Women's Ambition Archives - Page 2 of 2 - Coach Mentoring Ltd.

Does Queen Bee Syndrome make women cruel?

Organisations may face a higher risk of losing female employees who experience female instigated rudeness as they report less satisfaction at work and increased intentions to quit their current jobs in response to these unpleasant experiences. This is according to a new study to be published shortly in the Journal of Applied Psychology by a team led by Allison Gabriel of the University of Arizona.

Queen Bee Syndrome has always been with us, women can be terribly cruel to those underneath them in the hierarchy and pull the ladder up behind them, rather than extend it down to support them in their career progression. If women have had a tough time becoming successful in their career, some women, rather than become the great role model and mentor they could be, feel other junior women coming up behind them are a threat and deciding to either be unpleasant to them or deliberately block their career path.

So how much of an issue is Queen Bee Syndrome in organisations and is it impacting the increase in numbers of women into the Board Room? Continue reading →

Webinars for International Women’s Day 2018

At Coach Mentoring Ltd we are passionate about supporting women in the workplace and helping them not only to survive but thrive through mentoring and coaching solutions. We specialise in designing and developing support on an individual, programme and organisational level for women. To celebrate International Women’s Day on the 8th March 2018, we are offering three free webinars. These focus on supporting women specifically through mentoring and perhaps some sponsorship too! Continue reading →

Use mentoring to claim the tiara you deserve!

Tiara Syndrome is a term originally developed by Carol Grohlinger and Deborah Kolb and then used by Sheryl Sandberg in her book ‘Lean in’. Sandberg feels that women often think they can be crowned with the tiara of success by keeping their heads down, working hard, over-preparing and passing all of their exams. Continue reading →

Are Women Ideal Workers or ‘Bulldozers’?

Barriers to women’s ambition

In my second article leading up to International Women’s Day on the 8^th 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 →

Career Development – Don’t women like ambition?

The issue of ambition in women’s careers

Welcome to the first in a series of three articles as we lead up to International Women’s Day on the 8^th March 2017, in which we consider the issue of ambition for women. Ambition still seems to be an obstacle for some women when developing their careers. Women’s presence on the Board has been proved to add competitive advantage to an organisation. Despite there being roughly the same numbers of women and men in the workforce, there is still an unbalanced ratio in favour of men in more senior leadership roles. In the last two decades, many employers have shown enthusiastic commitment to gender diversity and women have made enormous strides in being able to compete on the same playing field as men at work, so what is going on? Continue reading →

International Women’s Day – Finding your leadership style

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.

Continue reading →

Does a Woman need a Sponsor rather than a Mentor?

Sponsorship for Women

Formal and informal mentoring relationships exist in many organisations. Within these mentoring relationships the mentor may take many roles: being a role model, a sounding board, helping build networks and career support, sometimes simply being there to listen and challenge. However, linked to mentoring, but with clear differences is the role of a sponsor. Is it actually more beneficial for a woman who is seeking to break through the ‘glass ceiling’ to have a sponsor rather than an organisational mentor? Or perhaps she should be greedy and have both!

Continue reading →

Women’s Mentoring and making a crack in the ‘Glass Ceiling’!

Supporting women talent specifically requires a further lens on how you look at your talent mentoring design, so here are some pointers for when you are developing mentoring programmes specifically to allow female talent to break through the glass ceiling.

In our initial experience of designing mentoring to develop senior women, the outcomes included one wedding, five promotions, several large pay increases, cosmetic surgery and a bullied mentor! So with the benefit of a number of women only mentoring programmes under our belts, use this checklist when designing a women’s mentoring programme: Continue reading →

Topic Tag: Women’s Ambition