Organisme de la semaine
Offreur de la semaine du 22/04/2024 au 28/04/2024
Amrop Luxembourg will launch in September 2024 the fourth cohort of the Female Leadership Development Program for women leaders from different companies and sectors. Gabriela Nguyen-Groza, Amrop’s Managing Partner, gives us more details.
This leadership development program is the result of a discussion that we had with the CEO of a multinational company in Luxembourg which had several females on their Executive Committee. The CEO’s assessment was that each of these ladies had tremendous potential, but they would not progress in their careers and reach their full potential without working on their self-leadership. The company has a very extensive Diversity & Inclusion program, and the CEO is a direct sponsor of several initiatives. Nevertheless, these female leaders sometimes showed a lack of self-confidence and of assertiveness and they did not take their career into their own hands in a decisive manner. Diversity and Inclusion is a two-way street. In the eyes of the CEO, the company was doing half of the way, but the women needed to do the other half.
People from underrepresented groups (e.g. women) will often internalize the expectations of others, often based on biases. This impacts their confidence and, in some cases, results in a gradual withdrawal of effort. However, when individuals understand that they have power over how their career progresses and can make choices about how they react to the barriers they face in and outside of work, they go on to achieve great things.
The world, even today, has a much larger proportion of male leaders, and that’s the template professional women subconsciously compare their behaviour and success with. While the end goal may be the same, the route to success often differs for men and women on the professional path.
Professional women need to understand that they have power over their own careers. They must become proactive and “activate” that power in order to reach their full potential by making smart and conscious choices about their career path and how they react to obstacles they face. They need to put in place a strategy of thriving by design.
The program consists of a series of eight seminars (one per month) with a dozen female leaders from different multinational companies, from diverse sectors, in Luxembourg. Participants will share personal experiences, brainstorm together, and take part in individual or group leadership exercises to help themselves and each other advance in their reflection. We will apply the “Chattam House” rule, and we will work to instil trust and goodwill between participants, in order for them to feel in a protected, transparent and safe environment, where they can share their thoughts without fear. They will address with their peers the issue of proactivity in advancing one’s career, but also the topics of self-development as a means to add value for the company. We will also work on several means of advancing professionally, including the importance of professional relationships and the influence within the organization, which become crucial at the top corporate level.
Every participant will leave the program with an individual career plan (based on feedback from peers, leadership exercises, group and one-to-one discussions), that she created for herself and that she will put into action in the next years. The goal is for female leaders to take their careers into their own hands and thrive by design!
For more details, visit our website or contact us: gabriela.nguyen-groza@amrop.lu
People Are Humans, Not Ressources.
Amrop est un cabinet mondial de conseil en leadership qui propose des services de recherche de cadres, de conseil d'administration et de conseil en leadership. Fondé en 1977, Amrop a 68 bureaux dans 55 pays. Chez Amrop Luxembourg, nous croyons fermement que les gens sont des êtres humains, et non des ressources. Nos programmes de leadership certifiés offrent des forums exclusifs pour l'interaction et l'apprentissage entre pairs.
Dans le cadre de nos programmes, en utilisant la méthode d’apprentissage entre pairs, les cadres partagent ouvertement leurs expériences et leurs réflexions. Cette fertilisation croisée des perspectives crée un cadre unique: un cadre qui stimule les idées et ouvre les esprits. Lorsque les participants partagent leurs apprentissages, les résultats profitent non seulement à eux-mêmes, mais aussi à leurs organisations.