Proceed Until Apprehended

Trainer: Harriet Minter
Timeline: Run across a 6-8 week period, with individual coaching + training done on different days.
Deliverables: 

  • 3 full days of training
  • All workbooks + course handouts
  • All individual coaching


Overview

Currently less than 25% of FTSE 100 company board members are women. This is despite the fact that more women than men graduate from university, that young women at the beginning of their careers regularly outperform their male colleagues in performance reviews, and that maternity leave and flexible working are now the norm for all forward-thinking workplaces. Despite all these advantages business can’t get women into senior leadership positions. 

Traditional leadership courses have been built by men, for men. They emphasise the importance of communication skills, team- building and collaboration, important skills but also the ones we know that women are naturally stronger in to begin with. Rather than teaching them what they already know, we need to look at the areas where women can improve.

As editor of The Guardian’s Women in Leadership section, Harriet interviewed countless successful women, ranging from CEOs of huge companies, to members of parliament, to entrepreneurs. She also met, interviewed and listened to women on the way up the career ladder, those who knew they had potential but weren’t sure why they weren’t progressing or whether it was worth the struggle.

The experiences of all these women have helped her see the key things women need to develop to get ahead, namely: 

  • Setting clear goals and sticking to them without feeling compromised
  • Using their own personal brand and networks for effective business development
  • Developing a growth mindset that constantly looks for new opportunities 

 

Advantages for your business

Do you have difficulty attracting and retaining high potential women?

Research has shown that diverse teams perform see, on average, 16% higher profits, but creating a diverse team can be hard. We know that the numbers of women in senior roles begins to drop off drastically after a certain point. As well as this resulting in a costly recruitment process to fill their role, your company is then losing the skills and talent it developed. And often, losing this talent to a rival. By implementing this course within your organisation you will:

  • Develop your high potential female employees, making it easier to find quality internal candidates for senior roles.
  • Create employees who are motivated by improving your business’s performance and bottom line.
  • Improve staff retention and cut down on recruitment costs.
  • Create innovative and dynamic future leaders, who focus on finding solutions to your organisation’s biggest problems. 
  • Build strong internal networks and relationships for your female staff, which encourages company loyalty and better collaboration between teams. 

Course outline


Day 1 - Building your brand
The first day will focus on getting the attendees to think of their career and themselves as a business. What is their USP? What is their five-year plan? What does their brand look like? The day will break down into:

AM Case study discussion of key leaders and how they’ve got to that point in their career. An analysis of what personal brand means and how it is developed. Partner exercise looking at what each woman is good at and enjoys doing; these skills will be the basis for their brand. Brainstorm and workbook exercise on what their personal USP is.

PM Stakeholder development discussion, including understanding the spoken and discreet aims of your organisation, the importance of finding stretch opportunities outside of your role and the psychology of delegation. Workbook exercise on five year career planning, including beginning to map key networks and potential opportunities. 

Day 2 - The importance of business development
Day 2 looks at the importance of being of value to your business. Women are often overlooked for promotion because they haven’t run P/Ls, or they’ve taken support function roles. Today will look at how to build projects outside of your set role and market yourself (both internally and externally) as a person to be watched.

AM: How to set targets for yourself that align with your company’s overall goals. The importance of owning a P/L, even if it’s just for a discrete project. Workbook project on mapping your network, who are your key contacts now and who do you need to reach? How much do you know about your contacts and how do you develop your relationships with them.

PM: Marketing your brand internally: how would your team describe you currently and how would you like them to describe you? How big is the gap and what can you do to change your internal brand? Key exercises and tips on promoting yourselves internally, plus exercise on how to maximise your networking time. Marketing your brand externally: case study analysis of industry experts who use blogging, social media and the press to maximise their brand. Partner brainstorm on what each participant can do to find external opportunities. 

Day 3 - Developing an opportunity mindset
The final day will look at the psychology of dynamic leaders, particularly in how they make decisions. It will then give the participants a task to identify and map a key project they wish to undertake which will develop their career and raise their internal profile.

AM: We’ll look at decision making style, and how you can adapt your natural style depending on the circumstances. Discussion around resilience and its importance in career success. Workbook exercise on self-care and making sure you’re leader fit.

PM: Identifying three potential projects that they can work on to progress their careers and develop their leadership skills. Scoping one of these projects - using skills from the previous two sessions we’ll look at how to build a plan for the project, how to build support for it through their networks and how to promote it (and themselves) internally. 

1-2-1 Coaching

To ensure that the skills learnt on the training are utilised we also offer one hour of individual coaching for each participant after each session (so three hours of individual coaching each) to discuss any particular concerns or queries. We’ll help them put their individual goals into action and overcome any problems that arise in doing so.