Gender May Play a Role in Coaching
Human Resource Executive (January 12, 2007)
The glass ceiling may be cracking, but according to one recent survey, women in the corporate world still lag behind men in one important area: executive coaching. One-fifth of 334 senior human resource professionals who responded to a survey by Novations Group Inc., a Boston-based global consulting and training organization, said their women executives are coached at a lower rate than their proportion in the work force. “I think the guys get more than the women do,” agrees Jean Stafford, founder of Executive Coaching for Women, in Great Falls, Va. For one thing, Stafford says, companies usually offer coaching to top-ranked executives, who are typically male. Secondly, women don’t ask the company to pay for coaching. “They’re doing themselves a disservice and doing the organization a disservice when they don’t realize what they need to do to be successful.”
Women in Leadership – When is Success Achieved?
Listen Live (October 21, 2005)
This lively episode illuminates the cultural and business forces that are transforming the present and future economy, and why these changes give women the competitive advantage. Jean Stafford, executive coach and founder of Executive Coaching for Women Inc., explains how women can leverage their skills and interests into professional endeavors that support who they are and how they want to live their lives.
Please mind the gap
South China Morning Post (10/4/02)
Disparities between the sexes in pay, power and stature are rife in the US. Only six Fortune 500 companies are headed by women, down from seven the year before. Women occupy only 12 percent of management jobs according to the GAO and the wage gap is widening. Even so, Jean Stafford says there is reason to hope. She points to Department of Labor statistics that reveal twice as many women are leaving well-paying jobs in large corporations to start up their own small and medium-sized businesses, or are acting as free agents offering consultancy work. “Women are not so much beating men at their own game, as rewriting the rules.”
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For Women Only
The National Association for Female Executives (6/2/02)
Gender-specific courses are able to spend more time on those management concerns, traits, and issues that tend to be more common among women executives. They’re also able to address roadblocks that, venting aside, all executive women face, says Jean Skiles Stafford, president of Great Falls,VA-based Executive Coaching for Women. To Stafford, who left her post as a tech-sector executive to work with women rethinking their career paths, the idea that women need gender-specific training courses is a no-brainer. “Women are leaving corporate America in droves,” she explains. “The top reasons they give are that they feel they’ve gone as far in an organization as they will be allowed to go and their work is not appreciated or that they want more control over their lives, some flexibility to do something other than work all the time.”
When the pressure builds to a boiling point, some women opt out, making the leap to self-employment, while others start to look for answers. “A lot depends on what you want to accomplish,” says Stafford. “You have to know what you want, and women, frankly, have not been well-trained to identify that.”
Venus, Mars & Money
Insight Mag.com (6/1/02)
Women are less likely than men to fund their businesses with outside resources, but are more likely to seek outside financial advice. Why is there such a gender difference in the way entrepreneurs raise capital? One reason is that old thought patterns are still very much alive and well, says Jean Skiles Stafford, founder and president of Executive Coaching for Women, a business consultancy exclusively for women located in Great Falls, VA. “You’re not going to hear too many people admitting this,” she says, “but our culture still hangs on to the old perceptions that women aren’t as business savvy as men. As a result, it’s just plain harder for women to obtain outside financing for their companies.”
What to Do When You’re the New Kid at the Office
Lifetime Online (8/3/01)
Nowadays, reaching the gold-watch level of service at a company has been replaced by the competitive sport of career-jumping. While that means opportunities are plentiful, the trend can also leave a working woman feeling like the awkward new girl at the office – over and over again. We enlisted the help of Jean Stafford, president of Executive Coaching for Women to advise on-the-job newbies.
What to Expect when you’re expecting to be governor
Boston Globe (2/18/01)
Since the announcement of Governor Paul Cellucci’s nomination as ambassador to Canada, there has been no shortage of advice for Lieutenant Governor Jane Swift on how she can be both governor and mother of a toddler and newborn twins (due in June). But what do the specialists say? Jean Stafford weighs in with a directive. “Set those bars now. She has to know what legacy she wants to leave.”
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Back to Work After the Holidays: A new perspective for the new year
Come January, it’s all over. No more parties, no more slacking at the office, no more time off. And you are exhausted, both mentally and physically. Sound familiar? So how do you hit the ground running in the new year with energy and motivation?
“One of the things that keeps us from being motivated is that we don’t know what we want. What makes it tough to start in January is that it’s the same old thing unless we chart a new course,” says Jean Stafford. “Research shows we’re happiest when we’re pursuing some self-defined goal. It’s no fun to just float. There’s nothing fulfilling for a human being in just treading water,” she adds.
Goal Setting for the Back-Roads Driver
So, what is a back-roads driver? It’s someone who, instead of choosing the direct route to a goal, prefers meandering around the back roads. They are opportunistic and enjoy the thought that something unusual might happen. They are not the best goal-setters in the world because they like life to be spontaneous, open-ended and flexible so we can consider different options. But you have to have your intellectual energy focused on something. Jean Stafford, president of Executive Coaching for Women offers five good practices when it comes to personal strategic planning.
All in the Timing
Working Woman (9/1/99)
Seven months ago, Linda Rosanio, 43, president and chief executive of an advertising agency with $68 million in annual billings, assumed sole management of the company she founded 14 years ago. During the three years she’d shared management duties, creative talent left in droves. Determined to turn things around, she jams her days with operations activities, management meetings, staff ego stroking, and financial reviews. When she found herself worrying at night about all the important things she hadn’t been able to cram in, she realized it was time for an industrial-strength tune-up. Enter Jean Stafford, president of Executive Coaching for Women, to help with sorting through Rosanio’s demanding daily priorities.
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Ways to shatter the glass ceiling
You don’t have to see it to believe it. The glass ceiling is a solid barrier to many professionals’ career progress. But are those cracks we’re seeing over our heads?
Yes, there are some women slipping through, but it’s only a start. “Certainly there are cracks. Cracking it doesn’t guarantee it’ll shatter and go away,” says Jean Stafford, president and founder of Executive Coaching for Women. Stafford explains that recent gains, while significant, can also be attributed to a shrinking talent pool in a time of low unemployment. She expressed concern about what might happen once the economy turns around.
If moving to the top or being a success in your career filed is important to you, as it is for most people, then it’s time to take charge of your career.
Big players call on the executive coach for lessons in leadership
Evening Standard (6/11/99)
Management experts say the number of executives hiring personal coaches is rocketing as more and more professionals turn to outside help for advice in how to manage their day, dollars, employees, develop better leadership skills and maximize effectiveness.
A report on Jean Stafford, an executive coach, as she shows a client how to establish priorities and decide what to jettison from her busy schedule to make room for more important things.
Washington Business Journal (1/15/99)
“Women are leaving corporate America in droves,” said Jean Stafford, a career coach for area women executives.
Stafford believes there is a mass exodus of executive-level females who are unsatisfied with their positions and disillusioned with the corporate world. Why? Because women are realizing they want more than a textbook definition of success: money and a title.
“The traditional model of professional success that we were handed doesn’t work,” said Stafford. Her job is helping women achieve their own unique versions of success.
Female executives present unique career counseling challenges
Counseling Today (1/1/99)
Professionals are currently changing jobs, companies, and careers faster and with more frequency than at any other time in history. Because of this, the field of executive coaching is booming, as both men and women corporate leaders look for guidance and encouragement in times of transition.
“The growing demand for coaching has much to do with the changes in today’s work environment,” said Jean Isberg [Stafford] and executive coach based in Great Falls, VA. “The current trend toward downsizing has virtually eliminated middle management, so that there are no longer people within many organizations who have the time, experience, and interest necessary to help workers move up through the ranks.”
Because of this, more and more executives are turning to outside coaches to help, Isberg [Stafford] said.
Female Managers Need to Sell Their Strengths
Federal Times (12/14/98)
Promoting their abilities and letting other people help them are two strategies women should use to advance their careers, an executive coach told a group of women managers.
Making sure other people, especially their bosses, know they are able is second only to being able, said Jean Isberg [Stafford] president of Executive Coaching for Women, Inc. in Great Falls, VA. Isberg [Stafford] spoke Dec1 at an Executive Women in Government conference in Washington, DC.
Women tend to wait for recognition of their accomplishments, while male bosses are waiting for them to tout their own achievements, as men are more likely to do.
First Come Goals, Then Guts and Glory: In the growing field of exective coaching, a Virginia counselor advances women’s ambitions
Washington Post (10/5/98)
The seven professional women sit around a conference table in a Tysons Corner high-rise, discussing fairy tales. They have been asked by executive coach Jean Isberg [Stafford] to write down the first two that pop into their heads and from there proceed to words and interpretations.
All of these women – in telecommunications, defense work, computer specialties – have accomplished a great deal in male-dominated fields but now are asking, “What else?” They have turned to Isberg [Stafford] for help transforming stagnant or unchallenging careers into fulfilling ones.
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