Female leadership development programme for senior women in tech

 

 

 

Your Senior Women Are Not Underperforming.
They're Often Overdelivering In The Wrong Direction.

 

At Head of, Director and VP level, the job changes. The leaders who thrive step out of execution and lead strategically, setting direction and claiming the space their role requires.

For many senior women in tech, that shift doesn't happen automatically; the belief that value lies in delivering has been ingrained, in environments that reward over-functioning. The result is overdelivering in the wrong direction, present in the room but not fully in the conversation.

This isn't always a confidence problem or a skills gap, it's a systemic pattern many organisations recognise and rarely address. Left unaddressed, it costs you in attrition at the level where female representation is already lowest, and in a pipeline gap with long lasting repercussions.

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Six-month group coaching programme

 
 

 Facilitator leading a group coaching session for women in technology leadership.

  Group Coaching   

From Doing to Leading

 

Across six monthly sessions, the cohort works through the specific patterns costing your organisation their full strategic contribution; presence and influence, boundaries and capacity, decision-making and risk tolerance, and visibility and claiming space in senior rooms.

Each session is facilitated rather than taught. The structure, challenge and conditions for meaningful reflection are built in, while the real work happens in the room, between the participants, their experiences and their shared organisational context.

 

Every participant begins and closes the programme with an individual conversation with Saira. At the organisational level, conversations are held with the commissioning L&D, HR, Talent or People Director at the beginning and end of the programme. This helps connect what changes for individuals with what the organisation needs from its leadership pipeline.

The outcome isn't simply a group that has completed a leadership workshop. It's a more cohesive, strategically capable cohort, one whose shift in how they lead, contribute and show up in senior conversations is visible from the outside, not just felt individually.

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Download The Programme Brochure

Get the full From Doing to Leading programme overview, including delivery format, outcomes, inclusions and investment details.

Download the From Doing to Leading Programme brochure

Download Brochure  

 

 
 

 

What your organisation gets

This is an investment in your leadership pipeline, not a one-off intervention.

Senior women rarely leave for one clear reason. More often it's a build-up: limited progression, constant pressure to prove value, a lack of visible sponsorship, or the exhaustion of carrying too much for too long. At senior levels, losing capable women is costly, and hardest to absorb where representation is thinnest.

From Doing to Leading is designed to reduce that risk by strengthening the strategic capability, connection and judgement of your senior female leaders. Over six months, participants build a clearer sense of how they lead, where they're over-relying on delivery, and what needs to change for wider impact.

In practice, this can mean a stronger internal pipeline for senior roles, less dependence on external hiring, and more visible contribution from women in leadership conversations. It also shows up in how participants lead their own teams: clearer direction, healthier boundaries, and less unnecessary dependence on them.

It also signals that your organisation takes the development of senior women seriously, before they decide their future lies elsewhere.

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 What's included

From Doing to Leading is a structured coaching engagement, not an off-the-shelf leadership development programme. Every element is designed to support both the individual participant and the organisation making the investment.
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Individual intake conversations

Before the programme begins, each participant has a confidential 30–45 minute conversation covering her role, context, objectives and what she needs from the group. This shapes the facilitation from the outset.

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Six monthly group coaching sessions

The cohort meets for six 90-minute sessions, built around five core behavioural themes. Sessions are sequenced to build psychological safety, closing with consolidation and next steps.
 

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Individual closing conversations

At the end of the programme, each participant has a further 30–45 minute conversation to reflect on what's changed, the choices she's making differently and the support she needs going forward.

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Reflection Journal

Each participant receives a Reflection Journal at intake: a document that travels with her through the programme, with prompts to support reflection, application and integration between sessions.

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Monthly Leadership Check-in

In the final session, participants receive the Monthly Leadership Check-in: a standalone tool with six questions, designed to catch drift back into familiar patterns before they take hold again.
 

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Sponsor conversations

Two structured 45-minute conversations take place with the commissioning L&D, HR, Talent or People Director; an opening to align on context, outcomes and boundaries, and a closing on observable shifts, collective themes and outcomes.

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Sponsor briefing document

Ahead of the opening sponsor conversation, a clear briefing document will be provided by Fluxability. It explains the purpose and boundaries of the sponsor discussions, what coaching confidentiality means in practice and what sponsors can expect at each stage.
 

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Optional Hogan assessment

A Hogan assessment is available as an optional add-on, with individual profiles kept private and explored in a dedicated feedback session. Collective themes can be discussed in the first session, giving an evidence-based starting point, and insight for future organisational development work.

 
 

Online Or In person. Book A FREE Discovery Call To Get Started

Fluxability Ltd can deliver this executive group coaching in person across the UK or online, depending on the needs and locations of your cohort.

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Investment

From Doing to Leading is priced from £7,000 per cohort seat, with cohorts running for a minimum of four and a maximum of ten participants.

The fee is invoiced as a single engagement fee per participant and includes the six group coaching sessions, individual intake and closing conversations, Reflection Journal, Monthly Leadership Check-in, sponsor conversations and sponsor briefing document.

The optional Hogan assessment is priced separately and includes the individual assessment report and feedback session.

This programme works well as a standalone female leadership development programme. It can also complement Fluxability Ltd's 1:1 coaching offer for senior female tech leaders where individual and group support are both valuable.

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"I was doing the same thing over and over again and expecting different results – Saira helped me to take a step back and work out what I needed to do differently to get to where I needed to get to. Her experience in coaching the challenges common to leaders is obvious." 

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Carla
Head of People
Technology

 


 

 
FAQs

Have more Questions about Organisation Leadership development? 

 

What is group coaching?

Group coaching is a facilitated development experience where participants learn through structured reflection, discussion and shared challenge. Unlike a classroom course, it uses the real leadership situations and organisational context of the group to support meaningful change.

Who is group coaching suitable for?

From Doing to Leading is designed for senior women in technology at Head of, Director and VP level. It is particularly suitable for leaders who want to strengthen strategic influence, step out of day-to-day execution and lead with greater authority and agency.

How many people are in each coaching group?

Each private leadership coaching cohort has a minimum of four and a maximum of ten participants. This size provides sufficient space for individual contribution while creating valuable peer connection and shared learning.

What is the difference between group coaching and training?

Leadership training usually teaches a defined framework or set of skills. Group coaching is facilitated rather than taught: participants explore their own patterns, challenges and choices, with coaching questions and peer insight helping them apply learning directly to their roles.

Is group coaching delivered online?

Yes. Fluxability Ltd can deliver executive group coaching online or in person across the UK, depending on the locations and needs of the cohort.

Can my organisation book a private leadership coaching cohort?

Yes. From Doing to Leading is delivered within a single organisation for a private cohort of senior female tech leaders. It includes opening and closing sponsor conversations with the commissioning L&D, HR, Talent or People lead.

How long does a group coaching programme last?

From Doing to Leading runs for six months, with six monthly 90-minute group coaching sessions. Participants also receive an individual intake conversation before the programme and an individual closing conversation at the end.

Will I receive individual support during the programme?

Yes. Every participant receives confidential 30–45 minute individual intake and closing conversations, plus a Reflection Journal and Monthly Leadership Check-in tool. An optional Hogan assessment and individual feedback session can also be added.

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Book a Discovery Call With Fluxability
If you're thinking about the senior women in your pipeline, let's talk.

The next step is a conversation about your organisation and context, the female leaders you're considering and whether From Doing to Leading is the right fit.

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