When women are better represented in leadership roles, more women are hired across the board, and increasing the proportions of women leaders—both through improved hiring rates for leadership positions as well as building strong internal pipelines for promotion—may signal the start of a virtuous circle, eventually leading to more equity of economic opportunity for women globally. The challenge for many organizations is ensuring they can identify and retain their high potential female leaders.

Leader in Motion has developed a three-part program series designed to help create a culture of inclusion, retain your talented women, teach them how to advance their own careers, and provide the tools to help talented women grow into future leaders of your organization.

The programs can be deployed independently or in combination depending on the needs of your organization.

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This unique program series was designed leveraging the research in women’s advancement to help us first understand what highly successful women do extremely well and then to derive the most common challenges or “The 7 Pitfalls for Women in Business”.

 

Advancing Talented Women™

This program has a proven track record of helping women identify their own career advancement strategy and move into either more exciting lateral positions or advance through promotion.

When an organization supports the professional advancement of women and help women gain self-awareness and skills to reach their highest levels of potential, they develop leaders ready to fill senior level roles, ultimately creating more diverse and stronger teams at all levels.

Program Overview

Broken into a series of four workshops over an 8 to 12-month time frame, women will delve into specifically curated content that will help them build the skills, insights and relationships to help overcome the 7 Pitfalls for Women in Business. Each workshop is designed with significant portions of group interaction and candid conversation to help grow relationships and help participants learn from each other’s industry-specific experiences.

Following each workshop, individuals will put classroom theory into action within your organization while receiving ongoing support from the coaching team. Each workshop is designed with significant portions of group interaction and candid conversation to help grow relationships and help participants learn from each other’s industry-specific experiences. These interspersed coaching sessions are designed to enhance their personal skill set, delve into challenges, and address personal obstacles that may require change.

What will you learn?

This program was designed leveraging the research in women’s advancement to helped us first understand what highly successful women do extremely well and then to derive the most common challenges or “The 7 Pitfalls for Women in Business”.

4-part workshop series includes:

  1. Understand the limits of the belief “Hard work gets you notice”
  2. Understanding the importance of building strong relationships
  3. Understanding sponsorship, mentorship and how these relationships form
  4. Shifting networking activities to “Strategic Networking” activities
  1. Understanding the obstacles that prevent work-life balance
  2. Growing Self Awareness through Work-Life Wisdom & Performance Mindset
  3. Tools to support confidence and limit the need to be “Hard on Ourselves”
  4. Tools to “Stay the Course” when stress levels are high
  1. Deriving personal values to steer authentic “Self Promotion”
  2. Isolating your personal brand to help how you become known by others
  3. Tactic strategies to aid in effective “Strategic Networking” conversations
  1. Shifting focus from “Grunt Work” to “Strategic Leadership” to your role
  2. Recognizing how you influence change, vision and strategic direction
  3. Understanding your audience to aid in “Making Bold Requests”
  4. Learning how engage others and drive ownership to influence change

 

Who should take this course?

  • All women in the organization who are valuable and critical to retain and advance (contributor, supervisor, manager, director, senior director)
  • Each participant should have a choice to be a part of this program. If any women invited into the program doesn’t feel they have the interest or energy to participate, it’s critical they are given choice to postpone their involvement or decline.

Contact us today to help female employees build a unique and cross-functional network of peers in support of increased job satisfaction, job retention and the ability to influence more broadly in their role.

 

Coaching Talented Women™

When organizations support leaders who desire to coach, mentor, sponsor or simply act as allies for the professional advancement of women, they help them gain self-awareness and skills to reach their highest levels of potential.  These female leaders can start conversations with high potential women that are often overlooked in traditional performance reviews and career conversations.

For ten years, Leader in Motion has used this formula help provide coaching support and candid feedback to inspire, empower and promote without the risk of deflating and demotivating potential leaders.

Program Overview

This program is designed to deliver specific coaching tools utilized by the Women of Influence Advancement Centre to develop and coach women to advance their careers.  It delivers eight coaching tools that support the advancement of women and can be delivered as a one-day program.  However, based on experience and feedback, we strongly recommend it be delivered in a series of two workshops over a 3-9-month time frame to allow for practice coaching and repeated practice. We also suggest layering in “coach the coach” office hours to support leaders as they practice these new skills. These interspersed coaching sessions are designed to enhance their personal skill set, delve into challenges, and address personal obstacles that may require change.

What will you learn?

This program was designed leveraging the research in women’s advancement to helped us first understand what highly successful women do extremely well and then to derive the most common challenges or “The 7 Pitfalls for Women in Business”.

8 Part Coaching Toolkit Includes:

  • Growing Strong Relationship Currency & Performance Currency
  • Understanding sponsorship, mentorship and how to get the most from these
  • Identifying and growing Strategic Networks
  • Work-life Wisdom, State of Mind Toolkit
  • Confidence, Self-Promotion, Self-Sabotaging and Imposter Syndrome
  • Values & Personal Branding
  • Strategic Leadership, Influence & Change
  • Making Bold Requests & Negotiating On Your Behalf

Who should take this course?

  • All leaders, men and women, who are committed to supporting the advancement of females in their organization
  • D&I Champions, HR leaders, supervisors, manager, director, senior director, VP level

 

The Inclusive Leader™

Organizations have made strides in recent years addressing unconscious bias and leading differently as a result of training and coaching, however there is consistent evidence that leaders still need help to lead inclusively.

Common challenges faced within organizations include:

  • Women and minorities have a sense of “un-belonging” in which they feel a mismatch between themselves and the culture of the business they work in. Some say they feel “burned out” as a result of sustained bias they have experienced throughout their career.
  • Men feel the pendulum on gender issues has swung too far and others are confused on how to support the initiatives, there is no defined path to be an ally.
  • Women feel there continues to be a stereotypical division between what is considered “masculine” and “feminine” which influences how people are treated within their teams.
  • There is a perception and fear that pregnancy is seen as a disability and women may be penalized for having a family.

 

The Inclusive Leader™ program is designed to help all leaders identify unconscious bias and lead differently as a result. It’s time we move from showing leaders the problem (unconscious bias) and helping them choose to be leaders as part of the solution (leading inclusively).

Program Overview

Delivered in a half-day session or 2 x 2-hour sessions with specific commitments between each session, followed by a third session to review progress and strategize next steps.  Action items are required following each session based around growing stronger relationships and getting feedback from diverse peers and team members.

This course requires executive level support.

What will you learn?

SESSION #1: How to be an Ally for Inclusion and interrupt bias

The objective of this session to help leaders see where their intention to create more inclusive culture can translate into becoming an ally. Many men understand women face unique challenges to advancement in the workplace but often don’t know how to take small actions in the working environment each day to become an ally for the women in the room.

  • Share specific situations in which a conscious action can help interrupt bias
  • How to spot and shift culture when people participate in meetings and are not heard or recognized appropriately for their contribution
  • How to spot language used in the workplace that feels exclusionary to certain parties and make small shifts to fix it
  • Discuss relationship and team building practices in your workplace that can drive more inclusion
  • Discuss ways to approach specific authentic leadership discussions that help engage and support diversity in the workplace versus dis-engage
  • Identify a way to get reverse mentoring from a diverse group of teammates in order to gain awareness to your specific blind-spots

Following the workshop, individuals will put classroom theory into action within your organization while receiving ongoing support from the coaching team.

SESSION #2: “He said, She said”

The objective of this session to bring forward specific differences in the female and male brains, how that impacts our response to stress and how that impacts our communication styles. Leave with the ability to shift your leadership style to drive understanding which ultimately drives inclusion.

Who should take this course?

  • All leaders, men and women, who are committed to supporting the advancement of females in their organization
  • D&I Champions, HR leaders, supervisors, manager, director, senior director, VP level

  1. Understand the limits of the belief “Hard work gets you notice”
  2. Understanding the importance of building strong relationships
  3. Understanding sponsorship, mentorship and how these relationships form
  4. Shifting networking activities to “Strategic Networking” activities
  1. Understanding the obstacles that prevent work-life balance
  2. Growing Self Awareness through Work-Life Wisdom & Performance Mindset
  3. Tools to support confidence and limit the need to be “Hard on Ourselves”
  4. Tools to “Stay the Course” when stress levels are high
  1. Deriving personal values to steer authentic “Self Promotion”
  2. Isolating your personal brand to help how you become known by others
  3. Tactic strategies to aid in effective “Strategic Networking” conversations
  1. Shifting focus from “Grunt Work” to “Strategic Leadership” to your role
  2. Recognizing how you influence change, vision and strategic direction
  3. Understanding your audience to aid in “Making Bold Requests”
  4. Learning how engage others and drive ownership to influence change

 

Who should take this course?

  • All women in the organization who are valuable and critical to retain and advance (contributor, supervisor, manager, director, senior director)
  • Each participant should have a choice to be a part of this program. If any women invited into the program doesn’t feel they have the interest or energy to participate, it’s critical they are given choice to postpone their involvement or decline.

Contact us today to help female employees build a unique and cross-functional network of peers in support of increased job satisfaction, job retention and the ability to influence more broadly in their role.