2. Women’s progress stops at the professional
and management level
4.0%
8.1%
16.6%
14.3%
51.5%
46.9%
WOMEN IN BUSINESS
CEOs
Top Earners
Board Seats
Management, Professional, and
Related Occupations
U.S. Labor Force
Executive Officers
3. In a May 2, 2013 Fortune article, Warren Buffett said
he
◦ “…was privileged to work during a period when it was only
necessary to compete against half of the population.”
In her 2013 book, Lean In, Facebook’s Sheryl
Sandberg says
◦ “In my experience…women are also more reluctant to apply
for promotions even when deserved, often believing
that good job performance will
naturally lead to rewards.”
4. The September 2013 Harvard Business
Review article, “Women Rising: The Unseen
Barriers,” concludes:
◦ Unconscious and often unintentional gender bias
exists even among the well-meaning
◦ Women’s leadership programs must provide:
A safe environment
Where women leaders can experiment
Get clear on their leadership purpose
And build relationships
5. Succession planning often reveals a
leadership gap below executive levels
Companies can strengthen their leadership
bench by investing in high-potential women
An improving job market
is making talent harder
to retain – turnover is
expensive and consumes
valuable time
6. Create a leadership development approach
that meets individual and business needs,
overcomes time constraints, and matches
available funds
7. Six months of on-the-job
professionally-led peer
coaching groups, topic
delivery, and 1-1 coaching
that addresses individual
and business needs
8. Understanding
Yourself & Others
•Knowing Yourself
•Emotional Intelligence
•Understanding Work
Relationships
Leading Groups
•Building a High-
Performing Team
•Group Decision
Making
•Managing Change
Solving Problems
& Recognizing
Accomplishments
•Solving Performance
Problems
•Handling Conflict
•Registering Your
Impact &
Accomplishments
Leadership Skills
Identified by the
Organization
•Customized based on
corporate priorities
for your leaders
9. Record of strong performance and
commitment; consistently high
contribution level
Possesses advancement potential and aspires
to grow along either management or
technical leadership ladder
Currently at a level below Director/Executive
Valued as a leader at current level
10. 20 years coaching executives as an HR VP and
Director
Mentor for WOMEN Unlimited LEAD program
Coach for Global Women’s Leadership Network
Awarded YWCA Tribute to Women in Leadership
Published “Coaching Quicksand: Avoiding
Hidden Dangers that Trap the Best of Us,” in the
International Journal of Coaching in
Organizations
Education:
◦ Master’s Degree from Univ. of Pennsylvania
◦ HR Executive Program at Stanford GSB
◦ Advanced OD/HR Management program at Columbia Univ.
◦ Certified in the Myers-Briggs Type Indicator, Social Styles,
Firo B, PDI 360, and Lominger 360
Linda Thompson
12. “The closer that America comes to fully
employing the talents of all its citizens, the
greater its output of goods and services will
be. We've seen what can be accomplished
when we use 50% of our human capacity. If
you visualize what 100% can do, you'll join
me as an unbridled optimist about America's
future.”
13. Choose topics to fit YOU
Pilot with a group of high-potential women
Measure results
