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.
-
To improve economic and social outcomes for women.
-
For the diversity of thinking and experience organisations need to respond to complex global issues (e.g. climate change).
-
To respond to changing consumer demands and the increased purchasing power of women.
-
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.
I’ve known and worked with Amanda now for over 3 years despite being on opposite sides of the world. She is a real pioneering thinker.
Perry Timms
Founder of PTHR & #1 influential HR thinker 2022
Step #1
Engage and inspire
Book us for a 1 – 2 hour session with your senior leaders, people and culture professionals, diversity and inclusion
specialists, or special interest groups. We’ll present the research, facilitate a conversation around its implications, and summarise your agreed actions.
-
Are you struggling to recruit and retain senior talent but don’t know what you don’t know?
-
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.
Amanda’s presentation shifted my thinking from how I empower women to fulfil their potential to how I can change the culture of leadership so it innately empowers women to fulfil their potential
Monique Esplin
Ministry for the Environment |Manatū Mō Te Taia
Step #2
Measure and map
Get us to do an audit of your current leadership inclusion initiatives and provide you with a road map for improving the recruitment, retention, and representation of women.
-
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?
-
Do you want to focus on what will make the biggest impact?
-
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.
It was an absolute pleasure to work with Amanda through the design process. She asked intelligent and creative questions to get to the heart of what I wanted to achieve, and then came up with a workshop that exceeded my expectations. On the day, she was flexible, and her style was perfect to get the best out of my team. I'm excited about working with Amanda in the future, and have no hesitation recommending her to others.
Amanda (a different Amanda)
Functional Leader
Step #3
Develop and deliver
We can design and deliver leadership development programmes (full programmes or stand-alone modules) for ALL your leaders (men and women) as well as specialist coaching for your women in leadership (1:1 or group).
-
Do you want to leave a leadership legacy where your people thrive (not just survive)?
-
Do you want to empower ALL your leadership (men and women) with the self-awareness and practical skills necessary for inclusion?
-
Do you want to build the capability of your team to be vulnerable and high-performing leaders?
-
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:
-
Recognising and leveraging leadership strengths.
-
Engaging in reflection and action around resilience and well-being.
-
Cultivating leadership presence in a way that enables a diversity of perspectives.
-
Building self-trust through self-connection, embodied awareness, reframing self talk and mindful habits.
-
Communicating with empathy through active listening and facilitative questioning.
-
Setting boundaries to effectively manage work and home priorities.
-
Building the confidence to be vulnerable in a leadership role.
-
Recognising and actively countering misogyny, power dynamics and bias.
Amanda was able to take some of the best practice insights and apply them in a real practical way to our business.
Dean Sappey
GM HR Australia, Frucor
We also offer specialist coaching for women in leadership
As a mum and a leader it is rare for me to take the time and space to think about myself – it’s so easy to get caught up in the day-to-day. Amanda made me feel like we were in it together and provided me with a non-judgemental space to focus on what I wanted to bring to the world as a mother and a leader. I now feel like I’m moving towards where I want to be, and who I want to be. It has been both grounding and inspiring working with Amanda.
Joanne
Coaching Client
