“A true leadership-based programme”

ICAEW Women in Leadership programme offers female leaders a mentoring and coaching course aimed at raising confidence – which particularly stands out during difficult times.

“I was looking for a programme to help enhance my leadership skills, so I looked at various options. It was my line manager who recommended me to have a look at it. The ICAEW programme just seemed like the perfect fit to me,” says Cathy Dawson, Chief Compliance Officer at RL360.

“It was exactly what I was looking for, and I’ve been on many training courses in the past, one- or two-day courses that were described as leadership, but they were much more management based. This was the first one that I came across, where I thought ‘yes, this is absolutely what I’m looking for. This is a true leadership-based programme’.”

Mentoring and coaching

The ICAEW’s Women in Leadership programme offers a unique opportunity to be mentored throughout sessions, something many female leaders have sought to boost their confidence.

“The fact that you get your own coach or mentor, that was phenomenal. At the time, I wanted more of the mentor approach than the coach approach. I chose Jo Bond and she helped me enormously. I like the fact the WiL programme has a small number of delegates.. The headings for each of the key sessions, along with the facilitation of peer learning groups, was also really what drove me towards this particular one,” she says.

Eve Tomlinson, a facilitator on the ICAEW programme, explains that each coaching style is tailored according to everyone’s communication personalities.

“Everybody has different strengths and weaknesses. There isn’t a one size fits all – there are four different communication personalities, and we tailor the work to the person we’re dealing with. People can benefit from becoming aware of the impact of their nonverbal communication,” she says.

During the course, participants are filmed twice: once when they have arrived, and a second time at the end – a technique employed to identify the different language structures.

“We film them at the very beginning because the easiest way to connect them to their nonverbal body language is to make them feel it, and the easiest way for me to do this is to film them. There’s a little bit of stress and then they suddenly realise ‘Oh, that’s what happens to my arms. That’s what happens to my voice,’” says Tomlinson.

Challenge key to success

While the WIL programme can be challenging, each participant is rewarded with a set of skills they can use in their daily business lives.

“The learning programme was challenging – but if it hadn’t been challenging, then it probably would have failed. There were fantastic facilitators and mentors who made the learning fulfilling. We learned techniques that I use every day to help me with my leadership – my confidence has improved.

“One of the big challenges of the programme was reaching out for the 360 feedback,  where you get feedback from your line management, from your peer group, and from your direct reports. You take a big deep breath when you open that for the first time to have a look at it,” explains Dawson.

The ICAEW programme is designed to ensure female professionals can thrive through their role by enabling them to unlock certain tools that will enhance their assurance – whether at meetings or when making crucial business decisions.

“I was already in the role of chief compliance officer when I went on the programme, but it certainly helped me deliver it with more confidence. It helped me understand the individuals across the business that I deal with and how to perhaps take a more coaching approach. I’ve been able to deliver  my leadership role more effectively as a result,” says Dawson.

Sofiya Kichkova, principal at Ares Management, shares the benefits she encountered throughout the WIL programme.

“The programme enabled me to achieve my short-term goals and learn how to be more effective and successful in achieving my long-term goals and aspirations. It helped me enhance my management and leadership skills, refine my personal strengths and learn how to utilise them with maximum effect and impact.

“It also assisted me in developing the key attributes to be a mentor and role model for other women within and outside Ares, as well as build a strong network of female peers,” she says.

While ICAEW’s courses encouraged her to pursue her short-term goals, Kichkova believes this type of programme could be beneficial for firms.

“Firms should commit to moving more women forward and build accountability through target setting and measurement. There needs to be mentorships, sponsorships and networks supporting women inside and outside the organizations.

“Companies should actively give qualified women leadership opportunities and chart the path to leadership. Put in place challenging and aspirational career paths for women and articulate clear steps for career development, starting with employees in the early stages of their careers,” she says.

Group support

Tomlinson also highlights the sense of encouragement echoed throughout the programme, as participants develop a network of female professionals with similar challenges.

“There’s great strength that comes from knowing that most women feel the same. There’s a bond, a bond that runs throughout the course as they meet several times during different sessions. There is a very supportive atmosphere and they gain strength from each other.”

The Women in Leadership programme includes eight-months of courses with five workshops, aimed at empowering women throughout their daily professional tasks and objectives.

The scheme allows women to develop their own unique brand of leadership and encourages their visibility within their organisation while enabling them to become role models for female professionals.

The next programme is set to take place in September 2020.

To find out more about the WIL programme and to register your interest for the 2020 or 2021 courses, click here.