Add More Women to Your Executive Pipeline

Leading Women delivers unique strategies for creating a level playing field for women.

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Changing the Mindsets of Managers

Change the Mindsets of Managers

 
Level the Playing Field for Women

Level the Playing Field for
Women

“Of all the forces that hold women back, none are as powerful as entrenched beliefs. While companies have worked hard to eliminate overt discrimination, women still face the pernicious force of mindsets that limit opportunity…”
McKinsey

Managers have mindsets* about women and men, about leadership and careers. Many of these mindsets create barriers for women and get in the way of developing top talent.

Helping managers (both women and men) take action to minimize gender barriers is the new frontier in women's advancement -- and one that Leading Women is uniquely positioned to help you address.

For years, Leading Women has tracked research on the ways over 15 mindsets impact talent decisions. We call these gender dynamics. Our global research into 11 of them tells us that those that create the greatest barriers to gender neutral advancement vary by country and corporate culture. 

Knowing this you can count on us to work with you to identify the barriers most common in your business locations and prepare managers to make more equitable, and effective talent decisions.

* At Leading Women we prefer to talk about managers' mindsets (we all have them!) and gender dynamics rather than talk about second generation bias, or unconscious bias, etc.



Have you ever wondered if your organization's leadership gender gap might indicate that your talent development and performance management systems have a built-in gender bias – and are hurting - not helping - top talent advance to senior positions?

Our research indicates that there is very subtle gender-related bias in many talent and performance systems.

To avoid gender-related constrictions in the talent pipeline, Leading Women works with you to analyze 4 systems for gender-bias and develop long-term strategies for expanding your talent pipeline:

  • Leadership model and programs

  • Performance management and competency model

  • Criteria for high potential designation and succession planning

  • Mentoring/sponsorship programs

Your talent development and performance management systems will more consistently and predictably enable your best talent to rise to the top.

"We're incorporating Leading Women's definition of leadership into our performance management system. That's how much this program is impacting our company."
Kathleen M. VP HR
Address Gender Dynamics
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Changing the Mindsets of Managers

Change the Mindsets of Managers

“Of all the forces that hold women back, none are as powerful as entrenched beliefs. While companies have worked hard to eliminate overt discrimination, women still face the pernicious force of mindsets that limit opportunity…”
McKinsey

Managers have mindsets* about women and men, about leadership and careers. Many of these mindsets create barriers for women and get in the way of developing top talent.

Helping managers (both women and men) take action to minimize gender barriers is the new frontier in women's advancement -- and one that Leading Women is uniquely positioned to help you address.

For decades we've tracked over 15 of these gender dynamics. Our research tells us that the barriers created by them differ by country and corporate culture.

Knowing this you can count on us to work with you to identify the barriers most common in your business locations and prepare managers to make more equitable, and effective talent decisions.

* At Leading Women we prefer to talk about managers' mindsets (we all have them!) and gender dynamics rather than talk about second generation bias, or unconscious bias, etc.
Address Gender Dynamics
Level the Playing Field for Women

Level the Playing Field for
Women

Have you ever wondered if your organization's leadership gender gap might indicate that your talent development and performance management systems have a built-in gender bias – and are hurting - not helping - top talent advance to senior positions?

Our research indicates that there is very subtle gender-related bias in many talent and performance systems.

To avoid gender-related constrictions in the talent pipeline, Leading Women works with you to analyze 4 systems for gender-bias and develop long-term strategies for expanding your talent pipeline:

  • Leadership model and programs

  • Performance management and competency model

  • Criteria for high potential designation and succession planning

  • Mentoring/sponsorship programs

Your talent development and performance management systems will more consistently and predictably enable your best talent to rise to the top.

"We're incorporating Leading Women's definition of leadership into our performance management system. That's how much this program is impacting our company."
Kathleen M. VP HR

 

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