Diversity and Women's Leadership Skills

Women's Leadership Development

“Companies with higher numbers of women at senior levels are also companies with better organisational and financial performance”. This is the finding by McKinsey in their research entitled Women Matter, while Wall Street stocks of Fortune 500 companies with women CEO’s rose an average of 50 percent in 2009, compared to the benchmark for US stocks, the S&P 500, which rose an average of 25%.

Yet the current model for senior leadership remains predominantly male oriented.  Many companies are now determined to address the quesion of why the number of women who are promoted to senior management roles still does not represent the percentage of women in lower and middle management (when the women in their talent management programmes do just as well as their male colleagues).  In many cases this is not intentional, but rather due to a combination of factors, unique to each organisation, that are often related to gender differences in communication and other aspects of diversity in the workplace. 

Rapporta's women's leadership development training and coaching helps organisations make the most of their female talent by providing information about gender differences in communication, raising the profile of women's leadership in general, and helping talented and capable women to improve in key areas that increase their confidence, presence and leadership impact.  As part of the wider issue of Diversity, we explore the impact of unconscious bias (which can affect not only women but anyone who may be seen as "different" when compared with the majority of managers within an organisation) and help managers meet the challenges it presents.

Sample elements of Rapporta Women’s Leadership Skills Development
  • research the current culture related to diversity/women’s leadership
  • engagement with the leadership team to clarify goals and objectives
  • identification and selection of candidates by the leadership team
  • initial introductions and engagement with candidates and line managers
  • design of programme and pre-course work
  • programme delivery: sessions take place over time to enable implementation between sessions
  • video coaching to develop personal awareness of communication impact
  • delegates report on implementation experiences and results
  • telephone coaching as well as face-to-face coaching
  • feedback from line managers on results
  • reviewing and reporting on implementation
  • measurement and formal reporting to the leadership team

 

More Women in Management Levels





McDonald's Restaurants

McDonald's Restaurants UK have invested in a Women's Leadership Development programme for the past 4 years, which has proved highly effective.  Steve Easterbrook, now Executive Vice-President and Global Chief Brand Officer, David Fairhurst, Senior Vice-President and Chief People Officer and Jill McDonald, now President and CEO, endorse the bespoke Women's Leadership Development programme designed and delivered by Rapporta:

testimonial 1

testimonial 2

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For more information or to register interest for available seminar dates, contact This e-mail address is being protected from spambots. You need JavaScript enabled to view it