On-site training

Supporting & Retaining Women Leaders

OUR POINT OF VIEW, RESEARCH, AND SOLUTIONS

Across the world, the COVID-19 pandemic and its aftermath caused women to experience unprecedented job loss, both voluntary and involuntary. Women’s departures from the workforce outpaced men’s across nearly every function, level, industry, and country. In 2021, when millions began leaving their jobs, some dubbed it “The Great Resignation,” and the sharp increase in unemployment and slow economic activity pointed squarely at a recession. But some called it a “SHEcession,” noting that the service sectors hardest hit by the pandemic — hospitality, education, healthcare, and retail — were disproportionately female. In the U.S., it was the rst recession in history to cause substantially more job loss for women than men.

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Potential is the most powerful thing on earth.

It’s the crucial element behind all of our accomplishments — big and small. For something so potent, you might think it’s rare. But potential is something in all of us. It’s just waiting to be realized.

Leaders play a fundamental role in amplifying human potential. They hold the power to help people see something in themselves they’ve never seen before — or to remove barriers that limit peoples’ potential. Leaders can create remarkable changes in the lives of those around them and create new possibilities for an entire organization or community.

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Silicon Valley Bank employees grow their professionalism and confidence when presenting with training that generated extraordinarily positive feedback.

The Benefits of Leadership Development

Our white paper explores what research suggests are the direct benefits of leadership development (i.e., program-specific outcomes) and the indirect benefits of development, including increased employee engagement and attractiveness to potential employees. It outlines 4 key leadership development benefits that have emerged from both our own and other research, noting that investments in leadership development:

1. Facilitate organizational alignment,
2. Enhance the organization’s change readiness,
3. Promote equity, diversity, and inclusion (EDI), and
4. Strengthen leadership pipelines.

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