THE WOMEN'S LEADERSHIP INTENSIVE
www.womensleadershipintensive.ca
Our mining and natural resources partners don’t send one participant — they sponsor a group of high-potential women from across their operations every year, as part of an overall development program tied to their talent strategy. That model compounds. Each year’s cohort returns to your operations with shared language, mutual accountability, and a peer network that cuts across sites and functions. By year three, you don’t just have alumni — you have internal infrastructure: women leaders who support, coach, mentor, and sponsor the women coming up behind them. One of our mining partners is now in its fifth consecutive year, with outstanding retention rates and career advancement — promotions, expanded responsibilities, or transitions into strategic roles including GM roles. One Seat Changes a Career. An On-going Commitment Changes Your Organization.
How it works:
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Develop Your sponsored leaders complete the year-long WLI journey: 3 retreats, 1:1 coaching, monthly learning, and a leadership project that delivers impact back inside your organization.
Identify You select your high- potential women — we can support nomination
Compound Alumni stay active in the WLI community — and
each new cohort strengthens your internal network of women leaders.
criteria drawn from years of partnership experience.
SARAH, P.ENG, MINING ENGINEER Sarah is one of the roughly 15% of women in the global mining workforce. Her employer recognized both her potential and her risk of isolation as a minority in a predominantly male peer group — and sponsored her through WLI. Sarah built confidence and credibility leading a team of men, deepened her commitment to the organization, and now coaches and sponsors other women coming up. Her company gained a stronger leader, a stickier employee, and a visible proof point for its succession planning for women.
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© The Women’s Leadership Intensive
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