LEADERSHIP IN THE AGE OF INCLUSION
Did you know that a woman manager with a sponsor is 19% more likely to win promotion to executive ranks than a woman who does not? The payoff of sponsorship for Black talent is even more impressive. An African American manager with a sponsor is 51% more likely to progress.
Did you know that a woman manager who has just had her second child (a circumstance which often triggers an Off-Ramp) is 67% more likely to come back to work and stay back at work if she has a sponsor? Even more dramatically, an African American manager is 108% more likely to stay with a company if he/she has a sponsor. Qualitative data show that sponsors provide the advocacy and empathy that Black Talent crave.
Did you know that when all demographic cohorts have equal access to executive sponsorship, perceptions of bias in an organization's culture drops precipitously, thus cooling a company's heat map? When every high achiever feels that he/she has a fair shot at a top job the impact is measurable.
Hewlett cracks the code of Executive Presence (EP) for up-and-comers whether they are male, female, black, white, gay or straight. This is EP in an age of inclusion. In 2021 showing that you “have what it takes,” that you are “leadership material,” involves signaling authenticity as well as confidence and credibility.
EP is a dynamic mix of gravitas (how you behave), communication (how you speak) and appearance (how you look).
Projecting gravitas is 67% of the EP equation and high performers who can’t conjure up this secret sauce don’t make it.
Key elements and tripwires to watch out for.
Using hard data and vivid interviews with senior executives from tech, finance, advertising and other industries, Hewlett tells us what leaders look for when assessing gravitas in junior talent. She also reports on pitfalls and tripwires. What behaviors get you struck off the list? Hewlett has SIX TOP PICKS in each category. Six traits that allow high performers to show up in the world in ways that earn them the next big opportunity, and six blunders that cut them off at the knees.
Did you know that diverse professionals experience particularly high rates of sexual abuse at work?
Did you know that sexual misconduct costs organizations billions of dollars a year?
Sylvia Ann Hewlett exposes hidden pockets of pain, but also showcases road-tested policies and practices that greatly reduce predatory behavior and foster more successful leadership cultures. Psychological and physical safety is pre-requisite for inclusion.
Fully a third of highly qualified women step off the career ladder to care for family. This decimates individual earning power and lowers GDP as companies suffer when they lose a large slice of their female talent. During the pandemic, this “brain drain” has become much worse because the burden of at-home, online learning, has forced many mothers to opt out.
Hewlett presents a rich array of policies that allow women to down-ramp rather than off-ramp. At DraftKings as well as JPMorgan, women are successfully flexing their careers as well as their weeks.