Compare the organisation's handling of women's leadership and empowerment with recognised practice, and close the material gaps.
Women in Leadership: Empowerment, Challenges and Making an Impact
Build a working method for women's leadership and empowerment that stands up to scrutiny and survives daily pressure.
📍 Abu Dhabi🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
When women's leadership and empowerment is unclear, people default to protecting their own function. Teams read what their leaders tolerate on leadership and empowerment far more accurately than what their leaders announce. It treats the organisational leadership capability as an operating discipline and equips participants to run it as one. Participants gain a clear basis for measuring what women's leadership and empowerment has actually achieved. Plans for this part of organisational leadership often fail at the handover point between functions. Benchmarking exercises repeatedly place leadership and empowerment among the areas with the widest performance spread. Sessions alternate between guided analysis of women's leadership and empowerment and supervised application. Participants come from operational and oversight roles, and both perspectives on leadership and empowerment are used deliberately. The final session converts the week's work on the wider organisational leadership agenda into commitments with owners and dates.
Expected Learning Outcomes
Integrate leadership and empowerment into existing management routines rather than running it separately.
Design a training and briefing approach that sustains competence in women's leadership and empowerment.
Communicate the reasoning behind leadership and empowerment, not only the conclusion.
Set direction on women's leadership and empowerment that people can act on without further interpretation.
Delegate responsibility for leadership and empowerment without losing sight of the outcome.
Translate women's leadership and empowerment into objectives each person can see themselves in.
Who Should Attend
Consultants coaching leadership teams on women's leadership and empowerment.
Project and programme managers whose success depends on leadership and empowerment.
Board members and non-executives overseeing women's leadership and empowerment.
Procurement and contracting staff whose agreements set obligations around leadership and empowerment.
Planning staff whose forecasts and budgets are affected by women's leadership and empowerment.
Newly promoted managers taking on leadership and empowerment for the first time.
Course Modules
Women's leadership and empowerment: delegation, trust and accountability
2 sessions · 8 pointsSession 1The paperwork for women's leadership and empowerment that is actually needed
- Identify single points of dependency in women's leadership and empowerment and reduce them.
- Distinguish symptoms from causes when leadership and empowerment underperforms.
- Set the decision rights on women's leadership and empowerment: who decides, who is consulted, who is told.
- Agree the indicators that will show whether leadership and empowerment is improving.
Session 2The decisions in leadership and empowerment that cannot be delegated
- Recognise publicly one person whose work on women's leadership and empowerment went unnoticed.
- Agree what will be standardised in leadership and empowerment and what will not.
- Establish what evidence demonstrates women's leadership and empowerment is under control.
- Set the review interval for leadership and empowerment and who attends.
Leadership and empowerment: the conversations that decide the outcome
2 sessions · 8 pointsSession 1Deciding on leadership and empowerment when the information will never be complete
- Rank the weaknesses in women's leadership and empowerment by consequence rather than by ease of fixing.
- Establish who is informed, consulted and accountable in leadership and empowerment.
- Review a past decision on women's leadership and empowerment and state honestly what you would change.
- Identify where judgement in leadership and empowerment is legitimate and where it is not.
Session 2Showing that leadership and empowerment changed something measurable
- Verify six months later that changes to women's leadership and empowerment have held.
- Agree the standard on leadership and empowerment and confirm it applies to everyone.
- Decide what you will delegate on women's leadership and empowerment and what you will not, and say why.
- Assess the workload leadership and empowerment adds and what you will remove to make room.
Leadership and empowerment: building the bench and letting go
2 sessions · 8 pointsSession 1Moving leadership and empowerment through people who do not report to you
- Set the review point at which women's leadership and empowerment will be reconsidered.
- Identify which function can quietly block leadership and empowerment and address it directly.
- Identify your successor for women's leadership and empowerment and the gap they need to close.
- Give one piece of specific feedback on leadership and empowerment within the week.
Session 2Building someone who can run women's leadership and empowerment without you
- Close out actions on women's leadership and empowerment rather than leaving them open indefinitely.
- Draft the minimum viable leadership plan for leadership and empowerment.
- Check whether incentives anywhere reward behaviour that undermines women's leadership and empowerment.
- Decide the point at which you would escalate leadership and empowerment.
Leadership and empowerment: setting direction people can act on
2 sessions · 8 pointsSession 1The cost of leadership and empowerment and how to present it
- Prepare how you will respond when women's leadership and empowerment is challenged publicly.
- Test whether the team can explain leadership and empowerment in their own words.
- Assign responsibility for keeping documentation of women's leadership and empowerment current.
- Ask the team what they think is wrong with the plan for leadership and empowerment.
Session 2Applying the standard on leadership and empowerment to your best performer
- Agree the smallest change to women's leadership and empowerment that would be visibly useful.
- Decide what will be stopped to create capacity for leadership and empowerment.
- State the outcome expected from women's leadership and empowerment in a single sentence anyone can repeat.
- Set out how exceptions to leadership and empowerment are requested and approved.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.