AIA Southwest Washington’s Post

Why Female Focused Training? In a recently published Harvard Business Review article ‘Where Women’s Leadership Development Programs Fall Short’ the authors caution against offering such programmes in the absence of a broader effort to advance women. They suggest that doing so can ‘…signal that women are deficient and need fixing, or that the underrepresentation of women in senior leadership positions is a result of their inability to compete with men’.    In order to leverage the results from such programmes – which include better promotion rates and increased retention – the authors recommend that ‘When a talented woman is offered the chance to attend leadership training, make it a requirement that her managers to sponsor her for new — and appropriately compensated — opportunities upon her return. This should include promoting her potential and performance when she’s not in the room, nominating her for stretch assignments, sharing social capital through deliberate networking, publicly supporting women in senior leadership roles, and voicing support for her in promotion decisions. If she’s talented enough to merit leadership preparation, then someone should be held accountable for her ascension to meaningful leadership roles. Link to the full article is in the comments: Where Women’s Leadership Development Programs Fall Short (hbr.org) by W.B. Johnson, D.G. Smith and H. Christensen ----------------------------------------------------------------------------- About Us: Advancia.ie - We work with organisations who are 100% committed to increasing female leadership representation. #WomenWhoLead #WomenWhoRock #Leadership #Advancia #DEI

Why Female Focussed Training? In a recently published Harvard Business Review article ‘Where Women’s Leadership Development Programs Fall Short’ the authors caution against offering such programmes in the absence of a broader effort to advance women. They suggest that doing so can ‘…signal that women are deficient and need fixing, or that the underrepresentation of women in senior leadership positions is a result of their inability to compete with men’.    In order to leverage the results from such programmes – which include better promotion rates and increased retention – the authors recommend that ‘When a talented woman is offered the chance to attend leadership training, make it a requirement that her managers to sponsor her for new — and appropriately compensated — opportunities upon her return. This should include promoting her potential and performance when she’s not in the room, nominating her for stretch assignments, sharing social capital through deliberate networking, publicly supporting women in senior leadership roles, and voicing support for her in promotion decisions. If she’s talented enough to merit leadership preparation, then someone should be held accountable for her ascension to meaningful leadership roles. Link to the full article is in the comments: Where Women’s Leadership Development Programs Fall Short (hbr.org) by W.B. Johnson, D.G. Smith and H. Christensen -------------------------------------------------------------------------------- About Us: Advancia.ie - We work with organisations who are 100% committed to increasing female leadership representation. #WomenWhoLead #WomenWhoRock #Leadership #Advancia #DEI

For those of you interested in my research into #women #leadership and #events, I am running an online workshop for ABPCO on 17th June, with my colleague James Kennell, PhD During the 90 minute workshop, we'll be explaining the key findings from our research into women's leadership careers in events. We'll talk attendees through the barriers to career progression, and we'll ask you to share experiences and challenges, so we can suggest possible solutions that support women into leadership (or help them to maximise their leadership careers). Objectives of the workshop: 1. Develop understanding of womens' progression into leadership careers in Events. 2. Reflect on your own career development, and the factors that support or hinder this. 3. Consider approaches to supporting the development of womens' leadership capacities in events Tickets are free if you are a ABPCO member or £10 for everyone else (use the code Emma) - register here: https://lnkd.in/emfVECak Hope to see lots of you there!

Whenever I am invited to speak at leadership programs for women, I always hesitate. Are you wondering why? 🤔 Even though female-only programs and courses are offered with the best of intentions, they tend to be built on biased assumptions about women’s personal competencies rather than facts about women’s qualifications, and therefore tend to reinforce that bias rather than blocking it. Such programs tend to draw on (and reinforce) stereotypes of women, providing guidance on how to talk, dress, negotiate and present oneself to appear more confident and powerful. We also see the same happening with other “minority-only” programs/ courses. So when I was asked to speak at the Female Leadership Academy, I stressed that my session: 👉🏽 would not have a “fix the women” approach as these detract from addressing the actual systemic biases that exist. 👉🏽 was not going to be one that helped the participants conform and fit into the “cookie cutter” moulds of dominant norms of being an ideal employee or ideal leader. Instead, my session was about empowering the women with the tools they need to: 🎯 value diversity (their own and that of others) 🎯 nurture inclusion 🎯 challenge the system to make them more equitable 🎯 address bias constructively 🎯 recognise their privilege to be active allies to lift others. Thank you Katharina Knapp and Female Leadership Academy for inviting me back once again 🙏🏽

In honor of #womenhistorymonth and International Women's Day, Becker's Healthcare asked women in the healthcare industry to share their insights on leadership. Here’s what Heidi Gartland, UH Chief Government & Community Relations Officer, had to say: “As women leaders, I think we need to champion the next generation of women leaders by making sure they feel included and that they belong. We can do that by making sure they find colleagues to mentor them, connect them with leadership programs and ensure that their voices are heard. If women don't see themselves around the table, they are not going to feel like they belong or are included. The power of numbers helps. At University Hospitals, we have really grown our rank of women leaders through our UH Women's Leadership Development Series and it continues to grow. My other piece of advice is to ask yourself how you can use your expertise and talents to lift up the community that you live and work in. This may involve finding a passion or a cause that you can advocate for. For me, my true passion is women’s and children’s issues. That comes through in the things that I focus my attention on such as my involvement with the Ohio Children’s Hospital Association, but throughout my career I have championed projects and organizations that help lift up and improve under-resourced communities.” To read more: https://lnkd.in/gtfxBy9u #womenleadership #mentoring #communityengagement #belonging

Why should you *proactively* advocate for your next promotion? 5 reasons: 👇🏾 👇🏼 👇🏿 👇🏻 👇🏽 1️⃣ Proactively advocating for your promotion allows you to take ownership of your career. 2️⃣ Advocating for your promotion helps you articulate your bigger vision for both yourself and the organization. 3️⃣ Advocating for your promotion reminds you why you want to be in a higher-level leadership position in the first place. 4️⃣ Advocating for your promotion enables you to build allies across your organization ahead of time so you actually have support once you do get promoted. 5️⃣ Advocating for the promotion builds unwavering confidence and belief in yourself that you can be successful in a higher-level executive position. ------------------------------------------------------------------------------ 🌟 Hi, I’m Stacy Mayer. I'm a Certified Executive Coach and Promotion Strategist for powerhouse corporate women leaders who are ready to move up in their leadership role, so they can have more influence in their organizations — and the higher pay that comes with it. Follow me and ring the bell 🔔 for more content that helps you receive the recognition and executive-level promotions you deserve. #CareerAdvice #WomenLeaders #ExecutiveCoaching #LeadershipDevelopment

Interesting read for employers wanting to recruit, retain, and develop Latina leadership. I'm so proud that the MANA de San Diego Latina Leadership Success Program (LSLP) is featured in a recent Center for Creative Leadership research blog. Huge thanks to Elizabeth Brondos Frye and Michelle Schneider for their work on this. Our LSLP alumnae were surveyed for this report. Here you can read about some of the top challenges faced by Latinas and what helps them thrive. #DEI #LatinaLeaders Adela Garcia, Montserrat Auso, Rosa Grunhaus Belzer Ph.D, PCC, Cristina P., Michelle Hadley-Torres

When people throw stereotypes in your face, focus on the things that matter. Our panel discussion yesterday led by Ana Julien and Shaifa Kanji as part of Pinkcareers Women’s Leadership Program was a no-nonsense discussion on real challenges black and brown women face in the workplace with stereotyping and micro-aggressions, and what we can do to refocus on what matters - the investments, the resources, and the sponsorships we need to accelerate to executive roles. Pinkcareers women’s leadership program is our signature coaching for aspiring women leaders who want to accelerate their careers to executive roles in the Government. Since the inception of the program, 150+ emerging women leaders across 30+ federal departments and agencies have taken the program. In addition to building real-world leadership skills in personal branding, negotiations, managing up, and self-promotion, our participants also get lifetime access to program curriculum, panel discussions, training on the executive interview process, and in-person networking opportunities. Registration is open for June 2024 cohort and it fills fast! Comment “WLP” to learn how you can get sponsored into the program via your organization. #governmentofcanada #womenleaders #pinkcareers

Thanks for this great blog post, Morgan!

As a female leader, I've always known how to count on myself. It's empowering to be confident in my abilities, having been tested, tried, and learned from both successes and failures. But there's a struggle many of us face: asking for help. I've seen women left to fend for themselves, growing suspicious of any help. Others, rescued too often, never realize their true capabilities. We get hurt on both ends. Early experiences shape us. I learned that asking for help was a burden, a sign of weakness, or that it wouldn't count as my achievement. Many times, I talked myself out of asking for help, leading to isolation and resentment. This pattern interferes with leadership. It's hard to admit and even harder to change. Yet, you deserve support. Asking for help can be empowering and connecting. Imagine never facing challenges alone again. Are you curious about setting up a supportive environment in your leadership? Experience a "synergetic safe and supportive environment" where you can "gain allies and opportunities to become an ally for women from other constituencies." Embrace support and collaboration. You don't have to do it alone. If you want to experience a “synergetic, safe, and supportive environment” consider signing up for our upcoming Transforming Women’s Leadership Program Info Session on Monday, August 19 to learn more about our 2025 program for female leaders: https://hubs.ly/Q02JGhmW0