Michelle Redfern’s Post

I’m asking if women are getting good or great career advice in one of my latest articles. Available on michelleredfern.com, this piece is born from my commitment to closing the leadership gender gap and creating solutions for executives to ensure women in their workplaces reach their full potential. The truth is that 96-98% of the career advice and development experiences designed for women in workplaces falls short. Women also told me: 🚩53% of women do not receive mentoring or coaching of any kind 🚩66% of women rate their people leaders' coaching skills as poor or nonexistent 🚩90% of women say not receiving coaching, mentoring, or training has a moderate to material impact on their happiness and engagement at work 🚩40% of women are mildly to very dissatisfied with their career progression 🚩 64% of women are mildly to very dissatisfied with their people leaders' approach to their career planning It doesn't take a rocket scientist to work out the implications of this data. Talk to me about how we design and deliver leadership development experiences for women that cut through. #Leadership #CareerDevelopment #AdvancingWomen

I’m asking if women are getting good or great career advice in one of my latest articles. Available on michelleredfern.com, this piece is born from my commitment to closing the leadership gender gap and creating solutions for executives to ensure women in their workplaces reach their full potential. The truth is that 96-98% of the career advice and development experiences designed for women in workplaces falls short. Women also told me: 🚩53% of women do not receive mentoring or coaching of any kind 🚩66% of women rate their people leaders' coaching skills as poor or nonexistent 🚩90% of women say not receiving coaching, mentoring, or training has a moderate to material impact on their happiness and engagement at work 🚩40% of women are mildly to very dissatisfied with their career progression 🚩 64% of women are mildly to very dissatisfied with their people leaders' approach to their career planning It doesn't take a rocket scientist to work out the implications of this data. Talk to me about how we design and deliver leadership development experiences for women that cut through. #Leadership #CareerDevelopment #AdvancingWomen

Did you know in 2024...  ✴ Only 25% of C-level positions are occupied by women.  ✴ 55% of Fortune 500 board seats are occupied by white men.  ✴ The gender pay gap is 82%; women earn $0.82 for every $1 a man earns. To dive even deeper... ➖ Two-thirds of women stated they are being asked to be someone other than who they are.  ➖ Only 11% of women rate their organization as a champion for the needs and development of women.  ➖ 65% of women have had to wrestle with changing themselves in order to achieve a goal or promotion. As a women's executive coach, I am deeply committed to empowering female leaders. After recently coming across these 2024 statistics and in honor of Women's History Month, I wanted to offer my network a **special promotion** for our leadership development programs. This initiative is designed to celebrate the incredible achievements of women throughout history by focusing on the future—specifically, the future of women's leadership development.  🌟 Why Leadership Development for Women?  🌟 Leadership development isn't just about climbing the corporate ladder; it's about breaking barriers, building confidence, and leading the way. It's about understanding that every woman has a unique voice that can drive change, inspire innovation, and lead with compassion and strength. Our programs are tailored for women who are ready to embrace their leadership potential, connect with like-minded peers, and step into their power with purpose and vision. If this is something you'd be interested in, please reach out, or tag someone below who would love to know about this. I'd love to share more about our special promotion and how our programs can support your career journey. #womenleaders #womenleadership

6 reasons why women don't feel their career is progressing at an appropriate pace… From our Future of Women survey, 53% of women noted that their careers are not progressing at an appropriate pace. Further to that point, respondents were asked why they felt this was true. Rather than focus on the negative, let's examine these 6 reasons and what the organization can do. 1️⃣Lack of leadership engagement? ➡️Create open, transparent, honest conversations about their career goals. 2️⃣Reduced access to Learning & Development opportunities? ➡️Create opportunities for women to acquire the skills necessary to advance in their careers. 3️⃣Unrealistic expectations? ➡️Allow women the opportunity to balance professional and personal commitments if they feel it is a priority. 4️⃣Unconscious bias? ➡️Address unconscious bias through training and continuous efforts to cultivate an inclusive environment. 5️⃣Lack of positive female role models? ➡️Increase the visibility and representation of women in leadership roles through targeted leadership development paths. 6️⃣Unequal access to sponsorship? ➡️Develop leadership training and development programs tailored to address the unique challenges faced by women. The survey clearly shows a profound desire among women for tangible change and actionable support. How could you be part of that change and support?

Let's change these statistics! I'd love to do a virtual or in-person workshop for your organization. My presentation is titled: Empowering Women in Leadership Roles: Strategies for Breaking Barriers and Achieving Success Highlights. I love empowering women to 1. Developing Leadership Skills: Exploring the essential leadership qualities and skills that women need to cultivate to excel in leadership roles, such as communication, decision-making, and emotional intelligence. 2. Mentorship: Discuss the importance of mentorship for women in leadership, including how to find and leverage mentors and sponsors to support career growth and advancement. 3. Overcoming Imposter Syndrome: Addressing imposter syndrome and self-doubt that may hold women back from pursuing leadership roles, and providing strategies to build confidence and overcome internal barriers. 4. Creating Inclusive Work Environments: Examining the role of women in fostering diversity and inclusion in the workplace, and discussing strategies for creating inclusive cultures that support the advancement of women in leadership positions. 5. Work-Life Integration: Exploring strategies for achieving work-life balance as a woman in a leadership role, including tips for managing competing priorities, setting boundaries, and prioritizing self-care. ✅For booking contact [email protected] #womensleadership #womenshistorymonth #workshopfacilitator #publicspeaker

Let's change these statistics! I'd love to do a virtual or in-person workshop for your organization. My presentation is titled: Empowering Women in Leadership Roles: Strategies for Breaking Barriers and Achieving Success Highlights. I love empowering women to 1. Developing Leadership Skills: Exploring the essential leadership qualities and skills that women need to cultivate to excel in leadership roles, such as communication, decision-making, and emotional intelligence. 2. Mentorship: Discuss the importance of mentorship for women in leadership, including how to find and leverage mentors and sponsors to support career growth and advancement. 3. Overcoming Imposter Syndrome: Addressing imposter syndrome and self-doubt that may hold women back from pursuing leadership roles, and providing strategies to build confidence and overcome internal barriers. 4. Creating Inclusive Work Environments: Examining the role of women in fostering diversity and inclusion in the workplace, and discussing strategies for creating inclusive cultures that support the advancement of women in leadership positions. 5. Work-Life Integration: Exploring strategies for achieving work-life balance as a woman in a leadership role, including tips for managing competing priorities, setting boundaries, and prioritizing self-care. ✅For booking contact [email protected] #womensleadership #womenshistorymonth #workshopfacilitator #publicspeaker

Did you know that companies with robust DEI programs have 35% more female leaders compared to companies without? But how does this tend to impact their performance, culture, and retention? Surprisingly, companies in the top 10% of financial performance host 29% female leaders, showing a strong correlation. Furthermore, organisations with a higher number of women leaders are about 1.9x more likely to exhibit an inclusive work culture. However, it's worth noting that only 24% of our female leaders have had access to a formal mentor. The challenges don't end there! Women leaders are 12% less likely to receive leadership skills training, and 15% less likely to obtain assessments for career advancement insights. Sadly, about 40% of women leaders at senior levels feel the need to leave their companies to foster their careers. In a pursuit for improvement, let's remember that a diverse and inclusive environment is not an option, but a necessity. Thoughts? #womeninleadership #RubansAccessories

Women in Leadership: Championing Diversity and the Rise to Top Roles In today's rapidly evolving business landscape, the rise of women to top leadership roles is more crucial than ever. Diverse leadership teams bring a variety of perspectives that drive innovation and enhance decision-making processes. It's time we celebrate and support women breaking barriers and redefining leadership. The journey to the top isn't without its challenges. Women leaders often face unique obstacles, from gender biases to balancing professional and personal responsibilities. Despite these hurdles, many have emerged as inspiring leaders, proving that determination and resilience can overcome any barrier. How can organizations better support women on their leadership journeys? Championing diversity isn't just about filling quotas; it's about fostering an inclusive culture where everyone has the opportunity to succeed. Mentorship programs, flexible work arrangements, and policies that promote work-life balance are just a few ways companies can create environments where women thrive. What initiatives have you seen that effectively support women in leadership? Let's continue the conversation about how we can champion diversity and support the rise of women to top leadership roles. Share your thoughts and experiences on how we can make a lasting impact. #WomenInLeadership #DiversityAndInclusion #Leadership #WomenEmpowerment #Mentorship #WorkLifeBalance

Studies show that women in #leadership roles enhance productivity, collaboration, fairness, and organizational dedication. Yet, women still hold only 10% of #Fortune500 #CEO positions. While we have made immense progress in the past few years, we still have a lot of work to do in the workplace. By creating allies, establishing mentorship programs, and encouraging young potential leaders, we can continue to create supportive environments for women in leadership roles. #WomenInLeadership #FemaleCEO #FemaleLeader

The Future is Female: Innovative Approaches to Women’s Leadership Innovative strategies for women in business leadership focus on empowering female leaders, fostering inclusivity, and leveraging unique strengths to drive organizational success. Here are some key strategies: 1.    Championing Organizational Causes Encourage women to take the lead on meaningful projects that align with their values. This not only enhances their commitment but also positions them as change-makers within the organization, fostering a sense of purpose that can motivate others to follow suit. 2.    Building Supportive Networks Networking is essential for women in leadership. By creating and participating in networks that focus on women’s leadership, women can share experiences, gain insights, and expand their professional opportunities. Attending industry events and joining women-centric organizations can facilitate these connections. 3.    Embracing Emotional Intelligence (EQ) Women often excel in emotional intelligence, which is crucial for effective leadership. By leveraging their ability to understand and manage emotions, women leaders can create collaborative environments, enhance team dynamics, and foster innovation within their organizations. 4.    Encouraging Mentorship and Sponsorship Establish formal mentorship programs that connect emerging female leaders with experienced mentors. This not only helps in skill development but also provides guidance and support, enabling women to navigate challenges more effectively. 5.    Promoting Gender-Intentional Leadership Organizations should adopt gender-intentional strategies that focus on setting measurable targets for gender diversity in leadership roles. This includes creating policies that promote equal opportunities, address pay inequalities, and support non-linear career paths for women. Are you ready to take action? ·       Join the Conversation: Share your thoughts on how we can further support women in leadership. What strategies have you seen work in your organization? ·       Take the Lead: Implement one or more of these strategies in your workplace and observe the impact. Together, let’s create a future where women in leadership thrive and inspire others to follow! #FutureFemaleLeaders #WomenWhoLead #LeadershipRevolution Visit: www.shesightmag.com