Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.
Understand the system, make a strategy
Women in Leadership
January 2016
Janice Fraser
Director, People
Pivotal
Keep in touch!
@clevergirl
I’ve been in business for a long time.
Janice Fraser, 2016
@clevergirl
We’ve come a long way since the day
my business partners tried to deny my
maternity leave ...
Janice Fraser, 2016
@clevergirl
Even so, women don’t advance into leadership
proportionately.
0%
20%
40%
60%
80%
100%
IC M...
Janice Fraser, 2016
@clevergirl
But why?
It doesn’t make sense.
Janice Fraser, 2016
@clevergirl
What’s true in
the world? 

Literature
review.
Synthesize
findings &
map out a
system mode...
Janice Fraser, 2016
@clevergirl
1. Stanford Study: Climbing the Technical Ladder: Obstacles and Solutions for Mid-Level wo...
Janice Fraser, 2016
@clevergirl
• Senior women get fewer key opportunities than men.12, 14
• Self-reinforcing factors bias...
Janice Fraser, 2016
@clevergirl
Stanford researchers have
identified 3 causal factors
that significantly hinder
women’s as...
Janice Fraser, 2016
@clevergirl
Women’s Leadership Pipeline
Inputs and Outcomes
Sponsorship
Networks &
Social Capital
Tale...
Janice Fraser, 2016
@clevergirl
Women’s Leadership Pipeline
Inputs and Outcomes
Sponsorship
Networks &
Social Capital
Tale...
Janice Fraser, 2016
@clevergirl
Women’s Leadership Pipeline
Inputs and Outcomes
Stretch
Assignments
Senior
Leadership
70%
Janice Fraser, 2016
@clevergirl
Women’s Leadership Pipeline
Inputs and Outcomes
Stretch
Assignments
Senior
Leadership
OPT ...
Janice Fraser, 2016
@clevergirl
Women’s Leadership Pipeline
Inputs and Outcomes
Talent

Reviews
Stretch
Assignments
Senior...
Janice Fraser, 2016
@clevergirl
Women’s Leadership Pipeline
Inputs and Outcomes
Sponsorship
Networks &
Social Capital
Tale...
Janice Fraser, 2016
@clevergirl
Women’s Leadership Pipeline
Inputs and Outcomes
Sponsorship
Networks &
Social Capital
Tale...
Janice Fraser, 2016
@clevergirl
Explicit Strategies
For Managing Career Advancement
Sponsorship
Networks &
Social Capital
...
Thank you!
Upcoming SlideShare
Loading in …5
×

of

The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 1 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 2 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 3 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 4 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 5 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 6 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 7 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 8 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 9 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 10 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 11 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 12 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 13 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 14 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 15 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 16 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 17 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 18 The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram Slide 19
Upcoming SlideShare
(Full Text Version) The Leadership Machine: All the Research about Women's Career Advancement Summed Up in One Usable Diagram
Next
Download to read offline and view in fullscreen.

15 Likes

Share

Download to read offline

The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram

Download to read offline

Even after 20 years in Silicon Valley, Janice Fraser was baffled by the hundreds of articles and studies that each try to explain why women don't advance into senior leadership at the same rate as men. Drawing upon dozens of these publications, Janice has mapped out the system, in simple boxes and arrows, showing clearly where the leaks are in the leadership pipeline for women, and how we can plug them. Her findings provide a powerful roadmap for men and women who want to do better for themselves and their colleagues. By courageously looking at how people really advance and what holds them back, we can each develop explicit strategies for managing our own careers and understanding how best to support others.

Related Books

Free with a 30 day trial from Scribd

See all

Related Audiobooks

Free with a 30 day trial from Scribd

See all

The Leadership Machine: All the Research About Women's Career Advancement Summed Up in One Usable Diagram

  1. 1. Understand the system, make a strategy Women in Leadership January 2016 Janice Fraser Director, People Pivotal
  2. 2. Keep in touch! @clevergirl
  3. 3. I’ve been in business for a long time.
  4. 4. Janice Fraser, 2016 @clevergirl We’ve come a long way since the day my business partners tried to deny my maternity leave retroactively because in their view parenthood was a “lifestyle choice”.
  5. 5. Janice Fraser, 2016 @clevergirl Even so, women don’t advance into leadership proportionately. 0% 20% 40% 60% 80% 100% IC Manager Director VP SVP C-Suite Source: Women in the Workplace 2016, McKinsey22 This study comprised 132 companies that employ collectively 4.6 million people. % Men % Women
  6. 6. Janice Fraser, 2016 @clevergirl But why? It doesn’t make sense.
  7. 7. Janice Fraser, 2016 @clevergirl What’s true in the world? 
 Literature review. Synthesize findings & map out a system model Make explicit strategies to support the advancement of women. My plan.
  8. 8. Janice Fraser, 2016 @clevergirl 1. Stanford Study: Climbing the Technical Ladder: Obstacles and Solutions for Mid-Level women in Technology, Clayman Institute for Gender Research 2009 2. McKinsey Study: Unlocking the full potential of women at work, 2012 3. Catalyst Study: Good Intentions, Imperfect Execution? Women get fewer Game Changing Leadership Roles, 2011 4. Anita Borg Institute: Barriers to the advancement of technical women. A review of the literature, 2007 5. HBR: To Close the Gender Gap, Focus on Assignments, 2012 6. HBR: Why Men Still Get More Promotions than Women, 2010 7. HBR: Women in Management, Delusions of Progress, 2010 8. Bersin: What Exactly Are Talent Calibration Sessions Versus Talent Reviews?, 2008 9. Fortune: The abrasiveness trap: High-achieving men and women are described differently in reviews, 2015 10. HBR Press: Through the Labyrinth, 2007 11. Catalyst Study: The Double-Bind DIlemma, 2007 12. HBR Study: Women Get Fewer Game-Changing Leadership Roles, 2012 13. Clayman Institute: Senior Leadership Summit for Women (WT2 Conference), Feb 2016 14. Forbes: The 'Glass Cliff' Phenomenon That Senior Female Leaders Face Today And How To Avoid It, 2015 15. PWC/Strategy& Study: The 2013 Chief Executive Study, 2013 16. Google, Search result definition. March 2015 17. Journal of Advances in Gender Research: Gendered Networks: Professional Connections of Science and Engineering Faculty 18. UC Hastings: Double Jeopardy? Gender Bias Against Women of Color in Science 19. HBR: Prove Yourself ... Again: Why Women Get Overlooked for Management Positions 20. Slate Study: How to Get Ahead as a Woman in Tech: Interrupt Men 21. Catalyst Study: The Double Bind Dilemma for Women in Leadership: Damned if You Do Doomed if You Don’t 22. McKinsey Study: Women in the Workplace, 2016 (Just published this week) The studies.
  9. 9. Janice Fraser, 2016 @clevergirl • Senior women get fewer key opportunities than men.12, 14 • Self-reinforcing factors bias leadership pipelines against women.1, 2 • Research from leading institutions has identified a small number of causal patterns.2, 13 • This situation can be reversed over time through sustained effort rooted in belief about the problem.1, 2 What I found.
  10. 10. Janice Fraser, 2016 @clevergirl Stanford researchers have identified 3 causal factors that significantly hinder women’s ascent to top leadership roles.13 Good news. Sourcing & Screening Interviewing & Selecting Power & Team Dynamics Performance Reviews Talent Reviews & Calibration Assignments & Promotions Compensation
  11. 11. Janice Fraser, 2016 @clevergirl Women’s Leadership Pipeline Inputs and Outcomes Sponsorship Networks & Social Capital Talent
 Reviews Stretch Assignments Senior Leadership OPT OUT Staff Role Laterals Sidelines 70% Mentorship Glass Cliff 20% Performance 
 Evals
  12. 12. Janice Fraser, 2016 @clevergirl Women’s Leadership Pipeline Inputs and Outcomes Sponsorship Networks & Social Capital Talent
 Reviews Stretch Assignments Senior Leadership OPT OUT Staff Role Laterals Sidelines 70% Mentorship Glass Cliff 20% Performance 
 Evals
  13. 13. Janice Fraser, 2016 @clevergirl Women’s Leadership Pipeline Inputs and Outcomes Stretch Assignments Senior Leadership 70%
  14. 14. Janice Fraser, 2016 @clevergirl Women’s Leadership Pipeline Inputs and Outcomes Stretch Assignments Senior Leadership OPT OUT Staff Role Laterals Sidelines 70% Glass Cliff
  15. 15. Janice Fraser, 2016 @clevergirl Women’s Leadership Pipeline Inputs and Outcomes Talent
 Reviews Stretch Assignments Senior Leadership OPT OUT Staff Role Laterals Sidelines 70% Glass Cliff
  16. 16. Janice Fraser, 2016 @clevergirl Women’s Leadership Pipeline Inputs and Outcomes Sponsorship Networks & Social Capital Talent
 Reviews Stretch Assignments Senior Leadership OPT OUT Staff Role Laterals Sidelines 70% Glass Cliff 20%
  17. 17. Janice Fraser, 2016 @clevergirl Women’s Leadership Pipeline Inputs and Outcomes Sponsorship Networks & Social Capital Talent
 Reviews Stretch Assignments Senior Leadership OPT OUT Staff Role Laterals Sidelines 70% Mentorship Glass Cliff 20% Performance 
 Evals
  18. 18. Janice Fraser, 2016 @clevergirl Explicit Strategies For Managing Career Advancement Sponsorship Networks & Social Capital Stretch Assignments Staff Role Laterals Sidelines Glass Cliff CULTIVATE relationships across “type” BE ONE FIND ONE Remember this is a quid pro quo relationship CAUTION CAUTION SEEK
  19. 19. Thank you!
  • HonourPearson

    Jan. 13, 2017
  • ChristianaLackner

    Nov. 5, 2016
  • CorinaAcosta1

    Oct. 28, 2016
  • marionbaillat

    Oct. 22, 2016
  • BeanDavidAnderson

    Oct. 11, 2016
  • BrigidAnneGilbert

    Oct. 9, 2016
  • TamaraForza

    Oct. 5, 2016
  • dore78

    Oct. 4, 2016
  • LaurenGJohnsonMS

    Oct. 4, 2016
  • DawnLambeth

    Oct. 4, 2016
  • AmyFlanagan1

    Oct. 3, 2016
  • DanaLawrenceCIACFSAC

    Oct. 3, 2016
  • leahlasalla

    Oct. 3, 2016
  • MelanieHealey1

    Oct. 2, 2016
  • boia01

    Sep. 30, 2016

Even after 20 years in Silicon Valley, Janice Fraser was baffled by the hundreds of articles and studies that each try to explain why women don't advance into senior leadership at the same rate as men. Drawing upon dozens of these publications, Janice has mapped out the system, in simple boxes and arrows, showing clearly where the leaks are in the leadership pipeline for women, and how we can plug them. Her findings provide a powerful roadmap for men and women who want to do better for themselves and their colleagues. By courageously looking at how people really advance and what holds them back, we can each develop explicit strategies for managing our own careers and understanding how best to support others.

Views

Total views

2,600

On Slideshare

0

From embeds

0

Number of embeds

33

Actions

Downloads

25

Shares

0

Comments

0

Likes

15

×