We are excited to announce that nationally known leadership strategist, author, and Huffington Post columnist Rebecca Shambaugh will bring the keynote “Courage to Lead” message at this year’s East Tennessee Women’s Leadership Summit.
Throughout her career, Shambaugh has coached and worked with top senior executives on timely leadership areas such as crisis and change management, communications strategies, executive presence, culture transformation, and human capital development.
A thought leader in the industry, Shambaugh is the author of three books titled, Leadership Secrets of Hillary Clinton, It’s Not A Glass Ceiling, It’s A Sticky Floor, and her latest, Make Room for Her.
Shambaugh has been featured in publications such as: The New York Times, The Washington Post, Time Magazine, USA Today, Washington Business Journal, Fortune Magazine, Fast Company, U.S. News & World Report, Pink Magazine, Entrepreneur Magazine, American Management Association, Computer World and Professional Woman’s Magazine.
Read her full bio and find out more about Shambaugh Leadership at www.shambaughleadership.com.
Ready to be a speaker?
We are looking for speakers for the 2014 Summit! Will one of them be you??? If you can talk about dealing with conflict, pushing through fear, or identifying your strengths, then it could be.
To find out details, read our call for speakers page!
In the September issue of Harvard Business Review, Herminia Ibarra, Robin Ely, and Deborah Kolb address research about the continuing lack of women in upper levels of senior management. They devote a significant portion of the article, “Women Rising: The Unseen Barriers,” to second-generation gender bias.
“Despite a lack of discriminatory intent, subtle, ‘second-generation’ forms of workplace gender bias can obstruct the leadership identity development of a company’s entire population of women.”
They define second generation gender bias as:
- A paucity of role models for women.
- Gendered career paths and gendered work.
- Women’s lack of access to networks and sponsors.
- Double binds (the mismatch between conventionally feminine qualities and the qualities thought necessary for leadership).
The good news is, they offer suggestions and paths forward to address that bias. They offer three specific solutions that call upon both women and organizations to make changes.
“The three actions we suggest to support women’s access to leadership positions are (1) educate women and men about second-generation gender bias, (2) create safe “identity work spaces” to support transitions to bigger roles, and (3) anchor women’s development efforts in a sense of leadership purpose rather than in how women are perceived.”
Read the detailed article online in the September Harvard Business Review.