Dear Billy:

With the smell of spring in the air and the Augusta National just around the corner, I am enjoying the prospect of watching this year’s competition in person. Perhaps we might spend a few minutes catching up as well. You will find me near front and center wearing a pink jacket.

In my role as CEO of IBM, I regret to inform you that we are reducing our sponsorship by 50.8 percent. This is, not coincidentally, the percentage of women in the country’s population, according to the 2010 census.

Some members of the board and the executive team pushed very hard for a complete withdrawal of sponsorship now. Out of respect for our longstanding relationship with Augusta, I decided that was too drastic a measure to take all at once and with such short notice. But it is only fair to let you IBM will most likely not be a sponsor of next year’s tournament. I trust this gives you enough time to find other sponsors. If, however, the club adopts a policy of including women members, as CEO I commit that IBM will increase our support by 101.6%, double the percentage of women in the population, and I will do so with great pleasure.

Should you find yourself in a position to answer questions about IBM’s decision, please feel free to reference the following:

Augusta exemplifies world class competition at it’s finest and it is an opportunity for IBM to associate itself with values that form the fiber of our company.  Innovation is also critical to IBM. Innovation, simply put, combines existing ideas in new and unusual ways. To foster innovation at IBM we bring together people who think differently and who see the world in different ways. For these reasons, diversity and inclusion is one of IBM’S key strategic imperatives. We have increased the number of women in senior roles by over 500% since the 1990s. We are proud of and benefit greatly from these endeavors. So, supporting an exclusive club, particularly on such a grand and visible scale as Augusta provides, is inconsistent with who we are as a company and how we choose to be seen.

As you know, I personally have no issue with you or the other members and support your right to be in the company of men only on occasion. Believe me, there are certainly times when I relish letting my hair down, so to speak, with the girls.

I hope this year’s tournament brings great weather and glory to the club. I look forward to seeing you there.

Respectfully,

Virginia Rometty,

Chief Executive Officer, International Business Machines

P.S.

Just before signing this letter I saw reference to you “lamenting the games stagnant growth” in the New York Times. Perhaps you might consider including women as a way to seed the expansion you’d like to see. If so, call me, I’d be happy to help.

From the author:

I still hold out hope that IBM’s CEO, its Board of Directors, and other Augusta members who lead corporations that wave the diversity and inclusion banner, will stand together and walk their talk.

©2012 Germane Insights. All Rights Reserved.

The Letter I Wish IBM CEO, Virginia Rometty, Had Written is an original post from Anne Perschel on Germane Insights - Achieving Leadership Excellence through the Art and Science of Psychology

You are a woman (or a man) who finds it hard to toot your own horn.

Women are not alone in finding the breath required for horn tooting, but they do seem to suffer this condition in greater numbers than men.

Many, even those who have risen to the highest levels of professional success, find it difficult and uncomfortable to talk about their accomplishments.

Some say, “It feels egotistical.” Others don’t like to be the focus of attention.

I used to find it difficult to list accomplishments on my resume without the qualifier “as part of a 5 person team,” or some-such, until I was told, “Everyone knows most people don’t work alone these days, so you don’t need to keep pointing it out.” Done.

A New Frame

Reframing a problem often leads to changes in behavior, and the reframe pictured below, of toot your own horn, has made that difference for a number of men and women to whom I’ve passed it along.

It came to me by way of a senior executive who runs a 300 million dollar business unit for a well-known software company. She believes her role extends far beyond the success of her business. She holds herself accountable for spreading the word about how success is achieved. She refers to this as creating “epiphanies of scale.” I like it. And I believe it goes to the heart of the matter for those who see talking about their accomplishments as self-centered. With this reframe, you are sharing the wealth, in the form of knowledge, wisdom and lessons learned. Better yet, it is your obligation to do so.

Your turn. Toot your own horn here, for the purpose of paying it forward and creating epiphanies of scale.

©2012 Germane Insights. All Rights Reserved.

Toot Your Own Horn 101 – The Reframe is an original post from Anne Perschel on Germane Insights - Achieving Leadership Excellence through the Art and Science of Psychology

The Woman Advantage

I was driving…

and barely listening to the radio, when this came through the speakers.

” … just a thousand dollars to start you business. Where did that money come from?”

“I slept with my boyfriend and he gave me a thousand dollars. But let me tell ya, I woulda slept with him anyway. He was so handsome, 10 years older than me, so sexy. He didn’t have to give me the money, but once it was there, boy I grabbed it.”

Well, that got my attention.

Barbara Corcoran turned that thousand dollars into a six billion dollar real estate empire. I  was  listening to her interview on American Public Media radio. Barbara is probably more well-known for her role as a judge on Shark Tank, a reality TV show in which entrepreneurs pitch their business ideas.

I’ve never watched the show, but I do pay attention to all things women and business. So I listened intently as this brazen woman continued to share her perception of the not-so-secret secrets to her success. She is a savvy business woman, who interestingly cannot read a financial statement, but has much to say that is worth a listen, for men and women alike, but

Here’s what really intrigued me

Barbara Corcoran does not whine, moan, or complain about being the only female at the table. She turns it into the woman advantage instead. That’s different. I like different. I like it when people’s ideas challenge my underlying assumptions about the world. So I was having my thoughts turned all upside down and sideways, while driving.

Barbara talked about the woman advantage of being the only female in the network of old boys who control New York City’s real estate. This onlyness meant she could also differentiate herself by wearing a skirt, and so she did. She chose to make it a short skirt, a red one, a power skirt, with high heels adorning her very shapely legs. Why?

It was the woman

“advantage. They didn’t even have to know my name; I was just the “woman” or the “girl” or the “one in the short skirt.” Who cares? As long as I was noticed. I already got my undue attention that those guys in the most expensive $5,000 suits could never get.”

So, I’m rethinking…

adjusting my mind, changing the frame, and maybe, just maybe, I’ll play the game a little differently the next time I’m the only.

Care to join the fun?

©2012 Germane Insights. All Rights Reserved.

Short Red Skirt and High Heeled Shoes: The Woman Advantage is an original post from Anne Perschel on Germane Insights - Achieving Leadership Excellence through the Art and Science of Psychology

“The female management style is not soft, it’s lucrative.”  Find out what Time magazine says about why women will rule in business.  May 2009. 

Highlights

Women

• Focus on long terms results
• Are collaborators and consensus builders

Companies with more women leaders

• Achieve better financial results
• Reward employees for results not time spent or seniority

Click here to read the article

To receive a copy of the research behind this article click here - scroll down and complete form.

©2012 Germane Insights. All Rights Reserved.

Time Magazine: Women Will Rule Business is an original post from Anne Perschel on Germane Insights - Achieving Leadership Excellence through the Art and Science of Psychology

Mentoring is among the most effective approaches to professional development and career advancement.

Ask most senior managers and executives what helped them get where they are, and they will probably include a significant mentor.  When new clients talk about the important influences in their lives, they usually include a mentor.  One VP of sales mentioned how his mentor helped him through the unexpected death of his father. 

Women who have male mentors, however, often do not gain the same benefits from these relationships as do their male colleagues.  These findings are reported consistently in a survey[1] that companies use to identify obstacles for women in attaining senior leadership roles.  The assumption that certain topics are not discuss-able or should not have to be discussed is a major impediment to the success of the male mentor female mentee relationship.  First among these topics is whether and how the mentor will open doors to his network.  This happens quite naturally between male-male and female-female mentoring pairs.  It includes an invitation to play golf, attend a sports event, have lunch or a meet after work for a drink.  Such invitations may seem awkward or even forbidden when the mentoring relationship includes parties of the opposite sex.  What to do?

First – Have a conversation about roles, wishes and expectations.  Talk about what you would like to gain from the relationship, what role you would like the mentor to play, what you want to learn, when and how you will give each other feedback about the relationship.  I failed to talk with a mentor recently about my desire to have the relationship itself as a venue for learning.  When there was a mis-step in the relationship we had no agreement that we would talk about it or how.  Sadly we never talked about what happened and the relationship ended soon thereafter.

Talk specifically about the role of the mentor as a sponsor and advocate if that’s what you’re hoping for.  Will he help you gain access to important informal networks?  If so, how?   Will you have lunch or attend a sports event in order to be introduced to people in his network?  If that seems awkward what alternatives will achieve the same goals? What seems okay? What doesn’t?  How will you talk about potentially awkward situations?  Recently I had a client meeting scheduled prior to another meeting he was attending at a hotel.  Being a gentleman, he felt it was inappropriate to have a professional meeting with a woman in a hotel lobby or bar, so we chose a nearby coffee shop instead.

Second – Reciprocate. Your mentor is benefiting from the relationship as well. What would he like to learn or gain? How can you help?

Third – Help your mentor help you. Tell him how you learn and what you need. One of the major differences between the way men and women give and receive help centers around listening versus advising and fixing.  Women often want someone to listen.  The act of sharing the story in a relationship helps her see new and different perspectives.  This in turn opens the door to new solutions.  Men may lean more toward wanting and giving advice or lending a hand.  If you know in general or in a particular instance that you need a sounding board, say so.  If you want advice, say so.

One of my favorite female mentor role models is Dorothy from the Wizard of Oz.  She listens empathetically to the desires of the lion, the tin man and the scarecrow and invites each to join her as she too looks for a solution to her problem.  Along the way she encourages each companion to confront a situation that requires him to use the quality he searches for, and in the process he discovers he’s had it within him all along.  In the end Dorothy also discovers that she has been in possession of the solution she thought only the grand wizard of Oz could provide.

[1] Obstacles and Levers for Women: An organization Assessment.

©2012 Germane Insights. All Rights Reserved.

Getting the Most from Men-toring is an original post from Anne Perschel on Germane Insights - Achieving Leadership Excellence through the Art and Science of Psychology

While the beauty and effectiveness of leadership coaching lies largely in its individualized approach, sometimes a client presents me with an issue or dilemma that many others share.  So I have developed “Put A Coach in Your Corner” as a way to make solutions available to a wider audience.  Because one size does not fit all I present several suggestions, one of which worked for the client who posed the original problem.  Use what works for you and your unique situation.  Customize it to ensure a great fit.  Please post your own questions, comments and suggestions so others may benefit from what you’ve learned. I look forward to hearing from you.

Coach Anne

How Do I Break through Barriers to Informal Social Networks?

Nancy was recently promoted to Vice President Field Operations in a global retail company that sells largely to female customers.  In her previous job, she was a part of  the informal social networks where people develop relationships that smooth the way for conducting business. In her new role, however, she has yet to be invited to join internal or external associates for drinks after work, football games or rounds of golf that are the venues for networking in her company.   Often important deals are also discussed and virtually sealed in these settings or during the Monday morning post game phone call.  Nancy has clearly expressed her love of football and golf, but still no invitations.  She asks what else she can do.  Here are several suggestions.  Nancy used the one that fit her style and received a number of invitations as a result.

1.  Start a women’s golf league in your company and get corporate sponsorship.  Include golf lessons for novices or those who need to improve their game.  The business case for this investment in straightforward.  Important business is conducted on the golf course and women need to participate.  Make sure that lessons, tee times, etc. take place when when the guys are there and show up at the bar afterwards.

2.  Invest the time and effort to discover the personal and professional goals of your peers, vendors and other external partners.  This is best done in an informal 1:1 setting, so invite them for coffee or lunch. At the appropriate time, let them know you’ve been excluded from important social networks where you can help each other achieve your goals and ask for their help opening those doors for you.   

3.  Host a football, basketball, baseball or soccer game.  Again, get financial support for tickets from your company.  Developing your social network is a business issue.  After the game you might remind some of your associates that they owe you one or perhaps take a more subtle approach and let them know you would love to see a specific upcoming game.  Be sure to name the teams and the dates.

4.  Create a gender neutral event -  a group culinary event,wine tasting; volley ball game or bowling.  Invite male and female colleagues. 

Final note:  Women must do more of what men do so well – open the network to others and bring them along.  Invite other women as well as your male associates.  This takes the focus and tension away from you as the only woman.  You get to be among peers and colleagues without being under the spotlight and it is more comfortable and fun for all.

©2012 Germane Insights. All Rights Reserved.

Put a Coach in Your Corner: For Aspiring Women Leaders is an original post from Anne Perschel on Germane Insights - Achieving Leadership Excellence through the Art and Science of Psychology