What Kind of Leader Do Women of Culture Gravitate Toward? Think about the Women of Culture on your team who consistently deliver. The ones who hold complexity while leading without needing the spotlight. Who bring nuance, care, and clarity to every challenge—often without recognition. Now ask yourself, with honesty: Are they seeking you out as a trusted advocate? Or quietly recalibrating their expectations and planning their exit? Because here’s the reality: Women of Culture with talent don’t just stay in roles where they’re compensated or complimented. They stay where they are fought for. Where someone in power is willing to bet on them, not just believe in them.
They’re watching who offers encouragement—and who opens actual doors.
They’re noticing who mentors them in private—and who sponsors them in public.
They’re discerning which leaders see their brilliance—and which ones leave it on the table.
If you’ve ever wondered why a brilliant woman leaves your team or why the most promising talent doesn’t seek your guidance, it may not be about her ambition. It may be about your advocacy—or lack thereof.
“I Don’t Need a Cheerleader—I Need a Door Opener.”
Meena, a senior executive I coached, had just delivered on a high-impact, high-visibility initiative. Her metrics were impeccable. Her team was loyal. Her leadership? Steady and clear. But when the next stretch opportunity came up, she was overlooked. When I asked what she needed most from the leaders around her, she didn’t hesitate:
“I have people who believe in me. I don’t have anyone willing to stick their neck out for me.”
That line has stayed with me. Meena’s experience is not rare—it’s the quiet norm for too many Women of Culture. They don’t need more validation. They need visible, vocal champions in the rooms they’re not yet in.
Why Sponsorship Can’t Be Optional
Here’s what’s on the line: When organizations fail to sponsor Women of Culture, they don’t just lose individuals. They lose credibility. They lose trust. They lose money. They lose the kind of insight and innovation that only comes from leadership that reflects the world it serves.
The High Cost of Losing Top Talent
- Replacing a high-performing employee can cost up to 213% of their annual salary.
For example, losing a senior leader earning $150,000 could cost the organization over $300,000 in recruiting, onboarding, and lost productivity. - Companies with inclusive leadership are 1.7 times more likely to be innovation leaders in their market.
When high-potential, diverse talent walks out the door, you’re not just losing people—you’re losing your competitive edge. (Source: Deloitte) - Employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work.
Sponsorship and visibility directly impact engagement and performance. (Source: Salesforce) - Organizations with effective sponsorship programs see 22–30% higher retention rates among diverse talent.
Without sponsorship, underrepresented employees are more likely to feel stalled—and leave. (Source: Coqual, formerly Center for Talent Innovation)
Sponsorship changes trajectories—not just careers but whole company culture and success.
And yet, many Women of Culture move through their professional lives without a single leader who’s willing to name their value out loud in decision-making spaces.
That silence has consequences. Top talent walks out the door—not because they weren’t ready, but because no one made sure they were seen and heard.
The Blind Spot: Being “Supportive” Isn’t the Same as Being a Sponsor
Too often, I see leaders who genuinely want to help but aren’t doing the one thing that matters most: putting someone’s name forward. They’ll mentor. They’ll offer feedback. They’ll say “You’re doing great work.” But they won’t take the risk of saying:
“She’s ready for this. I’ll back her.”
“Let’s give her that opportunity. I’ll coach her through it.”
That’s what sponsorship is: using your influence to create opportunities, not just acknowledge talent. If you’re not doing that, someone else will. And they’ll be the leader Women of Culture seek out—and stay with.
Three Ways to Be the Leader Talent Runs Toward
You don’t need a new initiative to start showing up differently. You need intention. Here’s where to begin:
1. Say Their Name in Rooms That Matter
Think of one woman you’ve coached, mentored, or admired. Have you brought her name into a succession planning meeting? A promotion conversation? A client intro? Sponsorship starts with visibility. Speak her name where it counts.
2. Offer Opportunity, Not Just Encouragement
It’s easy to tell someone, “You’re doing great.” It’s more powerful to say, “I’m putting you forward for this role.” Create chances for Women of Culture to stretch, lead, and shine—even if it makes you a little uncomfortable.
3. Check the Pattern
Who do you instinctively trust? Who do you wait to “prove themselves”? What criteria do you use to gauge readiness—and who does it advantage? Interrupt the default. Expand your lens. Be curious about your habits.
Your Legacy Is What Talent You Champion
The leaders who attract top Women of Culture don’t wait for them to knock louder. They open the door. They say the name. They stay in the room when decisions are made—and they make sure the right people are seen.
This isn’t about doing more. It’s about doing what matters.
So here’s the question: Who are you sponsoring right now?
If no one comes to mind, what are you waiting for?
Women of Culture aren’t looking for perfection in a leader. They’re looking for someone who shows up for them consistently and with purpose. When they find that they lean in and do their best work—not because they have to, but because they know they’re not doing it alone.
If you’re a leader asking yourself, “Why isn’t top talent gravitating toward me?”—that’s not just a moment of curiosity. That’s your invitation to shift.
Because it’s not enough to value inclusion. You have to practice it—with intention, with consistency, and courage.
If you’re ready to move beyond good intentions and become the kind of leader who Women of Culture choose to follow, let’s start a conversation. This work isn’t always easy, but it is transformational. For you, your team, and the future you’re shaping.
