Leadership

wdiconsulting / Leadership

Gender intelligent leadership matters

‘As the impact of the Covid–19 pandemic continues to be felt, closing the global gender gap has increased by a generation from 99.5 to 135.6 years.’ (World Economic Forum Global Gender Gap Report 2021)

Why?  The pandemic has impacted women leaders significantly because of an amplified carer tax, that has created a regression in the progress to gender balance.

The ‘broken rung’ of the talent pipeline into executive roles is significant and especially alarming when you take an intersectional perspective.  The significant under-representation of women of colour in senior leadership roles is only one such example.

Yet the business case for diverse talent and inclusive cultures has never been stronger, both economically and morally, so how do we overcome the barriers to change?

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A collection of videos exploring Inclusive Leadership and an exciting opportunity!

Being an inclusive leader is an aspiration for many, and we know is rarely something that ‘just happens’.  In our work with teams and individuals developing inclusion, we often hear a strong desire and commitment to be inclusive, and concern or hesitancy about how to do it well – authentically, consistently, when you perhaps know there are difficult topics to consider and conversations to have.

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Buckinghamshire Healthcare NHS Trust – being there for their people

A year on from the beginning of this pandemic, like so many, I have been inspired by the generosity and support people have offered in this unprecedented time of COVID-19.

It has been a positive experience to see that question ‘what can I do to help?’ asked and be answered and I’m pleased to work with people who, like others, have done just that.

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Women in Diplomacy 2020-2021 programme FCDO DIT

Last month saw the launch of the Foreign, Commonwealth & Development Office (FCDO) and Department for International Trade’s (DIT) Women in Diplomacy 2020-2021 programme. WDI Consulting are delighted to be in partnership with FCDO and DIT and to have designed and be facilitating this exciting online programme.

Now in its third year as a programme, the design has moved online to reflect the changing nature of the way we interact, and to provide greater flexibility without any loss of deep learning, skill development and connection across the European network. The programme is being delivered through interactive webinars, small group coaching, specific learning assignments and extensive 1:1 and group networking. Our visually striking workshop materials tap into the energy and engagement of the participants to lift the content and the learning from the page into each woman’s experience. After the Launch and first Module in December, the programme will continue through a total of six modules until March 2021.

After only a few interactions so far with this talented group of women Diplomats across Europe, we have experienced a commitment to their own deep learning as leaders as well as the culture they are building to unlock potential talent and new ideas. We are already looking forward to supporting the participants extend the depth and breadth of their learning.

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Back to Better

We launched our online Women’s Leadership Programme in 2020 and are proud to have already delivered the programme to women leaders in 13 countries and across sectors. We have been reflecting on the challenges we all faced in 2020 and how we can best support organisations to achieve a vision of 2021 that sees them returning Back to Better.

If gender equality remains a priority for your organisation in 2021, we ask you to take a few minutes to watch our Back to Better video and hear our thoughts on how you can ensure you continue to attract, retain and develop your female talent.

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Coaching Success Stories: The authentic leader

In this article Paul Lawrenson, Global Talent Leader at Expedia Group shares the experience of his coaching journey and how he has benefited from his partnership with WDI.

Paul views coaching as one of the key differentiating factors in securing two significant promotions, retaining his work/ life balance and continuing to thrive as an authentic leader.

His leadership impact is visible in last year’s annual employee engagement scores where Paul’s team rated the highest.   He believes this was aided by “not shielding them from the situation around them, and enabling and empowering them to do great work.”

However, as he says, this hasn’t always been the case.

“In the past I used to over plan for literally every single conversation.  I wanted to have all the data, context and answers ahead of time; it was a sort of security blanket for me.  I would show up as rigid, more focused on the process than building the relationships, and that really inhibited my ability to be fluid and have a free-flowing, high trust conversation.”

“As I reflect now, I realise I acted as though I did not trust my team to deliver – seeking to control and limit risks around their performance.  I also recognise that Imposter syndrome was definitely a thing with me; I paid far too much attention to the things I wasn’t good at.  However, through our coaching work, I now focus far more on my strengths and how I achieve the outcomes I want rather than worrying about one underdeveloped trait.”

Over a 2-year period, Paul had a series of coaching sessions with Lynn White, WDI and some of the development areas included:

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