The Problem:
Government organisation. Female personnel were not applying for roles at senior levels in sufficient numbers. Senior leadership were keen to increase diversity within the organisation’s leadership pipeline. We were approached to develop and deliver a program to support female staff to identify, and be confident to apply for, progression opportunities.
Planning &
Development:
We engaged with the training and development team and conducted a needs analysis. Identified the likely needs of program participants. The client conducted an internal application process for participants.
We constructed an individualised program resulting from the needs analysis. Program included self-reflective processes and delivering practical support to identify suitable roles, recognise achievements and develop strong applications for internal roles. In addition, focus was given to developing values-based storytelling skills in preparing for interviews.
The Program:
Over a number of 1:1 coaching sessions, we worked with a group of 15 identified female talent to:
- Support their reflection on their personality, strengths, motivations and values and consider this in relation to their career aspirations.
- Build greater awareness of, and confidence in communicating, their value proposition and the ability to identify and apply for suitable internal opportunities for promotion.
- Develop strong marketing tools (resume, cover letter/selection criteria responses, LinkedIn).
- Prepare for and build confidence in facing internal interviews.
The Results:
As a result of completing this program, 90% of participants identified suitable career directions and were successful with their applications to more senior roles within 12 months.