Empowering Women to Be Confident Leaders
The Confidence Gap is a big reason why there aren’t more women in the upper ranks of leadership.Confidence is not just feeling good about yourself. Confidence is the factor that turns thoughts into judgments about what we are capable of, and transforms those judgments into action.
“Confidence is the stuff that turns thoughts into action.” Richard Petty, professor of psychology at Ohio State University
A UC Berkeley study has found that women are more likely to be deceived in a negotiation because they are viewed as less competent. “Women exude less confidence in negotiations and are therefore perceived as less competent.”
Carol Dweck, Stanford Professor of Psychology, found it is more difficult for women to have a growth mindset, as they tend to internalize mistakes as a lack of ability. Dweck says, “Success is not just about taking a seat at the proverbial table. It requires adopting the belief that if you say the wrong thing, or do poorly initially, you will bounce back and try again. Confidence is impossible when you interpret failure as a pronouncement about your own potential.”
This 6-month program supercharges a woman's confidence and propels her into a leadership position in her work and life
Women learn how to:
- Become a confident leader.
- Release anxiety, stress, and limitations.
- Communicate clearly and openly.
- Move into action without fear.
- Build, mentor, and inspire teams that innovate, create, and thrive.
Certified Personal and Professional Coach (CPPC) by the Newfield Network, since 2000.
Past clients include IBM, Xerox, Marriott, AT&T, Volvo, SelfDesign
MBA in finance from Carnegie Mellon University, BA in Cultural Anthropology from the University of Virginia
Choose from Individual or Group Coaching
Low confidence among competent women is so widespread that is a cultural issue, not an individual issue. It is best addressed on the individual level in either a one-on-one or group setting. In a group coaching program, women see that low confidence is not a personal pathology. If you have several women who would benefit from coaching, a group coaching program supercharges results.
Group Coaching Sessions Overview
1: What is Confidence? Inventory of Skills and Confidence
2: What Blocks Confidence? Challenging Limiting Beliefs
3: Overcoming Perfectionism
4: The Three Principles: Mind, Consciousness, Thought
5: Learning to Take New Actions
6: Discovering Your Commitments
7: Emotions that Shape Your World
8: The Four Basic Moods of Life
9: Developing the Body of a Leader
10: The Five Speech Acts
11: Making Effective Requests, Offers, and Promises 12: Conversational Mastery
13: The Art of Engaged Listening
14: Staying Motivated
15: The Power of Action
16: Turning Problems into Possibilities
17: Understanding Organizational Culture
18: Uncovering the Invisible Rules
19: Align Individual Action with Collective Purpose 20: Putting it all Together, Reassessing Confidence
Together, we customize the above program to meet your needs.
Sessions can be in-person, Skype, Zoom, or phone every week or every other week. Individual coaching sessions are available to supplement group coaching.
Set up a discovery session today:
Do you suspect that your company needs a revamp? High turnover? Low employee engagement? Long product cycles? An environment of negativity? Mistrust of leadership?
In doing straight strategy consulting for two boutique firms, I discovered that most companies don’t need a new strategy or business model, they need a culture that aligns employees with the company purpose, focuses on customer needs, and empowers people to get stuff done.
“A sure sign of a soul-based workplace is excitement, enthusiasm, real passion; not manufactured passion, but real involvement. And there’s very little fear.”– David Whyte
With the DIY Employee Engagement Program, you get:
- Easy to follow step-by-step instructions
- Training sessions for individuals and leadership teams on culture, communication, active listening, and how to have culture conversations
- A proprietary, statistically validated Employee Engagement Assessment, with detailed instructions
- Self-Assessment for Leadership Team and key team members
- Exercises for your internal culture team and leadership team
As you begin a culture change initiative, you will likely uncover some sensitive issues. This Culture Change Program provides you with the training and tools to easily and skillfully handle even the most challenging situations.
“Caprice handled extremely sensitive concerns with discretion and good judgment. Her ability to frame and quantify complex issues helped us to put together a plan that was both simple and actionable. I recommend Caprice’s work to other companies without hesitation.”– Tim Furey, President & CEO, MarketBridge
Steps in a Successful Employee Engagement Program
Step 1: Declare Internal Ownership at a High Level
With ownership comes accountability and responsibility. It is important that a culture change project be owned by someone within your organization. If you hand this important piece over to an outside consultant, people within your organization won’t take this work seriously and might go through the motions, never believing that anything positive will come of it.
Step 2: Educate Leaders and Managers
Within most organizations, there is confusion about culture and what it really is. Educate key stakeholders about corporate culture and gain their support of the culture change effort. Members of the leadership team may feel threatened by any proposed culture change because they may have benefited from the current culture. Our powerful Program provides you with everything you need to gain support from the key team members, even the most skeptical one.
Step 3: Diagnose your Current Level of Employee Engagement
You can choose a survey-based assessment or a conversational approach. Both methods are included in the DIY Employee Engagement Program.
a) Survey-based Organizational Assessment. This survey is divided into ten sections with 98 quantitative questions to create metrics and track data over time. It also includes open-ended qualitative questions to gather valuable insights from employees.
- Are employees aligned with the goals of the organization?
- Is communication open and effective?
- What are the potential trouble spots?
- Are employees enthusiastic and planning to stay at the organization?
- Do departments work well together?
- Do employees have the training and tools do get their work done?
- Is the organizational culture innovative or limiting?
And Much, Much More.
b) Inquiry-based, conversational assessment with ten guided questions and with detailed instructions. Your team will put on your anthropologist hats and do some field work.
Step 4: Ramp up
Based on the findings in Step 3, you will learn what needs to be celebrated in the organization and what needs to be shifted. The Employee Engagement Program provides detailed guidelines on how to affect change within multiple organizational dimensions.
Step 5: Develop a Feedback Loop
Engagement is dynamic and ever changing. You will learn how to build dynamic feedback loops into all employee and customer conversations.
My soul called me to this work because I could see the human misery in the average workplace. Many organizations are soul-less places where you need to leave your humanity at the door. I am passionate about building humane, soul-based thriving cultures where people love to work.
“Caprice has the unique ability to understand both the strategic, financial side of business and the human side of business.“
– Terrie Lupberger, President, The Newfield Network, USA
Educate yourself about the link between organizational culture and employee engagement. Read about Conscious Culture Creation.
Learn what your company needs to successfully support a remote work strategy: Download the Distributed Organization Blueprint
If this all makes sense to you and you’d like to purchase the DIY Culture Change Program or inquire about my support or coaching, contact me.