Women in business have made big strides in the last several decades, but there is much work to be done. A recent study by Mercer, a New York based benefits firm, found that 70% of American corporations do not have a clear strategy for developing female leaders.
A major obstacle for women who seek to advance into leadership positions within their company is a lack of executive sponsors. The movement for greater numbers in women leadership posts must come from the top down. Current executives must always allow themselves to keep their options open.
When reviewing programs to help women advance in the executive ranks, the solutions too often do not deal with the problem. Always keep in mind that leadership development is a multi-staged process, no matter who the person is.
Development plans should always include various steps and programs along the way. Flexible work arrangements, coaching, mentoring, diversity sourcing and recruiting are viewed as some of the most effective in developing female leaders. The most important thing to do is stay open and be flexible in your plan.
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