My last post focused on common problems that companies face in realizing a meaningful return on their investment in attracting, retaining, and advancing women leaders. While many forward-thinking organizations have well-developed programs in place to support their women leaders, the desired results are just not being seen in a large number of these Fortune 500 organizations.
Problems are easy to pinpoint, evidenced by the large number of articles in the media elaborating on them. Solutions, on the other hand, have been elusive for this particular challenge. While there are several first-level strategies that women, men, and organizations can execute to improve the situation (as detailed in my last post), none of these approaches by itself is sufficient to truly solve the problem. The solution lies in consistently following through at each of these three levels simultaneously.Continue Reading