Beyond the Ceiling Leadership Development for High-Potential Women

The Facts }

Women’s progress stops at the professional and management level 4.0%

8.1%

CEOs Top Earners

16.6% 14.3%

Board Seats

Executive Officers

51.5%

Management, Professional, and Related Occupations

46.9%

U.S. Labor Force

WOMEN IN BUSINESS

The Story Continues }

In a May 2, 2013 Fortune article, Warren Buffett said he ◦ “…was privileged to work during a period when it was only necessary to compete against half of the population.”

}

In her 2013 book, Lean In, Facebook’s Sheryl Sandberg says ◦ “In my experience…women are also more reluctant to apply for promotions even when deserved, often believing that good job performance will naturally lead to rewards.”

And Continues }

The September 2013 Harvard Business Review article, “Women Rising: The Unseen Barriers,” concludes: ◦ 2nd generation gender bias still exists even among wellmeaning men and women ◦ Women’s leadership programs must provide: – A safe environment – Where women leaders can experiment – Get clear on their leadership purpose – And build relationships

The Need }

An improving job market is making talent harder to retain – turnover is expensive and consumes valuable time

}

Succession planning often reveals a leadership gap below executive levels

}

Companies can strengthen their leadership bench by investing in high-potential women

The Opportunity

}

Create a leadership development approach that meets individual and business needs, overcomes time constraints, and matches available funds

Enter -- Beyond the Ceiling A six-month program of peer coaching circles: } One 2-hour group meeting per month (5-8 participants) ◦ Leadership content and tools ◦ Opportunity to tap peers as well as coach for advice on leadership challenges }

One individual coaching session per month per participant

Tools to fit Your Situation Understanding Yourself & Others • Knowing Yourself (Social Styles or MBTI) • Emotional Intelligence • Understanding Work Relationships

Leading Groups • Building a HighPerforming Team • Group Decision Making • Managing Change

Solving Problems & Recognizing Accomplishments

Leadership Skills Identified by the Organization

• Solving Performance Problems • Handling Conflict • Registering & Leveraging Accomplishments

• Customized based on corporate priorities for your leaders

Ideal Participant Criteria }

Record of strong performance and commitment; consistently high contribution level

}

Possesses advancement potential and aspires to grow along either management or technical leadership ladder

}

Currently at a level below Director/Executive

}

Valued as a leader at current level

The Coach }

20 years coaching executives as an HR VP and Director

}

Mentor for WOMEN Unlimited LEAD program

}

Coach for Global Women’s Leadership Network

}

Awarded YWCA Tribute to Women in Leadership

}

Published “Coaching Quicksand: Avoiding Hidden Dangers that Trap the Best of Us,” in the International Journal of Coaching in Organizations

}

Education:

Linda Thompson

◦ Master’s Degree from Univ. of Pennsylvania ◦ HR Executive Program at Stanford GSB ◦ Advanced OD/HR Management program at Columbia Univ. ◦ Certified in the Myers-Briggs Type Indicator, Social Styles, Firo B, PDI 360, and Lominger 360

The Results Increased: }

Competence

}

Confidence

}

Contribution

}

Connection

}

Commitment

Warren Buffet’s Hope }

“The closer that America comes to fully employing the talents of all its citizens, the greater its output of goods and services will be. We've seen what can be accomplished when we use 50% of our human capacity. If you visualize what 100% can do, you'll join me as an unbridled optimist about America's future.”

Where to Start? }

Choose topics to fit YOU

}

Pilot with a group of 5 – 10 high-potential women

}

Measure results