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Advancing Women’s Leadership

At a global tech company, leaders set out to strengthen the leadership journey for women—increasing progression confidence of mid-level managers by deepening networks, increasing visibility, and accelerating readiness for more advanced roles.

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When Equity Requires Intentional Design

This tech firm recognized the widening gender gap in leadership roles. Leaders wanted to increase the success of women progressing beyond the mid-level manager role. They wanted a purposeful experience that develops identity, confidence, acumen aligned with the organization’s values and standards for leadership, while deepening cross-organizational relationships and visibility.

The Ask

Through collaborative discovery, the ask was to design a scalable journey that:

  • Helps participants craft a clear leadership vision grounded in values and strengths.
  • Builds the strategic and business acumen expected of senior leaders.
  • Intentionally grows mentoring and sponsor networks.
  • Demonstrates measurable gains in capability, connectivity, retention, and promotions.

The Approach

  • Human-centered design. We used design thinking to understand the mid-level manager roles, created learner personas, and translated needs into practical objectives and measures.
  • Six-month cohort journey. The program combined four immersive workshops, mentoring circle sessions, monthly stretch assignments, and structured 1:1 connections—paced so participants applied learning between touchpoints. Sessions were highly interactive and activity-based.
  • Identity, bravery, acumen. Core themes focused on clarifying a leadership vision, leveraging values and strengths, elevating emotional intelligence, and building the confidence to take decisive risks—while sharpening the business acumen essential for advancement.
  • Networks by design. Mentoring circles and guided 1:1s (supported through lightweight connection tools) expanded meaningful relationships and sponsor visibility—treating connection quality as a core outcome, not a by-product.
  • Measurement and momentum. We defined success upfront (capability gains, promotions, retention, nomination demand) and equipped program owners to track outcomes and scale the model across new business areas and regions.

The Outcome

  • Career impact. 23% of participants in the initial cohort earned promotions by program end—a clear signal that capability and confidence translated into opportunity.
  • Capability and connection gains. Participants reported increased leadership capabilities and a higher number and quality of connections, strengthening readiness for future roles.
  • Program quality. The journey earned a 9/10 rating from participants and “life-changing, highly positive, and motivating” feedback, with themes of bravery, decisiveness, and growth echoed across quotes.
  • Scale & sustainability. Demand grew as nominations doubled year-over-year, the pool of women eligible for higher-level roles expanded, and the model was extended to additional areas and geographies.
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