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Advancing Women in Leadership Through Sponsorship and Executive Coaching

Dec 18, 2021 | Leadership Mindset, Online Resources, Performance Management, Team Effectiveness

Why Diverse Leadership Begins with Women There’s a simple yet powerful tactic for driving the sort of diversity that bolsters the performance and health of your business. In a word: sponsorship.

Why Diverse Leadership Begins with Women

There’s a simple yet powerful tactic for driving the sort of diversity that bolsters the performance and health of your business. In a word: sponsorship.

There’s a reason why we talk about diversity and inclusion strategies. Diversity is simply the way we segment our workforce and customers—by any differentiating dimension, including age, gender, disability, sexual orientation and ethnicity. Inclusion is the degree to which those groups are valued by the organization. Inclusion is about belonging. It’s what unleashes the true power of diverse teams and businesses.

In a recent report based on ten years of research, the McKinsey Global Institute estimates that getting more women into the workforce would create $12 trillion additional GDP globally. And at organizational levels, countless reports show the link between diversity and improved business results. For example, McKinsey’s meticulous analysis of over 300 companies showed a difference in return on equity of 47% between those companies with the most women on the executive teams and those with none—and a staggering 55% difference in operating results. And yet progress over the last ten years continues to be painfully slow.

the McKinsey Global Institute estimates that getting more women into the workforce would create $12 trillion additional GDP globally.

Looking to accelerate that progress? Explore executive coaching for women in leadership to build a stronger, more balanced team.

While countless numbers of organizations are right this minute drawing up long lists of diversity strategies, too often this exercise creates noise without action.

The Power of Sponsorship vs Mentorship in Advancing Women

What if they were to stick with what we already know works?

Sponsorship is a powerful leadership development strategy. In systems that often favor the “in” group, high-potential women need a champion—through executive coaching or public sponsorship—to help them advance into leadership roles. Whereas mentoring conversations can be useful, these happen privately. Sponsorship is public.

Want to cultivate a culture of public advocacy for rising women leaders? Book a leadership development demo and learn how we guide senior teams through that shift.

It occurs whenever one person of influence promotes the achievements, capabilities and future potential of someone else. Imagine if everyone on your team was looking out for a woman coming up the ranks with the potential to make a great future leader in your organization? More of them would make it.

It’s known as the sponsorship effect—and we’ve known for years that it works.

In a study led by the Center for Work-Life Policy researchers discovered that “what’s been holding women back isn’t a male conspiracy but rather a surprising absence of advocacy from men and women in positions of power. Women who are qualified to lead simply don’t have the powerful backing necessary to inspire, propel and protect themselves on their journey through upper management. Women lack, in a word, sponsorship.”

Without sponsorship, access to leadership development programs and career advancement pathways remains unequal.

Women, it turns out, have plenty of mentors, but not nearly as many sponsors as men do. And while “mentors proffer friendly advice, sponsors pull you up to the next level.”

Our programs help senior leaders understand the difference and step confidently into the role of sponsor. Connect with us here to learn more.

What Effective Sponsorship Looks Like in Advancing Women into Leadership Roles

An effective sponsor is anyone who uses their “chips on his or her protégé’s behalf and advocates for his or her next promotion” as well as who does at least two of the following:

  1. Expands the perception of what the protégé can do
  2. Makes connections to senior leaders
  3. Promotes his or her visibility
  4. Opens up career opportunities
  5. Offers advice on executive presence
  6. Makes connections outside the company

What Effective Sponsorship Looks Like in Advancing Women into Leadership Roles An effective sponsor is anyone who uses their “chips on his or her protégé’s behalf and advocates for his or her next promotion” as well as who does at least two of the following

Senior Leadership’s Role in Sponsoring and Advancing Women

So, ask yourself and your senior colleagues, what woman has the potential to balance your team to make you more effective? And if you don’t know, find out.

Start role modeling the sort of sponsorship behavior you want others to copy; the sort of sponsorship behavior that, unlike that long list of good ideas, is actually a move that makes all the difference.

Build a diverse leadership pipeline by investing in executive coaching and sponsorship training. Book a leadership development demo to explore how we help organizations advance women into leadership roles.

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Ultimate Delegation Guide | Meritage Effective Leadership Consulting

Why Diverse Leadership Begins with Women

There’s a simple yet powerful tactic for driving the sort of diversity that bolsters the performance and health of your business. In a word: sponsorship.

There’s a reason why we talk about diversity and inclusion strategies. Diversity is simply the way we segment our workforce and customers—by any differentiating dimension, including age, gender, disability, sexual orientation and ethnicity. Inclusion is the degree to which those groups are valued by the organization. Inclusion is about belonging. It’s what unleashes the true power of diverse teams and businesses.

In a recent report based on ten years of research, the McKinsey Global Institute estimates that getting more women into the workforce would create $12 trillion additional GDP globally. And at organizational levels, countless reports show the link between diversity and improved business results. For example, McKinsey’s meticulous analysis of over 300 companies showed a difference in return on equity of 47% between those companies with the most women on the executive teams and those with none—and a staggering 55% difference in operating results. And yet progress over the last ten years continues to be painfully slow.

the McKinsey Global Institute estimates that getting more women into the workforce would create $12 trillion additional GDP globally.

Looking to accelerate that progress? Explore executive coaching for women in leadership to build a stronger, more balanced team.

While countless numbers of organizations are right this minute drawing up long lists of diversity strategies, too often this exercise creates noise without action.

The Power of Sponsorship vs Mentorship in Advancing Women

What if they were to stick with what we already know works?

Sponsorship is a powerful leadership development strategy. In systems that often favor the “in” group, high-potential women need a champion—through executive coaching or public sponsorship—to help them advance into leadership roles. Whereas mentoring conversations can be useful, these happen privately. Sponsorship is public.

Want to cultivate a culture of public advocacy for rising women leaders? Book a leadership development demo and learn how we guide senior teams through that shift.

It occurs whenever one person of influence promotes the achievements, capabilities and future potential of someone else. Imagine if everyone on your team was looking out for a woman coming up the ranks with the potential to make a great future leader in your organization? More of them would make it.

It’s known as the sponsorship effect—and we’ve known for years that it works.

In a study led by the Center for Work-Life Policy researchers discovered that “what’s been holding women back isn’t a male conspiracy but rather a surprising absence of advocacy from men and women in positions of power. Women who are qualified to lead simply don’t have the powerful backing necessary to inspire, propel and protect themselves on their journey through upper management. Women lack, in a word, sponsorship.”

Without sponsorship, access to leadership development programs and career advancement pathways remains unequal.

Women, it turns out, have plenty of mentors, but not nearly as many sponsors as men do. And while “mentors proffer friendly advice, sponsors pull you up to the next level.”

Our programs help senior leaders understand the difference and step confidently into the role of sponsor. Connect with us here to learn more.

What Effective Sponsorship Looks Like in Advancing Women into Leadership Roles

An effective sponsor is anyone who uses their “chips on his or her protégé’s behalf and advocates for his or her next promotion” as well as who does at least two of the following:

  1. Expands the perception of what the protégé can do
  2. Makes connections to senior leaders
  3. Promotes his or her visibility
  4. Opens up career opportunities
  5. Offers advice on executive presence
  6. Makes connections outside the company

What Effective Sponsorship Looks Like in Advancing Women into Leadership Roles An effective sponsor is anyone who uses their “chips on his or her protégé’s behalf and advocates for his or her next promotion” as well as who does at least two of the following

Senior Leadership’s Role in Sponsoring and Advancing Women

So, ask yourself and your senior colleagues, what woman has the potential to balance your team to make you more effective? And if you don’t know, find out.

Start role modeling the sort of sponsorship behavior you want others to copy; the sort of sponsorship behavior that, unlike that long list of good ideas, is actually a move that makes all the difference.

Build a diverse leadership pipeline by investing in executive coaching and sponsorship training. Book a leadership development demo to explore how we help organizations advance women into leadership roles.

Let’s be honest: if you’re waiting for things to “settle down,” you’re going to be waiting a long time. 

Disruption isn’t a phase—it’s the backdrop of modern business. Market volatility, supply chain issues, AI-driven competition… The only thing certain about the future is that it’s uncertain. 

So why do some leaders thrive in this chaos while others struggle to keep up? 

It’s not luck. It’s resilience. 

Resilient leaders don’t just react to disruption. They anticipate, adapt, and make bold moves—even when they don’t have all the answers. They don’t get stuck in hesitation or overwhelmed by uncertainty. 

If you want to be the kind of leader who guides your team through disruption with confidence—not the one scrambling to keep up—start strengthening these five traits today. 

75% of employees with highly empathetic managers report being committed to their jobs, compared to just 33% of those with less empathetic managers

1. Adaptability: Pivot Without Losing Focus

Here’s the truth: rigid leaders get left behind. 

A McKinsey study found that companies that adjusted their business models quickly during the COVID-19 crisis saw 30% higher revenue growth than those that hesitated. That’s because adaptability isn’t just about surviving change—it’s about staying ahead of it. 

The best leaders make adaptability part of their strategy, not just a last-minute scramble. 

organizations promoting collaboration are 20% more likely to outperform their peers.

Try this: 

  • Create a “Rapid Response” Team. Who’s your go-to group when unexpected challenges hit? In private equity, this might be specialists who stabilize newly acquired firms. In tech, it could be a cross-functional team monitoring AI-driven market shifts. 
  • Run “Pre-Mortems.” Before launching a new initiative, ask: “If this fails, why will it fail?” This helps you identify blind spots before they become real problems. 
  • Use Scenario Planning. Instead of betting on one outcome, map out multiple possibilities. How will you pivot if market conditions shift faster than expected? 

Great leaders don’t get stuck in outdated models. They stay flexible and keep their teams moving forward.

 

2. Clear Workplace Communication: Bring Order to Uncertainty

 

Uncertainty breeds fear. And when people are scared, silence from leadership is the fastest way to lose trust. 

But too many leaders either communicate too little (leaving their teams confused) or too much (burying them in irrelevant details). 

Gallup research shows that employees who trust their leaders are 61% more likely to stay with their company. That trust is built through consistent, clear, and confident communication. 

 

Try this: 

  • Use the 3-Point Messaging Model every time you update your team:  
  • What we know – Provide facts, not speculation. 
  • What we don’t know – Acknowledge uncertainty rather than making empty promises. 
  • What we’re doing next – Outline the next steps, even if they evolve. 
  • Follow the “5-15” Rule. Five-minute high-level updates keep teams informed, while 15-minute deep dives should be reserved for when they’re actually needed. 
  • Master Radical Candor. Be direct and empathetic. Teams don’t need sugarcoating, but they also don’t need unnecessary panic. The best leaders strike that balance. 

Resilient leaders bring clarity when everything else feels chaotic.

 

3. Emotional Intelligence in the Workplace: Stay Steady Under Pressure

 

Ever walked into a room and immediately felt the tension? 

That’s leadership energy at work. Whether they mean to or not, leaders set the emotional tone for their teams. 

If you’re panicked, your team will be too. If you’re distracted, they’ll feel unmoored.  

A Workforce Institute study found that 1 in 3 employees feel their manager doesn’t recognize the emotional impact they have on their team. 

Accountability isn’t about micromanagement—it’s about trust.

Try this: 

 

  • Know your triggers. When do you get defensive? When does frustration creep in? Self-awareness is step one to self-regulation. 
  • Read the room. Pay attention to signs of burnout or disengagement. If energy is low, it’s time to reset expectations and reinforce support. 
  • Listen first. Instead of jumping straight to solutions, ask, “What do you need most from me right now?” 

Resilient leaders don’t just manage operations—they create stability in uncertain environments. Developing emotional intelligence is a core pillar of modern executive coaching and high-performing team dynamics.

 

4. Decisive Leadership: Make Bold Calls Without All the Data

 

Ever heard someone say, “I just need more information before I decide”—and then… they never actually make the call? 

Waiting for perfect data is a great way to miss an opportunity. 

In fast-moving industries like technology—where AI and cybersecurity risks shift overnight—executive leaders must decide fast or get left behind. 

 

Try this: 

 

  • Use the 70% Rule. Make decisions when you have 70% of the information you wish you had. If you wait for certainty, you’ll be too late. 
  • Apply the OODA Loop (Observe, Orient, Decide, Act). This military framework helps leaders move quickly in uncertain environments: 
    • Observe – Gather what intelligence you can.
    • Orient – Analyze the situation with your best available information.
    • Decide – Make the best call with what you know.
    • Act – Move forward, adjusting as new data emerges. 
  • Trust your expertise. The best leaders recognize when a decision is “good enough” to move forward—and refine later. 

Case in point: Microsoft’s Satya Nadella bet on cloud computing before the market fully shifted. His bold decision doubled Microsoft’s valuation. That’s the power of decisiveness over hesitation.

 

5. Forward Thinking: Anticipate Disruption Before It Happens

 

The best leaders don’t just react to disruption—they see it coming. 

PwC’s CEO Survey consistently finds that leaders who prioritize strategic foresight outperform competitors during downturns. 

They invest in resilience before they need it. 

 

Try this: 

 

  • Build a Leadership Pipeline. Private equity firms restructuring companies often develop future leaders early—so they’re not scrambling when a key executive leaves. 
  • Use Predictive Analytics. AI-driven forecasting helps healthcare and tech executives spot market shifts before competitors react. 
  • Foster a Culture of Proactive Problem-Solving. Encourage employees to anticipate challenges instead of reacting in real time. 

Companies led by forward-thinking executives are 2.8 times more likely to be industry leaders in five years. Those who prepare today win tomorrow. 

 

Resilience Isn’t a Trait—It’s a Leadership Skill 

 

The best executives don’t just get through disruption—they use it as a competitive advantage. 

Strengthening these five traits requires deliberate effort: 

  • Adaptability – Build flexibility into your strategy before you need it.
  • Communication – Bring clarity and confidence to uncertainty. 
  • Emotional Intelligence – Regulate stress and keep teams engaged. 
  • Decisiveness – Move fast with limited information. 
  • Forward Thinking – Prepare for the next disruption before it hits. 

Resilience in the workplace isn’t about survival—it’s about positioning yourself for long-term success. 

Accountability isn’t about micromanagement—it’s about trust.

Ready to Lead With More Resilience? 

At Meritage Leadership, we offer executive leadership development programs that help executives build resilience in the workplace, foster accountability, and lead high-performing teams with clarity, confidence, and impact.

If you’re ready to build resilience into your leadership strategy, let’s talk. 

➡ Learn More at www.meritageleadership.com 

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