Most business leaders would agree that attracting and retaining talented people is one of their
most important responsibilities.
So here’s a question worth asking:
Are you investing enough in the women you already have?
For many organizations, the answer is not necessarily.
Companies often invest heavily in recruiting talented employees, onboarding them, training
them and preparing them for greater responsibility. But somewhere along the way, development
can become less intentional—particularly for women who are already performing well and
quietly carrying increasing levels of responsibility.
That’s a missed opportunity.
Don’t Wait Until She’s Ready to Leave
A talented woman doesn’t necessarily leave because she lacks commitment to her organization.
Sometimes, she leaves because the way she’s working is no longer sustainable.
She may have accepted a promotion and taken on significantly more responsibility. She may be
balancing an increasingly demanding role with responsibilities outside of work. She may be
successful on the outside while privately wondering, “Is this really how I want to continue?”
By the time an organization recognizes that a valuable employee is disengaged, the opportunity
to intervene may already have passed.
Leadership development shouldn’t begin when someone is struggling. It should be part
of the strategy for keeping great people engaged in the first place.
Women Don’t Need a Different Standard. They Need Investment.
Investing in women isn’t about lowering the bar or creating a separate path to leadership.
It’s about making sure talented women have the same opportunity to develop the skills,
confidence, relationships and perspective they need to succeed—and sustain that success.
That includes helping women:
- Clarify their leadership values and priorities
- Navigate increased responsibility
- Develop greater confidence and leadership presence
- Establish appropriate boundaries
- Manage ambition in a sustainable way
- Build relationships with other leaders
- Think intentionally about the next chapter of their careers
These aren’t exclusively “women’s issues.”
They’re leadership issues.
And they’re issues that ultimately affect the organization.
The Business Case Is Simple
Think about the investment your organization has already made in a high-potential employee.
You recruited her.
You trained her.
You developed her expertise.
She has built relationships with customers, colleagues and partners.
She understands your culture and your business.
She has institutional knowledge that cannot simply be replaced by hiring someone new.
Now compare that investment with the relatively small cost of targeted leadership development.
The question isn’t simply:
“What will this development program cost us?”
A better question is:
“What is the value of keeping this talented woman engaged, growing and contributing to
our organization?”
That is the mindset shift more business leaders should make.
Development Is a Retention Strategy
We tend to think of retention as compensation, benefits, flexibility and culture.
Those things matter.
But talented people also want to know that their organization sees their potential and is willing to
invest in their future.
When a company sponsors an employee’s development, it sends a powerful message:
We see you.
We value your contribution.
We believe you have more to offer.
And we want to help you get there.
That message can matter enormously.
So, Who Is the Woman on Your Team?
Take a look around your organization.
Who is ready for the next level?
Who has taken on significantly more responsibility?
Who has enormous potential but may be stretched too thin?
Who is a strong performer you absolutely do not want to lose?
Who could benefit from stepping outside her day-to-day responsibilities and thinking
intentionally about how she wants to lead?
That may be the person worth investing in now—not six months from now when she tells
you she’s leaving.
A Small Investment Can Start a Bigger Conversation
At LETTS CONSULT, we created AspiHER specifically for women navigating growth,
promotion and expanded leadership responsibility.
It is a small-group leadership experience consisting of six weekly facilitated sessions beginning
October 8, with only 4–6 women in each cohort.
The focus is practical: leadership values and priorities, sustainable ambition, confidence,
boundaries, navigating growth without burnout and meaningful peer connection.
The investment is $875 per participant.
For an organization, that’s a relatively modest investment in someone who may represent a
much larger investment—and opportunity—for the future of the company.
If you have a woman on your team who comes to mind, consider sponsoring her
participation.
Because investing in women isn’t just about helping women succeed.
It’s about building the leadership bench your organization will need tomorrow.
To learn more about AspiHER or discuss sponsoring a member of your team, contact LETTS
CONSULT at in**@***********lt.com.