Executive Coaching – Developing Women in Leadership

FemaleBreadwinners focuses on developing leadership and management skills of women in organisations. By unlocking the potential of professional female employees, women can become confident in trusting their intuition, experience and industry-knowledge to become more effective leaders.

A recent Chartered Institute of Personnel and Development (CIPD) report found that four-fifths of HR professionals now use coaching in their organisations because of it’s ability to deliver tangible results, promote learning and positively impact an organisation’s bottom line (1) . Another study, by the Chartered Management Institute found that 80% of managers believe they would benefit from more coaching in the workplace and over 90% felt it should be available to employees regardless of seniority (2) .

Benefits for the Bottom Line – Gender Diversity

As a financial benefit, companies that invest in coaching for their female staff members help lower employee turnover rates, thereby saving on costly recruitment fees and training costs for new employees.  Valuing the development of current employees promotes a better sense of morale in the workplace as well as creating a loyal staff base who value their employers.

In fact, a 2006 Sunday Times study found organisations where two-thirds of senior managers were women had the highest levels of employee satisfaction regarding management, personal growth and team relationships (3) .

A 2004 Catalyst study reported Fortune 500 companies with the most women in top positions yielded, on average, 35% higher return on equity than those with the fewest female officers (4) .

Other research also demonstrates that companies that are firmly centred on addressing the needs of their staff enjoy significantly higher financial returns that than of their competitors (5) . Coaching provides a cost-effective method of developing and retaining senior women in any organisation.

Is Coaching right for your organisation?

  • What are the greatest challenges your female employees currently face?
  • How do you currently reward staff and recognise their achievements?
  • How do you keep your employees engaged and dedicated?
  • What is the true cost to your company in losing your well-trained female employees?

Employers realise money spent training staff should help enable them to develop satisfied employees who are loyal, dedicated and excited about all the possibilities their employer can offer. Organisations know that by not working with women to keep them motivated, they are more likely to lose them to more “compassionate” competitors which is a waste of previous recruitment and training money.

Organisations often use coaching to:

  • Support newly promoted executives
  • Fast track high-potential individuals within the organisation
  • Reward and retain valued staff members
  • Support individuals and teams during redundancy or organisational change programmes
  • Demonstrate the organisation is committed to the personal and professional growth of employees

1. Buying Coaching Services, CIPD, 2004
2. Coaching at Work Survey, CMI, 2002
3. 100 Best Companies to Work For, Sunday Times, March 5 2006
4. The Bottom Line: Corporate Performance and Gender Diversity, Catalyst, 2004
5. Watson Wyatt “Human Capital Index: Human Capital as Lead Indicator of Shareholder Value”