If you’re leading talent, DEI, or capability development, you’ve likely invested in women in leadership programs. You’ve run the workshops, the rooms were full, the speakers inspired, and the feedback forms came back glowing.
But months down the track, the same questions start surfacing.
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Where are the women ready to step into senior roles?
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Why aren’t we seeing more visible impact from our investment in this development?
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Is this making a real difference?
Here’s the hard truth: not all women in leadership programs are designed for real impact. Many are well-meaning but surface-level – a hit of motivation, a few frameworks, some networking (oh and the cupcakes). But without the right depth, accountability, and business alignment, the program fades. And so does the impact.
What makes a real difference?
Development that builds confidence and capability
Real progress doesn’t come from ticking the development box. It comes from designing programs that stretch and support women – building both confidence and capability. It means offering more than inspiration – it means programs that equip them with practical tools to influence upwards, navigating bias, strategic decision-making, and lead with authority.
Integration with real business challenges
It means linking learning to live business challenges. Leadership doesn’t develop in a vacuum – it grows in the tension of real work, real decisions, and real visibility. If development isn’t connected to stretch opportunities, projects, and influence pathways, it stays theoretical.
Visible sponsorship and executive backing
The presence of executive sponsorship that’s visible and vocal. Without senior leader backing, programs become a side initiative. With it, they become a statement of strategic intent.
Accountability for outcomes, not just attendance
Success isn’t measured by completion rates. It’s about outcomes. Promotions. Influence. Retention of high-potential female talent and stronger leadership pipelines.
Space to navigate the internal barriers
The best programs don’t shy away from the internal barriers. They create space to name and reframe imposter syndrome, self-doubt, bias, and the invisible load – not to dwell, but to build practical strategies for leading with authenticity and strength.
If your women in leadership program looks good on paper but isn’t shifting your numbers, deepening capability, or preparing your pipeline – it’s time to rethink the approach.
Real progress comes from programs that are designed for impact, integrated with your business, and backed by action – not just intention.
Want to see real progress in women’s leadership?
Join us on 4 August for an energising virtual panel filled with practical strategies, honest insights, and success stories that are moving women forward – because leadership should be for everyone, and progress starts with action.
👉🏼 Claim your spot now
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Ways to work with me:
💬 One-on-one coaching
