Sylvia Ann Hewlett
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In this updated and expanded edition of her celebrated book Executive Presence: The Missing Link Between Merit and Success, one of the world's most influential business thinkers reveals the qualities essential to leadership in our fast-changing, post-pandemic world. Some are timeless (confidence, decisiveness), some are brand new (the ability to command Zoom), and all are game-changers.
Nearly a decade ago, economist Sylvia Ann Hewlett cracked the...
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Are you investing in the right people?
Many people know the benefit of finding a sponsor--someone who goes beyond traditional mentorship to partner with a junior-level employee to help build their skills, advocate for them when opportunities arise, and open doors. But few realize that being a sponsor is just as important to career growth as finding one.
According to new research from economist and thought leader Sylvia Ann Hewlett, senior executives...
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Is it more profitable for workers and their employers to be "out" in the workplace? What's holding back the "model minority"? A compendium of groundbreaking research studies conducted by bestselling author and notable economist Sylvia Ann Hewlett and her team at The Center for Talent Innovation, Brainpower provides hard data to back up claims, including: The Power of "OUT", Off-Ramps and On-Ramps Revisited, Asians in America, and The X Factor.
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THE CENTER FOR TALENT INNOVATION (CTI) is an NYC-based think tank which focuses on global talent strategies and the retention and acceleration of well-qualified labor across the divides of gender, generation, geography, and culture. CTI's research partners now number 86 multinational corporations and organizations.
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An era of vibrant diversity is rewriting our culture, schools, workplaces and history. But more than a decade into the twenty-first century, talent of color are not breaking into the top executive ranks in numbers proportionate to their achievements and demographic mass. To move past lingering bias and subtle exclusion, people of color need the powerful advocacy of sponsorship. This robust relationship capital drives engagement and retention, fostering...
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The war for talent is heating up in emerging markets. Without enough "brain power," multinationals can't succeed in these markets. Yet they're approaching the war in the wrong way-bringing in expats and engaging in bidding wars for hotshot local "male" managers.
The solution is hiding in plain sight: the millions of highly educated women surging into the labor markets of Brazil, Russia, India, China, and the United Arab Emirates. Increasingly, these...
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The findings were announced at The New York Times auditorium with presentations by Sylvia Ann Hewlett, one of the authors of the study and Founder and President of The Center for Work Life Policy, and Lisa Belkin, the author of the New York Times Magazine cover story 'The Opt-Out Revolution' which caused a media firestorm about time-outs from careers ('off-ramping') in 2003 and inspired the Center's first study of the trend in 2005. Since the recession,...
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“One of the best-kept secrets of the last thirty years is that big business, government, and the wider culture have waged a silent war against parents, undermining the work that they do….parents have been left twisting in the wind by a society intent on other agendas.”—from the book In The War against Parents, two different parents from diverse backgrounds—a female economist from Wales and an African American religious studies professor...
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"Are you "leadership material?" More importantly, do others perceive you to be? Sylvia Ann Hewlett, a noted expert on workplace power and influence, shows you how to identify and embody the Executive Presence (EP) that you need to succeed. You can have the experience and qualifications of a leader, but without executive presence, you won't advance. EP is an amalgam of qualities that true leaders exude, a presence that telegraphs you're in charge or...
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While the #MeToo movement has exposed the enormous harm done by sexual misconduct in the workplace, the movements full promise has not been fulfilled, Sylvia Ann Hewlett argues. Showcasing new data on the incidence of sexual harassment and assault at work, she reveals how the movement has focused almost exclusively on white women and failed to support other vulnerable groups who are also targets of abuse. Black men, gay men and women, and Latinas...
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Who's pulling for you? Who's got your back? Who's putting your hat in the ring? Odds are this person is not a mentor but a sponsor. Mentors can build your self-esteem and provide a sounding board-but they're not your ticket to the top.
If you're interested in fast-tracking your career, what you need is a sponsor-a senior-level champion who believes in your potential and is willing to advocate for you as you pursue that next raise or promotion.
In...
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With talent shortages looming over the next decade, what can companies do to attract and retain the large number of professional women who are forced off the career highway?
By documenting the successful efforts of a group of cutting-edge global companies to retain talented women and reintegrate them if they've already left, Off-Ramps and On-Ramps answers this critical question. Working closely with companies such as Ernst & Young, Goldman Sachs,...
16) HBR's 10 Must Reads on Diversity (with bonus article "Making Differences Matter: A New Paradigm f
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Reap the benefits of a diverse workforce.
If you read nothing else on promoting diversity and realizing its benefits, read these 10 articles. We've combed through hundreds of Harvard Business Review articles and selected the most important ones to help you create a culture that seeks and celebrates difference.
This book will inspire you to:
Identify and address bias
Short-circuit discrimination instead of unintentionally feeding it
Attract, retain,...
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Reap the benefits of a diverse workforce.
We've combed through hundreds of Harvard Business Review articles and selected the most important ones to help you create a culture that seeks and celebrates difference.
This book will inspire you to: identify and address bias; short-circuit discrimination instead of unintentionally feeding it; attract, retain, and engage talented people who represent myriad identities; ensure that everyone has equal access...