Name: What responsibility do female leaders have to other women?
Uploaded: 2022-09-23T12:59:11.416Z
Duration: 347.13
Description: Female leaders tell us how helping other women in their organisations is not just an important responsibility but also offers great opportunities. Sterling Ingui, Amber Hall, Jenny Price and Ivy Ross reveal that both mentors and sponsors are critical to advance other women's careers.

TRAILER_Alfie_Butler_WOMEN_MENTORS_V2_c7e05058c9.mp4

Women mentors.vtt

English

{{00:00:41}}
As a female in a leadership role,
what degree of responsibility do

{{00:00:46}}
you feel that women in leadership
roles should have towards mentoring

{{00:00:49}}
and sort of developing younger
women into similar roles like this?

{{00:00:57}}
Yeah.

{{00:00:57}}
So, you know, I think that, I mean,
women were put in the workforce

{{00:01:01}}
for a reason because especially
in technology, I think we ask

{{00:01:04}}
different questions and those are,
it's just about diversity of lens

{{00:01:10}}
that we look at things through.

{{00:01:12}}
And so I think it's extremely
important that I do everything I

{{00:01:16}}
can to mentor and keep women in the
workforce and especially in technology

{{00:01:21}}
and also really encourage them to
be themselves because I think a

{{00:01:26}}
big issue is often they look around
and see how men have advanced, and

{{00:01:32}}
so, oh, I have to be like that.

{{00:01:35}}
And a lot of my mentoring is
like, no, you have to be you.

{{00:01:38}}
And even if it feels different,
you know, there's a reason.

{{00:01:41}}
Cause we just, feel things differently
and we asked different questions.

{{00:01:46}}
So I, when I was coming up through
the ranks, there were it's interesting

{{00:01:52}}
there weren't enough women, I think
at the higher levels to really mentor.

{{00:01:58}}
And if they were some of
them, it was very competitive.

{{00:02:02}}
I think they thought it was
competitive, so they didn't want to

{{00:02:05}}
mentor young women, which was crazy.

{{00:02:07}}
And now I get such, I love
Julia because I don't think, you

{{00:02:12}}
know, I think we're at a time
where it's a wisdom exchange

{{00:02:16}}
and I learned things from them.

{{00:02:17}}
They learn things from me.

{{00:02:19}}
So I encourage all women to do
that as much as possible because

{{00:02:23}}
we have to set that precedent up
and it's the way we're going to be

{{00:02:26}}
happier in the workforce together.

{{00:02:29}}
I think women have not only
a responsibility, but a great

{{00:02:33}}
opportunity to help other women.

{{00:02:35}}
And I would say this includes
helping people in different

{{00:02:38}}
industries, different skills
or professional development.

{{00:02:41}}
So it's not just for younger women,
it's also to help mentor other women.

{{00:02:47}}
So I recently was a mentor for female
founders of FinTech, and I had a

{{00:02:51}}
wonderful mentee who brought forward
a wealth of amazing experience and

{{00:02:55}}
expertise in her work, yet she was
new to pitching and I was able to

{{00:03:00}}
help her refine her messaging and
to pitch and win her competition.

{{00:03:04}}
I think it's a huge
responsibility for women.

{{00:03:08}}
There's no shortage of data that
suggests the more diversity you have

{{00:03:11}}
in leadership or in an organization,
the better innovation outcome, right.

{{00:03:15}}
And the more, the more growth.

{{00:03:17}}
So that's, that's been proven, but
I think from a women's perspective,

{{00:03:20}}
the more of us that, that rise to the
occasion and take on leadership roles,

{{00:03:23}}
I think we do have a responsibility to.

{{00:03:25}}
Mentor to sponsor and to advocate.

{{00:03:27}}
And what I've learned
through my own career is it's

{{00:03:30}}
not just about mentoring.

{{00:03:32}}
I think we have used that as a word to
kind of blanket everything, but that's

{{00:03:36}}
really not the only experience that
junior people need an organization.

{{00:03:40}}
They need women to advocate
for them in a meeting.

{{00:03:43}}
You know?

{{00:03:44}}
And that is, you know, saying the
things that no one else wants to

{{00:03:46}}
say and speaking up for that person
when no one else wants to speak

{{00:03:49}}
up, as well as, you know, mentoring
them behind closed doors and

{{00:03:52}}
giving me giving them the guidance.

{{00:03:54}}
But where I find the biggest
need continually is sponsorship.

{{00:03:59}}
Far and, wide men get sponsored.

{{00:04:01}}
Whether it be for education, promotion,
or just visibility, far greater

{{00:04:08}}
than women in an organization.

{{00:04:09}}
So I think as women, I certainly feel
it's our responsibility to find other

{{00:04:14}}
women in organization to sponsor
them and to really lift them up.

{{00:04:18}}
I have benefitted from those
relationships in the past.

{{00:04:23}}
I've had everything from a mentor
to an advocate, to a sponsor.

{{00:04:26}}
And having those experiences
personally has made me realize one that

{{00:04:31}}
representation is extremely important
when it comes to women, not just women,

{{00:04:34}}
but women of all color and backgrounds.

{{00:04:37}}
But then, you know, advocacy through
an organization can take you far, much

{{00:04:40}}
further sometimes then, you know what
guidance you get behind closed doors

{{00:04:45}}
because it's oftentimes what happens
in those rooms that you're not in

{{00:04:49}}
with leaders that decisions get made.

{{00:04:51}}
And so as a junior person, you just
don't have the line of sight to that.

{{00:04:54}}
So having someone in the room of
a certain experience just enables

{{00:04:58}}
you to, to see that and to get
that level of sponsorship faster.

{{00:05:04}}
I feel like that's certainly a key
part of the career development path

{{00:05:09}}
for women and everyone in general.

{{00:05:11}}
But being able to have that
opportunity to be mentored and

{{00:05:15}}
mentor is really a circular process.

{{00:05:18}}
And one that I see as kind of a career
long journey that I'm grateful to be

{{00:05:24}}
able to, you know, give back and then
also participate in partake in building

{{00:05:30}}
my network with women who,  you know,
have your back and are willing to

{{00:05:35}}
support you and talk about, you know,
the tough stuff, the easy stuff,

{{00:05:39}}
successes or challenges along the way.

As a female in a leadership role,
what degree of responsibility do

you feel that women in leadership
roles should have towards mentoring

and sort of developing younger
women into similar roles like this?

So, you know, I think that, I mean,
women were put in the workforce

for a reason because especially
in technology, I think we ask

different questions and those are,
it's just about diversity of lens

And so I think it's extremely
important that I do everything I

can to mentor and keep women in the
workforce and especially in technology

and also really encourage them to
be themselves because I think a

big issue is often they look around
and see how men have advanced, and

And a lot of my mentoring is
like, no, you have to be you.

And even if it feels different,
you know, there's a reason.

Cause we just, feel things differently
and we asked different questions.

So I, when I was coming up through
the ranks, there were it's interesting

there weren't enough women, I think
at the higher levels to really mentor.

And if they were some of
them, it was very competitive.

I think they thought it was
competitive, so they didn't want to

And now I get such, I love
Julia because I don't think, you

know, I think we're at a time
where it's a wisdom exchange

So I encourage all women to do
that as much as possible because

we have to set that precedent up
and it's the way we're going to be

I think women have not only
a responsibility, but a great

And I would say this includes
helping people in different

industries, different skills
or professional development.

So it's not just for younger women,
it's also to help mentor other women.

So I recently was a mentor for female
founders of FinTech, and I had a

wonderful mentee who brought forward
a wealth of amazing experience and

expertise in her work, yet she was
new to pitching and I was able to

help her refine her messaging and
to pitch and win her competition.

I think it's a huge
responsibility for women.

There's no shortage of data that
suggests the more diversity you have

in leadership or in an organization,
the better innovation outcome, right.

So that's, that's been proven, but
I think from a women's perspective,

the more of us that, that rise to the
occasion and take on leadership roles,

And what I've learned
through my own career is it's

I think we have used that as a word to
kind of blanket everything, but that's

really not the only experience that
junior people need an organization.

They need women to advocate
for them in a meeting.

And that is, you know, saying the
things that no one else wants to

say and speaking up for that person
when no one else wants to speak

up, as well as, you know, mentoring
them behind closed doors and

But where I find the biggest
need continually is sponsorship.

Whether it be for education, promotion,
or just visibility, far greater

So I think as women, I certainly feel
it's our responsibility to find other

women in organization to sponsor
them and to really lift them up.

I have benefitted from those
relationships in the past.

I've had everything from a mentor
to an advocate, to a sponsor.

And having those experiences
personally has made me realize one that

representation is extremely important
when it comes to women, not just women,

But then, you know, advocacy through
an organization can take you far, much

further sometimes then, you know what
guidance you get behind closed doors

because it's oftentimes what happens
in those rooms that you're not in

And so as a junior person, you just
don't have the line of sight to that.

So having someone in the room of
a certain experience just enables

you to, to see that and to get
that level of sponsorship faster.

I feel like that's certainly a key
part of the career development path

But being able to have that
opportunity to be mentored and

And one that I see as kind of a career
long journey that I'm grateful to be

able to, you know, give back and then
also participate in partake in building

my network with women who,  you know,
have your back and are willing to

support you and talk about, you know,
the tough stuff, the easy stuff,

Female leaders tell us how helping other women in their organisations is not just an important responsibility but also offers great opportunities.
Sterling Ingui, Amber Hall, Jenny Price and Ivy Ross reveal that both mentors and sponsors are critical to advance other women's careers.

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Ivy Ross

Vice President of Design for Hardware Products 

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Sterling Ingui 

VP Business Information Security   

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Amber Hall

Strategic Foresight Manager 

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Jenny Price

Director of Innovation Development and Design 

Introduction

Ivy Ross thinks that women are put in the workforce for a reason The diversity of lenses that they looking through.
She mentions encouraging other women to be themselves, even if it feels different and wisdom exchange is important. 

Chapter 1: Ivy Ross 

Sterling Ingui says helping other women is not only a responsibility but also a great opportunity. 
And mentorship could take place not only for younger professionals but also for other peers.

Chapter 2: Sterling Ingui

Amber Hall underlines the importance of sponsorship.
Advocacy through an organization, speaking up for them, could take women much further sometimes than what guidance you gave behind closed doors. 

Chapter 3: Amber Hall

Jenny Price sees mentoring and being mentored as a circular process which is a  career along journey. 
Building a network with women who support you matters along the way. 