Harvard Business Review, Why Men Still Get More Promotions Than Women, asserts women are over mentored (leadership development, executive presence, professional development, relationship building) and under sponsored (strategic, exposure, networking, promotion positioning). Setting aside sweeping gender accusations, what can we do to help both genders? I agree it is challenging to effectively place mentoring and sponsorship into the same training program. Consider, would an adjunct sponsorship component work for a leadership development/executive presence mentoring program? What would it look like?

Clare Hefferren

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