Emerging Leaders
First years of their career
For high potentials in their first years. Self-awareness, confidence and making their contribution visible, so they are ready for their first leadership role.
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Leadership looks different at 25 than at 45.
Our programmes meet women where they are in their career. Each one has a fixed core, and room to tailor it to your organisation, your people and your goals.
Rising Leaders
Five to fifteen years in
For women in the busiest years of their lives. Leading teams with influence, while combining a growing career with everything else.
View programmeExecutive Leaders
In or near the top
For senior women. Strategic influence, leading at board level, and thriving through midlife, including menopause.
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01 · Emerging Leaders
Emerging Leaders Programme
For high potentials and young professionals, roughly the first five years of their career.
The first promotion into a leadership role is one of the most important steps in a career. It is also where many women fall behind. Research by McKinsey and LeanIn.Org calls this the broken rung: women are promoted to that first step less often than men, and the gap rarely closes later on.
Often it has little to do with talent. These early years are when doubts about being good enough take root, or are overcome.
Themes
- Who am I at work, and what holds me back? Confidence, imposter feelings and perfectionism
- Difficult conversations: speaking up, setting boundaries, giving and asking for feedback
- Visibility and influence: showing your value, positioning yourself and negotiating
- Energy and boundaries: ambition without burning out
- Direction: what do I want to build, and what is my next step?
The result: women who know their strengths, make their contribution visible, and take the next step with confidence.
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02 · Rising Leaders
Rising Leaders Programme
For women five to fifteen years into their career, often in or moving into a management role.
This is the phase in which many women stall or leave. It often coincides with the busiest years of life: more responsibility at work, and young children or ageing parents at home.
Many women step back, not for lack of ambition, but because something has to give.
Themes
- Influence and positioning: being heard at the tables that matter
- Leading people and leading change
- Strategic visibility, networks and sponsorship
- Ambition and life: energy, boundaries and choices that fit
- A leadership style that works for you and for your organisation
The result: women who are ready for the next leadership step and have the energy to sustain it. For your organisation, that means a stronger pipeline and fewer experienced women leaving halfway through their career.
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03 · Executive Leaders
Executive Leaders Programme
For senior women in or near the top.
At the top, the stakes are higher and peers are fewer. This stage often coincides with midlife and menopause, which can affect energy, sleep and focus, yet is rarely discussed at work.
Themes
- Strategic influence and presence at board level
- Shaping culture and leading organisations through change
- Navigating midlife and menopause without losing momentum
- Sponsoring the next generation of women leaders
- Legacy: what kind of leader do you want to be?
The result: senior women who lead with clarity and stamina, and who open doors for the women coming after them.
Request this programmeHow our programmes work
Built for real change, not just insight.
- Small groupsSo every participant works on her own situation, not on theory.
- Practice at workBetween sessions, participants try new behaviour in their daily work and reflect on what happened.
- Peer groupsSmall groups of participants support each other between sessions, and can keep meeting after the programme ends.
- Individual coachingIncluded in every programme.
- A few monthsSo new behaviour has time to become a habit.
Tailored to your organisation
No two organisations are the same, so no two programmes are either.
Intake
We start with a conversation with management, HR or L&D: what do you want to achieve, and what are your women running into?
Design
We adapt themes, cases and format to your context: in company, mixed cohorts, live, online or hybrid.
Delivery
Small group sessions, practice in daily work, peer groups and coaching.
Insight
Afterwards we share what we noticed, without breaking confidentiality: what helps your female talent grow, and what gets in the way.
Let's design it together.
Tell us where your women stand and what you want to achieve. We'll shape a programme around it.
Looking for a programme for yourself? See our open programmes.