The industry loves a shortlist. It looks neat, feels fair, and promises progress. But recognition without power is window dressing. I believe awards can help only if they force change inside the companies that submit the nominations.
A new call for entries draws a sharp line between those already leading and those rising fast in marketing, media, technology, and advertising. The message is clear:
Senior leaders driving impact across marketing, media, technology and advertising are eligible for Leading Women, and emerging talent are eligible for Rising Stars. Entries for both are due by May 13.
I support the split. We need to celebrate proven power and early potential—both matter. But applause means little if it doesn’t lead to budgets, seats at the table, and measurable shifts in who gets to decide what the work is, where it runs, and who gets paid.
Recognition Is Not Reform—But It Can Spark It
Honors like “Leading Women” carry weight. They tell boards and clients who sets the pace. When done right, these lists help rewire old ideas about who leads. They also show younger talent that the ladder isn’t a myth.
The companion “Rising Stars” track is smart. Early career momentum often stalls because credit flows up, not forward. By naming potential, we give managers a reason to sponsor, not just supervise.
Still, I’ve watched too many programs stop at the photo op. The same week a team cheers a winner, pay bands don’t budge. Panels still feature the usual suspects. Job offers go quiet. That gap is the problem.
What This Split Gets Right—and What It Misses
Dividing recognition between seasoned leaders and new talent creates two spotlights. It resists lumping everyone into a single token slot. It also respects different kinds of impact: steering a P&L versus launching a bold idea.
But the call also hints at a familiar risk. A deadline is firm—May 13—but the stakes are vague. Award criteria should push companies to show receipts: promotions, pay equity, and control of key accounts. If “impact” means press hits, we’ve learned nothing.
Make Awards Drive Action
If we want these honors to matter, tie them to steps that change careers, not just reputations. Here’s what should happen the moment a nomination goes in.
- Publish clear criteria that weigh scope of authority, budget control, and outcomes—not just visibility.
- Require evidence of sponsorship: who got promoted, staffed on high-profile work, or won headcount because of the nominee.
- Ask for pay equity data for the nominee’s team, anonymized but real.
- Track post-award outcomes for a year: raises, board seats, speaking slots, and new business won.
- Share a public scorecard on how winners advanced and how companies followed through.
These steps turn an honor into leverage. They also reduce the box-checking that drains the meaning from good programs.
Answering the Skeptics
Some say separate awards for women create silos. I don’t buy it. The real silo is the one that kept women out for decades. Targeted recognition doesn’t segregate achievement; it exposes where the gates were.
Others argue merit should be enough. If merit were visible by itself, we wouldn’t need lists. Bias still shapes who gets credit, risk, and forgiveness. Awards can’t fix that alone, but they can tilt the spotlight where it belongs.
The May 13 Test
A deadline is not just a date. It’s a test of whether leaders will do the work. If your company can submit polished entries but can’t show who got promoted or who controls spend, skip the ceremony and fix the org chart.
I want these programs to thrive. Honor should trigger opportunity, not end with applause. Use the platform to change pay, expand authority, and open doors that stay open.
My stance is simple: Celebrate loudly, then count what changes.
Call to Action
Nominate with proof. Demand criteria that value real power. Sponsor a Rising Star with budget, not just advice. Put a Leading Woman into roles where she signs checks and sets strategy. Track outcomes for a year and publish them.
If we treat recognition as a starting line, not a finish, May 13 won’t be just another date. It will be the day we chose progress over polish.
