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
There also needs to be an understanding of the toll that caring takes on the mental, and sometimes physical, health of the individual. The constant mental burden of ensuring that both children and the elderly are cared for needs to be recognised by managers, followed by an honest discussion with employees about how best to manage and support it.
Next year will see some kind of embarrassing calamity related to artificial intelligence and hiring. That’s according to Forrester’s predictions for 2024, which prophesied that the heavy use of AI by both candidates and recruiters will lead to at least one well-known company to hire a nonexistent candidate, and at least one business to hire a real candidate for a nonexistent job.
Management is a task most of us simply learn on the job—and those jobs are changing at a rapid speed. Now, it’s more common to talk about learning mindsets and skills training as if leadership is yet another talent you have to develop yourself.
