Advancing Women Into Key Leadership Roles Requires More Than Good Intentions

We Know That Organizations Who Elevate Women Have Greater Success

So why are most high-potential women frustrated with their lack of career advancement? Most organizations have lofty goals to build effective leadership development pipelines for women - but they don't.

When women's leadership development is done right, organizations connect their goals with the strategic vision women have for their career. When it's done wrong, women remain significantly underrepresented in your leadership ranks. Our Transformational Leadership Development Framework is the single most powerful tool to elevate women leaders and help organizations translate talent strategies into concrete, accountable, results driven actions. 

The million dollar question, How do you build a women's leadership development program that translates your mission statements into concrete actions, while helping managers proactively upskill and uplevel women?

We Know The Answers Aren't Simple

It mandates a keen understanding that your needs are multifaceted. It's our business to view leadership development personally, organizationally, and sustainably.

Executive Level
Accountability

Implement concrete, evidence-based steps that hold leaders accountable for advancing women into leadership.

Effective Pipeline
Development

Closing the gender gap in hiring and promotions, especially for early career entrants, is essential to moving the needle forward for women.

Moving Beyond
"The Business Case"

Starts by treating gender diversity as a business priority, creating actionable strategies and measuring the results.

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We help organizations retain, engage, and develop women leaders. By spotting talent earlier, predicting capacity, enhancing motivation, and accelerating upskill development. Organizations must identify the traits, drivers and competencies for success within their organization – what are the key performance indicators that drive women to succeed, but beyond this you must identify this earlier in a woman’s career lifecycle. The greatest barrier to achieving this outcome - most managers lack the skills and confidence to identify top performers and they have no idea how to move women ahead.

Transformational Leadership Framework

A Learning Platform to Develop Women Leaders

We work with organizations who are struggling to build an effective women's leadership development program. Organizations who have significant challenges recruiting, retaining, and developing diverse women into executive leadership. Companies who have unrealized advancement goals, who felt that implementing an ERG program would solve all of their problems, and who continue struggle to get managers to develop women because no one taught them how.

Our Programs Focus On Four Core Areas:

The Employee to CEO Project

Cultural Shift - Inclusive & Equitable Development

The external and internal narrative about developing women must be aligned. Advancing women into key leadership roles requires more than good intentions. Business leaders need to clearly explain to their external constituents why woman are absent from their leadership ranks – it’s no longer a business case, it’s a matter of building trust internally and externally. Balancing the pipeline requires strategic training of your manager on how to spot and develop talent. Learn More

Corporate C-Suite Leadership Development for Minority Women

Retention - Predicting Capacity

An investment in workforce transformation pays dividends because it inspires, rather than demands the right behaviors and it sets new expectations for those leading people. A changing workplace demands a new approach to developing women leaders. The way that women are retained, engaged, developed, incentivized, and rewarded must change. Learn More

Women's Leadership Development Needs a New Narrative

Engagement - Enhancing Motivation

Managers must learn how to predict high-potential capacity, while enhancing the key drivers of motivation, and learn how to accelerate the upskills development of women. The core daily responsibilities asks managers to juggle a heavy load of responsibilities some they are trained for and others they are not. Empowering and upleveling women into key roles is a learned skillset - when did you teach your managers how to do this effectively. Learn More

Your Goal - Career Coaching

Development - Accelerate Upskill Development

What we know about developing women: When a woman has clarity, she will see what’s possible. When a woman finds courage, she will give herself permission to succeed. When a woman get clear about her vision, she will find her purpose. When a woman takes action, she will broaden her pathway. When a woman is intentional about her results, she will step into her power. The hardest skills to develop are the ones we fail to identify. Learn More

Margaret Spence Keynote Speaker

Transformative Change Can Happen For Those Courageous Enough to Step Out Of Their Comfort Zone....Margaret Spence, founder The Employee to CEO Project


Client Reviews

Life-Changing

My eyes are open - I really took my career for granted. The first thing I had to do was decided what was my vision. Margaret asked, "When you started with the company, what was your vision for your career?" I don't even remember. This was major for me.

R. Molina

5.0
2017-09-15T22:31:13-04:00

R. Molina

My eyes are open - I really took my career for granted. The first thing I had to do was decided what was my vision. Margaret asked, "When you started with the company, what was your vision for your career?" I don't even remember. This was major for me.

Her Guidance Was Priceless

Very life-changing, eye-opening, forced me to think about my career in a whole different way. 

V. Royaldale

5.0
2017-09-15T22:34:35-04:00

V. Royaldale

Very life-changing, eye-opening, forced me to think about my career in a whole different way. 

Why Didn’t I Ask That?

The question was so simple, "What do you want?" followed by, "Why don't you have it now?" OMG - I spent so much time focusing on my managers and not enough time focusing on what was going to make a difference in my career.

C. Jackson

5.0
2017-09-15T22:52:22-04:00

C. Jackson

The question was so simple, "What do you want?" followed by, "Why don't you have it now?" OMG - I spent so much time focusing on my managers and not enough time focusing on what was going to make a difference in my career.
5
3

TEST DRIVE!

Leadership Self-Transformation Book

52 Career-Defining Questions Every High-Achieving Women Must Answer

In this powerful life-changing book, Margaret Spence asks high-achieving women fifty-two thought-provoking questions to clarify their leadership vision like, “What kind of leader would you be if you were clear about yourself?”

  • “Who are you without the label of your job title?”
  • “Do you accept your success?”
  • “What are you afraid of?”

Leadership Self-Transformation isn’t about changing who you are. It is about aligning who you are with what you do.

Yes, I Want to Read the First Four Chapters?

Hit the Button and We'll Send You a Copy by Email.

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Women's Leadership Development Programs

Built by Women for Women Leaders

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