. Also known as the Roman Goddess of Agriculture or the Eternal Mother, the statue overlooks Chicago’s financial district and LaSalle Street.
The maternal sighting seems significant as I sit down to interview Linda Bracken, CEO and founder of YJT Solutions.
“People say that when you have kids the love is greater than you could ever expect and that is true,” she said. “But the sense of responsibility for my children as well as my employees is greater than I could have ever have imagined as well.”
Read more
5 Ways You Can Be a Better Manager – It’s All About Personality
Managing ChangeRecent studies show that employee engagement is way down, and that many employees are looking for new opportunities – or they intend to, as soon as the economy picks up steam. But don’t worry! A number of studies have also revealed what these employees are looking for, and what can motivate them to stick around – good management. This means a manager with high EQ, who understands personal motivations, and who is looking out for their employees best interests and development.
Working now to improve your relationships with your employees, as well as providing tailored learning and development opportunities for them, can help stem future job losses – as well as build a more productive and motivated team today.
According to Bob Kreisberg, Founder, President, and CEO of OPUS Productivity, the best way to strengthen workplace relationships is to delve into your employees’ personality profile. According to Kreisberg, “If you understand the strengths of that person, you will understand what motivates them.” Here’s how.
Read more
How to Find Your Sponsor
Mentors and SponsorsLike you, I am thoroughly invested in my career and growth as a leader. To help me along this journey, I rely on the insights, advice, feedback, and guidance of others whom I respect and admire. For a long time, I hadn’t given much thought to categorizing or formalizing the role of each of these amazing individuals – I simply put them all on my list of Go To People – until recently, when a client asked me about the difference between a coach, mentor, and supporter. Here is the information and advice I gave her:
A coach is someone who is skilled at asking powerful questions designed to facilitate your self-discovery and unlock your own insights. They are there to help you find your own answers, and you usually do more talking than they do. A mentor provides more explicit advice (usually based on their own experiences) and is there to answer your questions and offer recommendations. When they speak, you listen. A supporter is someone who believes in your abilities, and actively advocates for you throughout the organization or industry. Often, they speak on your behalf.
Sponsors believe in you, champion your growth and development, help remove roadblocks and provide you with visibility at tables and in circles you may not have direct access to. They look for opportunities to share your achievements with those who, otherwise, may not be aware of the great work you’re doing. In a nutshell, they endorse your brand. With women making up more than 46% of the workforce, and 4 in 10 companies worldwide still having no women in senior positions… a glass ceiling is clearly still in place. Adding a sponsor to your personal Board of Trusted Alliances and Advisors is a smart strategy.
Read more
5 Remarkable Traits of Female Firsts
Expert AnswersWhat does it take to be the first woman in your field? Do you have it in you? Are you born with a certain gene that enables you to withstand the pressure of taking risks? Perhaps your outstanding ability to successfully face obstacles began at an early age…at home… with nurturing parents or pushy parents who enabled you to reach a level not ever achieved by another woman. Or maybe the very nature of time allowed you to achieve greatness. After all, many people believe women have arrived, and attribute this notion of time as the sole reason for bringing about change in women’s achievements. We’ve all heard it said, “It’s about time!”
But for many women who set firsts in their fields, what they heard was that the time wasn’t right for a fight or a fuss over what they wanted to do, and they challenged the naysayers to make it the right time and to make it NOW.
Yes, it takes courage, vision and integrity to reach for your dreams, but, as I see it, there are very definable traits that set you apart.
Read more
In Case You Missed It: Business News Round-Up
NewsThe big news this week involved Ireland’s €85bn bailout loan from the EU and IMF, increasing concern over Europe’s spreading sovereign debt crisis, and uncertainty following North and South Korean exchanges of fire over Yeonpyeong Island.
Economic Backdrop
Inflation Outlook: forecasts for inflation, excluding food and energy, were little changed for the next two years;
Read more