BTS presents:

Accelerating Women Executives
Making Succession a Reality
Launching Fall 2019

Learning Journey Overview

A Business Problem We Need to Solve

Every year Fortune magazine publishes a list of the 500 largest companies in the United States. Amongst the most recent group of Fortune 500 CEOs, there are just 24 women – representing a mere 4.8 percent of the list. Women are outpacing men in college and master’s degree completion, and account for about half (47 percent) of the U.S. labor force, but are glaringly absent from the executive ranks.

Barriers to Women in the C-Suite

So why don’t more women get to the executive ranks? It is hard to decisively point to one cause. Women are more likely than men to face systemic unconscious bias, have fewer role models, be required to prove their performance versus being selected for potential, and are less likely to have sponsors throughout their career to help them rise in the organization.

At BTS we’ve seen that the skills needed for the executive positions of the future are new and different than what is needed to advance to middle management. Research tells us that women are less likely to receive the strategic development necessary to advance into executive positions than men. Our own investigation has identified the most common career-limiting derailers that keep women from rising to the top in their organizations.

Our Approach

Accelerating Women Executives is focused on helping women on C-suite succession paths advance into C-suite roles in their organizations. Focusing specifically on this career inflection point creates the environment for a transformative, level-appropriate experience and accelerates the real work of the sponsor and participant in their organization.

The program draws participants from across industries and across the globe to provide each other with diverse perspectives and experience. At maximum, a company/organization can send six women per cohort but a minimum of two.

The Target Participant

Our target woman is a senior executive who is on a succession plan and is targeted for a C-suite role in 3-7 years. Titles will vary, so it is important that this woman leads a large team and budget, is a leader of leaders, and has a sponsor in the organization. It is also critical that she wants to be in the C-suite in the near future and is committed to the development that will accelerate her readiness for the C-suite.

Questions?
Please reach out to execdev@bts.com.

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