In this season opener, I’m doing something a little different.

No guest.

Just a conversation about something that matters more than we often admit:

How do you choose a leadership program that actually changes you?

Last year, I attended a training with Dr. Susan Madsen on women’s leadership development. I walked in thinking about what I could improve as a practitioner.

I walked out thinking about how many capable women invest time and money into programs that create awareness… but not transformation.

Somewhere between 70–75% of leadership development programs don’t show measurable performance improvement.

That should make us pause.

So in this episode, I break down the three research-backed elements that truly move the needle for women — and what to look for before you say yes to anything.

Four Key Takeaways:

1. Leadership identity matters more than skill-building.

You can teach communication frameworks all day long. But if a woman does not internally see herself as a leader, the skill won’t stick.

Identity has layers:

* You internalize it.

* Others recognize it.

* The broader system endorses it.

If a program never makes space for imposter syndrome, ambition, perfectionism, or confidence — it’s probably too shallow.

2. Calling fuels courage.

One of the most fascinating findings in the research is this:

When women feel a sense of calling connected to leadership, they step up.

When they don’t, they hesitate — even if they’re qualified.

Calling increases job satisfaction, resilience, engagement, and meaning.

Leadership isn’t always about wanting the spotlight.

Sometimes it’s about recognizing the impact you’re capable of making.

3. Unconscious bias must be handled carefully.

This topic matters — deeply.

But if it’s taught poorly, it can leave women frustrated and angry in ways that don’t serve them in their specific workplace culture.

If a program claims to cover bias, ask who is teaching it — and what their expertise is.

This isn’t a checkbox conversation.

4. One-day inspiration does not create transformation.

Real development takes time.

The research suggests multi-day programs, spaced over months, with peer cohorts and real assignments.

Awareness is easy.

Becoming takes repetition, reflection, and community.

One moment that stayed with me was the simple shift from doing → being → becoming.

We can practice behaviors.We can act like leaders.

But until it becomes who we are — until we internalize it — it won’t sustain under pressure.

Leadership isn’t an event you attend.

It’s an identity you grow into.

In this episode, we cover:

[00:01:15] Why most programs don’t show performance improvement[00:02:15] Leadership identity: internalization, recognition, endorsement[00:05:15] Perfectionism, ambition, and imposter syndrome[00:06:45] Calling and purpose as a driver for stepping up[00:08:15] Research-backed benefits of feeling called[00:09:30] Why unconscious bias training requires real expertise[00:12:55] One-day events vs. sustained development[00:13:45] Cohorts, peer groups, and challenging assignments[00:16:45] A simple mentoring challenge for this season

If there’s one small assignment before the next episode drops:

Ask someone to mentor you.

You might be surprised how willing people are to support you — if you’re willing to ask.

Season two is about identity, influence, purpose, and growth.

And we’re just getting started.

This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit calledtotheworkforce.substack.com

S2 E1 Why Most Women Leadership Development Programs Don’t Work (And What Actually Does)