Your Women’s Leadership Strategy – Bringing It All Together

Real Diversity Isn’t a Journey It’s an Integrated Strategy to Change Your Culture (Part 4 of 4)

For the first three posts on creating an integrated women’s leadership strategy I have focused on hard business dialogue, measures, metrics and accountability. My last segment will focus on an equally critical element that many organizations cannot even measure today but is evolving into . . .

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Ladies, Are You Ready For Some Football!!!!

Fantasy Football, Women and Networking.

Recently while flying back from a client gender strategy consulting session, I was re-reading Sheryl Sandberg’s Lean-In, when I glanced at the women next to me and she was reading ESPN’s 2015 Fantasy Football Preview. We shared a laugh that she was reading about football and I was reading about women’s leadership advancement. For the next hour we . . .

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Leveraging The Four Critical Business Functions To Accelerate Your Women’s Leadership Strategy

How to Operationalize Your Women’s Leadership Strategy (Part Three of a Four Part Series)

Recap: In Part 1 I discussed the need to have an integrated approach to your Women’s Leadership Strategy and linked it to three critical business drivers, 1) Grow Revenue, 2) Improve Operating Profit, 3) and Enhance Your Corporate Reputation. In Part 2, I discussed the . . .

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Why Businesses Need to Attract, Advance and Retain Women (and Minorities)

How the 80/80/80 Solution is the Critical Foundation of an Integrated Women’s Leadership Strategy (Part Two of a Four Part Series)

The majority of organizations today cannot articulate in simple terms why it is a business critical imperative to attract, advance, and retain women.

While senior leadership discusses broad plans, if I, as a middle manager of the organization cannot articulate why this is important . . .

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