Developing the Female Talent Pipeline
The challenge of female representation at Board level is well documented. Talking Talent's progression coaching is aimed at significantly improving the female talent pipeline for organisations who have recognised the commercial benefit of retaining and progressing their best female talent.
The coaching is undertaken on a 121 and group basis with the group programmes allowing the benefits to reach a wider audience whilst also building self-sustaining networks amongst high potential populations. As with so much of our coaching the approach also integrates managers as key stakeholders in the process, ensuring that development is robust and sustainable.
Outcomes of Progression Coaching
Performance improvement – unlocking the full potential of identified talent
Increased retention and commitment - by engaging key talent sooner rather than later in their careers leading to greater retention and progression
Career progression – improving gender diversity at senior levels
A stronger peer network – encouraging commercial collaboration across departments as well as personal support
Enhanced business performance - an increased performance level from a group of high potential women has clear bottom line impact in current roles and ongoing
Progression coaching is a true coaching programme, not a formulaic ‘one -fits-all’ training course. This isn’t about telling women what to do, or how to ‘fix’ or adapt, but rather helping them to unlock their strengths and act authentically.
Focus Areas & Approach
We use the following framework to structure the sessions and stimulate coachee thinking. The framework is informed by our research and underpinned by a flexible array of tools, models and exercises which can be used as required. This is the outline structure for the approach, the depth of content for each segment may vary depending on the needs of each individual:
Self-awareness - helping women get clear on their strengths, drivers and passions
Creating a vision for the future - enabling coachees to understand career options, explore career goals, and make active choices about their progression.
Making it happen - helping women to develop the authentic leadership styles, skills, attitudes and habits they need to achieve their career goals
Critical Skills Developed
Our 2012 research and our experience of coaching over 5000 women has allowed us to establish which skills and behaviours often emerge as ‘multipliers’ – the skills which together enable women to display their authentic leadership style most effectively. Examples include political savvy, networking, presence, personal brand, gravitas, self-belief and confidence.