On 5 October 2016, Borderless Consultants Rosalie Harrison and June Nilsson will present at a dynamic Women in Leadership Forum during the CPhI Congress in Barcelona. In the lead-up we’re recommending essential reads which explore the issues.
In this week’s featured article, Teresa Briggs, vice chair and West region managing partner at Deloitte makes the case for sponsors rather than mentors. In the article for Fortune, Briggs argues that sponsors have more invested in the process as their success is intertwined with that of the person they sponsor.
She firmly believes sponsors are more likely to ‘go into bat for you’ – opening doors and actively lobbying on your behalf. By contrast, Briggs sees mentoring as a passive process which does not equip women with the skills and contacts they need to take on leadership roles.
Read: Mentoring female leaders
What has been your experience of sponsorship or mentoring, and which do you recommend? Let us know what you think via Twitter @borderlessexec #WomeninLeadership
It can be a real challenge to try to fabricate fun, especially in a group workplace setting. I’m not going to claim to have the perfect answer to that, because I do think fun is much like romance: if you try to force it too much, it’s not going to happen. What you can do, though, is set the stage for it.
The specific attributes that leaders of color bring can be the key to unlocking great leadership — for everyone. To better understand the relationship between leadership and identity, the authors talked to 25 leaders of color across the social sector and drew on their client work. Their research identified several noteworthy assets that leaders of color bring to their organizations.
The mission of a CEO used to be fairly straightforward. Set the vision and strategy of your company and make sure the right people are in the right roles. Above all else, grow as fast and as big as you can. But as the world has changed, so have the demands of the CEO job— and the skills needed to succeed in it.