Developing Women Leaders: A Guide for Men and Women in Organizations / Edition 1

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Developing Women Leaders answers the question “How do we best develop women leaders?” with practical solutions drawn from current literature and the author’s personal interviews with high-achievers in major US companies and universities.

  • Presents research-based, practical solutions to help people in organizations develop talented women
  • Describes what organizations and individuals need to know about leadership competencies, personality, and leadership styles
  • Explains gender-related issues that affect the behaviors of both women and men at work
  • Integrates first-hand accounts by high-achieving women and men from major US companies and universities about their leadership experiences
  • Separate chapters addressed to CEOs and Human Resource executives, managers, and women offer practical suggestions to implement in their organizations, using examples from some 'best practice' companies
  • Has relevance across the range of all organizations including Fortune 500 companies, academic institutions, non-profit organizations and small businesses
  • Has significance for every aspect of society – business, government, law, families, careers, and health
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Editorial Reviews

From the Publisher
"Valerio leaves the reader with some thought provoking questions as to where we go from here. In short, the book is an important read for anybody committed to developing and harnessing women's leadership talent." (Work, Employment & Society, 21 November 2011)

"The book has relevance across the range of all organizations including major companies, academic institutions and non-profit organizations. It has significance for every aspect of society - business, government, law, families, careers, and health.” (, November 2009)

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Product Details

Meet the Author

Anna Marie Valerio, Ph.D., President of Executive Leadership Strategies, LLC, is a consultant specializing in executive coaching and leadership development. Her areas of expertise also include individual assessment, women’s leadership, and performance management. Her book, Executive Coaching: A Guide for the HR Professional, co-authored with Robert J. Lee and published by Wiley/Pfeiffer, is a practical guide about coaching and how to use it in organizations. Anna Marie has made numerous presentations at professional conferences and can be reached via her website,

Series Editor:
Steven G. Rogelberg, Ph.D., is Professor and Director of Organizational Science at the University of North Carolina Charlotte. He is a prolific and nationally recognized scholar. He is the current Editor of Journal of Business and Psychology. Besides his academic work, he founded and/or led three successful talent management consulting organizations/units.

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Table of Contents

Series Editor’s Preface



Part I: Historical and Current Contexts for Women’s Leadership

1. Introduction

How This Book Is Organized

How to Use This Book Most Effectively

Your Role in Developing Women’s Leadership

2. Why Women’s Leadership Today Invites Questions and Requires Answers

Recent History

Key Historical Events from the 1920s to the 1960s

Present Realities

Metaphors through Time: From Concrete Wall to Glass Ceiling to Labyrinth

Driving Forces Behind Organizational Change

More Women in the Workforce than Ever Before

Women’s Educational Attainment

Women as Corporate Officers: The Current Situation

Women Leaders Are a Driving Force for Powering Business

Generations in the Workforce

Work–life Integration – Shared by Both Genders


3. What Women and Men Need To Know About Leadership and Its Development
What Does Leadership Research Reveal About the Behavior of Effective Leaders?

 Leadership Competencies

Why Use Leadership Competencies?

Personality Traits Associated with Leadership


Leadership Styles

Transformational and Transactional Leadership

 Women as Transformational Leaders

What Are Some Effective Leadership Development Practices?

Challenging Job Assignments



Leadership Development Programs


Part II: Practical Suggestions for Organizations, Managers, and Women

4. CEOs and Human Resource Executives Can Develop Talented Women

Diversity and Inclusion and the Creation of Wealth

What CEOs and HR Executives Can Do

Fairness Issues

Leadership Development

Career Design


5. What Managers Can Do To Develop Talented Women

Social-Relational Contexts at Work

Best Practices in Talent Management

Stereotypical Perceptions

Gender Stereotypes

Stereotypes about Men and Women

Why Is It Critical for Managers to Understand Gender Stereotypes?

What the Research Tells Us

The Double Bind for Women

The Double Standard

Women’s Competence Questioned

Resistance to Women’s Leadership

Both Men and Women Internalize Gender Stereotypes

What Can Managers Do?

Ensuring Fair Performance Evaluations

Women’s Networks



Dual-Gender Actions

Become More Aware of How Gender Biases Influence Your Decisions

Help Female Managers Develop Their Networks

Endorse the Authority of Female Leaders

Send Talented Women to Both Internal and External Training Programs

Give Women Challenging Job Assignments with Sufficient Support

Steer Clear of the Glass Cliff

Balance the Numbers of Men and Women on Teams

Actions by Men

Ask Questions to Understand the Perspective of Women

Overcome the Reluctance to Provide Women with Feedback About Their


Champion Women’s Leadership Development

Actions by Women

Share Experiences with Other Women

Recognize the Wide Range of Diversity among Women

Provide Realistic Feedback


6. What Women Can Do To Develop Themselves

The Importance of Seeking Feedback

The Importance of Reflection

What Can Women Do?

Join a Women’s Network

Ask For What You Want

Enhance Your Influence by Combining Competence with Warmth

Seek High Visibility and Line Assignments

Find Mentors

Seek External Stretch Assignments

Ask for an Executive Coach

Attend Both Internal and External Development Programs


Part III: Present and Future Leadership

7. In the Words of Some of Today’s Leaders

8. What Does the Future Hold?

Changes at the Individual, Organizational and Societal Levels

Change at the Individual Level

Change at the Organizational Level

Change at the Societal Level

Questions for Practitioners and Researchers

What Makes the Present Different from the Past?


References and Further Readings


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