Championing Women Leaders: Beyond Sponsorship by Shaheena Janjuha-Jivraj, Kitty Chisholm

By Shaheena Janjuha-Jivraj, Kitty Chisholm

Championship is the main differentiator among girls who in attaining management roles and those that do not. This e-book examines the explanations why championing works and why it's so vital for lady govt improvement specifically, and gives a straightforward advisor to boost office champions for lady leaders in any association

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Is lack of confidence an innate hindrance for women’s progress and is it exacerbated by male-dominated environments? And can women be leaders just as well as men if they are less confident? We don’t believe women need to be “fixed,” but having heard from so many women that they feel they need more confidence, might confidence be the one area where we think something does need to be addressed? Confidence Confidence is not fearlessness and not courage. It is more akin to trust – trusting yourself, a feeling that you are more likely to succeed than fail in 41 Barriers to Progress: Confidence and Bias any future action.

It happened to us, our colleagues, our friends, our research subjects, and coaching clients. ” Bias was not only a phenomenon in individuals, but something that was both influenced by, and contributed significantly to, organizational culture. Sub-conscious biases led to women being denied opportunities because of assumptions about their capabilities and competence, which people – both men and women – were not aware of harboring. Lack of confidence is another factor. 2 A lack of confidence seemed to us to be the underlying reason for other barriers: women’s tendency towards self-limiting beliefs and behaviors, which sometimes led to hesitating about or refusing to take up challenging opportunities for growth, and therefore missing out on the chance to develop confidence.

For advocacy to be really effective, the advocate needs to believe in a purpose and commit to changing the status quo. Champions for human talent are individuals who first and foremost believe in a level playing field to ensure talent has equal opportunity to rise to the top. Steven Cooper, Head of Personal Banking at Barclays Bank, talks about the changes introduced in Barclays to create a more balanced playing field for female talent; the focus for Barclays has been to address how the company attracts 100 per cent of the talent, not just 50 per cent.

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