Recommended Reading





Women and the Labyrinth of Leadership by Alice H. Eagly and Linda L. Carli
If one has misdiagnosed a problem, then one is unlikely to prescribe an effective cure. This is the situation regarding the scarcity of women in top leadership. Because people with the best of intentions have misread the symptoms, the solutions that managers are investing in are not making enough of a difference. Continue Reading

Centered Leadership: How Talented Women Thrive by Joanna Barsh, Susie Cranston, and Rebecca A. Craske.
All men and women with the brains, the desire, and the perseverance to lead should be encouraged to fulfill their potential and leave their mark. With all this in mind, the McKinsey Leadership Project—an initiative to help professional women at McKinsey and elsewhere—set out four years ago to learn what drives and sustains successful female leaders. Continue Reading

Motivating people: Getting beyond money by Martin Dewhurst, Matthew Guthridge, and Elizabeth Mohr
Companies around the world are cutting back their financial-incentive programs, but few have used other ways of inspiring talent. We think they should. Continue Reading

A Modest Manifesto for Shattering the Glass Ceiling by Debra E. Meyerson and Joyce K. Fletcher
It took a revolution to get women where they are in business today. But now, to push hard-won gains wider and deeper, a different approach is necessary. It is a strategy based on small wins—incremental changes that have the power to transform organizations positively for both men and women. Continue Reading

Three Tips for Becoming an Energizer by Rosabeth Moss Kanter
Some people become leaders no matter what their chosen path because their positive energy is so uplifting. Even in tough times, they always find a way. Continue Reading


Beyond Gender and Negotiation to Gendered Negotiation by Deborah Kolb Kathleen L. McGinn
Where do we start if we are interested in understanding how gender plays out in negotiations that take place within organizations? Do we start with women and men and explore their individual differences in thought, motivation, style, appetite for risk, and propensity to ask? Or do we start with belief systems and cultural patterns within organizations and explore ways in which these are gendered and result in gendered negotiations? Continue Reading

Nice Girls Don't Ask by Linda Babcock, Sara Laschever, Michele Gelfand, and Deborah Small
Women often don't get what they want and deserve because they don't ask for it. In three separate studies, we found that men are more likely than women to negotiate for what they want. This can be costly for companies—and it requires management intervention. Continue Reading


How Star Women Build Portable Skills by Boris Groysberg
A star performer in one company will shine in another, right? Wrong. When stars switch firms, their performance actually dims, along with their new company’s market value, author Boris Groysberg argues. Everyone loses. Except when the stars are women. According to Groysberg, talented women who switch firms maintain their stardom, and their new employer’s share price holds steady. Continue Reading


The Power of Talk: Who Gets Heard and Why by Deborah Tannen
Communication isn’t as simple as saying what you mean. How you say what you mean is crucial, and differs from one person to the next, because using language is learned social behavior. Continue Reading


Making Differences Matter: A New Paradigm for Managing Diversity
by David A. Thomas, Robin J. Ely
You know that workforce diversity is smart business: It opens markets, lifts morale, and enhances productivity. So why do most diversity initiatives backfire—heightening tensions and hindering corporate performance? How to activate this virtuous cycle? Adopt a new paradigm—integration—that enables employees’ differences to matter. Continue Reading

Executive Women and The Myth of Having It All by Sylvia Ann Hewlett
A disturbing study reveals that, 30 years into the women’s movement, female executives still don’t have what they want—and probably never will. Continue Reading

A Business Case for Women by George Desvaux, Sandrine Devilard-Hoellinger and Mary C. Meaney
Companies that hire and retain more women not only are doing the right thing but can also gain a competitive edge. They can take several basic steps to achieve even greater parity. These companies will be able to draw from a broader pool of talent in an era of talent shortages. What’s more, research shows a correlation between high numbers of female senior executives and stronger financial performance. Continue Reading

Angry Men Get Ahead While Angry Women Get Penalized by Claudia Parsons
A man who gets angry at work may well be admired for it but a woman who shows anger in the workplace is liable to be seen as "out of control" and incompetent, according to a new study presented on Friday. Continue Reading

What Women Want in Business: A Study of Executives and Entrepreneurs by Korn Ferry International
Korn/Ferry International sets out to analyze the experiences of women who have left large corporate environments to start their own businesses or to work for a small business in the field of technology. What factors explain why so many women have made these career decisions? What qualities of ownership or small business appeal to these women? What can large companies do to retain their best female talent? How can the experiences of these women help others who are considering making a similar move? Continue Reading

Girl Power at School but Not in the Office by Hannah Seligson
I was born in 1982 — about 20 years after the women’s rights movement began. Growing up in what many have called a post-feminist culture, I did not really experience institutional gender bias. “Girl power” was celebrated, and I felt that all doors were open to me. Then I left the egalitarianism of the classroom for the cubicle, and everything changed. Continue Reading

Women in Management: Delusions of Progress by Nancy Carter and Christine Silva
$4,600.That's how much less women made than men in their first post-MBA jobs, according to research by Nancy Carter and Christine Silva of Catalyst. And it's not because women tend to start at lower positions than men. Continue Reading

Engaging Men in Gender Initiatives: What Change Agents Need To Know by Jeanine Prime and Corinne A. Moss-Racusin
When it comes to diversity and inclusion efforts—especially initiatives to eliminate gender bias—Catalyst believes that men have a critical role to play. Yet too often men are an untapped resource in such gender initiatives. Continue Reading

Unwritten Rules: What You Don't Know Can Hurt Your Career by Laura Sabattini
Advancing in today's business world is often as much about learning and playing by the rules as it is about talent and results. Some rules are explicitly stated in organizational handbooks, performance review procedures, or by senior leadership. But other rules are left implicit—unwritten—for employees to decipher on their own. Continue Reading