Comments for MOTTS!» Executive Coaching and Leadership Training – Ruth Mott Executive Coach http://www.mottcoaching.com/blog The Mott Executive Coaching Blog Fri, 11 Nov 2011 18:33:13 +0000 hourly 1 http://wordpress.org/?v=3.0.1 Comment on Hope, Choice, & How to Decide by Prestashop Templates http://www.mottcoaching.com/blog/executive-coaching/hope-choice-how-to-decide/comment-page-1/#comment-26 Prestashop Templates Fri, 11 Nov 2011 18:33:13 +0000 http://www.mottcoaching.com/blog/?p=189#comment-26 <strong>Related.. Trackback...</strong> [...]the time to read or visit the content or sites we have linked to below the[...]... Related.. Trackback…

[...]the time to read or visit the content or sites we have linked to below the[...]…

]]> Comment on Is It Something You Said? Hiring Managers- Who Are They Really? by Prestashop Templates http://www.mottcoaching.com/blog/career-coaching/is-it-something-you-said-hiring-managers-who-are-they-really/comment-page-1/#comment-23 Prestashop Templates Sun, 06 Nov 2011 12:21:26 +0000 http://www.mottcoaching.com/blog/?p=181#comment-23 <strong>Check These Out...</strong> [...]check below, are some totally unrelated websites to ours, however, they are most trustworthy sources that we use[...]... Check These Out…

[...]check below, are some totally unrelated websites to ours, however, they are most trustworthy sources that we use[...]…

]]> Comment on Men Need Coaching to Promote Women by progovin http://www.mottcoaching.com/blog/executive-coaching/men-need-coaching-to-promote-women/comment-page-1/#comment-9 progovin Thu, 07 Apr 2011 19:27:34 +0000 http://www.mottcoaching.com/blog/?p=158#comment-9 I did a project recently in which I interviewed senior leadership talent about the imperative of creating career tracks for women and the enablers of those tracks. One of the consistent themes is that this is no longer a numbers game or about optics. In the 90s, you would see annual reports that looked like college brochures, touting the number of women or minorities in the latest recruitment class or executive ranks. Now, the driving force is that you cannot survive and thrive in global competitive marketplaces - where women control the vast majority of discretionary spending in almost every category - in a company run by men. It is a strategic imperative to have an executive suite that more closely mirrors the customer base. This goes directly to your point that promotion of women should not be a goal in itself; winning in the market is the goal, and having women in the executive suite is one of the surest ways to get you there. I did a project recently in which I interviewed senior leadership talent about the imperative of creating career tracks for women and the enablers of those tracks. One of the consistent themes is that this is no longer a numbers game or about optics. In the 90s, you would see annual reports that looked like college brochures, touting the number of women or minorities in the latest recruitment class or executive ranks. Now, the driving force is that you cannot survive and thrive in global competitive marketplaces – where women control the vast majority of discretionary spending in almost every category – in a company run by men. It is a strategic imperative to have an executive suite that more closely mirrors the customer base. This goes directly to your point that promotion of women should not be a goal in itself; winning in the market is the goal, and having women in the executive suite is one of the surest ways to get you there.

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