Is Your Manager Frozen Seeing the Old You? 3 Ways to Unfreeze Their View

In this episode, Mel Butcher and Michelle Redfern discuss into a phenomenon hindering women's career progression. They discuss the scenario where managers, mentors, or sponsors fail to recognize the current abilities and potential of women, instead seeing them as they were in the past. This "frozen in time" perception can prevent deserving women from being considered for advancement. The hosts explore strategies women can use to overcome this barrier and offer advice to managers and mentors on how to better support their team members and mentees.

Episode Highlights:

Phenomenon Overview: Managers seeing women as their old selves rather than recognizing their current abilities and contributions.

Impact: This perception can hinder career advancement, causing distress and frustration.

Strategic Advice for Women:

Diverse Personal Board of Advisors: Establish a diverse network both inside and outside your organization.

Regular Updates: Keep your advisors informed about your achievements and career progression.

LinkedIn Utilization: Actively use LinkedIn to share your work and expertise.

Demonstrate Business Intelligence: Showcase your skills and contributions regularly.

Managerial Responsibilities:

Regular Conversations: Conduct frequent one-on-ones to understand team members' skills, strengths, and aspirations.

Talent Profiles: Maintain updated profiles of team members to recognize their growth and potential.

Strategic Engagement: Align team members' capabilities with organizational goals.

Mentoring Strategies:

Strategic Questions: Ask questions that push mentees to think about their business understanding and career aspirations.

Stretch and Challenge: Encourage mentees to step out of their comfort zones and demonstrate their abilities.

Sponsorship Potential: Be prepared to leverage your social and political capital to support mentees.

Leadership Call to Action:

Women:

Build Your Network: Develop a personal board of advisors from diverse backgrounds and keep them updated.

Use LinkedIn: Regularly share your professional achievements and insights on LinkedIn.

Boast and Demonstrate: Confidently showcase your accomplishments and the impact of your work.

Managers:

Know Your Team: Have regular, meaningful conversations with your team members about their career goals.

Develop Talent: Create and maintain talent profiles to help guide your team's growth and align their skills with organizational needs.

Mentors:

Ask Strategic Questions: Challenge your mentees with questions that promote growth and strategic thinking.

Encourage Demonstration: Push mentees to actively demonstrate their capabilities and readiness for new opportunities.

Be Prepared to Sponsor: When mentees show growth and capability, advocate for them and help them advance.

Lead to Soar is a multi-platform resource for ambitious women on a leadership journey and for organisations serious about closing the leadership gender gap.

We support women and organisations in 5 ways;

The Lead to Network

The Lead to Soar Podcast

The Lead to Soar Summit

Women’s Leadership Programs: https://www.michelleredfern.com/advancing-women-in-business-sport

DEI Consulting & Advisory: https://www.michelleredfern.com/consulting

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