We've spent a lot of time in recent posts focusing on the best ways to approach women's leadership development. But sometimes, knowing what not to do can be as instructive as guidelines on how to do things right.

In that spirit, I present to you the following three habits to avoid when it comes to developing and retaining your female executives:

• Seeing the current state of women's advancement as a "women's problem." Women still comprise only a fraction of the senior executive roles. This is still true despite the fact that women make up half of the workforce and today graduate with around twice as many degrees as men. Yet it's a mistake to brand women's failure to advance to leadership roles in greater numbers as only a "women's problem." Yes many women do struggle with "Sticky Floors" — self-limiting beliefs, assumptions and behaviors that hold them back from achieving their own career goals and aspirations. But there are significant additional factors that keep women out of senior leadership roles, including organizations and their predominantly male leaders failing to buy into the business case for Integrated Leadership (gender balanced teams) and men's lack of awareness about the significant role they play in both the problem and potential solution.

Learn if you have been guilty of HuffingtonPost.com's remaining two habits of ineffective women's leadership development.