Dr Sterling’s research backed approach reveals a pathway forward for organisations, and the leaders within them, to advance their leadership and gender equity goals.
We need more women in leadership positions.
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To improve economic and social outcomes for women.
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For the diversity of thinking and experience organisations need to respond to complex global issues (e.g. climate change).
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To respond to changing consumer demands and the increased purchasing power of women.
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To address acute talent shortages.
However, organisations are still struggling to recruit and retain women in leadership, and women are struggling to stay.
Backed by world-first research, Dr Amanda Sterling shows how a focused approach to supporting women in leadership could lead to better outcomes for women as well as for the organisations that employ them.
Step #1
Engage and
inspire
Invite your senior leaders to explore the research and engage in conversation about leadership and gender equity. Be inspired about new possibilities for leadership inclusion.
Step #2
Measure and
map
Understand the impact of your current leadership inclusion initiatives. Get a road map for improving the recruitment, retention and representation of women.
Step #3
Develop and
deliver
Empower ALL your leadership (men and women) with the self-awareness and practical skills to reform leadership in more vulnerable, connected and inclusive ways.
Step #1
Engage and inspire
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Are you struggling to recruit and retain senior talent but don’t know what you don’t know?
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Or, you know that acknowledging the experiences of women in leadership is important for inclusion and want to start that conversation with your team (with some research to back you up)?
This is an opportunity to expand your collective knowledge on diversity, equity, and inclusion, and be inspired about new possibilities for leadership.
This session goes deeper into the existing leadership and gender research, theories of leadership that open up greater possibilities for diversity and inclusion, and how vulnerability and connection can be enacted as sources of leadership strength.
Step #2
Measure and map
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Have you done all the things (e.g. flexible work, parental leave policies, return to work programmes, leadership development) but you’re still struggling to recruit and retain women in leadership?
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Do you want to focus on what will make the biggest impact?
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Do you want a clear pathway for achieving your leadership gender equity goals?
Understand what initiatives are going to make the most difference to your organisation and the women within it.
This approach uses a combination of focus groups, interviews, and policy review to explore your contextual challenges as well as what is going to make the most difference for your organisation and the women within it. The output includes a written report with recommendations as well as a presentation to your leadership team.
Step #3
Develop and deliver
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Do you want to leave a leadership legacy where your people thrive (not just survive)?
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Do you want to empower ALL your leadership (men and women) with the self-awareness and practical skills necessary for inclusion?
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Do you want to build the capability of your team to be vulnerable and high-performing leaders?
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Do you have women returning to work after parental leave (especially new mothers), who are new to their roles, or identified as having potential? Do you want to keep them in the pipeline and set them up for success?
Empower ALL your leadership (men and women) with the self-awareness and practical skills to reform leadership in more vulnerable, connected and inclusive ways.
These programmes draw on contemporary leadership research and practical experience in developing leadership capability. The topics and format are developed in consultation with you, but could include:
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Recognising and leveraging leadership strengths.
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Engaging in reflection and action around resilience and well-being.
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Cultivating leadership presence in a way that enables a diversity of perspectives.
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Building self-trust through self-connection, embodied awareness, reframing self talk and mindful habits.
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Communicating with empathy through active listening and facilitative questioning.
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Setting boundaries to effectively manage work and home priorities.
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Building the confidence to be vulnerable in a leadership role.
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Recognising and actively countering misogyny, power dynamics and bias.