The Latest Insights from Leading NOW

BOSTON - March 3, 2021 - PRLog -- Women in Sports and Events (WISE), the leading voice and resource for women in the business of sports, today announced the expansion of its leadership development commitment through a partnership with Leading Women, a women's leadership development organization.

In a recent blog, I addressed how to change the culture of your company to be more inclusive for all, and the four steps organizations must take to make a real and lasting DE&I impact: Assess Current State Align Leadership & Develop Your Roadmap Engage & Develop Your Team Members Deploy & Embed Revamped Mechanisms These four steps are critical to your DE&I journey and cannot be overstated. Remember, to make real progress, people, and the organizational cultures they are part of, must change.

In part two of our Leadership Lessons from Women research series, we asked some of the most successful women leaders in business today what they felt was the one leadership trait that was most important to their own success. Not surprisingly, they used words that fit squarely into our 21st century definition of leadership. Here are the results:

Last week, I discovered that the arthritic hip that I had been protecting from too much exercise over the past 12 years was, in fact, not arthritis at all. It turns out that it is an inflexibility in my lower back that would have benefitted greatly from a decade or so of much more exercise than I was doing. The discomfort in my hip, knee and ankle was a compensation for the inflexibility in my back… An inflexibility that I should have been actively managing for quite a while now.

Leadership + Inclusion. Two perspectives A-Z. When Leading NOW and Luisi Tromba Advisors formed a strategic partnership, we did so because we knew... This decade is going to forever change Leadership. We shared the same beliefs, but got there from two very distinct paths. Not surprisingly, we ended up with the same conclusion. To be a successful leader in this decade and even, dare we say, in this century––Inclusion is the game changer.

Partner with a Leading Women Expert to Help Your Organization #ChooseToChallenge Nearly 3 million women exited the workforce in the US in 2020 due to Covid-19 - which means this year’s International Women’s Day (March 8th) can’t quite celebrate achievement without acknowledging the significant amount of work still to do. And since we are navigating unprecedented times, we must call on unprecedented actions that #choosetochallenge the barriers to diversity, equity, and inclusion.

A Catalyst for an Inclusive Culture We all know that mentorship can help pave the way for career success on the road to leadership. We also know that leaders drive culture. But for a culture to truly be inclusive, leaders must model inclusivity in all that they do. For organizations and leaders who recognize the value of creating an inclusive culture, but struggle to fundamentally shift their culture to one of inclusion for all, one proven and profound method is a formalized Reverse Mentoring program. Reverse Mentoring enables people in more senior positions to gain insight from having regular, semi-structured conversations with team members who are likely to see the world from a different perspective. The process aids in better decision-making, higher retention rates for diverse talent through greater job satisfaction, and giving invaluable exposure to under-represented talent, nurturing allies and advocates within senior ranks. Simply put, Reverse Mentoring is really about inclusion. In addition to having a positive impact on your company’s culture, Reverse Mentoring will liberate the power of all humans to generate the desired business outcomes needed to compete in today’s business environment.

January is National Mentoring Month –– a great time to start our new 5-part series called Leadership Lessons from Women Leaders.

Leading Through Uncertainty: Dealing with Ambiguity We are continuing our current blog series on the core leadership competencies needed to navigate change. Change that is defined as volatile, uncertain, complex and ambiguous (VUCA). So far we’ve covered “Interpersonal Savvy” and “Organizational Agility” - and today we are digging into “Dealing with Ambiguity.” “Ambiguity is a type of meaning in which a phrase, statement or resolution is not explicitly defined, making several interpretations plausible. A common aspect of ambiguity is uncertainty.” Uncertainty -- hmmmm -- sound familiar? We are surrounded by so many uncertainties right now! However, we know that not all ambiguity is environmental. Ambiguity comes in several forms in the workplace. The issue arises from a lack of direction and clearly defined roles. The problem can result from the business itself or from specific managers who fail to implement the direction and roles associated with their job. It can also be cultural, or a product of barriers in understanding inclusive behaviors... Read ON!