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This was part of a larger study on the same topic , covering a total of 151 global CEOs — 12 female and 139 male. According to Grant Thornton (2016), globally, only 9% of women in senior management are CEOs or managing directors. In the G7 just 7% of women in senior management are CEOs, compared to 20% who are HR Directors or 12% who are chief marketing officers. Our sample of female CEOs — 8% of the 151 CEOs we interviewed — is representative of this reality. The following five recommendations emerged from the study as advice to women who want to lead. The critical factor in a woman’s achieving the top job is taking ownership of her ambition. This starts with seeing herself as a leader, which is by no means as simple as it sounds. Recognizing the work-life compromises they would have to make and the barriers that they would face meant that our interviewees described themselves as “accepting” rather than “celebrating” their ambitions. This is critical, because even once a woman has accepted her leadership potential, she may find it difficult to access formal development programs — either through lack of sponsorship or reluctance to self-promote. Our female CEOs described how self-acceptance unlocked their ability to take charge of their own development: seeking out stretch assignments, learning on the job, and learning from the people in their networks.

For the original version including any supplementary images or video, visit https://hbr.org/2018/06/in-interviews-female-ceos-say-they-dont-expect-much-support-at-home-or-at-work

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