“Because I am a woman, I must make unusual efforts to succeed.
If I fail, no one will say, ‘She doesn’t have what
it takes.’ They will say, ‘Women don’t have
what it takes.” ...Clare Boothe Luce
Volume 2, Issue 11--
Article | Resources
| Fast Facts
Survey | What's
New | About Regina | Blog
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Barriers in Business to Achieve Extraordinary Leadership Success
June I completed a Masters Program in Human Development.
One outcome from that program was a leadership
development model designed to help leaders overcome obstacles
faced in creating extraordinary leadership success.
Breaking Barriers Leadership Development Model (BBLD) is based
on two simple concepts: 1) you must possess the courage
and confidence necessary to lead others and 2) you must possess
and exhibit the competence to leader others. Confidence without
competence (and vice versa) is like having a peanut butter and
jelly sandwich without the bread. The bread is the infrastructure
that holds the sandwich together just as your confidence and competence
will hold together your leadership framework. Without the bread,
all you have is a big mess.
The BBLD Model is comprised of five key principles that
require development on many different levels. The model
does not replace the need for formal education or other means
for developing business or leadership competencies. Rather, the
BBLD Model assumes a base level of education and competence and
simply focuses on those areas most often overlooked by women and
in some cases, men too.
The BBLD Model is comprised of the following principles:
build a successful leadership foundation
(b) create a personal brand
(c) develop competency in negotiation
(d) embrace risk-taking
(e) exhibit business acumen.
Women who commit to personal and professional development
that focus on these principles will find that they are able to
lay the foundation and obtain the experiences they need to be
successful executives. The beauty of the Breaking Barriers
Leadership Development Model is that it does not take a prescriptive
approach to developing strong women leaders. Instead, it allows
women to develop their leadership and executive competencies from
a place of true authenticity based on their own personal vision,
mission, and values. In my opinion, that’s what leadership
is all about.
Barr is a management consultant and speaker with a special passion
for helping women achieve leadership success. Regina helps companies
develop strategies to attract, develop and retain women leaders.
Her consulting firm, Red Ladder, Inc., also helps organizations
and their leaders develop their full potential through strategic
project management and coaching. For more information visit www.RedLadder.com
Copyright 2005 Regina
Barr, Red Ladder, Inc.
With Uncommon Women: Insights From Women Who've Risen Above Life's
Challenges to Achieve Extraordinary Success
by Ellie Wymard.
This book examines
the experiences and insights of women who have risen above life’s
challenges to achieve extraordinary success. Women who are up
against career barriers that are gender-specific will want to
read this book.
the Glass Ceiling: Factors Influencing Women's Attainment of Senior
Executive Positions by
Carole Kadinger Adair. The "glass ceiling" is a term
that symbolizes a variety of barriers that prevent qualified individuals
from advancing higher in their organization. This book offers
case studies on how major corporations remove glass ceiling barriers.
White House Project is a national,
non-profit organization that aims to advance women’s leadership
in all sectors, up to and including the U.S. presidency.
Survey Results - Breaking Barriers
67% of respondents AGREED that they understand
key business practices and relevant financial information on how
their company makes money.
67% of respondents AGREED that they have obtained
the business credentials that are relevant to their field.
67% of respondents AGREED that they are recognized
by their employer as an intelligent risk-taker.
67% of respondents AGREED that they recognize
and embrace new opportunities at work.
67% of respondents AGREED that they are a competent
negotiater for the tools that they need to be successful in their
100% of respondents AGREED that they regularly
negotiate for salary, time off, additional staff/ administrative
support, high visibility projects etc.
67% of respondents AGREED that they have a strong
personal brand that is recognized within their company and the
business community they work in.
67% of respondents AGREED that they have a defined
and organized self-promotion strategy.
Ladder is moving to a quarterly survey format. Look for our next
survey during the first quarter 2006. Have a question for Red
Ladder? Send to: email@example.com
Ladder is growing and we are delighted to introduce our newest
team member. Please join us in welcoming Lori Grams, Marketing
Specialist, to the Red Ladder team!
in hearing Regina speak? Here are some of Regina's upcoming programs:
27, 2006, Deloitte Consulting, LLP, Your Professional ROI,
February 14, 2006, St. Thomas University, Networking for Success,
February 24, 2006, Financial Women International Golden West District
Conference, Her Place at the Table, Laguna Beach, CA.
for information on how to register.
Barr, President of Red Ladder, Inc., holds a BBA, an MBA and an
MA in human development. With over seventeen years in the financial
services industry, Regina has a broad range of leadership experience
in product, sales, and marketing. Red Ladder provides people development
services for individuals and organizations with a goal of developing
people and inspiring success. In addition, Regina has a special
passion for helping companies attract, develop and retain women
What our clients are saying...
brings a high degree of efficiency and experience to the table!
With Regina's assistance, the Northeast Bank has been able to
develop key strategic initiatives to help ensure a competitive
advantage within the Bank’s market area. Not only were we
able to identify key initiatives, we were also able to identify
areas that were not of interest to our customers and to avoid
costly development mistakes. ”--
Suzanne M. Sjoselius, Senior Vice President Northeast Bank
Copyright (C) 2005 Red Ladder, Inc. ~ firstname.lastname@example.org
651-453-1007 ~ Inver Grove Heights, MN 55076