0:00:15.851,0:00:19.215 Women represent 50 percent 0:00:19.215,0:00:23.247 of middle management[br]and professional positions 0:00:23.247,0:00:26.378 but the percentages of women[br]at the top of organizations, 0:00:26.378,0:00:28.349 like Kathleen Murphy, 0:00:28.349,0:00:31.180 whom you've heard, and Gail Goodman[br]who's speaking later, 0:00:31.180,0:00:33.961 represent not even a third of that number. [br] 0:00:33.961,0:00:36.210 So some people hear that statistic 0:00:36.210,0:00:40.979 and they ask, why do we have [br]so few women leaders? 0:00:40.979,0:00:43.610 But I look at that statistic 0:00:43.610,0:00:48.960 and if you, like me, believe[br]that leadership manifests at every level, 0:00:48.960,0:00:52.329 you would see that there's a tremendous, 0:00:52.329,0:00:55.480 awesome resource of leaders 0:00:55.480,0:01:01.224 who are leading in middle management,[br]which raises a different question: 0:01:01.224,0:01:05.363 "Why are there so many women[br]mired in the middle, 0:01:05.363,0:01:09.829 and what has to happen[br]to take them to the top?" 0:01:09.829,0:01:12.634 So some of you might be[br]some of those women 0:01:12.634,0:01:14.565 who are in middle management 0:01:14.565,0:01:18.164 and seeking to move[br]up in your organization. 0:01:18.164,0:01:21.797 Well, Tonya is a great example[br]of one of these women. 0:01:21.797,0:01:23.620 I met her two years ago. 0:01:23.620,0:01:27.330 She was a vice president[br]in a Fortune 50 company. 0:01:27.330,0:01:31.390 And she said to me[br]with a sense of deep frustration, 0:01:31.390,0:01:34.590 "I've worked really hard[br]to improve my confidence 0:01:34.590,0:01:38.100 and my assertiveness[br]and develop a great brand. 0:01:38.116,0:01:41.774 I get terrific performance evals[br]from my boss. 0:01:41.774,0:01:48.150 My 360s in the organization let me[br]know that my teams love working for me. 0:01:48.150,0:01:51.770 I've taken every management course[br]that I can here. 0:01:51.770,0:01:55.540 I'm working with a terrific mentor and yet 0:01:55.540,0:02:00.260 I've been passed over twice [br]for advancement opportunities, 0:02:00.260,0:02:02.590 even when my manager knows 0:02:02.590,0:02:08.863 that I'm committed to moving up and even[br]interested in an international assignment. 0:02:08.863,0:02:12.502 I don't understand[br]why I'm being passed over." 0:02:12.502,0:02:15.089 So what Tonya doesn't realize 0:02:15.099,0:02:19.629 is that there's a missing 33 percent[br]of the career success 0:02:19.629,0:02:22.193 equation for women, 0:02:26.181,0:02:29.881 and it's understanding[br]what this missing 33 percent is 0:02:29.881,0:02:34.547 that's required to close[br]the gender gap at the top. 0:02:34.547,0:02:40.050 So if you have listened[br]to Sheryl Sandberg's TED Talk, 0:02:40.050,0:02:43.956 get ready for women in leadership 2.0. 0:02:43.956,0:02:46.795 In order to move up in organizations, 0:02:46.795,0:02:49.832 you have to be known[br]for your leadership skills. 0:02:49.832,0:02:53.377 And this would apply to any of you,[br]women or men. 0:02:53.377,0:02:58.661 It means that you have to be recognized[br]for using the greatness in you 0:02:59.600,0:03:02.790 to achieve and sustain[br]extraordinary outcomes 0:03:02.790,0:03:05.710 by engaging the greatness in others.[br] 0:03:05.710,0:03:07.535 Put in other language, 0:03:07.535,0:03:12.193 it means you have to use your skills[br]and talents and abilities 0:03:12.193,0:03:17.360 to help the organization achieve[br]its strategic financial goals 0:03:17.360,0:03:20.990 and do that by working effectively[br]with others, 0:03:20.990,0:03:25.080 inside of the organization and outside. 0:03:25.080,0:03:28.569 And although all three of these elements[br]of leadership 0:03:28.569,0:03:32.171 are important when it comes to moving up[br]in organizations, 0:03:32.171,0:03:34.246 they aren't equally important. 0:03:34.246,0:03:38.776 So pay attention to the green box[br]as I move forward. 0:03:40.676,0:03:45.868 In seeking and identifying [br]employees with high potential, 0:03:45.868,0:03:49.982 the potential to go to the top[br]of organizations, 0:03:49.982,0:03:55.567 the skills and competencies[br]that relate to that green box 0:03:55.567,0:04:01.183 are rated twice as heavily as those[br]in the other two elements of leadership. 0:04:01.183,0:04:04.000 These skills and competencies 0:04:04.000,0:04:09.434 can be summarized as business,[br]strategic and financial acumen. 0:04:09.434,0:04:12.689 In other words,[br]this skill set has to do 0:04:12.689,0:04:16.810 with understanding[br]where the organization is going, 0:04:16.810,0:04:22.166 what its strategy is,[br]what financial targets it has in place, 0:04:22.166,0:04:25.770 and understand your role[br]in moving the organization forward. 0:04:25.770,0:04:32.565 This is that missing 33 percent[br]of the career success equation for women. 0:04:32.565,0:04:36.745 Not because it's missing[br]in our capabilities or abilities, 0:04:36.776,0:04:40.549 but because it's missing in the advice[br]that we're given. 0:04:41.770,0:04:45.580 Someone's affirming that that's been[br]their experience. 0:04:45.595,0:04:47.790 Here's what I mean by that. 0:04:47.790,0:04:52.250 Five years ago, I was asked[br]to moderate a panel of executives, 0:04:52.250,0:04:54.325 and the topic for the evening was 0:04:54.325,0:04:57.410 "What do you look for in[br]high-potential employees?" 0:04:57.410,0:05:00.357 So think about the three elements[br]of leadership 0:05:00.357,0:05:03.312 as I summarize for you what they told me. 0:05:03.312,0:05:04.238 They said, 0:05:04.238,0:05:09.610 "We look for people who are smart[br]and hardworking and committed 0:05:09.610,0:05:13.430 and trustworthy and resilient." 0:05:13.430,0:05:17.419 So which element of leadership[br]does that relate to? 0:05:17.419,0:05:19.161 Personal greatness. 0:05:19.161,0:05:24.440 They said, "We look for employees[br]who are great with our customers, 0:05:24.440,0:05:28.539 who empower their teams,[br]who negotiate effectively, 0:05:28.539,0:05:34.323 who are able to manage conflict well[br]and are overall great communicators." 0:05:34.323,0:05:37.600 Which element of leadership[br]does that equate to? 0:05:37.600,0:05:40.496 Engaging the greatness in others. 0:05:40.496,0:05:42.685 And then they pretty much stopped. 0:05:42.685,0:05:48.250 So I asked, "Well, what about people[br]who understand your business, 0:05:48.250,0:05:52.163 where it's going, and their role[br]in taking it there? 0:05:52.163,0:05:55.875 And what about people who are able[br]to scan the external environment, 0:05:55.875,0:05:58.981 identify risks and opportunities, 0:05:58.981,0:06:03.569 make strategy or make[br]strategic recommendations? 0:06:03.569,0:06:06.186 And what about people who are able 0:06:06.186,0:06:08.637 to look at the financials[br]of your business, 0:06:08.637,0:06:12.000 understand the story[br]that the financials tell, 0:06:12.000,0:06:17.013 and either take appropriate action[br]or make appropriate recommendations?" 0:06:17.013,0:06:21.342 And to a man, they said, "That's a given." 0:06:21.342,0:06:24.820 So I turned to the audience of a 150 women 0:06:24.820,0:06:28.910 and I asked, "How many of you[br]have ever been told 0:06:28.910,0:06:32.760 that the door-opener for career[br]advancement is your business, strategic 0:06:32.760,0:06:35.320 and financial acumen, 0:06:35.320,0:06:39.778 and that all the other important stuff[br]is what differentiates you 0:06:39.778,0:06:41.520 in the talent pool?" 0:06:41.520,0:06:45.488 Three women raised their hand. 0:06:45.488,0:06:48.375 And I've asked this question of women[br]all around the globe 0:06:48.375,0:06:50.139 in the five years since 0:06:50.139,0:06:53.932 and the percentage[br]is never much different. 0:06:53.932,0:06:56.149 So this is obvious, right? 0:06:56.149,0:06:58.252 But how can it be? 0:06:58.252,0:07:02.415 Well, there are primarily three reasons[br]that there's this missing 33 percent 0:07:02.415,0:07:05.960 in the career success advice[br]given to women. 0:07:05.960,0:07:07.400 First of all, 0:07:07.400,0:07:11.970 when organizations direct women[br]toward resources 0:07:11.970,0:07:14.350 that focus on the conventional advice[br] 0:07:14.350,0:07:16.430 that we've been hearing for over 40 years, 0:07:16.430,0:07:19.496 there's a notable absence of advice 0:07:19.496,0:07:23.393 that relates to business, strategic[br]and financial acumen. 0:07:23.393,0:07:27.388 Much of the advice is emphasizing[br]personal actions 0:07:27.388,0:07:29.756 that we need to take,[br]like become more assertive, 0:07:29.756,0:07:33.238 become more confident,[br]develop your personal brand. 0:07:33.238,0:07:36.004 Things that Tonya has been working on. 0:07:36.004,0:07:38.452 And advice about[br]working with other people, 0:07:38.452,0:07:43.050 things like learn to self-promote,[br]get a mentor, enhance your network. 0:07:43.050,0:07:45.907 And virtually nothing said 0:07:45.907,0:07:49.930 about the importance of business,[br]strategic and financial acumen. 0:07:49.930,0:07:53.889 This doesn't mean[br]that this advice is unimportant. 0:07:53.889,0:07:58.084 What it means is that this is advice[br]that's absolutely essential 0:07:58.084,0:07:59.770 for breaking through 0:07:59.770,0:08:04.129 from career start to middle management. 0:08:04.129,0:08:08.050 But it's not the advice[br]that gets women to break through 0:08:08.050,0:08:13.150 from the middle, where we're 50 percent,[br]to senior and executive positions. 0:08:13.150,0:08:16.350 And this is why[br]conventional advice to women 0:08:16.350,0:08:20.193 in 40 years hasn't closed[br]the gender gap at the top 0:08:20.193,0:08:22.750 and won't close it. 0:08:22.750,0:08:26.572 Now, the second reason[br]relates to Tonya's comments 0:08:26.572,0:08:30.440 about having had excellent[br]performance evals, 0:08:30.470,0:08:33.891 great feedback from her teams, 0:08:33.891,0:08:36.470 and having taken every management[br]training program 0:08:36.470,0:08:38.821 she can lay her hands on. 0:08:38.821,0:08:43.890 So you would think that she's getting[br]messages from her organization 0:08:43.890,0:08:46.040 through the talent development systems 0:08:46.040,0:08:50.343 and performance management systems[br]that let her know how important it is 0:08:50.343,0:08:53.649 to develop business,[br]strategic and financial acumen. 0:08:53.649,0:08:58.638 But here again that green square[br]is quite small. 0:08:58.638,0:09:04.200 On average, talent and performance[br]management systems in the organizations 0:09:04.200,0:09:06.732 that I've worked with 0:09:06.732,0:09:11.269 focus three to one on the other[br]two elements of leadership 0:09:11.269,0:09:16.170 compared to the importance of[br]business, strategic and financial acumen, 0:09:16.170,0:09:21.410 which is why typical talent[br]and performance systems 0:09:21.410,0:09:26.082 haven't closed and won't close[br]the gender gap at the top. 0:09:26.082,0:09:30.510 Now, Tonya also talked about[br]working with a mentor, 0:09:30.510,0:09:32.702 and this is really important to talk about 0:09:32.702,0:09:37.110 because if organizations' talent[br]and performance systems aren't giving 0:09:37.110,0:09:40.350 people in general[br]information about the importance 0:09:40.350,0:09:45.170 of business, strategic and financial[br]acumen, how are men getting to the top? 0:09:45.170,0:09:47.869 Well, there are primarily two ways. 0:09:47.869,0:09:51.537 One is because of the positions[br]they're guided into, 0:09:51.578,0:09:56.243 and the other is because[br]of informal mentoring and sponsorship. 0:09:56.399,0:10:00.470 So, what's women's experience[br]as it relates to mentoring? 0:10:00.470,0:10:05.149 Well, this comment from an executive[br]that I worked with recently 0:10:05.149,0:10:08.110 illustrates that experience. 0:10:08.110,0:10:11.160 He was very proud of the fact[br]that last year he had two protégés, 0:10:11.160,0:10:14.210 a man and a woman. 0:10:14.210,0:10:17.262 And he said,[br]"I helped the woman build confidence, 0:10:17.262,0:10:19.870 I helped the man learn the business, 0:10:19.870,0:10:23.640 and I didn't realize that I was treating[br]them any differently." 0:10:23.640,0:10:26.183 And he was sincere about that. 0:10:26.183,0:10:29.308 So what this illustrates[br]is that as managers, 0:10:29.308,0:10:31.813 whether we're women or men, 0:10:31.813,0:10:34.980 we have mindsets about women and men,[br]about careers in leadership, 0:10:34.980,0:10:40.717 and these unexamined mindsets[br]won't close the gender gap at the top. 0:10:41.307,0:10:45.403 So how do we take this idea[br]of the missing 33 percent 0:10:45.403,0:10:47.329 and turn it into action? 0:10:47.329,0:10:50.839 Well, for women the answer is obvious. 0:10:50.839,0:10:55.089 We have to begin to focus more[br]on developing and demonstrating 0:10:55.089,0:10:57.566 the skills we have that show 0:10:57.566,0:11:01.897 that we're people who understand[br]our businesses, where they're headed, 0:11:01.897,0:11:04.767 and our role in taking it there. 0:11:04.901,0:11:10.442 That's what enables that breakthrough[br]from middle management to leadership 0:11:10.860,0:11:12.808 at the top. 0:11:12.808,0:11:15.366 But you don't have to be[br]a middle manager to do this. 0:11:15.366,0:11:18.720 One young scientist that works[br]in a biotech firm 0:11:18.720,0:11:22.850 used her insight[br]about the missing 33 percent 0:11:22.863,0:11:26.590 to weave financial impact data 0:11:26.590,0:11:30.673 into a project update she did[br]and got tremendous positive feedback 0:11:30.673,0:11:33.762 from the managers in the room. 0:11:34.885,0:11:38.463 So we don't want to put 100 percent[br]of the responsibility 0:11:38.463,0:11:40.485 on women's shoulders, 0:11:40.485,0:11:44.685 nor would it be wise to do so,[br]and here's why. 0:11:44.685,0:11:49.181 In order for companies to achieve[br]their strategic financial goals, 0:11:49.181,0:11:51.974 executives understand[br]that they have to have everyone 0:11:51.974,0:11:54.127 pulling in the same direction. 0:11:54.127,0:11:56.600 In other words,[br]the term we use in business is 0:11:56.600,0:11:59.003 we have to have strategic alignment. 0:11:59.003,0:12:04.148 And executives know this very well, [br]and yet only 37 percent, 0:12:04.600,0:12:07.370 according to a recent[br]Conference Board report, 0:12:07.370,0:12:11.620 believe that they have[br]that strategic alignment in place. 0:12:11.620,0:12:15.350 So for 63 percent of organizations, 0:12:15.350,0:12:19.579 achieving their strategic financial goals[br]is questionable. 0:12:19.579,0:12:22.229 And if you think about[br]what I've just shared, 0:12:22.229,0:12:24.879 that you have situations where 0:12:24.879,0:12:27.529 at least 50 percent[br]of your middle managers 0:12:27.529,0:12:32.089 haven't received clear messaging[br]that they have to become 0:12:32.089,0:12:34.692 focused on the business,[br]where it's headed, 0:12:34.692,0:12:36.977 and their role in taking it there, 0:12:36.977,0:12:39.871 it's not surprising that[br]that percentage of executives 0:12:39.871,0:12:42.508 who are confident about alignment[br]is so low. 0:12:42.508,0:12:44.239 Which is why 0:12:44.239,0:12:48.032 there are other people[br]who have a role to play in this. 0:12:48.032,0:12:50.706 So, it's important 0:12:50.940,0:12:55.221 for directors on boards[br]to expect from their executives 0:12:56.029,0:12:59.532 proportional pools of women[br]when they sit down once a year 0:12:59.532,0:13:01.500 for their succession discussions. 0:13:01.500,0:13:04.294 Why? Because if they aren't seeing that, 0:13:04.294,0:13:07.745 it could be an indicator or a red flag 0:13:07.745,0:13:12.241 that their organization isn't as aligned[br]as it could potentially be. 0:13:13.278,0:13:17.940 It's important for CEOs to also expect[br]these proportional pools, 0:13:17.940,0:13:19.749 and if they hear comments like, 0:13:19.749,0:13:22.500 "Well, she doesn't have enough[br]business experience," 0:13:22.500,0:13:25.333 ask the question,[br]"What are we going to do about that?" 0:13:25.333,0:13:28.880 It's important for H.R. [br]executives to make sure 0:13:28.880,0:13:32.790 that the missing 33 percent[br]is appropriately emphasized 0:13:32.790,0:13:36.695 and it's important for women and men[br]who are in management positions 0:13:36.695,0:13:39.708 to examine the mindsets we hold[br]about women and men, 0:13:39.708,0:13:41.993 about careers and success, 0:13:41.993,0:13:45.736 to make sure we're creating a level[br]playing field for everybody. 0:13:45.736,0:13:49.503 So let me close with the latest chapter[br]in Tonya's story. 0:13:49.839,0:13:53.570 Tonya emailed me two months ago[br]and she said that she had been interviewed 0:13:53.570,0:13:56.330 for a new position, and during [br]the interview they probed 0:13:56.330,0:13:58.831 about her business acumen 0:13:58.831,0:14:01.505 and her strategic insights[br]into the industry. 0:14:01.505,0:14:05.560 And she said that she was so happy[br]to report that now she has a new position 0:14:05.560,0:14:10.631 reporting directly to the chief[br]information officer at her company. 0:14:10.631,0:14:16.527 So for some of you, the missing 33 percent[br]is an idea for you to put into action, 0:14:16.527,0:14:21.610 and I hope that for all of you,[br]you will see it as an idea worth spreading 0:14:21.610,0:14:24.438 in order to help organizations[br]be more effective, 0:14:24.438,0:14:26.820 to help women create careers that soar, 0:14:26.820,0:14:30.199 and to help close[br]the gender gap at the top. 0:14:30.199,0:14:32.040 Thank you.