A Closer Look At Development Pipelines
The Bold Question, Why Do So Few Women Hold Top Jobs in Major Companies?
We Know The Problem:
Women Remain Significantly Underrepresented in Executive Leadership, Especially Women of Color. To Make Significant Impact, Companies Must Change The Way They Promote Women into Entry and Mid-Level Management Positions, and Women Who are Promoted Must Continue to Advance.
What We Haven't Addressed:
How do we help managers predict capacity? How do we advance motivations and key drivers of success for women? How do we accelerate upskill development for all women in your ranks? How do we help managers find the confidence to utilize effective tools to develop women?
Why do we need to build Management Capabilities around Developing Women Leaders? Here are the statistics we have to overcome:
By 2025, there will be 500 opportunities for women to become CEO of a Fortune 1000 Company, today roughly 94% of Fortune 1000 CEO's are men.
Less than 24% of women are currently in the pipeline headed to executive leadership and 65% don't think they are being prepared or ready for leadership.
The majority of women never though they could become CEO until a mentor told they they could. 49% of women don't apply for advancement because of perceived biases
Developing and Building Management Capabilities
How do we help HR and Line Managers Become Transformational Leaders?
What Do We Ask Managers to Do?
The core responsiblity requires managers to juggle heavey load of responsiblities some they are trained for and others they are not. Fact, most managers rose to management without a single management training class. Most managers have never been trained to coach and develop their teams, then we expect them to upskill and build a bench of potential leaders - how does that happen without adequate guidance?
The Reality for All Organizations:
There is no uniformity about how managers should develop team members and there's zero knowledge about how women should be developed. Who get's developed and who get promoted is subjective, riddled with inequity, and often lacks transparency. To change the advancement numbers for women - this root cause must be addressed.
Wanted: More Managers Who Are Trained to Upskills, Uplevel, and Accelerate the Development of Women.
Women's Leadership Development Courses for Managers and Team Leaders
In today’s workplace a college degree in X really means nothing when applied to the employee success factor. Your organization must proactively create a culture that fosters mentorship and internal talent development to build a pipeline of NextGen, Ready Now Women Leaders.
Building Your Future Resume™ will teach your leadership team how to empower women, how to to keep your best talent continually learning, while simultaneously teaching high-performing women how to developing the skills needed to become leaders in your organization.We ask your team bold questions to challenge the status quo.
For Group or Onsite Training to Increase Management Capabilities
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“We are closing the diversity gap between the Executive Suite and the C-Suite by ending career plateaus and off ramps that derail the careers of minority women and men. There’s a tiny space between making a difference and accepting the status quo – we work within that gap.” Founder, Margaret Spence
Transforming Women's Leadership Development Because Diversity Matters.