Leveraging the approach and ethos of executive coaching, our Executive Maternity Coaching model provides a more appropriate and impactful form of support, designed for high-performing women in demanding workplace environments. The focus is on career re-engagement for the long-term, working with women over an extended period of time as working mothers, not just ‘fresh’ maternity returners.
In financial and professional services, it is well-documented that many high-performing women become mothers at the peak of their career and either leave the workforce or move into a less demanding role. This plateauing of a woman’s career trajectory has been termed the ‘mummy track’ and presents a challenge for organisations on two principal levels.
Leaders need to act on the additional stresses placed on team members by remote and hybrid working. Good leaders strive to achieve a more inclusive organisational culture by helping everyone to build their awareness and adapt their behaviours – and not try to change their peoples’ beliefs.
Over the next three weeks, we'll be sharing webinar highlights from our most recent Business Brain event, where we discussed diversity and inclusion. Part one touches on intention, the importance of training and purpose. The event was facilitated by Templar co-founder Joseph Bikart.
Is sales qualification so boring that it’s actually interesting? Templar director Hugo Williams shows how, when used well, the jargon and process-driven formulas play to unstated emotional client goals. If qualification is thought of as continual clarification - or even closing - both you and your clients will have happier outcomes.