Women’s Leadership Development Training
Client Success Story
Discover the importance of Women's Leadership Development Training through the client success of a national franchisor. Women’s Leadership Development is the topic of many “emerging” trends in the Organization Development spectrum and core to the future of management growth. The Industrial Revolution polarized the inequality of men and women in the eyes of the employer and although women were the backbone of many industries during this period, history would not support the future as the role of women was seemingly isolated to stereotypical fiefdoms. Thankfully, this is changing and doing so with rapid pace. This project was chartered to identify, develop and support women leaders as they “emerged” into roles of more authority and visibility.
- Explore the Client Success Story below or Contact Us. for more details. Through our Client-Centric Engagement Models, we ensure that every solution is fully aligned with your goals, driving your organization forward with confidence. Our Leadership and Senior Consultant Team craft tailored solutions that foster growth, build adaptability, and deliver measurable, sustainable result. Additionally, they bring integrated Management Consulting, Professional Development Training & Executive & Leadership Coaching experience to complement the overall engagement.
Client
The client is a multi-national restaurant chain with a complex network of diverse franchise owners and contributing leadership.
Challenge
The client faced significant challenges in achieving their gender diversity goals in management positions, both at the local unit and corporate levels. The diverse global locations, varying cultural norms, and entrenched stereotypes of roles in the industry contributed to this issue. These factors created barriers that hindered the organization's efforts to promote gender diversity and inclusion within their management ranks. As a result, the client struggled to meet their objectives for fostering a more balanced and diverse leadership team. Addressing these challenges required a comprehensive approach that considered the unique cultural and operational contexts of each location, as well as targeted initiatives to break down stereotypes and support gender diversity in leadership roles.
Solution
AMS established several career track development programs focusing on both emerging leaders and women in that capacity. A selection criteria was built to bring continuity to the role with a gender-blind theme. This approach to equality shifted the focal point toward performance and opportunity versus stereotype and role. AMS identified several key areas that would help women leaders overcome unique challenges related to the culture and established legacy norms that would not easily disappear. Topics such as negotiation, conflict resolution, decision-making, and executive presence were all re-fit to the women’s leadership theme and then facilitated by executive women to provide practical insights into overcoming roadblocks.
These initiatives enabled the organization to promote gender diversity in management positions more effectively. By focusing on skill development and creating an inclusive environment, AMS helped the client address the barriers that had previously hindered their progress. The programs not only met the immediate needs of the participants but also laid a strong foundation for continued success in fostering a diverse and inclusive leadership team.
Benefits
The benefits of this program were seen in several ways. The organization realized an almost immediate shift in morale among the women leaders as they felt a support system was in place and, more critically, a serious move toward change. The client was also able to leverage the Women’s Leadership Development program in recruiting, which proved to be a significant value-add from a talent acquisition perspective. Finally, they saw a substantial reduction in female employee attrition from the middle manager ranks.
The program fostered an environment where women leaders felt valued and supported, contributing to increased engagement and satisfaction. By promoting gender diversity and inclusion, the organization was able to attract top talent and retain valuable employees. The positive outcomes of the program underscored its effectiveness in driving meaningful change and enhancing the overall leadership structure within the organization.
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