Women In Transition

It is said that the road to hell is paved with good intentions. For a long time, in areas of gender diversity and inclusive representation of women, all that we have heard of are good intentions. But we desperately need more. And the time to act is now.

Some of the crucial challenges to be addressed are

  • The ‘Hollow Middle’ – Starting at the manager level, there are significantly fewer women to promote from within and to hire from outside. So even though hiring and promotion rates improve at senior levels for women, there is still a significant catch up required.
  • Lack of role models – As the pyramid of women rising to leadership positions gets narrower, those at the bottom have fewer role models to look up to and be inspired by.
  • Inability to tap into and articulate a ‘voice’ /clarity around career aspirations at the individual level

Women in Transition – Interventions to strengthen the Pipeline of Women Leaders, addresses the above problems at the individual and organizational level. It is not just another diversity initiative – but a focused effort at preparing Hi-Potential women managers and leaders for the next level.  This is a pivot point in ensuring real diversity and inclusion, because the chances of leakage of female talent in organizations is also highest at the mid-career level.

Who is it for

Women in mid-management roles (including HiPotential women executives) who experience

  • Being functionally, emotionally at a Transition point, where significant career decisions are waiting to be made . In our conversations with several mid-management level women, what we have heard about their experience

      “I don’t know what kind of role I want and even if I do, if the organization will support me.”

      “Some things were beginning to hold less importance than they used to”

      “It is as if I have done this over and over again and I can’t figure out what will be new and exciting”

      “I don’t think the organization understands and values the real me”

Key takeaways for Women participants

Self Awareness, System Awareness and strong connections within and across the organization leading to:

  • Clarity and energy around next steps
  • Managerial and leadership skills for the next level
  • Career development plan

Key takeaways for the organization

  • A qualified, engaged and committed talent pool of women leaders
  • Clear career track for growing women leaders

The Process

  • Experiential methods and Structured Exploration to find/clarify career and personal aspirations
  • Identifying and plugging knowledge and skill gaps towards meeting the above aspirations
  • Working on energy flows and blocks and learning practices to support continuous movement towards  aspirations
  • Deep connect and support from a cohort who are also in this journey
  • Tracking and measuring organizational factors which will enable greater real diversity and inclusion

The process combines group workshops, 1-1 coaching and peer coaching to create lasting, measurable impact.


KAVITA NEELAKANTAN

Kavita, an alumna of IIM Ahmedabad, brings over 16 years of experience in the domains of Experiential Learning, Adult Learning, Personal Growth & Change and Organization Development.

Kavita has completed her internship in Applied Behavioural Sciences from the Sumedhas Academy for Human Context http://sumedhas.org. She has worked with leading Indian and international companies including Johnson & Johnson India Ltd, Xseed Education, Goldman Sachs and Usha International Ltd. As a facilitator and coach, Kavita brings sharp insights along with a deeply supportive and empathetic style. She has worked with clients across domains, including IT, higher education, social entrepreneurship, development sector and healthcare.

Kavita’s forte is Transition coaching and facilitation. Her work around Transitions is influenced deeply by developmental and social psychologists (such as Robert Kegan, Jean Piaget,  Clare Graves, Suzanne Cook-Greuter etc) and looks at how individuals and collectives (such as organizations) go through stages of development, with associated behaviours, perspectives and challenges.
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