It’s time that more of us see how the personal lives of women with children can be sources of strength and capacity for leadership. What if we spent just 10% more energy focused on seeing and seeking the benefits of motherhood for leadership, balancing those with risks and challenges, and using the assets to drive through the issues? Smart leaders do that with business problems. If we do, we are more likely to retain and engage women leaders through all parts of the lifecycle.
Read MoreWriting only about positives would be a fairy tale. This piece tells the story of a stupidly early morning meeting, called by a powerful male executive who prides himself on being “available 24-7.” The female executive had to contort her and her child’s schedules to “protect her brand.” There is gender bias in play (Do you see it?). And her mental toughness, emotional intelligence, and resilience skills see her through it. We hold her story up to the light to increase awareness (this is what gender bias can look like) and to enable wiser moment-to-moment choices by all actors, male and female. Emotional intelligence and resilience skills are well known assets for leaders, and they matter a great deal when you have to navigate inequity. #youarenotalone
Read MoreIf you are a leader who is trying to recruit, retain and advance diverse talent, take a minute to consider these three questions.
Does the way your organization talks about and showcases senior and executive leadership look and sound like “a good time”?
If you had to “swim upstream” (e.g., against internal and external biases), would you be inspired or compelled to put extra energy into that journey?
Does the picture you and your colleagues paint of being a woman in senior and executive leadership motivate a sane person to choose that life?
Odds are you either love or hate the term “LeaderMom.” It is personal and hits nerves. Those who love it identify with it right away. Those who flinch or recoil may find it too familiar or unbecoming at work, may not have wanted kids or been able to have them, or may not relate to the term “leader” (even as they engage others to get results in schools or communities, or work incredibly hard to engage families and friends).
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