Posted by: madisonmccormick0173 | March 28, 2019

Moving Forward

After reading many various articles on the struggles of women in leadership, it is time to address ways to move forward. Yes, slowly but surely, women are becoming more accepted in leadership positions but we should not settle for mediocracy. If we are willing to take the time to learn about how women have to go through so many barriers, it is important to stop to create and implement plans that can help ease these issues for women and promote women’s success.

I came across an article that does a wonderful job of applauding women’s current initiatives and providing new ideas that have been tested to help women’s success. The article talks about the two points corporate women’s leadership programs focus on, women’s network and formal mentoring programs.

Women’s networks typically hold a monthly or quarterly event inviting women and men to gather to listen to a speaker. The speaker usually develop great energy for the company and the participants are able to hear no ideas that are valuable. The downside is that life gets busy and when the participants return to normal work that the new ideas get pushed to the back of their to-do list.

One-to-one mentoring is a great way to connect and is the solution to supporting women in their struggles. Having a role model who has already gone through the tough times show you the ropes is extremely beneficial although if there aren’t many women in those positions then finding strong mentors can be difficult.

The article proposes a new initiative along with these two, peer-mentorship. This idea suggests that groups of three to four women that meet together monthly to discuss issues and provide support on ways they can advance their careers can create a safe place for women to openly discuss challenges without hurting their career. Knowing you aren’t alone in your battles is uplifting and holds people accountable.

What do you think about the peer-mentorship program proposed? Do you think that this is more or less beneficial than networking and one-to-one mentorship? Do you think there are possible negative effects this could have in an organization?

https://womenevolution.com/the-secret-to-a-successful-womens-leadership-initiative/

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Responses

  1. I really like this article and how people are coming up with ways to help women in leadership roles become the norm. When doing the interview analysis, the person I interviewed said that if it wasn’t for the 4 to 5 women in front of her helping the cultural, she wouldn’t have made it. The she made it a point to help other women coming in to the working world. I think one-to-one mentoring is a great idea. This would make me feel so welcome, and know that someone really cares about me. I had one to one meetings with my coach and it helped a lot to know exactly what she wanted out of me, and what I can improve on for the team. I like peer-mentorship program, however I worry that with everyone on the same level, nothing will get accomplished. I think that there should be a leader in this group. But other than that I really enjoyed reading about their thoughts.

  2. I really liked the article you attached because it recognized the good and bad for each of the strategies discussed. I like the idea of peer-mentoring because I still feel like it allows women to network. I’m sure there are plenty of people who work with others they do not rarely speak to or know much about outside of work. This type of mentoring allows women the opportunity to get to know the people they work with and hear their thoughts and opinions about the topics they discussed. There could be a situation in which one person in the group knows more information or feels stronger about a certain topic leading to more discussion and possibilities of expanding people’s knowledge and initial thoughts about certain ideas. I believe this strategy can be equally as beneficial as the other two mentioned because networking and one-on-one mentoring are still great ways to help women further their success. Problems that could come up with peer-mentoring, one that the article stated, is it could become a gossip session in which there are no improvements or meaningful conversation occurring. Also, in a group, there is the potential for 1-2 people not to show up, missing the importance and point of it being peer mentoring, not individual.

  3. I think it is important that all of these things are done to help foster women in leadership positions, but I also think it is important that these initiatives are not excluding men. Men can be essential components in helping women advance in their careers if we teach men to become allies and help mentor women and bring them to the forefront. While one-to-one mentoring is good, it is also very exclusive. Women’s networks and peer mentorship are more inclusive, but can also become a clique if not done properly. I think developing some program that educates men on ways to include women in important discussions while promoting their growth would be helpful as well. We can’t always leave men out of the conversation. Their voices could help women advance and put the right people into positions of leadership.

  4. I really liked the article you included. I think peer mentoring is so important in helping women achieve top leadership roles. I know the woman I interviewed talked about mentoring a lot and how she acts as a mentor to many other women in her company and was able to help them get promoted. She also talked about how she would have never taken on her new promotion if it hadn’t been for her co-workers and friends encouraging her and mentoring her along the way. I think it is important for companies to have mentoring programs for men and women so that it can help younger women see these successful women as role models while also promoting growth for both men and women.

  5. This article was really interesting to read! I think peer mentoring is more valuable than individual mentoring because with 3-4 people, you are gaining a wider range of opinions and perspectives. I want to be a teacher, and I would much rather get feedback from several individuals instead of just one. I do think either type of mentoring is valuable (and I also think it depends on the profession you go into), but I think peer mentorship has more to offer individuals. If you only rely on one person to mentor you and that person is off one day or is having a bad day, that negatively affects you as well. However, if you have a core support system of 3-4 people, one person does not significantly affect the group. I think it’s really cool that they offer to provide a peer-mentoring toolkit to anyone interested because I think people often like the ideas of these types of things but fail to follow through and actually enact them into their own lives.

  6. I really like the idea of a peer mentorship program from this article, because I do believe this will significantly influence the women in the workforce in a positive way. I am going into the field of elementary education, and new teachers are assigned to a “team” with other teachers from that specific grade level to help them with lesson planning and bounce ideas off each other for curriculum. I think this is super helpful, because you are able to have a group of other teachers supporting you and assisting any questions you may have. This is similar to a peer mentorship program, which I think would be great for women in the workforce to have. Having other people to listen to issues and relay ideas with makes a huge difference and can positively impact the entire work environment.

  7. Personally, I feel as though all of these forms of mentorship are all beneficial to the success of women in leadership roles – the two women that I interviewed for my paper both stated that being mentored by successful women in one way or another helped them in their path to becoming a leader. They both also said that they enjoy being able to be a mentor in one way or another to other women in their field. Peer mentorship programs seem like a good idea to me, but I feel as though it may be dependent on the personalities of the women in the field, as some people may not want to be forced into a group dynamic outside of their work. But with this being all women, it also may be a way for women to work on ways to improve the gender dynamics of their workplace and incite change in ways they may not be able to do so alone.

  8. I think the idea of peer mentorship is a great idea, in addition to one-on-one mentoring. This peer mentorship could be used as a safe space for women to talk about issues. This way, we can invite men into these women’s leadership conferences without feeling like the safe space is lost. These groups of three to four women can be a great time to bounce off small-wins as well as proposed changes. However, I think that one-on-one mentorship still holds valuable opportunities for individuals growth and encouragement. The woman I interviewed for the interview analysis paper said that she would not have pursued promotions if it wasn’t for the advice from her mentor.


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