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EWL Programme_April 2015-3

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The document describes an Emerging Women Leaders Programme aimed at supporting the career progression of young female managers in Asia. It notes that while women are well-represented in entry-level hires, they comprise just 24% of senior leadership positions. The program is designed to address issues junior women managers face through skills development, peer sharing, and involvement from senior women leaders. It involves a 2-day workshop covering topics like navigating organizational culture, embracing strengths, and developing plans for career progression, followed by individual coaching. Participant testimonials praise the inspiration and confidence gained from the real-life stories and skills learned to overcome challenges in advancing their careers.

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Emerging Women Leaders Programme Why a Women Leadership Programme?   The leaking pipeline is an ongoing challenge in all markets across Asia. We are seeing a significant loss of women from one level to the next. While women represent 50% or more of hires, they comprise just 24% at senior levels. In Asia, where the demand for talent is particularly acute, especially given the aging population and low birth rate, it is critical that organisations are able to retain the successful junior managers they have hired and grow them to become senior leaders. Increasingly, companies are demonstrating their commitment; from active messaging from the very top to enabling policies and programmes to support gender diversity and the advancement of women. We believe it is critical for emerging women leader programmes to address the real issues that junior managers face: cultural and life-stage issues and organisational culture issues. We believe that our programmes set the stage for courageous conversations within (and beyond) your organization to nurture and retain your pipeline of female high potentials. So why is it we are yet to see a significant impact on women’s career progression to the top? It’s clear that the wider cultural context in which companies are operating plays a significant role in the active participation rate and representation of women in the workplace. Organisational culture also plays a role. It determines the extent to which messages are heard, programmes are supported and policies are acted upon. Usually in their late twenties / early thirties, these women are faced with life choices, such as getting married, having children…. Transitioning between junior and middle management positions, they are in their first or second management job and have started managing people or projects. Who is EWL for? • Next Session: 27-28 April 2015, Singapore • Tuition: $2,300 per participant (USD) ($2,100 if more than one from your organization and early-bird payment) • Length: 2 days plus one coaching session • Average number of participants: 16 • Facilitators: 2 (+ senior leader involvement) • Locations: Singapore, KL, Hong Kong, Indonesia, London, Paris • Language: English • Open Enrollment and Customized Options EWL at a glance

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What can I expect?   @WWWL’s Emerging Women Leaders Programme has been designed to support and stretch young women managers to: • familiarise themselves with key women leadership data and patterns • connect to their own aspirations • discover and embrace more of their whole self and expand their authentic style • navigate key cultural challenges (organisational, societal, family) • initiate and lead the necessary (courageous) conversations to facilitate their career progression • develop the skills to support themselves and others to achieve their aspirations: self- disclosure, perspective taking, deep listening, powerful questioning, voicing out, giving and seeking feedback • develop a plan for their own career progression. The Emerging Women Leaders Programme also involves senior women leaders as role models and senior men as influential supporters & potential sponsors. Programme Phase: 2 Days Face-to-Face Group Experience Research-based current data Personal and group reflection Inspirational stories Experiential learning Peer sharing Useful frameworks and tool-kits Senior leader involvement and sharing Planning and goal setting Peer coaching Skills building (listening, powerful questioning, self-disclosure, voicing out) through experiential activities Post Programme Phase: One 1-1 Follow-On Coaching Session to enable application and sustain change The inclusion of senior leaders enables an organisational culture shift towards greater women advancement and grants junior women opportunities to network and interact with senior leaders on key women leadership challenges (bringing my whole self to work, getting it known, etc.) Why EWL?   Emerging Women Leaders Programme

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Day 1 : Leading Self Day 2 : Leading Beyond Self: Navigating challenges of gender and culture What we cover Purpose What we cover Purpose MORNING MORNING What the Data says: • Video footage • Research data • Women leadership literature Inform & inspire Reflection Identify: new insights, ideas & questions Getting it known Navigating the organisation Small group café style discussions Key take-aways from the data: feelings, surprises, ambitions? Presence Personal Power Building & Leveraging influential relationships AFTERNOON AFTERNOON My woman leadership journey to date: • Me @ my best/worst • Patterns & learning themes Surface key shared values, strengths and challenges Personal reflection Story-telling, listening and self-disclosure skills practice Reconciliation conversations Importance & know how for having crucial conversations with key stakeholders in order to achieve ambitions Embracing all of me: Letting go – an interactive exercise Bring mindfulness to our inner critic and judge Letting go of striving to be perfect Shaping the future Complete their timeline - next leg Visioning and smoothening my path Bringing my whole self to work Leveraging all of ME (towards expanding my range as leader) Goal setting through peer coaching Planning for my development Accountability Self defense /Yoga / Pilates/ Zumba Physical relaxation Fun Closing circle Completion and celebration EWL Programme Outline Emerging Women Leaders Programme

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What EWL Participants Appreciate?   “Developing women talent and more women leaders is a business imperative! Unfortunately the numbers show still a lot of attention is required to unleash this potential in organisations. I believe and have experienced this is best done mobilising the female troops and supporting them to step up and lead from the front.  Denise and Hélène have assisted us in designing an Emerging Women Leaders program for Danone Indonesia, a program to bring self awareness to many of our female talents and a call to action to step up and plan for their futures. The program was a breakthrough and turning point for many of our talents and created a wave of energy and unleashed potential and passion in Danone Indonesia. I fully support their initiative to create impact on a wider scale in the Region”. CorineTap, Managing Director,Australia “I most appreciated real stories, honesty, knowing that it is OK to be human!” “The speakers and facilitators were very generous in sharing their experience and exploring what the participants can do, instead of telling.” “I find all the sessions very useful, especially to overcome all my fears: being shy, don’t dare to speak up, unable to sell myself although some people know my potential.” “The workshop goes a long way to help our company acknowledge the specific challenges of working women.” “The senior leaders committed their time for sharing their experience – definitely useful for us.” “This workshop gives encouragement to women leaders to shine.” “This workshop is very inspiring and motivating. I feel more confident than ever. Thanks for sharing and hopefully all women can have the same workshop as we had.” “I learnt something new and just opened my mind to a new me.” “Sharing with participants and guests opens our mind and makes us think how to take it to action.” Why @WWWL? III. Personalized Service Flexibility: we can customize and offer pick & mix module options, taking your context into account. Agility and Reach: we can travel to you (light) and we can source and match trusted facilitators & coaches from our Associate pool around the world. IV.  Specialist Expertise & Facilitative Style Leadership, women leadership, programme design expertise, collaborative group methods, process facilitation and coaching. We create and model open environments conducive to collaborative working and learning from peers. 1.  Grounded Role Models We are passionate about and catalysts for this important societal topic of women advancement.As highly experienced coaches and process facilitators your agenda is the agenda. We are working mums (and dads) and have worked as leaders in large organisations. We model self-disclosure and learning agility through our story-telling and sharing. II. Evidence-Based Practice We have coached hundreds of leaders - male and female at different levels in Asia and worldwide and have a good sense of the gender, cultural challenges and biases at play. How to register Request, complete the form and scan it to: claire@workwithwomenleaders.com More information? Singapore, Hong Kong, London: ask Denise denise@workithwomenleaders.com +65 9843 9263 KL, Indonesia, Paris: ask Helene helene@workwithwomenleaders.com +60 12 698 2065 Emerging Women Leaders Programme

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EWL Programme_April 2015-3

  • 1. Emerging Women Leaders Programme Why a Women Leadership Programme?   The leaking pipeline is an ongoing challenge in all markets across Asia. We are seeing a significant loss of women from one level to the next. While women represent 50% or more of hires, they comprise just 24% at senior levels. In Asia, where the demand for talent is particularly acute, especially given the aging population and low birth rate, it is critical that organisations are able to retain the successful junior managers they have hired and grow them to become senior leaders. Increasingly, companies are demonstrating their commitment; from active messaging from the very top to enabling policies and programmes to support gender diversity and the advancement of women. We believe it is critical for emerging women leader programmes to address the real issues that junior managers face: cultural and life-stage issues and organisational culture issues. We believe that our programmes set the stage for courageous conversations within (and beyond) your organization to nurture and retain your pipeline of female high potentials. So why is it we are yet to see a significant impact on women’s career progression to the top? It’s clear that the wider cultural context in which companies are operating plays a significant role in the active participation rate and representation of women in the workplace. Organisational culture also plays a role. It determines the extent to which messages are heard, programmes are supported and policies are acted upon. Usually in their late twenties / early thirties, these women are faced with life choices, such as getting married, having children…. Transitioning between junior and middle management positions, they are in their first or second management job and have started managing people or projects. Who is EWL for? • Next Session: 27-28 April 2015, Singapore • Tuition: $2,300 per participant (USD) ($2,100 if more than one from your organization and early-bird payment) • Length: 2 days plus one coaching session • Average number of participants: 16 • Facilitators: 2 (+ senior leader involvement) • Locations: Singapore, KL, Hong Kong, Indonesia, London, Paris • Language: English • Open Enrollment and Customized Options EWL at a glance
  • 2. What can I expect?   @WWWL’s Emerging Women Leaders Programme has been designed to support and stretch young women managers to: • familiarise themselves with key women leadership data and patterns • connect to their own aspirations • discover and embrace more of their whole self and expand their authentic style • navigate key cultural challenges (organisational, societal, family) • initiate and lead the necessary (courageous) conversations to facilitate their career progression • develop the skills to support themselves and others to achieve their aspirations: self- disclosure, perspective taking, deep listening, powerful questioning, voicing out, giving and seeking feedback • develop a plan for their own career progression. The Emerging Women Leaders Programme also involves senior women leaders as role models and senior men as influential supporters & potential sponsors. Programme Phase: 2 Days Face-to-Face Group Experience Research-based current data Personal and group reflection Inspirational stories Experiential learning Peer sharing Useful frameworks and tool-kits Senior leader involvement and sharing Planning and goal setting Peer coaching Skills building (listening, powerful questioning, self-disclosure, voicing out) through experiential activities Post Programme Phase: One 1-1 Follow-On Coaching Session to enable application and sustain change The inclusion of senior leaders enables an organisational culture shift towards greater women advancement and grants junior women opportunities to network and interact with senior leaders on key women leadership challenges (bringing my whole self to work, getting it known, etc.) Why EWL?   Emerging Women Leaders Programme
  • 3. Day 1 : Leading Self Day 2 : Leading Beyond Self: Navigating challenges of gender and culture What we cover Purpose What we cover Purpose MORNING MORNING What the Data says: • Video footage • Research data • Women leadership literature Inform & inspire Reflection Identify: new insights, ideas & questions Getting it known Navigating the organisation Small group café style discussions Key take-aways from the data: feelings, surprises, ambitions? Presence Personal Power Building & Leveraging influential relationships AFTERNOON AFTERNOON My woman leadership journey to date: • Me @ my best/worst • Patterns & learning themes Surface key shared values, strengths and challenges Personal reflection Story-telling, listening and self-disclosure skills practice Reconciliation conversations Importance & know how for having crucial conversations with key stakeholders in order to achieve ambitions Embracing all of me: Letting go – an interactive exercise Bring mindfulness to our inner critic and judge Letting go of striving to be perfect Shaping the future Complete their timeline - next leg Visioning and smoothening my path Bringing my whole self to work Leveraging all of ME (towards expanding my range as leader) Goal setting through peer coaching Planning for my development Accountability Self defense /Yoga / Pilates/ Zumba Physical relaxation Fun Closing circle Completion and celebration EWL Programme Outline Emerging Women Leaders Programme
  • 4. What EWL Participants Appreciate?   “Developing women talent and more women leaders is a business imperative! Unfortunately the numbers show still a lot of attention is required to unleash this potential in organisations. I believe and have experienced this is best done mobilising the female troops and supporting them to step up and lead from the front.  Denise and Hélène have assisted us in designing an Emerging Women Leaders program for Danone Indonesia, a program to bring self awareness to many of our female talents and a call to action to step up and plan for their futures. The program was a breakthrough and turning point for many of our talents and created a wave of energy and unleashed potential and passion in Danone Indonesia. I fully support their initiative to create impact on a wider scale in the Region”. CorineTap, Managing Director,Australia “I most appreciated real stories, honesty, knowing that it is OK to be human!” “The speakers and facilitators were very generous in sharing their experience and exploring what the participants can do, instead of telling.” “I find all the sessions very useful, especially to overcome all my fears: being shy, don’t dare to speak up, unable to sell myself although some people know my potential.” “The workshop goes a long way to help our company acknowledge the specific challenges of working women.” “The senior leaders committed their time for sharing their experience – definitely useful for us.” “This workshop gives encouragement to women leaders to shine.” “This workshop is very inspiring and motivating. I feel more confident than ever. Thanks for sharing and hopefully all women can have the same workshop as we had.” “I learnt something new and just opened my mind to a new me.” “Sharing with participants and guests opens our mind and makes us think how to take it to action.” Why @WWWL? III. Personalized Service Flexibility: we can customize and offer pick & mix module options, taking your context into account. Agility and Reach: we can travel to you (light) and we can source and match trusted facilitators & coaches from our Associate pool around the world. IV.  Specialist Expertise & Facilitative Style Leadership, women leadership, programme design expertise, collaborative group methods, process facilitation and coaching. We create and model open environments conducive to collaborative working and learning from peers. 1.  Grounded Role Models We are passionate about and catalysts for this important societal topic of women advancement.As highly experienced coaches and process facilitators your agenda is the agenda. We are working mums (and dads) and have worked as leaders in large organisations. We model self-disclosure and learning agility through our story-telling and sharing. II. Evidence-Based Practice We have coached hundreds of leaders - male and female at different levels in Asia and worldwide and have a good sense of the gender, cultural challenges and biases at play. How to register Request, complete the form and scan it to: claire@workwithwomenleaders.com More information? Singapore, Hong Kong, London: ask Denise denise@workithwomenleaders.com +65 9843 9263 KL, Indonesia, Paris: ask Helene helene@workwithwomenleaders.com +60 12 698 2065 Emerging Women Leaders Programme