Inappropriate behavior toward women in the workplace has sparked a national conversation about sexual harassment. The #MeToo movement exploded on social media, celebrities were embroiled in allegations of sexual misconduct, employers were sued, and employees dismissed. While this tidal wave of public attention has generated some positive change, business leaders and work-culture observers wonder how […]
Inappropriate behavior toward women in the workplace has sparked a national conversation about sexual harassment. The #MeToo movement exploded on social media, celebrities were embroiled in allegations of sexual misconduct, employers were sued, and employees dismissed.
While this tidal wave of public attention has generated some positive change, business leaders and work-culture observers wonder how the fallout will affect male-female working relationships down the road, including within the mentoring dynamic.
As a business owner and attorney, I think it’s time to turn the conversation positive and view how male-female mentoring has successfully impacted careers and companies. This time of raised awareness provides the chance to improve mentoring and make it even more meaningful.
I would like to encourage my business-owner peers to change the tone of this conversation and focus on the many successful male-female work relationships we have each seen, fostered, and benefited from forging. A workplace is super-charged by having a mix of well-mentored men and women.
At a time when men might be pulling away from mentoring to avoid any hint of impropriety with a female colleague, we need more men to mentor women because they’ll be helping to positively change the workplace.
Here are four tips for male business leaders when mentoring women:
Focus on professional progress Rules for mentoring should be the same for a woman mentoring a man or a man mentoring a woman. What’s the mentor or mentee’s motivation for entering into this mentoring relationship? You focus on skills, talents, goals, and competencies. Feedback is constructive. You keep it real by not veering off the track of professional growth.
Think of mutual growth Well-planned and executed mentoring is a win-win for both the mentee and mentor. Both individuals can grow substantially from the relationship. Focus on developing the women and men on your teams through impactful mentoring that elevates both the mentor and the mentee. As a male business owner, I owe a tremendous amount of my own success to the incredible mentorship of my female colleagues. Male business owners need to seek out their female mentors as they add a different dimension to how we plan, execute, and build our business.
Ask, if you’re unsure Colleagues can help you understand what is considered inappropriate behavior and what is acceptable. Something that was a compliment years ago might be considered an inappropriate comment today.
Practice common courtesy, respect Treat a female colleague as you would any other colleague. Men should take the extra step of educating themselves on the definition of sexual harassment and what it means to women in a professional setting. Be a good listener and exhibit common courtesy, as you would show any person.
Male business leaders have a great opportunity here to be great role models, impactful mentors, and help women continue to diversify the talent of their companies.
Peter J. Strauss (www.peterjstrauss.com) is an attorney, captive insurance manager, and author of several books, including most recently “The Business Owner’s Definitive Guide to Captive Insurance Companies.”
