Bloomberg Radio News, London
Air Times: Weekdays 16:26, 16:57, 17:16 and 17:46 GMT
View the original announcement on LinkedIn.
Bloomberg Radio News, London
Air Times: Weekdays 16:26, 16:57, 17:16 and 17:46 GMT
View the original announcement on LinkedIn.
It is a privilege to serve on the Board of Advisors for PROMOTE Leadership, effective January 2018.
Our mission is to promote mentorship and leadership development of women in the US Special Operations Command.
PROMOTE’s work is in the true spirit of cross-gender mentorship: men and women serving as mentors for our nation’s women military leaders.
If you would like more information please contact me or view more of PROMOTE’s great work at their website.
View my article, , “6 Things Great Male Allies Do” on Catalyst’s MARC: Men Advocating Real Change website.
The article was first published on my website and LinkedIn, with key insights from many of the stories featured at The Corner of the Court Project.
Sonali’s Story: Selvan
“In 2003, I walked into the office of a senior leader at one of India’s leading Information Technology organisations in the city of Bangalore. I was a young leadership and management development facilitator aiming for a big job.
Back then, gender diversity and equality weren’t popular terms, and men weren’t being called upon to support women as they are now. Plus, I didn’t know the importance of a male ally in a male dominated world for a woman.
I found myself sitting in front of an unassuming, calm and approachable person. He sat behind a wooden desk and with team photographs and trophies lined on shelves all across a wall. He smiled reassuringly at me, and I instantly felt comfortable.
That was Selvan; head of a large training team that undertook a range of people development programs and projects for our global organisation. At the end of my interview, he walked down a set of stairs with me, asked if I wanted lunch and then led me to the nearest on-campus café. He even made a menu suggestion! Selvan then explained and wrote out directions to get to my final HR interview. This gesture of thoughtfulness and care has always stayed with me as one of his great leadership qualities.
I got selected and stayed on for six years with the organisation, and Selvan remained the head of our team and my skip level manager through that time. I can confidently say that his mentorship steered my career in a far better direction than if I had met a leader who didn’t focus on crafting a young woman’s career and providing her support and guidance through those crucial years.
Selvan shared his intention to be a mentor and sponsor right from the start. We would often meet in our pantry, and instead of nodding and moving on with his coffee, he always had a question to ask. Through these frequent and informal interactions I grew in my confidence to be myself and not try to fit in.
While he was my manager’s manager, he never talked down, patronised or brushed away a concern, instead, he was a great listener. Selvan truly had an open door policy. He engaged in a way that I knew I could walk in and talk to him. This helped me understand how things worked, which in the natural course of male dominated corporate life, rarely happens for a young woman starting out.
Selvan always pushed me to think bigger and not hesitate to share brave ideas about how I saw my career growing. I now understand the significance of those conversations much better.
Another great leadership value I saw exemplified in Selvan was his sense of fairness. He made sure I got my due credit even when I would be the most junior person in a task force to have contributed. Instead of ignoring my share, he paid close attention to the quality of my work and I always knew how I was doing and what I could do better. To have merit, initiative and competence rewarded in this manner proved crucial for my future career.
I hope this story helps someone identify if they have a male ally in their lives. Selvan has set a high bar for me ever since on how I engage with men. I’ve used his example several times as I’ve taught leadership skills across levels over the years.”
– Sonali D’silva, Founder and Principal Consultant, Equality Consulting
Adelaide, Australia
Sonali D’silva is author of Corporate Nirvana and is in the process of writing her second book ‘25 Practices of Inclusive Leaders‘. Sonali has spent two decades of her career in leadership and management development; her current work involves helping organisations build Inclusive Leaders, expand the influence of women leaders, and involve men in Gender Equality efforts.
View the original post at The Corner of the Court Project.
by Rachana Bhide
This article first appeared on LinkedIn December 29, 2017.
December 30th, 2017, marks our first anniversary at The Corner of the Court Project! One year ago, Megan, our first brave voice, submitted her story about her male ally, Dave, as a step to encourage men to play an active role in gender equality.
I say Megan was brave for two reasons: Megan is a graduate of the United States Merchant Marine Academy and currently manages the airfield at Tyndall Air Force Base. But Megan, and the other women who were early submitters to our project, also showed tremendous courage in submitting a story, having had no idea what the project would become. They simply believed in our concept and stepped up to share a personal story – of a father, a boss, a mentor – to help explore how positive examples of male allies would resonate.
Since then, we’ve published 30 stories from diverse, successful women, and the impact that our featured male allies have made are just as diverse and impactful. Whether a man of great positional influence like an NFL coach, or a man of great familial commitment like a husband or father; the male allies in our stories represent the capability of every man to be a strong supporter of women and gender equality.
What We’ve Learned
Reflection is an important part of being a good ally, and in the spirit of role modeling that behavior, here are The Corner of the Court’s reflections on our first year – or as I affectionately sum them up, the “Three P’s.”
Positivity
After we posted our first story at the end of 2016, at the start of 2017 I (perhaps somewhat boldly) wrote, “Now that 2017 has kicked off, I am sharing a personal resolution to make an impact on strengthening the support for male allies.” One year ago, I, like many of us, had no idea exactly what 2017 would bring in terms of visibility to gender dynamics, abuse of power, and the role of men: as perpetrators of abuse, but also as allies in the workplace and at home.
Particularly as the #MeToo movement raised important awareness of widespread abuse, we carefully examined how our project could support women’s voices alongside the painful stories being shared. We tested our message and found women were still very interested in sharing their ally stories, with strengthened resolve to encourage men to be positive influencers of change. We were hopeful when women readers continued to submit their stories of allyship, and specifically encouraged men in their lives to read the stories for examples on how to be a positive male ally.
Partnership
There are a lot of extraordinary people and teams who are committed to gender equality in the same spirit that we are – to build capabilities of men to be better mentors, bosses and allies.
Our partners have done so much for us in our first year. They’ve given our work visibility and critical dialogue through podcasts and television interviews. They’ve expanded our reach through conferences and various platforms online. They’ve given us tools to educate male allies in workshops and over dinner conversations. They also believed in us and have helped share our mission; often, they’ve referred great women to share stories on our site.
Here are some of the partners, friends and supporters we are proud and grateful to have leaned on during our first year:
Athena Rising (David Smith and Brad Johnson)
Better Male Allies
Bloomberg LP
Columbia University
Jennifer Brown Consulting
J.T. O’Donnell, Work It Daily
Julie Kratz, Pivot Point
#GoSponsorHer
LinkedIn
Lean In NYC
Men Advocating Real Change (MARC – Catalyst Inc)
MeTyme Network
PROMOTE
Protege Podcast
Ray Arata / Better Man Conference
State of Mind
Women in Sports & Events (WISE)
YWomen
Psychology
A number of our stories are those of “where I came from” – women talking about the first boss who became a lifelong mentor, or sharing the first lesson she recalls her father teaching her. One of the real gifts I receive from doing this work, is the opportunity to continue learning as a psychologist and researcher. I would be remiss if I didn’t say every story touches me in a unique way. One of the most vulnerable articles I wrote was a personal story about male depression and suicide; discovering that our project also supports men by acknowledging their positive contributions – it is through the stories that our women willingly share about a loved one, that I have been able to witness the importance of letting men know they can make an impact.
Positivity (and positive psychology) is a recurring theme of our project, and it’s because it’s so important to reinforcing and repeating good behavior. And it’s the very foundation of the relationships we reference when calling men gender partners and good “allies” (see: Unconscious Advocacy).
What’s Next…
More stories. More tangible behaviors that help men be better allies. More partnerships and gratitude for those committed to gender equality. These are how we will serve up the “next set” of stories and articles in the new year.
Wishing you an ally-filled New Year and great start to 2018!
“I like to tell people when they work with me, they are getting a ‘two-for’. I’m a Clinical Associate Professor of Marketing at the Kelley School of Business at Indiana University. My husband, Todd Saxton, also teaches at the Kelley School, as a Associate Professor of Strategy and Entrepreneurship. On many projects, we are both involved – either formally or behind the scenes: we are true partners in that we share ideas and seek the other person’s input. Most people and projects then, get both of our ideas, rather than just one person’s.
Todd is an ally in many ways. I am lucky to have him. He watched the struggles his mother faced in her generation, and can spot inequality early. Metaphorically, if I’m pushing a stone up hill, he’ll push with me… or will back up when I say, ‘I need to do this myself’ and be my biggest cheerleader. We have listened to ‘Lean In’ together. But, he also holds my feet to the fire. If I am being biased against other women (hey – we are all human), he’ll call me out on it. We make each other accountable for advocating for women and minorities.
One role Todd plays very well is anticipating and raising issues on my behalf if needed. The research shows that if a woman or minority engages in gender/ethnicity balancing, they are penalized. But, men gain respect when they advocate. If I raise a statistic or gap about women’s representation, for example, it may land with certain stakeholders as, ‘There goes Kim again.’ But Todd recognizes the situations in which his voice could hold more influence, and proactively addresses issues head-on. He will say things like, ‘What are we doing to support the women?’ Or, ‘we all know that these performance metrics may be gender biased…’
When I’m happy and successful, Todd is too. Said differently, he doesn’t sacrifice himself to help me. He helps me when doing so is something that brings him happiness and in his best interests. That way, he never resents the help he’s given. Our ‘two-for’ partnership shows how gender equality can greatly amplify the impact we make in our careers.”
– Kim, Clinical Associate Professor of Marketing, Kelley School of Business, Indiana University
Indianapolis, IN
Read this story and others at The Corner of the Court Project
“I had a great boss, Shawn, when I worked as a Technical Consultant in Market Research at Eli Lilly. Shawn did two things very well: he knew how to navigate the company culture to build influence, and he showed his advocacy through a behavior I call signaling.
Shawn hired me to create change by developing the technical expertise in marketing and market research for the organization. If you value a person, you want to make them successful; at Eli Lilly, they highly valued pedigree. When Shawn introduced me, he used my full name and credentials, leading with “This is Kim Saxton, she has a BS from MIT and her MBA/PhD in marketing and statistics from IU.” In doing so, he was setting me up for success immediately among the senior team and other staff.
He would also display a powerful behavior, signaling. When I was to serve as his delegate at a meeting, he’d go in with his coffee cup, say hi to those already there, and then leave as the meeting began. Everyone then knew that I was his delegate. Then as any initiative was getting started, he would introduce me and let me run the meeting or presentation. One initiative, he set up 33 presentations that I managed on his behalf. The intentionality he showed certainly reinforced his commitment to me, and to his overall role as an advocate.
Shawn and I had a great working relationship. This was in the pre-laptop days. As a technical consultant within Lilly, I was working with 10 different brand teams and on several organization-wide initiatives. We had a big presentation on one initiative to the top management team – the top 13 executives at Lilly. Shawn came in over the weekend to help me prep the final presentation. But, he was color-blind. So, as we were changing graphics on the slides, he would ask me which color – which row and column? When I finally took a vacation and came back, he noted, ‘Holy moly. I had to get on your computer to find a file. I was shocked. I had no idea how much you’d been working! I’m glad that so many teams are asking for your help. Thank you for just taking it all in stride.’
It seemed like a win-win-win situation. He helped me be successful, he made the organization better, and he demonstrated how to be a great male ally.”
– Kim, Clinical Associate Professor of Marketing, Kelley School of Business, Indiana University
Indianapolis, IN
Read this story and others at The Corner of the Court Project
By Rachana Bhide
I was having a Sunday chat with a male friend of mine in Madison Square Park here in New York City recently. He’s a successful tech CEO, and very committed to building a workplace that supports women and men equally.
“Rachana,” he said to me. “I went on your website and really like the stories [successful women sharing positive stories of their male allies]. But maybe you can break it down for me even more. I’m a dude, tell me exactly what it is I need to know, in one sentence, that these guys are doing so that I can also do it.”
Well. If I could go “meta” on my readers for a moment, this is it. One of my own male allies, pushing me to refine my approach, so that my work could more effectively reach more men. I reflected. Our project, The Corner of the Court, serves several purposes, one of which is to motivate men to take action and see that they have the full capacity within them to be great allies. And another purpose of the project is to curate stories, so that we can learn more about what’s actually happening out there — what is it that the best male allies are doing? What can the individual man do, to be a better ally?
So I took his suggestion, read through our stories and tried to pick out some unique and compelling themes — specific behaviors, to make it relevant and actionable — that our allies have shown.
Ready for the list? Here are six things a great male ally does:
1. He knows the culture
In any organization, leveraging your influence successfully relies on knowing and working within the culture. Jen Welter, the first female to coach in the NFL, said her ally, Bruce Arians, Head Coach of the Arizona Cardinals, knew how important it was to focus on the players. “in the process of hiring me… he wanted my position to be something his players were also proud of — in a way, he was letting the guys on the team be heroes in championing me,” says Jen.
Kim says that her mentor, Shawn, knew the pharmaceutical company where they worked heavily valued titles and pedigree. As such, when she joined his team in a senior role, he made sure to introduce her by leading with both her title and educational background — that she was a graduate of MIT, and she would be his trusted advisor.
2. He “signals” to others that he supports this woman and her role
Kim said her former boss used to visibly show others his support in a subtle but powerful way, a behavior she calls signaling. “At the start of the meeting, he would come in with his coffee cup, pause, and then leave. Then the meeting would start. Everyone knew I was still there and I was his delegate.”
Karen’s former boss, Digby, was similarly visible in his support. “He would preface things with, ‘What I learned from Karen is…’” says Karen. She continues, “This demonstrated a great deal of respect for me in front of my new colleagues.”
3. He asks her a really great question
Great allies on our website have often been able to make a lasting impact often with only a few, thoughtful words. A great question has often been the turning point in her career that many women remember. Chief Millenial Officer Liz, says her ally, JC, asked her, ‘What can you do to go the extra mile?’ while she says she was “breaking through many self-imposed limitations. He often asked me questions to get me to expand my thinking to go above and beyond.”
Similarly, when Emily, a Recruitment Marketing Specialist, hesitated about taking a new role, her boss, Kevin, asked, ‘Why don’t you want to be a recruiter?’ “If Kevin hadn’t intervened when I was feeling intimidated by the newness of cold calling, there is a possibility that I wouldn’t have developed the experience and skills that have been so critical to my career as a marketer now,” says Emily.
Nicole’s ally, Rory, similarly gave her a thought-provoking “assignment” to define her five value pillars, which Nicole says “greatly helped me learn a lot about myself” while she was going through a career transition.
4. He trusts his instincts, even if it means taking a chance
Jen knew that Bruce did not have “an easy decision, and certainly it was not one that had been made before,” in hiring her to be the first female to coach in the NFL.
She says, “Bruce is known for his saying, ‘No risk it, no biscuit,’ and that statement definitely applied to his decision to hire me. His courage in hiring me, a woman, has now opened the door for many other coaches to follow. I take great pride in knowing that Bruce was the first.”
Many of our women tell stories of when they first started out in a particular career or job, and that their male ally trusted his instincts as he mentored her. Shelley Smith of ESPN shares, “I was a new, young reporter for SI assigned to the NBA finals in the late 1980s. I was terrified. Jack (McCallum), whom I had never met, took me under his wing, showed me the ropes.”
5. He adapts, pitches in and shifts his own role
Several of our stories show how male allies are willing to make a needed shift without compromising thier own sense of contribution. Megan Anderson, Founder of #GoSponsorHer, says, “Sharing the pie 50/50 is tricky given that the proportions are always shifting and someone always ends up needing to do more of the grunt work at any given time. Mike and I are explicit about those shifts and explicit about who is taking the lead on the homefront at any given time.”
Julie Kratz, author of ONE: How Male Allies Support Women for Gender Equality, says, without her husband, Rustin, “Our coaching business and family life would not be possible. He maintains the home, takes excellent care of our amazing girls, helps with our business, and is always there when I need that nudge or to vent about travel snafus. He’s our family’s rock.”
Megan also says, “If we are going to make real change, we have to allow men to change too — they needn’t carry the traditional pressures being the sole partner with a career.”
6. He builds possibilities
Our great male allies and mentors help us create. This can be an actual, physical co-creation of a product, like Erin Albert’s mentor, Dr. David Borst, who together authored The S(He) Says Guide to Mentoring, a “his and hers perspective on setting up women’s mentoring programs.”
It can also be helping a woman see what possibilities could lie ahead. Sociologist Christin, says her mentor, Dr. M., asked if she would like to go to Cornell University for graduate school, which Christin says, “set in motion a career trajectory beyond my wildest dreams. Had he not suggested Cornell, I wouldn’t have applied and I certainly wouldn’t have been accepted or graduated. I took on an ambitious dissertation project, which helped me land a prestigious postdoc at Stanford… [which led to] my current position which is, in every way, my dream job.”
Know a great male ally? Or a positive behavior of what great male allies do? Share it with me! This list was meant to spark ideas and conversation about helpful behaviors men can practice and emulate. And don’t forget to check out all our women’s stories at The Corner of the Court Project.
View this article on LinkedIn.
“Finding male allies and mentors is a challenge for women. However, once you do strike gold and find them, it is key to remain engaged with them in the long term, throughout your career.
I’ve been lucky enough over the course of my own career to find many male mentors and allies. And, I love working with them as well on projects that have a larger impact and outcomes.
One recent example of this long-term engagement happened when I lucked out and struck up a mentor in my former business school dean, Dr. David Borst. Although I graduated several years ago now from Concordia University Wisconsin, he recently also retired as dean. We had the opportunity to chat and figure out how to collaborate on a bigger project, now that he had more time to dedicate to something broader reaching.
As someone who had additionally set up a women’s mentoring program in his hometown of Milwaukee, WI (he calls it an ‘advisory board’), we decided it would be important to collaborate on a book project that describes how to set up a mentoring program for women – through the lens of a male perspective (his) and mine as a woman.
The S(He) Says Guide to Mentoring was born in the spring of 2017. It is a his and hers perspective on setting up women’s mentoring programs.
Once the book was launched, I attended his women’s advisory board and we shared our story of the book and the collaboration. He held a fire side chat and book launch in Milwaukee later that evening, where we chatted from a his and hers perspective about the value of mentoring women, male allies and collaboration.
We also had each other on our respective radio show/podcast to discuss the collaboration. Dr. Borst’s radio show is on the air in Milwaukee, where I appeared as a guest about the book, and I had him as a guest on a podcast that I co-host about career development, The Pharmacy Podcast.
I also had Dr. Borst come to Indianapolis, my hometown, where I serve as president for a nonprofit association, The Healthcare Businesswomen’s Association, Indiana Chapter. Dr. Borst moderated a panel of all men — we called them “Manbassadors” — to discuss why and how to mentor women in healthcare and life sciences.
In the end, on this project, my mentor became my peer in many respects (although I certainly still consider him a mentor). And more than a dozen years after b school for me, I have the pleasure and honor of remaining connected to Dr. Borst.
No woman is an island, and we need to continue to engage and foster long term, collaborative partnerships with our mentors and allies. I appreciate his time and talent, and most of all the opportunity to share an idea with and through him to a wider audience.”
– Erin, Author, The “S(He) Says Guide to Mentoring”
Indianapolis, IN
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Erin Albert, MBA, PharmD, JD is an author, entrepreneur, pharmacist, lawyer and podcaster. She has authored over 20 books, which can be found at her website, www.erinalbert.com.
Dr. Borst also has a website, www.borstthebrand.com.
“One kind of ally is a sponsor. I speak a lot about how sponsors are critical to help push your career forward. I’m the Founder of #GoSponsorHer, a campaign for leaders to play an active and intentional role in the success of high-potential women. I’ve personally been inspired and supported by many strong sponsors — both men and women — I’ve had in my career at McKinsey and at integrate.ai.
Today I want to focus less on my sponsors and more on a different kind of ally in my life, in fact the most important ally in my life who supports every step of the work I do – my fiancée, Mike. We had the benefit of starting our relationship together, on equal footing, at university. We were both highly ambitious students, majoring in business and supporting each other through interviews. He went into investment banking, I went into consulting; first as interns and then full-time.
Early in our relationship we experienced the extremes of one partner having significant demands at work. We first went through it as Mike worked his job in investment banking; though the hours I put in at my consulting firm were high they were not as crazy as his so I did more of ‘the lift’ in our personal lives — making sure our lives together ran smoothly in every other element besides career.
Then we experienced a shift: Mike made a career change that gave him more time and flexibility and I got promoted at McKinsey making me busier than ever. Accordingly, Mike started taking on the role of doing more of the lift at home. It has just always worked that way with us; we are very clear on where we both are in a given week, month or year in terms of demands on our time and energy in order to make the rest of our lives work. We take turns.
We’re both good at knowing what the other needs, whether it’s a pep talk, and/or sympathy. Hopefully that is what a good sponsor or mentor also does for you: they know when you need a kick in the pants, or, a little bit of sympathy… I think a relationship should do the same… though we humans tend to be less good at doing that for people we love: we tend to over-index toward sympathy or tough love.
Mike and I together maintain two killer careers, a network of family and friends and a house. All of those things contribute to a huge pie. Sharing the pie 50/50 is tricky given that the proportions are always shifting and someone always ends up needing to do more of the grunt work at any given time. Mike and I are explicit about those shifts and explicit about who is taking the lead on the Homefront at any given time. It’s been amazing to have a partner who is, quite frankly, willing to do that, because you look at the research and it always says that no matter who has the successful career, the woman is doing more at home. If we are going to make real change, we have to allow men to change too — they needn’t carry the traditional pressures being the sole partner with a career.
If we are going to level the playing field, our efforts in the corporate environment must extend to home life. I am so grateful to have found a partner like Mike who cares just as much about supporting my career and my passions as I do his.”
– Megan Anderson, Business Development Director, integrate.ai
Toronto, Canada
Megan Anderson is the co-founder of #GoSponsorHer. a social campaign to accelerate the sponsorship of high-potential women in Canada and beyond. She created the project out of a deep desire to empower the next generation of Female CEOs and break the glass ceiling for good. #GoSponsorHer has enlisted an expansive network of both male and female allies who are sponsoring women at their organizations. If your your or organization would like to participate, please check out www.gosponsorher.com!