Women Reaching Out to Women to Fill the Leadership Pipeline
In my last post, I talked about the role of men in pulling women off the Sticky Floors and into the leadership pipeline. Not only is it good business strategy, it is also personal to many of these men who have daughters and nieces they want to support in being the best they can be.
On the other side of the equation are the women who have made it into the leadership ranks. In my coaching at SHAMBAUGH and as I speak to groups around the country about my book It’s Not A Glass Ceiling, It’s A Sticky Floor, I am delighted by the energy and enthusiasm of women leaders for sharing their knowledge and providing support for the women coming up behind them.
These women especially understand the challenges women face – some of them self-imposed. In addition to passing along critical business skills and knowledge, these women leaders are also providing some real-world “been there, done that” advice. Many of these women leaders have themselves experienced the Sticky Floors (the seven self-limiting behaviors, beliefs and assumptions that keep women from reaching their full potential) and, having overcome them or learned how to avoid them, have taken it upon themselves to coach other women through these challenges.
Why Be A Mentor?
One of the most invaluable ways that mentors can support future women leaders is to help them create a vision for themselves as being leaders. While we have made progress, the primary example of leadership has continued to be male-oriented. Women need to be aware that one of the things holding them back may be their inability to see themselves as leaders. Women mentors are reaching out and providing positive role models and real examples of opportunity and, at the same time, showing that it is possible to move up the corporate ladder and have a balanced life.
If you are a mentor, encourage women to create a career plan that reflects both their goals and their potential. Are they setting the bar too low? Are they capable of more? Show them examples of women around them who have achieved goals that they themselves can aspire to and encourage them to reach higher. Share with them the doubts you may have overcome and your strategies for getting there. Show them it is possible to have both a career and a life. By being open and honest and sharing our own struggles, we can inspire women to move beyond their own Sticky Floors and into the executive suite. Finally, let them know the importance of creating their own personal brand. Encourage them to first, write down the perception they would like others to have of them, and then be that consistently in their every day interactions with others.
A Tip For Mentors
Many of the younger generation of women share with me that they are not sure if they want the next promotion into senior leadership. One reason is that they perceive many of the senior women leaders – their role models – as appearing frantic or frazzled. They view that modus operandi as being part and parcel of having a senior leadership position and they have concluded they would rather forego the promotion in order to have a better quality of life. I always push back and ask them if they have really tested those assumptions to find out if these women are really frazzled or frantic, or if it is just an assumption. On the other hand, it is important for those of us that serve as role models for the next generation to pay attention and be aware of the signals we send, intentionally or unintentionally. Are you the inspiring and centered leader who has balanced your priorities both personally and professionally, or are you perceived as that frantic leader running from one meeting to another with seemingly no calm center or balance? Just as you advise future leaders to be aware of their goals and objectives and the perception they want others to have of them, it is important for you to keep those things in mind as well – for your sanity and to set an example for others that reaching the top does not mean sacrificing a balanced life.
What’s Important for a Mentee
For the women being mentored, it is incumbent upon you to take the responsibility for your vision of who you are, what you want to be and where you want to go, and then socialize that vision with people around you. You cannot assume that people know what you want or will always recognize your accomplishments. You need to tell them.
But, first, start with your own self-awareness. Map out your goals. Do your goals reflect your values? How will you achieve them? Talk with people you trust about your goals and get their input on how you can best move forward. Then put together a plan and get to work! It won’t be a perfect plan and it will require some adjustments, but it is an important investment in you. Be willing to stretch your goals and think not only short term but long term. Ask yourself, “What experiences can I engage in now that will help me to be that much more qualified and ready to move into that ideal job 2–3 years from now?”
If you are a woman trying to find her way up, find a mentor. Look for someone whose work you respect and admire, and who shares your values. Start with a lunch. Briefly share your goals and then ask her to share her challenges and success stories. Then listen. Women often get so caught up in wanting to lay out all the details that we don’t leave time to listen. Remember, the value to you of having a mentor is in the experience she can share, so take the limited time you have to listen, learn and think about the information shared with you. Follow up on different pieces of the information to get more details or seek specific advice. Try out the advice a little at a time – you can’t work on everything at once – and integrate the most successful tactics into your everyday work and life.
Don’t Forget Male Mentors
Male-female mentoring relationships are critical for women to learn from men who have been in leadership roles for a long time and who have different perspectives on running organizations. Let’s face it, men have been dominating the seats at the senior leadership levels until recently. So they have a vast amount of wisdom, perspective and expertise that women can draw from. Be open, curious and strive to have a community of mentors versus just one. The more diversity of mentors you have, the better equipped you will be to handle new challenges, opportunities and situations – now and down the road.
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