Barriers to women’s ambition
In my second article leading up to International Women’s Day on the 8th March 2017 I am considering how despite all the time, money and great intentions which have been put into building a more diverse talent pipeline in many organisations, there are still some basic barriers, which have not been removed and get in the way of women feeling and being more upwardly mobile. A Bain Study in 2015 illustrates that an employee’s early employment experience influences their confidence in whether to actively pursue a C-suite career or not. Some of the erosion of or challenges facing ambition come down to factors such as whether women are perceived as ‘ideal workers’, whether they are getting sufficient support from their own direct supervisor, the organisation’s leadership development process and the dearth of real role models. These types of barriers can be explored and supported through coaching and mentoring relationships. Continue reading
The issue of ambition in women’s careers
I am saddened at the number of organisations that are still obviously male dominated and operate with an underlying patriarchal undertone, even with the enormous effort that has been put into creating equality in the workplace and publicity around the very positive impacts of having gender balance in senior leadership.
Formal and informal mentoring relationships exist in many organisations. Within these mentoring relationships the 
Supporting women talent specifically requires a further lens on how you look at your