Do you really have to work twice as hard?

Women are good for business.

For decades women and their mentors have worked together to solve the puzzle of how to raise more deserving female leaders into leadership positions in all kinds of organizations. This focus on programs for mentoring women has contributed to great progress elevating women into leadership, but there is still a long way to go in facilitating effective mentorship and sponsorship of high-potential women.

After experiencing a number of organizations and workplace cultures myself as a leader, and coaching other women on the leadership track for almost a decade, I’ve come to the conclusion that too often mentoring simply passes down experience from previous generations, from all genders. Unintentionally this process essentially bakes in some of the barriers the mentors faced in earning their way into senior positions. I believe that to change the cultures that create barriers for advancing women, mentors and mentees together must level up their collaborations and better navigate biases to women’s workplace progress.
 

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I know the “working harder” conundrum has plagued us all, so I really welcome your discussion in our meeting (or by replying to this email) to identify additional strategies to “work smarter.” We all get smarter when you share your wisdom.