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Executive Presence: Tips for Women

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Instructor: Selena Rezvani

Most aspiring leaders know they need executive presence: the ability to project authority, confidence, and authenticity. Yet presence can be hard to establish, especially for women. This course can help aspiring female executives build and sustain their executive presence. Focusing on three executive presence filters—self-confidence (how you act), self-expression (how you talk), and self-presentation (how you look)—participants practice owning their power and making their credibility known. You can get tips to strengthen your ability to command a room, sell your ideas, and connect with others. Women’s leadership expert Selena Rezvani grounds each lesson in real-world examples, giving female leaders a playbook to make their presence felt in any situation.

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Communication, facilitation, targeted learning, ​powerspeaking blog: tips and strategies for crafting presentations, presenting to executives: 6 strategies for success.

by The PowerSpeaking Team     Oct 24, 2023 7:48:59 AM

Senior executives have told us that 60% of the presentations made to them fail. Imagine the cost of that!

Innovative ideas that go nowhere because they weren’t presented persuasively. Projects that stall because a presenter didn’t drive a much-needed decision from the executive team. Or how about the cost of wasting corporate leaders’ time?

Why do so many people fail when pitching a new idea or asking for support for a new product, project, or resources?

Because most presenters, including people at the director level, don’t understand that pitching to senior decision makers requires a completely different strategy and skill set.

The good news is, we’ve unlocked the secrets to making more effective presentations to executives that help move the business forward.

Read on for invaluable, expert insights and advice . . .

Don't have time to read the whole guide right now? 

Let us help you succeed with our guide on Presenting to Executives: 6 Strategies for Success . Get the PDF version that you can save to your desktop and read when it's convenient for you.

(Direct download. No form required)

Learn the Executive Mindset

Prepare for a Dialogue

Set the Context and Deliver Your Bottom Line

Make the business case, keep them engaged (even virtually), find and leverage a sponsor.

Executives are bottom-line-focused, strategic thinkers who want you to get to the point, step away from your slide deck, and be ready for a dynamic dialogue.

Seasoned executive Brent Kedierski elaborates on the executive mindset in this clip from a PowerSpeaking Live! panel discussion with CEO Carrie Beckstrom:

Next time you present to decision makers, remember they are:

🔹 T hinking in terms of the larger enterprise and business case

🔹 Pressured by many other decisions to make and requests to consider 

🔹 Apt to become impatient if you aren’t concise and crystal clear

Few senior leaders are going to sit still for a one-way presentation from you, especially if you’re asking for their support or need a decision from them. So, plan for lots of interaction.

Be Prepared for a Dialogue

When planning your presentation, use the “10/30 Rule.” If you have 30 minutes on the executives’ meeting agenda, plan to present 10 minutes of material and devote the remainder of the time to discussion.

Remember that with decision makers, your role is to facilitate a conversation, not just deliver a presentation.

But speaking of your presentation, the first thing you should do is orient the leaders to the purpose of your time with them.

It’s important to remember that the executives will walk into that conference room with a million things on their minds. Your job is to first help them focus on why you’re there and what you need from them. Briefly .

Several executives we interviewed give some great insights on why and how to set the context for executives:

Monica Poindexter makes a great point in how setting the context is an opportunity for you and the executives to frame how the conversation will move forward.

Once you’ve set the context, it’s time to get to your main point—your bottom line—whether it’s a project update or a proposal. For example, what do you want the executives to say “yes” to?

Be specific. “I want your support” is vague. “I want you to approve a $500,000 investment in new centrifuge equipment this quarter” is specific.

Here are more senior leaders, explaining why it’s so important to lead with your bottom line:

Antares Audio Technologies’ Jeff Wright says it well: “An answer-first presentation is really what executives want.” In other words, why are they there and what do you want from them?

PowerSpeaking Master Facilitator and Coach David Binder tells a great story about a different executive presentation scenario, in which a group of would-be leaders failed to get to the main point with executives:

We love David’s point that presenters shouldn’t take a murder-mystery approach to their content!

And speaking of content, be sure to take a big-picture, business perspective when pitching an idea or request to decision makers.

If you’re asking for support or a decision from executives, state what value or ROI your ask will bring in terms of revenue increase, cost reduction, protection from risk, competitive advantage, or other business drivers. It can’t be just a “nice to have” proposal. 

For example:

“We’re seeking your approval for 5 new FTEs in account management roles for an investment of $750,000. The reason is that we have a $2M revenue opportunity with the launch of [XYZ project]. These account managers will focus on the top 20% of our customer base to ensure we maximize the sales opportunity.”

Next, follow with the essential data—and do a deep dive only if asked.

Instead of drowning listeners in data, lead with the top 2-3 key points and evidence that best support your ask. The key points should be answers to the primary questions you think the executives will have about your proposal.

It’s important to “read the room” at all times to ensure the executives are engaged with your presentation and the dialogue associated with it.

Yet, reading the room can be especially challenging in virtual meetings. 

CEO Carrie Beckstrom and PowerSpeaking Master Facilitator and Coach Payal Gandhi Hoon talk about what to do if you’ve lost your virtual audience:

We love Payal’s suggestion to re-engage an executive by making a comment or asking a question that keys off of something the executive said earlier. It’s a more personal, constructive way to draw them back in.

Finally, if you want to take your executive-presentation skills to the next level, find and leverage a sponsor.

Find someone who knows the group you’re presenting to, and who is willing to not only help you prepare as your guide, but also, advocate for you during the meeting. 

Use your sponsor to: 1. Check the validity of your logic ahead of time 2. Rehearse with and get feedback  3. Agree on when you should look to them for help during the executive meeting

4. Debrief with your sponsor after the meeting to gain insights and lessons you can use in the future

Want more expert guidance on successfully presenting to and winning over senior decision makers? How to Present to Senior Executives (23 Proven Strategies) Here’s a sampling of the invaluable strategies you’ll learn:

• Consider executives’ personality styles
• Prepare for possible questions or objections
• Use the PREP model if your time gets cut
• Focus on analytical proof
• Be proactive and transparent when delivering unpleasant news
• Address feedback and challenging questions 
• Acknowledge disagreements, but don't intervene

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Executive Presence: Tips for Women

• Share This: Share Executive Presence: Tips for Women on Facebook Share Executive Presence: Tips for Women on LinkedIn Share Executive Presence: Tips for Women on X

Instructor: Selena Rezvani

Most aspiring leaders know they need executive presence: the ability to project authority, confidence, and authenticity. Yet presence can be hard to establish, especially for women. This course can help aspiring female executives build and sustain their executive presence. Focusing on three executive presence filters—self-confidence (how you act), self-expression (how you talk), and self-presentation (how you look)—participants practice owning their power and making their credibility known. You can get tips to strengthen your ability to command a room, sell your ideas, and connect with others. Women’s leadership expert Selena Rezvani grounds each lesson in real-world examples, giving female leaders a playbook to make their presence felt in any situation.

Leading Women Executives

Elevating Impact and Effectiveness

The Leading Women Executives program addresses three critical elements for success – leadership skill building, organizational support and ongoing networking. Participants emerge from the program with three, distinct plans: a personal action plan to achieve their career goals; a plan to help advance their team or sphere of influence; and a company action plan to effect meaningful changes in their organization.

have acquired new, strategic leadership skills

have been given expanded responsibilities in their organization

have increased their commitment to developing other women

would recommend the program to other women executives

leverage their leadership abilities with greater confidence

About the Leading Women Executives Experience

The program is held two times per year, with a Spring and Fall cycle. Each program cycle consists of three, multi-day modules – a blend of in-person and virtual sessions. The research-based curriculum is anchored in actionable ideas, allowing participants to apply their learnings between modules and discuss insights gained with their peer boards.

What Makes Leading Women Executives Unique

Research-based curriculum.

Our curriculum focuses on applied research about leadership and gender, while providing effective strategies and insights for advancing women leaders. Interactive sessions are designed to engage, bring awareness, and transform participants.

Exceptional Faculty and Executive Speakers

World-class academic faculty and business practitioners who are leaders in their field explore new concepts through discussions, simulations, and peer activities. As part of every module, participants share candid conversations with senior executives and sitting CEOs of Fortune 1000 companies about effective leadership.

Powerful Company Cohorts

Each company sends 3-4 participants, building a network of female leaders within their organization who can help effect cultural or structural changes to support the advancement of women.

Curated Peer Boards

Participants are placed in carefully curated, smaller peer boards within their class. This accelerates participants’ ability to cultivate a strategic network and becomes a valuable resource for professional viewpoints and ongoing support.

Diverse Participants

Each class is comprised of approximately 55-60 women from 15-20 Fortune 1000 companies, representing a breadth of business roles, industries, and geographies. All participants are CEO or CHRO-nominated and have an average of 15-22 years of experience.

Senior-Level Advocates

Participants are paired with a senior-level executive, known as an advocate, from their company. Advocates are selected from outside the participant’s direct reporting relationships to help expand her network, provide corporate insights and professional guidance, and act as a partner for organizational change.

In-Person and Virtual Learning

Modules incorporate a strategic blend of in-person and virtual sessions, with time between sessions to apply insights and experiment with new ideas. Beyond the program, ongoing engagement and learning opportunities are provided through in-person events and digital resources, including webinars, podcasts and a private LinkedIn group.

Ongoing Engagement

Strategic networking, learning and peer support continue after the program, through in-person and virtual events held throughout the year. This exclusive community of women leaders is a valuable resource for ongoing professional and personal development.

The Power of the Program

“Leading Women Executives changed how I see myself…changed my capabilities…changed my vision of what is possible for me. This investment will pay dividends for years to come.”

Tracy Hedrick

Vice President, Card Operations, Discover

Leading Women Executives Fellow, 2020

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Diane Earll

SVP & President, Ceilings Division, USG

CEO Perspectives Fellow, 2020; Leading Women Executives Fellow, 2012

Fortifying Succession Plans

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Having an Impact as an Advocate

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Former Chief Financial Officer, McDonald's Corporation

CEO Perspectives Fellow, 2015

Elevating Women's Voices in Leadership

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Strategic Network of Professional Women

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"I met such magnificent women and will walk away empowered knowing that I have a great new network to support me going forward."

Maria Closs

Senior Director, Global Accounts Retail Segment Lead, UL Solutions

Leading Women Executives Fellow, 2021

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Executive Presence for Women: Why It’s Different & How to Get It

by Janice Tomich

• Communication Skills

Every day, women face barriers at work…

“I’m not heard.”

“I speak up, but my contributions are ignored. Or appropriated.”

“When I’m direct, I’m called a bitch.”

“If I soft pedal, people tell me I’m weak and ineffective.”

I often hear these kinds of statements from my clients.

These statements are barriers to them being promoted.

And they impede them from being perceived as having “executive presence.”

If you’re feeling unheard or misunderstood, I can help.

In my twenties, I optimistically thought that by now women would have reached work parity. That everyone would recognize that leadership presence wasn’t something primarily found among men. Decades later, I realize how mistaken I was.

Female executives (and all women leaders) know the unspoken rule—you’ll walk a tightrope, without a net. Whether personally or systemically, it’s “damned if you do and damned if you don’t.”

There is a lot of work to be done before workplaces are truly fair and equitable for women.

Table of Contents

Women in Executive Positions: The Stats

It’s obvious that women are under-represented in executive and board positions. Women hold just 31% of senior leadership positions globally .

Grant Thornton’s five-year review shows that this percentage is increasing, but a big gap remains.

What is Executive Presence for Women?

Leaders who succeed in executive leadership have two key qualities:

• they are highly skilled, and
• they deliver their vision masterfully.

Stakeholders perceive them as credible, confident and at ease with themselves—all attributes that define executive presence. And any smart, driven woman can accomplish this!

The double bind is that the feedback women often receive is that they lack executive presence , which stalls their opportunities for promotion. It’s a complex issue.

Executive presence is nebulous. It’s hard to put your finger on exactly what it is. Executive presence is subjective. What one person considers to be executive presence doesn’t necessarily align with what others consider executive presence to be. Books on executive presence don’t agree on what it is, either.

How can an executive woman hit the target when it’s moving?

Let’s agree that an executive needs to be persuasive. Executives need to be trusted in the most tumultuous times and seen as the leader who will keep driving when things look dire. Executives need to be tenacious in communicating their vision.

But even if a senior leader has the most brilliant ideas and a solid track record, it’s impossible for them to rise up in the ranks if they’re ignored.

One of the most common issues women seek me out for is help in being heard.

It’s not that they simply feel they’re unheard. They actually aren’t.

They feel trampled over and passed over in meetings.

When they do speak, their words are ignored.

There is a multitude of complaints I hear from my female clients:

• Men dominate meetings and conversations. There is usually one person in the group that self-selects as the person of authority. This person is like a fire hydrant that has an unlimited water supply and won’t turn it off. The hose is usually aimed at women.
• Women tend to lack assertiveness and fail to speak clearly and make their points directly. They dance around issues rather than driving the point home. (Women do this to ensure that they don’t come across too strong, lest they be thought of as a self-centred bitch.)
• A woman will make a point and be ignored. Then, as the meeting moves along, a man will speak to the same point and take credit for the idea.
• A woman has to over-prove her position while being questioned incessantly, whereas a man will often be immediately believed.
• The worst and most egregious complaint? When women are asked to take notes or serve refreshments.

​​​​Margarita Quihuis ESG Advisor, ED: Peace Innovation Institute, The Hague Peace Innovation Lab Stanford

Not giving women an opportunity to shine imposes economic and social penalties. Research conducted by Cuberes & Teignier shows that gender gaps cost the economy 15% of GDP. When an organization has three or more women in senior management positions the company scores higher in every facet of organizational performance.

Hard to imagine, isn’t it?

We have the data, however many people who hold board seats and senior executive positions still have their foot on the door, holding it closed.

The problem is simple yet complicated. When someone holds power, why or how would they be convinced to share it? One would think that simply acknowledging the economic impact would open the door to women. However, the data proves that’s not the case. Power and ego supersede sensibility.

The hard fact is that women are underrepresented in executive leadership positions.

In Canada, where I live, based on Catalyst’s 2019 data, women held only 33.3% of the management positions . The percentage slips even further in senior management roles to 31.5% . Men held over 90% of the C-Level executive roles.

In Canada’s 100 largest publicly traded corporations, women held only 52 of 533 executive office positions .

Canada’s poor corporate performance in equity and inclusion is mirrored by many affluent countries. 

A recent post on LinkedIn piqued my curiosity. The author of the post was a young woman entrepreneur building an early-stage startup. She posted an image of herself on LinkedIn with heavily ripped jeans and a short crop top. She said that she will dress as she pleases (which is fine) because no matter how she dresses she has the same amount of intellect and skill (which is true).

She expects that in 2022 organizations need to relax. Organizations need to understand her point of view. Organizations need to understand that young people entering the workforce are resisting stuffy work clothes. She provides an excellent example of a lack of understanding of what professionalism is and what executive presence might be.

On LinkedIn, she received lots of positive and supportive comments, which surprised me more than her viewpoint.

There are wishes and dreams. And then there is reality.

Leaders are expected to have executive presence. To show up looking the part and being the part builds relationships and trust. Yes, there are work environments where the dress code is casual. However, wearing ripped jeans and a crop top to pitch investors or meet with bankers won’t secure the capital needed.

Often the people who can open the gate to the executive suite are men. They base their decisions on their perception and learned biases. Women often receive feedback that they lack that ever-nebulous executive presence. When they query what exactly it is they are lacking, they’re told it’s confidence . Or that they are too assertive.

It’s a landmine of contradictions, but women’s strengths are key to successful organizations.

Women are natural relationship builders. They are usually good listeners. They support their team members, which builds powerful teams. Women often have innate emotional intelligence (EQ) and that helps them have real empathy, giving them insight into what their colleagues are thinking.

Some of the most effective women leaders are introverted. Introverts are keen listeners with high EQ. Introverted women executives aren’t shy, it’s just that they get their energy from quiet and deliberate thinking time. But don’t be fooled, when introverts take the stage they can be a force to be reckoned with (find out how in my introvert’s guide to public speaking ).

Change is a decision. Your organization needs to be thirsty to change and realize that the data proves it: An equitable environment is more profitable than one exclusive to men.

In most cases, I’m a proponent of rewarding skills and outcomes. When it comes to gender equality, though, Professor Tomas Chamorro-Premuzic changed my mind. In his article for the Harvard Business Review , Chamorro-Premuzic explains how he also believed in meritocracy, that the cream would rise to the top. But what he learned is that dedication to systemic change is what  produces gender equity.

Quotas, although perceived as unfair, are key to making headway to having women in executive roles.

More difficult than instituting quotas is managing obvious and unconscious biases. Gender bias plays a key role in how women are perceived as being executive leadership material. It takes a committed organization to create a fair playing field with people that value fairness over power.

4 Practical Ways Women Can Develop Their Executive Presence

What can a woman do to build her executive presence skills while supporting gender equity for herself and others?

1.     Find a sponsor

In recent years, women have been advised to find a sponsor, not just a mentor that advises or coaches. A sponsor is someone who will stand up for you, make introductions, put your name forward for promotions, new job opportunities, or high-profile projects. It’s worth the investment in time and building relationships to find the right person to be your sponsor, to help you build your executive presence.

2.     Work where you are valued

I know that this recommendation comes from a privileged place but find employment where you are valued. Seek out situations where your skills are recognized. Right now, in 2022, the labor market favors employees. If you’re looking for a new position or promotion, it’s the perfect environment to acquire rewarding and lucrative senior positions.

3.     Ask

Be bold and ask. In the initial stages of my work with the female clients who hire me, they often express that they have trouble asking for what they want and need. They have played out in their mind (many times on repeat) all the reasons why they expect to get a “no.”

It’s gratifying, months after working together, to hear about all the opportunities they asked for and instead received a resounding “yes” to.

4.     Speak up

And finally, take a leap of faith and speak up in meetings . You’ll likely be surprised what happens when you consistently share your point of view at meetings and represent your company by speaking at conferences and events .

My clients often start hearing words in their feedback that speak to their developing executive presence—they’re described as being trusted, transparent, authentic, credible, confident, present, and poised. (This is when they realize that the nasty things that their inner gremlin said about their lack of leadership skills and smarts simply weren’t true.)

We’ve Come a Long Way…

A feminist slogan from the 70’s was, “You’ve come a long way baby”.

In the 1970s, women certainly had “come a long way.” Five decades later, we’re still making progress—but there is still a long way to go before women have equitable representation in senior leadership positions.

Part of that process needs to include knocking down the polarizing definition of executive presence. Executive presence needs to be put on an equal playing field which everyone can access.

With initiatives such as #breakthebias I know it won’t take another five decades.

References:

Cuberes, D., & Teignier, M. (2016). Aggregate Effects of Gender Gaps in the Labor Market: A Quantitative Estimate. Journal of Human Capital, 10(1), 1–32.https://doi.org/10.1086/683847 and

Ferrant, G. and A. Kolev. (2016), Does gender discrimination in social institutions matter for long-term growth?: Cross-country evidence. OECD Development Centre Working Papers, No. 330, OECD Publishing, Paris,  https://doi.org/10.1787/5jm2hz8dgls6-en

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Executive presence for women is crucial in overcoming the unique challenges they face in leadership roles, such as unconscious bias, double standards, and societal conditioning. It involves projecting confidence, managing one's reputation strategically, and becoming aware of and navigating complex dynamics in the workplace. Women often receive feedback that they lack executive presence, which limits their career progression. However, by setting clear intentions, managing up, filling their own void, and navigating the double bind of challenges, women can be recognized as a leadership asset, opening more doors and aiding in career progression.

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In the vast tapestry of leadership, several women have emerged as paragons of executive presence . Their journeys, marked by resilience, vision, and authenticity, offer invaluable lessons for aspiring leaders.

Oprah Winfrey : A media mogul and philanthropist, Oprah's journey from a talk show host to a global icon is a testament to her undeniable executive presence. Her ability to connect with audiences, her empathetic listening, and her knack for asking the right questions have made her a beloved figure worldwide. Oprah's story is one of overcoming adversity, and her authenticity shines through in every endeavor, making her a beacon of female leadership.

Angela Merkel : As the Chancellor of Germany for over a decade, Merkel has been a steady hand guiding one of the world's most robust economies. Known for her pragmatic approach and calm demeanor, even in the face of global crises, Merkel's leadership style is often understated yet profoundly impactful. Her ability to command respect on the global stage, while maintaining a relatively low profile, is a masterclass in executive presence.

Sheryl Sandberg : As the COO of Facebook and the author of "Lean In," Sandberg has been a vocal advocate for women in leadership roles. Her ability to navigate the tech industry, traditionally dominated by men, and her efforts to initiate conversations around workplace equality, demonstrate a blend of resilience, vision, and influence – all hallmarks of strong executive presence.

Christine Lagarde : As the first woman to head the International Monetary Fund (IMF) and now the European Central Bank, Lagarde's leadership journey is nothing short of inspiring. Known for her eloquence and diplomacy, Lagarde has often been the voice of reason in turbulent economic times. Her ability to communicate complex economic policies in relatable terms and her unwavering commitment to global economic stability underscore her robust executive presence.

Crafting Your Aura - How to Set Yourself Apart

Traits like self-assuredness, decisiveness, and the ability to remain composed under pressure are hallmarks of executive presence. It's about being mentally and emotionally present, exuding confidence and authority. Enhancing skills include effective communication, active listening, and the nuanced ability to gauge a room's dynamics.

And here are some statistics to show you just how important it is:

• Crystal Clear Communication : 67% of senior executives and managers say they consider communication skills as critical for productivity.
• Impact of First Impressions : Within the first seven seconds of meeting someone, people form judgments about them, many of which relate to executive presence traits such as trustworthiness, competence, and confidence.
• Importance of Non-Verbal Cues : 55% of the impact during face-to-face communication comes from non-verbal cues, emphasizing the role of body language in executive presence.
• Role of Emotional Intelligence in Leadership : 71% of hiring managers value emotional intelligence in an employee over IQ, suggesting that emotional intelligence, a component of executive presence, is crucial for leadership roles.
• The Impact of Appearance : 35% of individuals find being well-groomed a major factor and 12% found wearing simple, stylish cloth important for executive presence.

Become Your Own Executive Presence Coach - What to Focus On

• Crystal Clear Communication - Articulate your thoughts succinctly. Clarity in communication establishes authority and ensures your message resonates.

Learn more on the importance for leaders on executive presence communication skills >>here<<

• Networking - Make sure to build, grow and nurture a professional network that gets you ahead.

Learn more on the importance of networking for executives >>here<<

• Body Language: The Silent Communicator - Your posture, gestures, and facial expressions are potent tools. They can either reinforce or undermine your spoken words.
• Emotionally Attuned Leadership - Harnessing emotional intelligence fosters deeper connections, building trust and rapport with peers and subordinates alike.
• Unwavering Authenticity - Genuineness is magnetic. Stay true to your values and beliefs, and people will naturally gravitate towards you.
• Dress to Impress - Your attire should mirror your aspirations. It's about striking the right balance between professionalism and personal style.

Learn more on how to dress like an executive >>here<<

• The Quest for Knowledge - Staying updated with industry trends and investing in personal development can significantly bolster your executive presence.

Learn more on my top executive presence books >>here<<

• Feedback: The Mirror to Self-awareness - Regular feedback is a window to perception. Understand how you're perceived and pivot accordingly.
• Confidence: Your Invisible Crown - Your belief in yourself can inspire belief in others. Cultivate and radiate self-confidence.
• Visualization: Picturing Success - Visualization primes your brain for success, making your goals seem more attainable.
• Grace Under Pressure - A composed demeanor, especially in stressful situations, enhances executive presence significantly.
• Voice: The Sound of Authority - Your voice can be a powerful tool. Modulate it to convey authority and confidence.

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Provide a creative makeover to your dull presentation with our Women Leadership template, which is crafted to work best with MS PowerPoint and Google Slides. You can demonstrate how women leaders help bring diverse perspectives, innovative ideas, and solutions to business-related and societal issues.

Career counselors and HR managers can depict the characteristics, key attributes, and skills required to become women leaders. Government officials and educators can use this customizable deck to showcase strategies for building an ecosystem that promotes the sustainable development of female leaders. You can also explain the need and importance of women leadership and how it facilitates balanced economic growth. Harness the set to depict how women leadership can promote gender equality and inspire females to pursue leadership positions. Furthermore, you can exhibit the challenges faced by women leaders.

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Executive Presence: Tips for Women

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Instructor: Selena Rezvani

Most aspiring leaders know they need executive presence: the ability to project authority, confidence, and authenticity. Yet presence can be hard to establish, especially for women. This course can help aspiring female executives build and sustain their executive presence. Focusing on three executive presence filters—self-confidence (how you act), self-expression (how you talk), and self-presentation (how you look)—participants practice owning their power and making their credibility known. You can get tips to strengthen your ability to command a room, sell your ideas, and connect with others. Women’s leadership expert Selena Rezvani grounds each lesson in real-world examples, giving female leaders a playbook to make their presence felt in any situation.

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Women Leadership Powerpoint Template

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This template is specially created for the women of your organization. It has a modern and powerful look and its purpose is to share valuable information about the women employees. You can successfully present the concept of global women leadership in any industry. This template can be highly motivational for any other millennial women to develop themselves into authentic leaders.

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On this slide, there is plenty of space to successfully present the women of the organization. You can outline their short biography and their contact while endorsing them for all of their accomplishments. You can describe for how long they are part of the organizations and how they have contributed to its development.

Woman Leader Slides

You can use this slide to show any of the activities that have been accomplished by women. Also, you can use it to show what their next activities and final objectives are regarding those activities. You can demonstrate it by using circular charts and even show tasks that are cyclic by nature.

Women Leader Flowchart Slide

This space is reserved for the women leader flowchart. You can show the relationships between the women and how are they connected to each other. You can present them based on departmental connections or based on certain projects that they work on together. Also, you can show the relationship that they have with any other employee in the organization, regardless of the gender.

Powerful and contemporary template for endorsing the women of the organization

You can share key information for the successful women in a creative and valuable way.

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You can clearly outline their short biography, their contact and how they are contributing to the whole organization.

Clear representation of the relationships that women have within the organization

You can show any relationship that they have, whether departmental or based on different mutual projects and tasks.

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Viewpoint: How Women Can Master the Art of Executive Presence

Introduction

Executive presence (EP) is the mysterious X-factor that often determines whether talented women rise to the top ranks of leadership. While female leaders can advance their careers by refining their EP, professional success is not always determined by who has the most prestigious title. It's determined by who can make a great first impression, command respect and handle social situations with professionalism.   "Often, brilliant employees with innovative ideas are ignored because they fail when it comes to the finer points of executive presence," said Jennifer Lee, director of learning and five-star facilitator for JB Training Solutions in the Chicago area.  

​ Lee exudes the kinds of confidence and authority that are considered hallmarks of EP. From the moment that she strode onto the stage at the Society for Human Resource Management's 2017 Annual Conference & Exposition and took her place at the podium to deliver her presentation on "The Art of Executive Presence: A Professional Women's Guide to Commanding the Room," she had a firm hold on both her subject matter and the audience's attention.   Speaking to a packed auditorium of mostly female attendees, she outlined what she calls the "three buckets of executive presence: gravitas, communication and identity."   Her talking points mirrored research conducted by the Center for Talent Innovation (CTI), a nonprofit research organization in New York that defines the three pillars of executive presence as gravitas, communication and image. Stated differently, EP reflects how you act, how you speak and how you look.  CTI concluded that when people are perceived as capable of becoming leaders, they are more likely to be promoted into leadership roles. This is particularly important for aspiring female leaders who continue to battle both conscious and unconscious gender bias.   Studies show that men are more often associated with leadership qualities and women with nurturing qualities. This forces women to confront the need to master an intricate balancing act that simultaneously conveys both softness and strength. Women with gravitas find a way to balance being "nice" with having a "can-do, will-do" attitude. [ SHRM members-only online discussion platform:  SHRM Connect ]    Facebook Chief Operating Officer Sheryl Sandberg is often cited as a role model because of her ability to project confidence in the male-dominated world of tech, communicate clearly and concisely, and be relatable.   Lee's message about self-awareness and personal presentation resonated with conference attendee Christyn Johnson. Johnson is the western regional senior HR manager for Dragados USA, a civil construction firm headquartered in New York. As a woman working in the male-dominated industry of civil construction, Johnson wants to make sure that her delivery doesn't distract from her message. As a frequent advocate for the human (feelings) side of the business, she understands the value of maintaining the connection between the business and its people.   Johnson is poised to step into an executive role and is determined to make a credible and compelling executive debut.   "I need to push a little harder to make sure that the men don't talk over me," Johnson said.   Or, to put it in Lee's terms, she needs to command the room by mastering the art of executive presence.

"Gravitas signals to the world that you know your stuff cold," said Sylvia Ann Hewlett, founder of the Center for Talent Innovation and author of  Executive Presence: The Missing Link Between Merit and Success  (Harper Business, 2014). "It's not about performance. It's about what you signal about your preparedness for the next big chance."   Sixty-seven percent of the executives surveyed in a recent CTI study agreed that gravitas is a core characteristic of EP. The behaviors that they associated with gravitas include exuding confidence, acting decisively, projecting vision and demonstrating emotional intelligence. "Because of its association with power, and the fact that men are typically seen as having greater dominance than women, gravitas is a notion we think of as a male quality," said  Susan Krauss Whitbourne, a University of Massachusetts psychology professor and the author of  The Search for Fulfillment  (Ballantine, 2010).    Whitbourne believes that anyone can have gravitas. But displaying it tends to be a little easier for men than it is for women. For women to appear powerful, they have to be more aware of body language—how to enter a room, where to stand, how to sit.   A 2015 study by Yale University psychologist April Bailey and Colgate University psychologist Spencer Kelly showed that women can be perceived as being more powerful when their body language shows openness and expansiveness.  Lee made a similar distinction between what she called "high-power poses" and "low-power poses." In the interactive portion of her session, she asked participants to make themselves small, by hunkering down in their seats to demonstrate how a "low-power" pose looks and feels. She then asked participants to stand up and strike their best Wonder Woman poses by standing up straight with arms outstretched to show how a "high-power" pose looks and feels.    The difference was palpable. When women adopted high-power poses, they looked and felt more powerful than when they were slumped down in their chairs.  

Communication

"The way to be seen as leadership material is to be compelling, credible and very concise," Hewlett said. She believes that women often try too hard to prove their competence. When giving presentations, they may refer too much to their notes or over-rely on PowerPoint slides as a crutch (rather than a tool). 

"It's the kiss of death to rely on notes or slides."  

In the CTI study, great speaking skills were seen as contributing to a woman's EP, along with the ability to make the people in the room listen.   "People with great executive presence have control of their audience," Lee said. "People want to pay attention to them."   Every time Lee redirected the audience's attention from conversations with each other to a focus on her presentation, she demonstrated how it looks and feels when a presenter has control of her audience.   Communication is equally important in routine encounters with co-workers and colleagues, as well as customers and clients: Be clear and project confidence and authority.    Communication blunders often occur in informal settings when women may be less attentive to what they are saying and how they are saying it. The CTI study pointed to the folly of sounding uneducated, making politically incorrect (or insensitive) comments, and posting unprofessional comments online where colleagues and co-workers can view them.    There are countless examples of once-credible professionals who destroyed their careers (and lost their jobs) after posting insensitive and inappropriate content on social media. Recently, the comedian Kathy Griffin did real damage to her career when she posted a picture of herself online holding a bloody head that looked like Donald Trump's. Supporters and critics of the president denounced the stunt, and Griffin quickly apologized.    Everyone makes mistakes. What you do after a gaffe matters greatly. Hewlett's research shows that "grace under fire" is a key element of EP. 

"Someone who can keep their cool under fire has executive presence," she said.   When Hewlett switched from giving academic presentations to speaking more extemporaneously to popular audiences, she faced a real challenge. After watching herself bomb in a Charlie Rose interview, she practiced delivering her message in a concise and relatable way (without using notes).     Lee argues for the value of emotional calmness.   "Women are often accused of being too emotional," Lee said. "A woman who can remain emotionally calm in stressful situations projects competence and confidence."    She encourages women to know their trigger points and have a plan of action to handle emotional situations. For some women, that means leaving the room. Others might calm themselves down with soothing self-talk.    A few common missteps women need to watch out for: gossiping, over-sharing and being oversensitive to criticism. If you're serious about advancing your career, learn to manage those reactions.   Listening is another underrated but crucially important communication tool. Great leaders know how to pay attention to the people who are in the room with them. A leader who is distracted sends the message that the person he is she is talking to is not that important. You don't have to be talking all the time or issuing commands to make your presence felt—listening to others works, too.  

Professional Image

​Appearance counts, largely as a filter through which your communication skills and gravitas become more apparent, Hewlett said.

Lee agreed. "People make choices about who you are based on what you put out there."  

Do you look the part? Are you dressing in ways that give people confidence that you are competent in your role? Or is your attire distracting?

The answer may depend on your industry or company. It's important to know your audience and your field. Tech companies tend to be more relaxed. Creative fields encourage more self-expression. Traditional fields like banking and law are generally more conservative.

Women can send subtle (or not-so-subtle) cues with their hair, clothes, makeup and jewelry.   

"It's easier for men because they have fewer choices," Lee said, "and they aren't always judged as critically based on their appearance."   

Her comments raise the question about the role of spontaneity and individuality. When you are so focused on using the proper business gestures or standing the exact right way, does that dehumanize you and make you seem stilted and wooden? Or does it accomplish the goal of making you look polished and professional?   

"There is this tension between authenticity and conformity," Hewlett said. You can work to resolve that tension using a "practice and perfect" mentality. While EP seems to come naturally to some women, it requires sustained effort for others. 

For women who want to expand their influence and build successful careers, EP is an indispensable tool. While EP alone won't get you promoted, its absence will impede your progress—especially if you're a woman.

Arlene S. Hirsch, M.A., LCPC, is a noted career counselor and author with a private practice in Chicago. Her books include  How to Be Happy at Work (Jist Publishing, 2003), Love Your Work and Success Will Follow (Wiley, 1995), and The Wall Street Journal Premier Guide to Interviewing (Wiley, 1999).  Her website is  www.arlenehirsch.com . 

Was this article useful? SHRM offers thousands of tools, templates and other exclusive member benefits, including compliance updates, sample policies, HR expert advice, education discounts, a growing online member community and much more.  Join/Renew Now  and let SHRM help you work smarter. 

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Executive Presence: Tips for Women

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Instructor: Selena Rezvani

View Selena’s LinkedIn Newsletter

Most aspiring leaders know they need executive presence: the ability to project authority, confidence, and authenticity. Yet presence can be hard to establish, especially for women. This course can help aspiring female executives build and sustain their executive presence. Focusing on three executive presence filters—self-confidence (how you act), self-expression (how you talk), and self-presentation (how you look)—participants practice owning their power and making their credibility known. You can get tips to strengthen your ability to command a room, sell your ideas, and connect with others. Women’s leadership expert Selena Rezvani grounds each lesson in real-world examples, giving female leaders a playbook to make their presence felt in any situation.

10 Free Presentation Templates for Executives

In a world driven by cut-throat competition and increasing globalization, businesses can gain traction and success at the global level through partnerships, joint ventures, and alliances. And in all these collaborations, executives play an important role in representing their company’s strengths and potential. So, they must have good communication and presentation skills. These skills are crucial to keeping internal employees and stakeholders aligned and motivated to achieve organizational goals. A well-designed template can elevate your presentation prowess and amplify your impact.

To help business executives make their presentations mesmerizing and convincing, we have compiled a list of professionally designed, 100% customizable, multipurpose templates in this article. You can use them for presentations for various occasions, like team, client, board, and investor meetings. So, get these templates now and unlock visual excellence in your next slideshows!

1. Solar Power Project Proposal Presentation

Get this template to showcase the scope, purpose, and timeline of your solar power project to clients, investors, and stakeholders in a visually interesting manner. Featuring a vibrant color scheme and visuals of solar panels, this deck can be incorporated into your presentations to showcase a brief introduction of your company and team and the project’s technical details and environmental impact. In addition, you can present competitor analysis and financial projects to demonstrate the growth potential of your project. Demonstrate how your project will contribute to environmental sustainability, reducing carbon emissions and electricity bills.

2. Business Plan

This template is useful for executives of both startups and established companies to visualize the company’s goals and a roadmap and timeframe for achieving them. You can leverage this deck in presentations for investor pitches, team meetings, and annual general meetings. Use this beautiful set of slides to depict your plan to expand the company’s international footprint, roll out a new product in a specific market, address the pain points of a particular customer group through your product/service, etc. The well-chosen color theme in slides instantly captures the audience’s attention and helps them process the presented information faster. 

3. Roadmap  

This versatile and multipurpose template will add context and visual appeal to presentations on goal setting and achievement, project management, strategic planning, and more. The slides feature visuals of zigzag roads/arrows and milestone icons and can be used to visualize various project tasks and their respective deadline, the product launch plan, milestones in risk management, etc. You can also showcase key activities and milestones of the change management process, the plan to develop and implement new technology, and more.

4. Team Overview

Introduce your management/leadership and project team members to clients in a captivating and memorable manner using this professionally designed and animated template. The slides comprise avatars of males and females, icons of social media platforms, and editable text placeholders. Leverage these illustrations to showcase your team members’ designation, skills, educational qualifications, professional experience, and social media presence and establish trust among the audience that a competent workforce backs you.

5. Executive Summary Slides  

End your search on this data-driven template if you are looking for a visual aid to present your company’s overview, including mission, vision, values, and other major highlights to board members, clients, investors, shareholders, and other stakeholders. The charts, graphs, and relevant icons in the deck make visualization of data related to market share, financial performance, cost, sales growth rate, total revenue, and customer satisfaction much simpler yet engaging. Moreover, you can showcase the target audience, quarterly tasks, key factors to consider, etc.

6. Problem And Solution Slides  

Download this aesthetically designed template to highlight the pain points and challenges of a specific industry, market, or customer group and how your product/service addresses them. You can present solutions to problems related to business automation, vendor sourcing, product launch, team cohesiveness, project management, working capital management, and more. The deck comes with high-definition visuals to boost the impact of your message and help the audience retain it for longer.

7. Introduce Yourself

With a power-packed self-introduction, you can make a favorable impression and a huge difference. Using it, you can showcase a brief overview of yourself, including your interests, education, professional skills, work experience, achievements, and more. The minimalistic designs will give visual consistency to your content, making it outstanding and memorable. This template can be used by executives in presentations for client meetings, workshops, webinars, seminars, public speaking events, etc.

8. Employee Spotlight

Introduce new employees to their team members in a unique way using this feature-rich template. Featuring visuals of spotlights and male and female employees, icons of social platforms, and editable text placeholders, the slides can be used by senior executives to highlight crucial information about the top performers of different teams. You can also use this set to showcase the skills and expertise of your team members to clients.  

9. Teamwork

This spellbinding template is ideal for making presentations on team-building, collaboration, team dynamics, and team spirit more insightful. Use it to deliver great presentations on the Tuckman model of team building, ways to strengthen team bonding, factors that impact group dynamics, the importance of teamwork in achieving success, and more. The stunning visuals will complement your content, taking your presentations to the next level.

10.  Announcement Slides

Inform your employees about upcoming special events, policy changes, company news, or new initiatives using these vibrant announcement slides. The visuals of hands holding loudspeakers, complemented with relevant icons and customizable text placeholders, give an authentic touch to your content, making your communication smoother and more meaningful. You can also use this template to inform clients and customers about new product launches, limited-time deals or offers, customer training workshops, etc.

Check out these presentation templates and download all those that perfectly match the theme and message of your upcoming presentation! With these sets of slides, you need not worry about the design; invest your time in improving the content and delivery of your message.

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High-Potential Women Leaders Program has developed a highly-specialized curriculum to help you explore how to use your power, strengthen your influence, and transform your leadership skills and career trajectory. All optimized for a virtual environment. Sessions focus on the issues of power and relationships, negotiation, team effectiveness, social networks, and influence. Because these are the most critical and complicated issues facing women in the workplace.

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In this session, Professor Deborah Gruenfeld and author of the new book Acting with Power: Why We Are More Powerful Than We Believe , addresses how what we need from our leaders is changing, and how women leaders, in particular, can rise to the occasion, by learning to wield power without fear.

A New Type of Leader — Anchored on Purpose, Fueled by Humor

You, oh fearless leader of the future (and maybe present), are very important. You will make critical and far-reaching economic, political, and social decisions in your quest beyond Stanford to change lives, change organizations, and change the world. That’s serious stuff. So why humor? The late journalist Eric Sevareid said, “Next to power without honor, the most dangerous thing in the world is power without humor.” Our goal is to pin you down and not let you walk away from this session without a healthy dose of humanity, humility, and intellectual perspective that only humor can bring. Drawing upon the behavioral science of humor and laughter, this class is about the power (and importance) of humor to help leaders be more authentic and influential, cultivate more meaningful and productive relationships, produce more innovative ideas, and build more nimble and resilient teams and organizations.

Engaging Your Audience: The Art and Science of Storytelling

Quote We have chosen topics and designed sessions to improve the skills and tools of women and address the challenges that they uniquely face. Attribution Margaret A. Neale, Faculty Co-Director

Research shows that we don’t make decisions based solely on what we know. We make decisions based on what we know and what we feel. In the age of data overwhelm, whoever can craft their message as a story, and capture the emotions of their listener, has an unfair advantage. Stories don’t just convey information. They enthrall. They captivate, transform, and inspire. Bringing innovative ideas to life demands a compelling story. Participants will have the opportunity, structure, and guidance to craft those compelling stories. We will focus on several areas of storytelling: Mining: How do you find your stories and extract the richest details? Crafting: How do you structure the content and shape the language? Performing: How do you share your stories with presence, authenticity, and connection? This hands-on, experiential approach will offer participants the opportunity, structure, and guidance to craft and share compelling stories.

The Art of Negotiation: How to Get More of What You Want

In this podcast episode, we discuss the common mistakes people make during high stakes communication and how to effectively approach these conversations.

Program dates, fees, and faculty subject to change. Consistent with its non-discrimination policy, Stanford’s programs are open to participants regardless of race, color, national or ethnic origin, sex, age, disability, religion, sexual orientation, gender identity or expression, veteran status, marital status or any other characteristic protected by applicable law.

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More From Forbes

75% of female executives need a mindset reset to thrive.

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Woman Executive

Women make up close to 56.8% of the workforce , yet they hold far fewer executive roles than men. Only 35% are in management positions and as of 2023, women hold only 10.4% of leadership positions at Fortune 500 companies. One reason for this is that women aren’t applying for promotions or higher-level jobs. According to a LinkedIn Study , women apply for fewer career-enhancing jobs than men and are 26% less likely to ask for a referral from someone they know at a company they are interested in. But why is this happening and what can be done to get more females to advance into higher roles?

Kelly Resendez, Executive Vice President at GoodLeap and Co-Founder of GoBundance Women , a mastermind community shares that, “Women are achieving more success, but they aren’t feeling more successful. I’m seeing higher levels of executive women suffer self-doubt, burnout, imposter syndrome, and isolation. They tend to sacrifice their well-being believing they need to work longer and harder than their male counterparts to have an equal opportunity.”

In my recent interview with Resendez, she shared more on how female executives can eliminate self-doubt and further their careers by resetting their mindset:

Gary Drenik: Why do the majority of female leaders and executives experience self-doubt and imposter syndrome?

Kelly Resendez: The major reason for self-doubt and imposter syndrome is having low self-worth. This can come from childhood, failures you’ve faced in your career, or being told by other leaders you aren’t good enough. Women in executive roles often feel lonely and isolated. They have a greater challenge celebrating their success. Many don’t want to appear intimidating or overly confident, so they don’t share their accomplishments.

A KPMG study finds that 75% of female executives across industries have experienced imposter syndrome in their careers, a feeling of inadequacy and self-doubt that makes them question if they are qualified enough for the job. This may cause them to have more anxiety, stress, and burnout. Left unchecked, imposter syndrome and self-doubt can paralyze women from seeking out more career opportunities and feeling more fulfilled at work.

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According to a recent Prosper Insights & Analytics survey, men and women executives both report equal levels of dependability and self-discipline, which are critical to success in leadership. Women also report working harder than men. They are just as educated and competent, so their feelings of self-doubt are not justified. They must adopt strategies to overcome these feelings and not allow them to hold them back.

Prosper - I Am A Hard Worker

Drenik: What has your personal experience been with feelings of self-doubt, anxiety, etc. as you’ve achieved success in your career?

Resendez: In a short period, early in my career in the mortgage industry, I became one of the Top 1% of Loan Officers nationwide. I experienced a high level of anxiety because I was afraid of failure and rejection and wanted to please everyone. I remember countless sleepless nights fearing the worst about disappointing clients. Self-doubt appeared when I realized I didn’t love my job and I questioned whether my skills would be transferable to another career or role.

Looking back, I recognize that I was driven by significance and never felt like I could achieve enough. It took me a long time to realize I had a worthiness problem and that I lived for other people. My worth was determined by what others thought about me. Once I became conscious of this, I changed careers and created even more professional and financial success. I know see my worth as a fact not something I have to prove. I also love what I do, and I am aligned with my purpose of helping others succeed.

Women must choose a company and career that is in alignment with their purpose and supports having a life outside of work. They must also adopt the right mindset to thrive and continue to grow their careers.

Drenik: How did your personal experience lead you to become a resource to help other female leaders overcome these feelings?

Resendez: My personal experience has driven me to help women find more joy and greater feelings of authenticity. Through my journey, I developed strategies for managing over-thinking, emotional triggers, and overcoming self-sabotage. I speak to women worldwide on how to do this and honestly doing it holds me more accountable to my own goals. I share these strategies through our Women’s Mentoring Program and Leadership program at GoodLeap and through a women’s mastermind organization I co-founded called GoBundance Women . The feelings of loneliness and lack of connection I experienced allow me to impact more women because I can relate to what might be holding them back.

Drenik: What are some of the tools/recommendations you have for women to avoid self-sabotage in their careers and realize they have earned their title and level of achievement?

Resendez: The first thing you must do is recognize your preferred method of self-sabotage. Common ones for women are low self-worth, perfectionism, loneliness, people-pleasing, procrastination, and a lack of boundaries. As you write down your quarterly goals, also write down your preferred method of sabotage, so that when it shows up, you can override it with a plan you come up with.

Second, you need to find like-minded women to connect with. Women who understand your goals and can help hold you accountable for overcoming self-sabotage. In GoBundance Women, we use a Master Abundance Playbook to document our goals and how we want to feel in our lives. We share them with other women in our accountability pods and ensure we help one another achieve our highest potential. These pods also give us a safe place to share our wins which helps with overcoming loneliness.

The secret to overcoming self-sabotage is to adopt an Abundance Mindset. You must believe you are the creator of your success.

Drenik: Why is having the right mindset critical for women to achieve their full potential?

Resendez: Your mindset determines how you experience life and without the right one you will never actualize your full potential. Any feelings of doubt or fear will hold you back. The beliefs and programs that make up our mindset directly impact how we feel and manage emotional triggers. To achieve your full potential, you should know you are the creator of your success, everything always works out for you, and when you align your purpose and passion with your career magic happens.

I recommend an Abundance Mindset. With this mindset, you believe life happens for you and you are worthy of your success. Some of these mindset beliefs are that you are a unique masterpiece, you can put yourself first and have more to give, everyone is doing the best they can, and you must be flexible and adaptable to change.

According to the Prosper Insights & Analytics Survey, female executives are affected more than men when setbacks occur. Having the right mindset around challenges is critical to navigating your career growth. With an abundance mindset, when challenges come up you see them as an adventure versus a burden. Embracing this mindset will allow you to experience more joy while actualizing your potential and career growth. It will ensure you feel worthy and won’t let past experiences hold you back.

Prosper - Setbacks Don't Discourage Me

Drenik: Thank you, Kelly, your insights, and strategies on how Female Executives can use mindset to thrive will undoubtedly help women achieve more success and feel more confident doing so. It should also encourage companies to create mentoring and leadership training that will develop future female leaders.

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16 Women in Leadership Programs

By: Grace He | Updated: December 12, 2023

Here is our list of the best women in leadership programs .

Women in leadership programs are training sessions that address the challenges women often encounter in the corporate world. The programs also provide practical strategies for women to overcome these challenges and become powerful leaders. Examples include the Women’s Senior Leadership Program, Harvard’s Women of Color Leadership Program, and Brooking’s Women’s Leadership Program. The purpose of these programs is to empower uprising women leaders and encourage participants to build a strong network.

These programs are similar to leadership training programs and are great for improving management skills and executive skills . The programs help participants discover their unique leadership styles and become good leaders .

This list includes:

• women’s leadership development training programs
• women’s executive leadership programs
• women’s leadership groups
• women’s leadership mentoring programs
• women of color in leadership programs
• women leadership training

So, let’s get started!

List of women in leadership programs

Women in leadership programs address gender bias while developing attendees’ communication, leadership, and negotiation skills. From Executive Women in Leadership Cornell Certificate Program to Women’s Senior Leadership Program, here are the best programs for women in leadership.

1. Women’s Leadership Development

Women’s Leadership Development, organized by the Center for Creative Leadership, is one of the best women’s leadership development training programs. Participants will learn how organizations can flourish by supporting talented leaders during this training session. The Center for Creative Leadership has decades of experience addressing women’s leadership development. The organization also takes pride in having helped countless women deal with workplace challenges.

Attendees will learn why companies should focus on equity if their goal is to benefit women employees. In addition, the training will guide you through creating a work-life balance and aligning your goals with your intentions. This women’s leadership development training is available in three customizable options to suit different organizations’ needs.

Learn more about Women’s Leadership Development .

2. Oxford Women’s Leadership Development Programs

Attending Oxford Women’s Leadership Development Programs is excellent if you aim to increase women leaders’ impact in your company. The coursework focuses on barriers women must overcome to become better leaders and managers. Also, the curriculum addresses three major themes, which are:

• Self-Acceptance
• Self-Development
• Self-Management

Oxford Women’s Leadership Development Programs are among the best women in leadership programs. During the session, you will access tools and resources to help identify your strengths and influence. You will learn to use these two elements to navigate various negotiation scenarios. At the end of the course, participants will be able to recognize their leadership potential and understand how to address gender assumptions. The entire training features six modules. During the last module, you and other participants will draft a realistic plan to help you as future leaders.

Learn more about Oxford Women’s Leadership Development Programs .

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3. Women’s Senior Leadership Program

Women’s Senior Leadership Program is a hybrid training session that develops attendees’ unique talents. This program is ideal for leading women executives who wish to advance to the C-suite. During the session, you will learn the essential skills needed to reach a top level at work.

You will also enjoy access to research-based insights to help you build your leadership abilities. The sessions take place in person and online, running for three and four- and- a- half days respectively. But the facilitators will spread the classes over nine months to give attendees enough time to learn and practice new ideas. You will also network with peers and receive constructive feedback from the Kellogg faculty. This leadership program is one of the best women’s executive leadership programs for female leaders with extensive management skills.

Learn more about Women’s Senior Leadership Program .

4. Yale School of Management Women’s Leadership Program

The women’s leadership program by Yale School of Management is excellent for organizations looking to develop women leaders and gain a competitive advantage. During the session, you will learn how to build a high-performing team and identify decision-making biases.

The program also addresses ways to manage crises and build negotiation skills. You can expect Yale’s training to equip your women leaders with unique perspectives and skills that will contribute immensely to your organization. This program runs for five days. In the end, attendees will go through a post-program session to receive coaching on leadership and management strategies.

Learn more about Yale School of Management Women’s Leadership Program .

5. Harvard’s Women of Color Leadership Program

Harvard offers a leadership program to help women of color find ways to thrive in their organizations. This four-day-long course is among the most interactive women of color in leadership programs. The session focuses on preparing attendees for the greater responsibility women leaders are most likely to face.

Harvard’s Women of Color Leadership Program provides an opportunity to build your network in your personal and work life. The program also reveals strategies participants can use to create a company culture that is inclusive and supportive of all workers. The training is ideal for rising women leaders with about 7 to 20 years of professional experience. Furthermore, the lessons feature the latest research on diversity, inclusion, and leadership.

Learn more about Harvard Women of Color Leadership Program .

6. Women’s Executive Leadership: Business Strategies for Success

Women’s Executive Leadership: Business Strategies for Success is an executive program facilitated by the Wharton University of Pennsylvania. The coursework helps attendees discover their unique leadership styles. You can also use this program to build your professional influence and leadership skills.

This training provides insights into the nuances of emotional intelligence and negotiations. During the training, the facilitators will regularly split participants into groups to identify and review ways to practice the lessons learned. You can also expect feedback from your coaches. Women’s Executive Leadership: Business Strategies for Success covers a variety of topics, including:

• How Top Women Succeed
• Corporate Governance
• Leadership and Teamwork
• Financial Acumen

Aside from developing women leaders, the course provides an excellent opportunity to build a strong network of women executives.

Learn more about Women’s Executive Leadership: Business Strategies for Success .

7. Chicago Women in Philanthropy Women’s Leadership Mentoring Program

Chicago Women in Philanthropy Women’s Leadership Mentoring Program is one of the best women’s leadership groups. This training is designed for women in the nonprofit field. The facilitator organizes separate sessions for emerging and mid-career leaders. During the program, you and other participants must attend several peer-to-peer and goal-setting sessions. The group encourages women from diverse ethnicities to grow together regardless of participants’ individual career goals and work experiences.

You will find the program’s requirements for mentees and mentors on the group’s official site. The course designed for emerging leaders is ideal for women with five years or fewer of work experience. On the other hand, women with over seven years of professional experience can attend the mid-level leaders’ program. The training’s duration will stretch over a year, within which the mentors and mentees must attend sessions running for two to four hours per month.

Learn more about Chicago Women in Philanthropy Women’s Leadership Mentoring Program .

8. Leadership Development for Women

Leadership Development for Women is an interactive program organized by the American Management Association. You can attend this training to enhance your leadership skills and advance your career. The program takes place in person, in an online classroom, or even at your company location. For a classroom session, the training runs for just two days.

Leadership Development for Women teaches attendees how to master their emotions in unwelcoming situations. The program aims to instill confidence and positive energy in women pursuing career growth. When the training ends, you will recognize your true capacities as a female leader. You will also master how to develop a strategic network virtually. The course pushes attendees out of their comfort zone to become more confident and develop a resilient mindset.

Learn more about Leadership Development for Women .

9. Executive Women in Leadership Cornell Certificate Program

Cornell organizes this program for executive women in leadership. Attendees will learn how to navigate gender imbalance in an organization and level the playing field. The course starts by guiding attendees through evaluating power dynamics and gender bias in the organization. You will also learn strategies for overcoming the limitations imposed by these factors.

This training session is one of the best women’s executive leadership programs. Attendees will also look into challenges women leaders often face when negotiating for themselves and their teams. After registering, you will enjoy one year of access to an online symposium where experts address essential leadership issues. The class is ideal for no more than 35 students. Also, the training runs for three months. You should plan to spend an average of four hours per week. Furthermore, participants will receive an Executive Women in Leadership certificate from Cornell LC Johnson College of Business.

Learn more about Executive Women in Leadership Cornell Certificate Program .

10. A Leadership Experience for Women of Color by The Leader’s Edge

The Leader’s Edge is an organization dedicated to addressing the limited representation of women in American businesses. The company organizes this program to help diverse women build leadership skills and increase their contributions to their organizations. The course features virtual skill-building sessions and individual coaching meetings.

You can also expect small group cohort meetings during the training. The mentors will guide you through creating a feasible professional development plan. You will also have access to assessment instruments and helpful feedback. Aside from this program, The Leader’s Edge offers several other women in leadership workshops, including Emergency Women Leaders and Executive Leadership Institute for Women.

Learn more about A Leadership Experience for Women of Color by The Leader’s Edge .

11. Leadership Initiative Mentorship Program

Leadership Initiative Mentorship Program is an interactive training led by the Women’s Leadership Alliance. Women with different professional goals can attend this training. First, you should define your professional goals and expectations. Afterward, the facilitators will pair you with a mentor with the required experience and background to assist you in achieving your goals. You can expect regular conference calls from the facilitators to monitor your progress during the program.

The entire session will run for six months. Also, the facilitators will ensure that the mentors access the essential tools and resources to give you the best experience.

Learn more about Leadership Initiative Mentorship Program .

12. Turknett Leadership Group’s Women in Leadership

Turknett Leadership Group is one of the best women’s leadership groups. The organization offers Women in Leadership, a program targeted to help women access the expertise required to advance their careers. This course serves as a female talent pool and helps participants build strong networks and alliances.

The group designed this curriculum for high-performing women leaders, including mid-managers and first-level supervisors. Turknett Leadership Group’s coaching strategies benefit both women and their organizations. This program allows women to discover and maximize their talents and help their organizations grow. Furthermore, the facilitators can customize the leadership lessons to meet your organization’s needs. Turknett Leadership Group has a staff of leaders with over 25 years of experience in women’s leadership matters.

Learn more about Turknett Leadership Group’s Women in Leadership .

13. Leadership Program for Women & Allies: From Opportunity to Action

Babson College organizes this program to help women and their allies become better leaders. The four- to five-day interactive course requires attendees to create a personalized action plan. You can access the training in a virtual or in-person format.

During the coursework, attendees will learn various leadership skills and ways to take advantage of new opportunities for their companies. You will also learn strategies from women leaders to help you grow personally and professionally. This program is perfect for mid- to senior-level leaders. Also, you can attend the session regardless of your gender. In addition, the class helps attendees identify the role of diversity and inclusivity at work. The facilitators can customize the lessons to meet your company’s unique needs.

Learn more about Leadership Program for Women & Allies: From Opportunity to Action .

14. Women in Executive Leadership Program

The Women in Executive Leadership Program provides high-performing women opportunities to network, learn, and develop. The program helps participants identify conduct that can negatively impact their professional lives. You can attend this training session if you want to take up executive roles in your company. The course is also ideal for entrepreneurs who desire a high level of professional success.

The instructors will employ various learning techniques, including presentations, discussions, and collaborative tasks. Furthermore, you and other participants will follow the lead of experts in drafting your individual development plans. Women in Executive Leadership Program addresses all the skills women need to attain a higher leadership level. This training is among the best women’s leadership mentoring programs. Once you finish this class, you can enjoy access to monthly mastermind sessions to help you grow.

Learn more about the Women in Executive Leadership Program .

15. Brookings’ Women’s Leadership Program

Brookings’ Women’s Leadership Program is an excellent opportunity for high-performing women to bond and share their experiences. The program revolves around how women can be effective in a formal or informal position of authority.

The class addresses the challenges commonly faced by women in the professional sphere. Furthermore, the program enhances attendees’ communication skills. You do not need any G-S level requirement before attending. In the end, you will have the ability to make successful negotiations in your professional life. After booking, you will also enjoy access to the WashU at Brookings community. Additionally, the course covers up to eight units in Brookings’ Certificate in Public Leadership.

Learn more about Brookings’ Women’s Leadership Program .

16. Women Leaders: Advancing Together

Facilitated by Harvard, Women Leaders: Advancing Together is one of the best women’s leadership development training programs. This course focuses on developing women leaders’ skill and building an organization’s talent pipeline. The training also addresses the challenges women face in becoming rising leaders.

Women Leaders: Advancing Together is ideal for women leaders, supervisors, coordinators, and senior managers of all genders. Also, group attendance is not necessary, although it is advisable. Afterward, participants will access individual career coaching on addressing unplanned situations while practicing lessons learned during the session. The curriculum depends on whether participants are senior leaders or rising women leaders. For the latter, attendees will learn to improve their communication, negotiation, and presentation skills. Also, the curriculum for senior leaders focuses on ways to build credibility and opportunities for high-performing teams.

Learn more about Women Leaders: Advancing Together .

Women in leadership programs offer numerous benefits to participants and their organizations. These programs provide mentors who will teach women attendees the skill needed to attain higher professional roles. Depending on the course, facilitators might require only women attendees or all genders to participate. Generally, these trainings aim to promote workplace equity, diversity, and inclusion. You get to learn about barriers that stop women from reaching early management positions. You will also identify ways to overcome these obstacles and advance up the management chain. Most of these programs feature follow-up sessions to ensure you reach your goals.

Next, check out these leadership conferences and leadership books for women . We also have a list of fun leadership activities .

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FAQ: Women in leadership programs

Here are answers to questions about women in leadership programs.

What are women in leadership programs?

Women in leadership programs are training sessions that teach women essential leadership skills and ways to reach higher managerial positions. These leadership programs allow women to build strong networks and learn from each other’s experiences. Also, the courses help women improve their negotiation and communication skills.

What are the best programs for women in leadership?

The best programs for women in leadership include:

• Leadership Initiative Mentorship Program
• Harvard’s Women of Color Leadership Program
• Turknett Leadership Group’s Women in Leadership
• Women’s Executive Leadership: Business Strategies for Success
• Yale School of Management Women’s Leadership Program

These trainings give women peer-to-peer support to ensure accountability while reaching their professional goals.

What are the benefits of women in leadership programs?

Attending women in leadership programs is beneficial to the attendees as well as their respective organizations. The classes help participants discover and build their skills in leadership and negotiation. Also, the lessons help high-performing women become confident and influential leaders. Women in leadership programs encourage attendees to be innovative and contribute immensely to their companies. Participants also learn strategies to lead an inclusive and high-performing team.

How do I start a woman in leadership program?

To start a women in leadership program, identify the areas to address. Examples include leadership skills, gender bias, and negotiation abilities. You would also want to focus on diversity, equity, and inclusion. In addition, decide on the class type. The session can be virtual, in person, or hybrid. Also, decide how long the program will last. A good idea is to partner with women leaders with reliable professional experience to mentor attendees. Also, make the experience results-driven by assessing participants and giving feedback. You can also follow- up with participants after the program.

Author: Grace He

People & Culture Director at teambuilding.com. Grace is the Director of People & Culture at teambuilding.com. She studied Industrial and Labor Relations at Cornell University, Information Science at East China Normal University and earned an MBA at Washington State University.

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People & Culture Director at teambuilding.com.

Grace is the Director of People & Culture at teambuilding.com. She studied Industrial and Labor Relations at Cornell University, Information Science at East China Normal University and earned an MBA at Washington State University.

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