Welcome back to the Look and Sound of Leadership, an ongoing series of executive

coaching tips designed to help you be perceived in the workplace the way you want

to be perceived. I'm Tom Henschel, your executive coach and today we're talking

about executive gender bias. Can we talk about Carmen? asked Paul.

This was only our fourth coaching session. I was enjoying him immensely.

Paul was creative director in a global marketing division. He and I had bonded quickly over a shared

history of having performed in theatre during our younger days. About Carmen, he continued,

A promotion is coming up in three or four months and it should be hers. I want it to be hers, but I'm afraid she's taking herself out of the running.

How, I asked.

First, you have to know that Carmen's fantastic.

She's been my right hand for two years now.

Her work is beyond excellent, even though sometimes she thinks it's not.

If she says she's going to do something, she does it even if it kills her.

She's smart and she always works in the best interest of the company.

Sounds great, I said, so why wouldn't she get the promotion? Well I am not the only

decider which puts Brad into play and Brad is Carmen's peer.

Been here about eight months, made a big splash.

He hits my doorway at least once a week.

He's always got an idea to bounce off me or wants to know if I have new ideas to share with him?

I've probably heard more ideas from Brad in his eight months than I have from

Carmen in her two years.

And look, let's be honest, a lot of his ideas are crap, but I love that. The more ideas the better, and

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