Organizations that value the progression of women put a majority of their focus on breaking the glass ceiling. But what probably needs to be done is to fix the “broken rung.” That is usually at the point of first promotion to management. Research shows that more men than women get that first promotion. And then, as the funnel to upper management narrows, fewer women are in the pipeline. This phenomenon is often a result of childbearing colliding with career at just that time. The financial costs of losing or slowing down women are enormous to an organization. The effect of repairing the broken rung packs a wallop in an organization’s bottom line and its reputation as true to its values proposition.

2 hours

Price based on number of participants

In this workshop, participants will learn:

• The reasons the rung breaks where it does and the subsequent financial and cultural consequences.
• The variety of tools that an organization can use to fix the broken rung.
• The positive impact, financial and cultural, on the organization when there is no broken rung anymore.

Executive Committee: 2 hours plus negotiated time on focused consulting on the specifics of the organization.

Considerations about the impact on her career factors in as a woman considers each phase of motherhood from pregnancy announcement, work during pregnancy, maternity leave, and then return to work. The way an organization supports this navigation can impact recruitment and retention and, ultimately, the pipeline and advancement of goals to gender equality.

2 hours

Price based on number of participants

Audience: Supervisors and above

Motherhood is the primary driver of gender inequality in the workplace. In this workshop, learn:

• How mothers experience the “motherhood penalty” in the workplace.
• The financial implications of losing mothers from their pre-maternity roles.
• 6 strategies that your organization can implement that will further the probability that mothers will return after maternity leave.
• 4 easy mechanisms to put in place have the mechanisms in place so that mothers can thrive.
• How to effectively embrace the values proposition that progresses more women.*

While many employees want a remote or hybrid work structure, it can have unintended consequences for the employee. These can be particularly amplified for mothers because of unconscious bias. Supervisors who have the skill and knowledge to effectively manage remote and hybrid workers can mitigate those unintended consequences. Organizations can enhance a mother’s affinity and loyalty to an organization and thereby be retained with the implementation of the simple strategies that are covered in this workshop.

This workshop is for supervisors of any level who manage remote and hybrid employees. In this workshop, participants will learn:

• 4 strategies to leverage that differ from managing in-person employees.
• 5 points of productivity to ensure fair assessment.
• The particular cultural perspectives, conscious and subconscious, that can adversely impact mothers. These can have unintended consequences when striving to progress women into higher levels of management.*

Applied exercises are used to demonstrate points.

3 hours

Price based on number of participants

This short talk raises awareness, both with co-workers and with women themselves, of the ways in which women can unconsciously be labeled and subsequently have their career progression impeded.

1 hours

Price based on number of participants

Audience: Team retreats, board meetings, supervisor trainings

Learn how women get labeled and the impact on an organization’s capacity to progress women into higher levels of management.

Research shows that traditional recruiting strategies, while admirable, have not had the outcomes that organizations strive for.

2 hours

Price based on number of participants

Audience: Recruiting teams, those who serve as informal recruiting support

Participants will learn:

• What traditional recruiting strategies target and why they can be ineffective with diverse populations.
• The difference between equality and equity and how to leverage it in recruiting.
• 4 actions that can have an immediate impact on increasing the diversity in your talent pools.

For women who want to enhance their confidence and impact in the workplace. In this workshop, you will learn to develop strategies in 4 key characteristics and the behaviors to demonstrate them that will ensure that the need to be liked is not your deadly sin. You will explore how to leverage professional presence, organization, self-assurance, and credibility. After participating in this workshop, you will be able to focus on the attributes that allow you to build positive relationships with yourself and others with authority and confidence.

2 hours

Price upon request

• Learn how needing to be liked came to be a deadly sin for women in the workplace and consider how it affects you.
• Learn how to develop behaviors and affects that replace the need to be liked and still maintain good relationships.
• Learn strategies to develop full possession of yourself.

Why the need to be liked can be a real calamity for women in the workplace and what we can do about it.

Overview of why women have not progressed into higher levels of our organizations and the actions that organizations must take themselves if they are truly committed to ensuring women do get to break the glass ceiling.

Getting back to work after a break can feel challenging. The thought of it can bring up many feelings from anxiety to exhilaration. You need a different strategy from when you started your first career or from those who have continued without break.

This workshop is specifically designed for women who took a break from career and now want to return. BTW is unlike any career counseling or job workshop you have taken. Its unique approach that provides an encouraging and validating foundation. And you will be among others who understand because they are going through the same thing you are.

Upon completion, you will join in the BTW Good Luck Tradition and should feel empowered to navigate a focused search that will result in a job that achieves your goals for the best fit for you.

4 hours – foundational

$150.00

8 hours – comprehensive

$275.00

(2 sessions: 4-hour foundational plus 4-hour individual action plan)
Focused on you as an individual:

Resume review available for a separate charge.

For women who want to enhance their confidence and impact in the workplace. In this workshop, you will learn to develop strategies in 4 key characteristics and the behaviors to demonstrate them that will ensure that the need to be liked is not your deadly sin. You will explore how to leverage professional presence, organization, self-assurance, and credibility. After participating in this workshop, you will be able to focus on the attributes that allow you to build positive relationships with yourself and others with authority and confidence.

2 hours

$75.00

• Learn how needing to be liked came to be a deadly sin for women in the workplace and consider how it affects you.
• Learn how to develop behaviors and affects that replace the need to be liked and still maintain good relationships.
• Learn strategies to develop full possession of yourself.