SKAI is a long established leadership development consultancy, that has coached 100’s of senior leaders, men and women, over the years. As an organisation founded by four women, we have always fought shy of any gender-based typecasting, taking the stance that all people are different, regardless of their sex. More recently, we have been asked to get involved in furthering the cause of women leaders, as many organisations are interested in tapping this pool of talent. They have found it very challenging to do so, and recent research done by a leading consultancy shows that women in middle managerial positions are exiting the workplace faster than ever. Whilst women at the most senior levels are slowly increasing, if the pool of talent below them is getting smaller and smaller then it’s only a matter of time before this positive and hard-fought trend alters. As we build an ever-larger case history for coaching, we at SKAI can see that much as it sometimes pains us to admit it, there ARE it seems generalised, but still significant differences to at least consider when coaching men vs coaching women. It is often extremely useful to be able to show such data to our coachees, as even if they feel they differ from the generalisations, it helps them enormously to understand how they risk being perceived by others, and adopt suitable mitigating strategies. So, in order to help our clients wanting to promote more women, to inform our own coaching practice, and to provide data for our coaches, we felt the time was right to dig deeper into the experiences a large number of coaches have had. What follows is a summary of the research we carried out during the summer of 2007, together with some of our observations and conclusions.
DETAILS OF PARTICIPANTS 53 people responded to the questionnaire providing information on a total of 297 coaching relationships 41% were women and 59% were... [continues]
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