we're doing it wrong

“Give me your rawest, realest, edgiest, most innovative topics on developing women at work”

Candidly, I’m a little tired of ‘Imposter Syndrome’ as the only topic most companies offer target at women. So I asked Linkedin the above question, and I was blown away by the range and realness of the DMs + replies I got. The response was overwhelming. It’s clear that women are craving something different—something more authentic and empowering.?

There’s a lot going on in the world right now. And women are at the center of much of it. Just take a look at headlines - DEI under attack with an uncertain future, an unprecedented overnight shift to a female Presidential candidate. And still, as we know, women make up tiny fractions of leadership at most organizations. DEI debates aside, I bet most companies aren’t thrilled about that. Maybe not for the reasons you want, but at the very least, for the negative impact to performance, productivity and profits.?

Every day we work with companies to make them better. Our business is, literally, your people - we help you solve your ‘people problems’ so your company can be more successful. Unsurprisingly, a lot of our work focuses on leadership development.?

Circle back to the women. Given our work, I was genuinely curious to hear from anyone and everyone (male + female). What conversations about women at work we’re not having and should be? What’s being talked about only over cocktails and needs to enter into the office??

I’m working with our Kunik Experts to turn all of these ideas into topics, but as I reviewed the many comments, the themes that stood out to me were:

1. Authenticity and Empowerment:

Women are seeking spaces where they can be free from traditional leadership stereotypes. They want programs that help them embrace ambition unapologetically, navigate power dynamics confidently, and leverage their unique strengths. Leadership today cannot be one-size-fits-all. We must encourage women to lead in a way that feels natural and empowering to them.

2. Innovation and Risk-Taking:

There’s a strong desire to engage in innovative thinking and calculated risk-taking. Women want learning opportunities that foster creativity, challenge the status quo, and encourage bold, transformative ideas. It reflects a broader trend in the business world where innovation is key to staying competitive. Women want to be at the forefront of this movement, driving change and making impactful decisions.

3. Communication and Emotional Intelligence:

Effective communication and feedback skills are essential for professional growth. Programs need to emphasize the importance of emotional intelligence, resilience, and handling tough conversations with confidence and grace. In today’s working environments, the ability to communicate clearly and empathetically is more important than anything else. Emotional intelligence not only enhances personal effectiveness but also strengthens team dynamics and organizational culture.

So what does that look like in action? This is what’s resonating with women today, Here are our? top 10 trending Kunik Conversations for Women at Work right now:

When I went into finance 20 years ago it was a lot of ‘emulate men, but do it like a woman’ advice. That’s not the conversation women are looking to have anymore. They want to own their career development, their identity, and their true ambitions. And they want to do it openly.?

We’re seeing conversations about Menopause, about what being a caregiver to older parents and young kids really looks like. The discussions are messier, more emotional, and even uncomfortable. That’s a great thing. If we all feel totally comfortable sitting through another talk about “What it takes to lead as a Woman”, we’re doing it wrong.?

So what does this mean if you’re a head of HR or other Senior Leader in your org? It means now is a great moment to foster a culture where these conversations can happen. To encourage risk-taking and innovation. If you want to bring women into your leadership and attract a new generation of talent, these are discussions and opportunities they’re looking for. Here’s an easy win. If you have a Women’s ERG, ask if any of the above topics resonate and offer to sponsor a session.?

In today’s work environment, we need to prepare our leaders differently. Traditional learning methods don’t resonate with the actual challenges of modern workplaces. We need to move towards more agile, real learning approaches where humans learn from humans. That means leveraging real-life experiences, peer-to-peer learning, and practical applications - not outdated frameworks and stale videos.?

The themes that emerged from my LinkedIn outreach reflect that shift. Women want real, raw, and impactful content that not only addresses their professional growth but also supports their personal development. They crave authenticity, innovation, and practical skills that can be applied immediately. When we create spaces that celebrate authenticity, encourage innovation, and enhance communication, we elevate the entire organization. Teams become more cohesive, creative solutions emerge more frequently, and organizational performance excels.

A very genuine thank you to everyone who contributed their ideas and insights on LinkedIn. Your input is invaluable. Let’s keep the conversation going - I’m excited to see how we can collectively push the boundaries and create environments where everyone can thrive.?

What topics would you add above? What are new ways you’re supporting a new generation of women at work?

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