Mentoring for Women

Mentoring for Women: Strategic leadership Transformation

The research and professional data, points to the lack of mentoring for women across the professional landscape.

It is stated that, ‘Mentoring barriers for women in any profession are significantly higher than for men in the same profession’.

I researched the phenomenon of mentoring in-depth. My experiential life and being here in life are due to the constellation of mentors. Therefore, the impact of mentoring on leadership is source for my speaking and consulting on the topics of mentorship, leadership, gender equity and inclusion in the workplace.

As researched, that, “not only do women have problems in finding a mentor, but it is also difficult for them to find a mentor who can help them develop their skill sets, reach their goals, and provide them important feedback in order to help them advance in the workplace (Bhatta & Washington, 2003). 

“In order for women to advance and to be seen as valuable assets to an organization, they have to be more intelligent, stronger, and outshine the men within their organization (Saar, 2005).”

“The traditional and established idea about mentoring is that a transfer of wisdom from a wise and trusted counselor, normally in a leadership position, takes place, who helps to guide a person's career, normally in the upper echelons of the organization.”

A mentor cares about her protégés and goes out of his or her way to see that they get the best possible chance to fulfill their career potential (O’Brien, Biga, Kessler, & Allen, 2010).

The struggle for upward mobility for women still remains below and well behind men (Bush, 2005). This comes as no surprise, given that the number of women pursuing high-ranking positions within organizations has increased (Lyness & Thompson, 1997). 

A study conducted by Lyness and Thompson found that “There is also evidence that women face different barriers depending upon their level in the organization (Lyness & Thompson, 1997). Traditionally men have encountered mentoring readily and with changing times, women likewise need mentoring, the type and quality which offer genuine guidance and support to climb up in career advancements. 

As one can notice from the data compiled by the Association of Collegiate Schools of Architecture (ACSA) in 2013-2014, even after women have climbed the career ladder, oftentimes they still face more barriers than their male colleagues (Lyness & Thompson, 1997).

Gender equity and inclusion is an undeniable issue in the corporate world- and this has only been amplified by the pandemic.

Awareness to the above fact is a first step in the right direction. Embarking upon implementation path offer an opportunity to leaders specifically corporate leaders, to embrace your responsibility and work towards closing the gender gap in leadership positions within the corporate world.

You don’t have to do it by yourself, I’m here to help create strategic leadership initiatives and implement visible changes. This will help you in getting all the benefits that come with meaningful organizational transformation.

Farzana Chohan