For CHROs, heads of talent and L&D, and the senior leaders who sponsor them
Losing executives at C-Suite, Managing Director, and Executive Director level is not a culture metric. It is a seven-figure replacement, a gap in a succession bench already thin on women, and a dent in the numbers your board tracks. Let's retain and advance the women you have invested in.
Free, 30 minutes, completely confidential.
The data has been consistent for a decade. Women executives in financial services are 20% to 30% more likely to leave than women in adjacent industries (Oliver Wyman). 48% of women executives in the sector report burning out often or almost always (McKinsey). Every quiet exit at this level is institutional knowledge you cannot quickly replace, a client and team relationship at risk, another gap in a succession bench already short on women, and one more reason the representation numbers your board reports externally will not move.
And the cost starts long before anyone resigns. A proven performer running on empty is already delivering below the level that earned her the seat, and that gap sits on your most expensive, hardest-to-replace people.
Most interventions miss the cause. Empowerment programmes frame a structural problem as an individual deficit. Generic leadership development installs skills in the environment not optimized for them. Generic executive coaching makes your Managing Director spend the first month explaining her world to a coach who is never been in her shoes.
I help improve regretted attrition among your most valuable women executives, the depth of your female succession bench, and the rate at which women clear the step from executive leadership into the C-suite and the board.
These are people who have already proven they can perform at the top, or they would not be in the seat. The work keeps them connected to the job and their performance at the top of their ability, so you keep the output you promoted them for. It is built to serve them as much as the firm.
It is delivered with the rigour the work needs: goals agreed up front, manager check-points, DISC and 360 inputs.
The First Conversation is a short conversation that ends with a straight recommendation on the right next step, usually the Onboarding Lab or a sponsored one-to-one support for your female leaders. The sponsored one-to-one work is delivered at C-Suite, Managing Director, and Executive Director level. The cohort is where the work extends to a small group of peers without diluting the one-to-one spotlight.
Your women executives will not spend the first month explaining how their world works to someone who is never been in it. I can see where the performance gap comes from, and how to quickly change it. I do not need a briefing on your bonus cycle, your promotion timeline, or why a proven performer suddenly goes quiet three months before review season. I spot the pattern quickly. That is the difference between a facilitator you have to bring up to speed, and an executive from inside the industry.
"We have commissioned external coaches before. Our women executives usually spend the first sessions bringing a coach up to speed on how their world works. With Irini, they felt understood and comfortable from the first conversation because she has been in their seat. That kind of immediate trust is rare, and it only happens when the coach knows the industry from the inside."
Anonymised.
Thirty minutes, completely confidential. A clear read on where your women executives are most at risk, and a straight recommendation your committee can act on.
