We’ve been writing and sharing data that continuously supports that when organizations have more women in senior leadership positions and on corporate boards, performance increases. Yet, as organizations are initiating women’s groups, diversity officers, and inclusion initiatives, the numbers of women at the top continue to stagnate. In my research for our new book, ONE: How Men Partner with Women for Gender Equality, I found that strong women leaders often have access to sponsors and mentors, and many of them are men. These women leaders believe strongly in the purpose of their work, and the positive impact it has. We also found another pillar focused on coaching. Managers of strong women leaders coach them, provide real-time feedback and help her be her best possible self. They do not solve her problem for her, they help her self-discover her own plan forward.
To increase gender equality at the highest levels of organizations, we must engage women in other ways. In this post, you will learn proven strategies from our research that outlines these three pillars. To retain top female talent, leaders focus on:
- Improving access to sponsors and mentors
- Aligning their value and purpose with their work
- Coaching women to success