Your Female Leaders Aren't a Pipeline Problem. They're a Retention, Advancement, and Impact Opportunity.
Here's what you already know: the women in your organization are capable, driven, and strategically essential. What you may not know is which systemic friction point is quietly reducing their influence, slowing their advancement, and increasing regrettable turnover risk.
Most companies are fighting three battles simultaneously without diagnosing which one matters most right now. The battle for credibility and voice. The battle for structural sponsorship and advancement. The battle for executive presence and influence under pressure.
You can't solve all three at once. But you can identify your highest-leverage intervention in the next 5 minutes.
TAKE THE DIAGNOSTIC >>Diagnose the Real Friction. Build the Right Intervention.
The Fearless Female Leadership ROI Diagnostic is a short assessment built specifically for CHROs, CPOs and senior HR professionals who need to move from good intentions to measurable outcomes.
This isn't a personality assessment. It's an organizational diagnostic that reveals which systemic challenge is creating the most friction for your female leaders and what that friction is costing you in retention, promotion velocity, and strategic impact.
The diagnostic takes just 5 minutes to complete, and here's what you get (PDF report delivered by email):
- Your Fearless Female Leadership ROI Index
- A readout of your strongest and weakest signals
- Your top two leverage zones for the fastest lift
- A 30-day activation plan with meeting moves and scripts
- A 90-day stabilization path with measurement and governance
- A manager reinforcement page to sustain behavior change
- Options designed for corporate implementation (workshops, cohorts, licensing, training, private 1:1 coaching)
Three Critical Challenges. One is Costing You More Than the Others
- Challenge 1: Credibility and Voice Amplification
Your female leaders are consistently proving competence while male peers advance on potential. They're not invited into strategic conversations before decisions are made. Ideas get attributed to others. The "prove it again" pattern is silently eroding retention and slowing promotion velocity.
What this predicts: Regrettable turnover of high performers. Bench strength gaps at VP and above. Declining engagement among rising female leaders who see limited advancement pathways. - Challenge 2: Structural Advancement and Sponsorship Systems
Your organization lacks hard-wired sponsorship mechanisms. Advancement decisions rely on informal networks and subjective judgment. Women aren't being actively advocated for in rooms where they're not present. Promotion criteria are unclear or inconsistently applied.
What this predicts: Stalled advancement at Director to VP transitions. Pay equity gaps that compound over time. Loss of high-potential women to competitors with clearer pathways. - Challenge 3: Executive Presence and Influence Under Pressure
Your female leaders struggle with high-stakes negotiations, contentious stakeholder conversations, and visibility moments where reputation is built. Imposter syndrome, over-preparation, and second-guessing reduce their influence when it matters most.
What this predicts: Underperformance in promotion-critical moments. Declining confidence in stretch assignments. Reduced willingness to negotiate for compensation and high-visibility opportunities.
Built for CHROs, CPOs and Other Senior-level HR professionals Who Own Outcomes, Not Optics
This diagnostic is designed for HR and People leaders in organizations who want to:
- Reduce regrettable turnover of high-performing women leaders
- Increase promotion velocity from Director to VP and C-suite
- Build measurable leadership bench strength and succession confidence
- Install sponsorship systems with accountability, not just mentorship programs
- Equip female leaders with tactical skills for high-stakes influence moments
- Move from "women's initiatives" to business-critical talent strategies
Best-fit moments to use it:
- Before launching a women's leadership initiative (so you solve the right problem)
- When retention risk is rising in high-potential female cohorts
- When female leaders are delivering results but visibility and sponsorship lag
- When you need a credible, data-informed starting point for executive buy-in
- When you're hearing vague feedback like "not executive presence" without behavioral specifics
Your Report is Tailored to What Matters Most Right Now
Based on your responses, you'll receive one of three customized reports:
Report 1: Credibility and Voice Amplification
A strategic intervention roadmap that eliminates the "prove it again" pattern, ensures female leaders are included in pre-decision conversations, and builds attribution systems so contributions don't leak to others.
Report 2: Structural Advancement and Sponsorship Systems
An advancement acceleration framework that hard-wires sponsorship, creates transparent promotion criteria, installs pay equity audits, and ensures women are actively advocated for in promotion conversations.
Report 3: Executive Presence and Influence Under Pressure
A confidence and influence system that equips female leaders with negotiation frameworks, emotional agility under pressure, and tactical skills for high-stakes visibility moments that determine advancement.
Not Another Personality Quiz. A System You Can Deploy Inside Real Decisions
Most leadership resources explain what should happen. This diagnostic tells you what is happening in your organization right now and gives you the operating system to fix it.
What makes it different:
- Organizational, not individual: You're diagnosing structural friction, not personality traits
- Actionable immediately: Frameworks and scripts you can use in your next leadership meeting
- Forwardable: Reports are written in business language for executive stakeholders
- Measurable: Simple indicators that prove you're reducing friction and strengthening outcomes
- Built for mid-market reality: Fast, practical, and designed for environments where every leader counts
How It works:
- Step 1: Complete the 10-question diagnostic (about 5 minutes). Answer based on what you observe across your female executive and rising leader population.
- Step 2: Receive your customized PDF report (email delivery). Your report identifies your primary friction point, the business case for addressing it, and a 90-day action roadmap.
- Step 3: Deploy or partner (optional)
Use the roadmap internally, or request a Corporate Partnership Overview to explore workshops, cohorts, or enterprise licensing.
About Sheryl Kline, M.A. CHPC
Sheryl Kline is a Mental Toughness and Certified High-performance Coach. For the last 25 years, Sheryl Kline has worked with world-class athletes, Olympians, and female leaders to build Olympic-level confidence and FBI-grade negotiation strategies so they can influence under pressure, increase impact, and reduce turnover.
Sheryl partners with progressive companies through executive keynotes, interactive workshops, leadership cohorts, enterprise curriculum licensing, strategic implementation retainers and private 1:1 coaching.
Her work is designed to create measurable outcomes: retention protection, promotion velocity, stronger leadership bench, and reduced performance drag caused by systemic friction.
Sheryl has partnered with Microsoft, State Street, Insight, Oracle, VMware, Bank of America, Capital One, Autodesk, Women in Securitization, SHRM, UC Berkeley Haas School of Business and many more. Learn more about Sheryl Kline at http://www.sherylkline.com
TAKE THE DIAGNOSTIC >>
FAQs
How long does the diagnostic take?
About minutes.
What exactly am I assessing?
Organizational friction points and systemic patterns that affect female leaders' credibility, advancement, and influence under pressure.
Is this an individual leader assessment?
No. It's an organizational diagnostic designed to identify systemic challenges across your female leader population.
What happens after I complete it?
You'll receive a customized PDF report via email with your primary friction point, business case, 90-day action roadmap, and measurement framework.
Can I request a pilot overview to share with my executive team?
Yes. You can request a Corporate Partnership Overview (forwardable one-pager) that outlines pilot scope, timeline, outcomes, and ROI measurement.
How is this different from other women's leadership assessments?
Most assessments focus on individual capabilities. This diagnostic identifies the organizational systems that reduce female leaders' influence, advancement, and retention regardless of individual talent.
Start With Clarity. Diagnose the Real Friction. Accelerate Impact and Retention.
TAKE THE DIAGNOSTIC >>
