By Mr. Srinivasa Adepalli – CEO, GlobalGyan Leadership Academy
The Real Problem: Too Few Women, Too Many Missed Opportunities
I have often observed that a workshop cohort with more women participants is far more vibrant, engaging, and thought-provoking. A table with women always seems to have deeper discussions, richer insights, and more creativity than a table with just men.
And yet, in many leadership workshops I conduct, I look around the room and find only men. This is a glaring issue, especially in ‘traditional’ industries like manufacturing, infrastructure, and real estate, where women at mid-senior levels are at best a fifth of the total. The absence of women isn’t just an HR problem; it’s a strategic weakness for organizations that want to be innovative, agile, and competitive.
Companies cannot afford to have a monolithic leadership structure anymore. They need diverse voices at decision-making tables, not just for equity’s sake, but because diverse teams make better decisions. And this is where leadership development programs can play a crucial role, not just in training women but in helping organizations build more inclusive leadership pipelines.
Leadership Programs: Not Just About Learning
Too often, participants, especially women, see leadership programs as just another educational course, meant for passive consumption. They diligently take notes, complete the exercises, and return to work hoping their improved knowledge will translate into career growth.
But leadership programs are not just about learning. They are an opportunity to be seen, to network, and to showcase leadership potential.
Women who attend these programs must recognize that they are:
- Networking with peers – Building long-term professional relationships that open doors.
- Becoming visible to senior leaders – These programs are often sponsored by CXOs, and being in the room gives participants the chance to stand out.
- Demonstrating leadership skills – Speaking up, sharing ideas, and taking initiative within the program itself helps women be noticed for leadership roles back at work.
A woman who actively engages in a leadership program isn’t just learning; she is positioning herself for her next role.
Breaking the Myths: What Leadership Programs for Women Must Cover
Many women managers hesitate to put themselves forward—not because they lack ability, but because of ingrained biases (both internal and external). Good leadership programs should address these challenges head-on and help women leaders break the myths that often hold them back:
- Financial Acumen: Women Leaders Must Know the Numbers
There is a persistent stereotype that women are not interested in finance or analytics. This couldn’t be further from the truth, but because of this perception, women often don’t get the critical P&L roles that lead to CXO positions.
Leadership programs must equip women with a strong understanding of financial metrics, ensuring they can confidently participate in budgeting, investment decisions, and strategic financial planning.
- Assertive Communication: Saying No Without Guilt
Many women struggle with assertiveness in the workplace, fearing that being direct might make them appear aggressive. As a result, they take on additional work without pushing back, or hesitate to negotiate their compensation and career growth.
A well-designed leadership program should teach:
- How to say No without feeling guilty
- How to push back on unrealistic demands
- How to negotiate with confidence
- Personal Branding & Visibility: Your Work Won’t Speak for Itself
A common misconception among many professionals, and women, in particular, is that “if I do good work, I will get noticed. Unfortunately, that’s not how career growth works. Research tells us that men are often more comfortable with self-promotion or even exaggeration, while women expect recognition to come organically.
Leadership programs must encourage women to:
- Talk about their achievements without hesitation
- Actively seek leadership roles instead of waiting to be nominated
- Leverage professional networks to advance their careers
Beyond Women: Leadership Development Must Include Male Colleagues
One of the biggest flaws in “women-focused leadership programs” is that they only train women. But workplace dynamics don’t exist in isolation: male colleagues, supervisors, and decision-makers also need to be part of the solution.
Effective leadership programs should include:
- Training for male managers on working in diverse teams
- Redesigning communication protocols to ensure women aren’t excluded from key discussions (e.g., informal networking, decision-making meetings)
- Workplace policies that create equal opportunities for career advancement
For example, many leadership teams make critical business decisions over informal conversations or networking dinners, where women might either be absent or feel unwelcome. Organizations must rethink these networking structures to create more inclusive ways for leaders to engage.
The Way Forward: Leadership Programs as a Strategic Investment
Leadership development programs are not just training sessions. They are a strategic investment in building a more capable, diverse, and innovative leadership pipeline.
For organizations, this means:
- Not just hiring women at junior levels, but ensuring they rise to leadership
- Creating structured pathways for leadership development
- Designing programs that address real barriers—not just generic skills
For women professionals, this means:
- Approaching leadership programs as an opportunity for visibility, networking, and career advancement
- Actively participating, taking initiative, and demonstrating leadership potential
- Leveraging the program to develop confidence in finance, communication, and personal branding
The question isn’t whether companies should invest in leadership development for women-the question is how can they make them effective.
Because closing the gender gap in leadership isn’t just a diversity goal. It’s a business imperative.
