Formal policies are just one piece of what’s needed to attract, develop, retain, and promote talented women in your organization.
Mentoring and sponsoring are important because a strong network can support you and advocate on your behalf. But while mentorship and sponsorship help all leaders advance in their careers, they’re especially important for women. Learn why, and how to get started.
Learn how CCL partnered with LeanIn, an initiative of the Sandberg Goldberg Bernthal Family Foundation, to empower women leaders globally, helping them authentically lead and inspire.
Senior-level women are often penalized when they promote their female colleagues. Our researchers uncovered why more women don’t support other women.
There are many benefits of having more women in the workplace, including greater employee engagement and retention. Learn more about the value of women in leadership positions and what women want from work.
Our analysis of leadership development interviews found that women leaders are almost as likely to chalk up their successes to “luck” as they are to say that they worked hard for them. Here’s how to change the way you think and reframe your leadership narrative.
More women than ever are moving into management roles, but there still aren’t very many women in the C-suite. Why, and what can be done? Get specific tips for leaders and organizations.
Women are more likely to be branded as “bossy” in the workplace and receive harsher negative consequences for it. Get our 4 recommendations to ban the “bossy” stereotypes.
CCL annually sponsors 2 awards honoring scholars making an impact on the learning, practice, and development of leadership through their research. This year’s awards were given to researchers focused on leadership dynamics affected by gender and ethnicity.
Featuring our “Elevate the System” research report on women leaders and insights on how organizations can address unconscious bias and equity issues.
