The White House Project

The Washington Post
Marie Wilson
December 17, 2009

I nominate Ursula Burns and Anne Mulcahy of Xerox as a leaders who exemplify the unique leadership women can bring to corporate America. In July of this year, Ursula Burns was tapped to succeed Anne Mulcahy as CEO of Xerox with Ms. Mulcahy remaining as Chairman of the Board.

Both women have 30+ years each with Xerox. That institutional knowledge at the top of the corporate structure during some of the toughest economic times in recent history ensured that Xerox would weather the storms of 2009 with the wind at their back as they move into 2010.

To go through a transition of leadership in the midst of an economic downturn can have extreme negative effects on a corporation’s bottom line. Phasing out a CEO can make shareholders and potential investors apprehensive about the company’s stability. In adopting a co-leadership model, both Ms. Burns and Ms. Mulcahy showed a willingness to forgo ego in order to provide a strong foundation for Xerox during these changes.

I’m not saying that they did this because they are women, or that this is what all women leaders do. But in speaking to women and men about the importance of getting numbers of women into top leadership, invariably someone makes sure to talk about how women “just don’t support each other.” The story of how when Ursula was made CEO, actually surprising folks in and outside the company, Anne made a decision to stay at Xerox to support her is a moving one. And their ability to forge successful co-leadership roles seamlessly during this time has been a very public contradiction of the old saw about women “being our own worst enemies.

Their steady management of and dedication to the employees of Xerox has served as a lesson in successful leadership that has corporate America watching, along with the Obama administration. Ms. Burns was recently named to lead The White House Initiative on Science, technology, Engineering, and Math Education.

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The Washington Post
Marie Wilson
December 10, 2009

Believe it or not Tiger Woods is in a place very much like women find themselves when we are in leadership positions: breeches of integrity by women (of whom so much more in this area is expected) are not easily tolerated, by women or men. We are held to a higher standard as Woods will be. And though his endorsements are still largely intact, the popularity behind the Tiger Woods brand will likely continue to falter, as news about his alleged dalliances builds.

Every field and sector has a legacy, and golf is the “good guy” sport. It’s individual, but also friendly and communal, not prone to violence. It is a sport characterized by mastery over ones spirit: body and mind. Look at the men who have been golf champs, by and large they are respected–mostly “family guys” or they appear to be, and they are sold to the American public as such.

Tiger Woods brought a skill-level to the game that was unprecedented. The fact that Woods not only looked different than Arnold Palmer, Jack Nicklaus and the rest just added to the expectations from fans. And fans are the people who made him the CEO of Golf. Like any leader who, because of his skill and demeanor, deserves to be a CEO, Tiger Woods was revered by his followers, golfers and non-golfers, for expanding the possibilities of the sport. This makes his “fall” all the more difficult to accept.

Women have to wear the mantle of integrity in whatever place they are. We are expected to behave “better” than the men in our field in order to prove ourselves worthy of participating in “the game.” That’s why Woods now finds himself in a position familiar to many women leaders. As the CEO of Golf, he is held to a higher standard. While these expectations may not interfere with his drive or his putt, they will always be standing there beside him as he tees off. The disappointment we feel when he fails to meet our expectations takes away from his heroic stance as the CEO of Golf.

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