Friday, August 12, 2016

Building more effective women leaders through mentoring.

Who do you envision when you think of a CEO? [Click to Tweet]
More than likely, you're imagining a white man in his mid-40’s and in a well-tailored suit. He sits in his corner office, overlooking a booming metropolis, and drinks black coffee. While the preceding scene may not be wholly accurate or universal, it is familiar and indicative of one truth: we have been socialized to disregard the potential of women in leadership.
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“This is a man’s world, but it would be nothing, nothing without a woman or a girl.”

As James Brown puts it - this is a man’s world that relies on the power of women. But with the ever changing landscape of the workplace, women will soon be credited for all of their contributions through leadership roles.

In 2016 we have our first woman presiden
tial nominee. This is reflective of the fact that more than ever, women are holding executive positions. What better way to prepare them for these roles than through mentoring?

Women Working With Women

Women in mentoring programs have the homefield advantage when it comes to mentoring other women. They are able to relate to the struggles other women may face when rising through the ranks. Studies show that women approach mentoring differently than men do 
and consider different skill sets important.

cording to Forbes, Women and men function differently in the workplace. For instance, women are more motivated to go after higher positions for higher pay, where as men are more concerned with status. It would only make sense that women mentoring other women would be an effective strategy.

“While communication is see
n as the most important attribute of good leaders by both sexes, women are more likely to perceive this skill in terms of listening and engaging in two-way dialogue, while men are more likely to focus on broadcasting messages,” the article stated.

Here are some of the benefits women experience through mentorship:

  • Improved leadership skills and managerial capability utilizing those women who are most qualified fill leadership gaps. 
  • Retain knowledge and transfer it to others in the organization, especially women who are willing to mentor hi-potential women. 
  • Diversify the culture by supporting under-represented groups and promoting gender - conscious work places. 
  • Accelerate time-to-proficiency for new hires including women who will be eager to stay because of the commitment shown to their career development. 
  • Retain talented women by showing a commitment to women’s career development.
A recent study published by Mckinsey shows that womens advancement in the workplace not only morally strengthens the foundation of the organization, but actually drives more business and puts more money in the american economy.

“Gender inequality is not only a pressing moral and social issue but also a critical economic challenge. If women—who account for half the world’s working-age population—do not achieve their full economic potential, the global economy will suffer. Closing the global gender gap could deliver $12 trillion to $28 trillion of additional GDP in 2016,” the study stated.

This study not only shows the call of action for filling the gender gap, but clearly outlines that it’s a positive notion all across the board. Women employees are being paid more, staying longer, and feeling more satisfied with their careers

For more information on starting a mentoring program or to schedule a demo today, visit


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