{"id":3157,"date":"2026-09-30T12:05:14","date_gmt":"2026-09-30T06:35:14","guid":{"rendered":"https:\/\/breathbeings.in\/enrich\/?p=3157"},"modified":"2026-09-30T12:05:14","modified_gmt":"2026-09-30T06:35:14","slug":"what-to-measure-instead-when-choosing-women-for-a-leadership-programme","status":"publish","type":"post","link":"https:\/\/breathbeings.in\/enrich\/what-to-measure-instead-when-choosing-women-for-a-leadership-programme\/","title":{"rendered":"What to Measure Instead When Choosing Women for a Leadership Programme"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"3157\" class=\"elementor elementor-3157\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-62d879c8 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"62d879c8\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-545626d\" data-id=\"545626d\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-7e0d7b2 elementor-widget elementor-widget-text-editor\" data-id=\"7e0d7b2\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.16.0 - 20-09-2023 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\t<p data-start=\"537\" data-end=\"644\">Most HR teams already use some version of the 9-box grid. And it\u2019s worth being honest about it: the tool is useful. It creates sharper talent conversations and forces organisations to differentiate rather than default to \u201ceveryone is doing fine.\u201d<\/p><p>The problem isn\u2019t the grid.<\/p><p>It\u2019s the axis.<\/p><p>\u201cPotential\u201d is notoriously difficult to assess without a clear definition and evidence-based tools. And when the definition is vague, bias has plenty of room to enter.<\/p><p>This matters even more when deciding who gets a seat in a Women\u2019s Leadership Development Programme (WLDP).<\/p><p>At Breath Beings, we recommend keeping the 9-box structure but changing what the axes measure:<\/p><p>Impact (x-axis): What has someone actually delivered? Outcomes, goal achievement and value created in their current role.<\/p><p>Growth Velocity (y-axis): How quickly is someone expanding their capability? How do they respond to stretch, absorb complexity, learn from feedback and take on more?<\/p><p>Impact tells you what she has done. Growth Velocity tells you how she is developing.<\/p><p>And that distinction matters because \u201cpotential\u201d is one of the places where gender bias can quietly enter the talent process.<\/p><p><!-- notionvc: 9aa79f80-2119-4bb3-ac94-12b3267aba9b --><\/p><p><!-- notionvc: edd21f67-c066-4e7d-8d23-eaaf6013411e --><\/p><p><!-- notionvc: c9d39bc6-4abb-4d2d-b191-d5ea37669c2f --><\/p><p><!-- notionvc: e0039de1-4b91-4f0d-aa31-55e826a5e333 --><\/p><p><!-- notionvc: fa8b0253-48eb-4853-9e8b-81867716844d --><\/p><p><!-- notionvc: 0c83b082-fbf9-49d8-8069-29da9d3bd187 --><\/p><p><!-- notionvc: a2ba572e-00de-425e-9b0a-9c6fad3b1346 --><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b49ce0c elementor-widget elementor-widget-heading\" data-id=\"b49ce0c\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.16.0 - 20-09-2023 *\/\n.elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px}<\/style><h2 class=\"elementor-heading-title elementor-size-default\">The Axis is Where the Bias Lives<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3b8a88e elementor-widget elementor-widget-text-editor\" data-id=\"3b8a88e\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>Research has repeatedly shown that men and women can be assessed differently on performance and potential.<\/p><p>Danielle Li\u2019s research, covering around 30,000 employees at a large retail organisation, found that women were rated higher on performance but lower on potential than men. The difference in potential ratings accounted for a substantial share of the organisation\u2019s gender gap in promotions.<\/p><p>A meta-analysis by Player et al. (2019) similarly found that men are more likely to be selected for leadership based on perceived potential, while women are more likely to be expected to demonstrate proven performance.<\/p><p>The issue isn\u2019t simply that \u201cbias exists.\u201d<\/p><p>It\u2019s that the same behaviour can be interpreted differently.<\/p><p>Ambition in one person can look like leadership potential. In another, it can be labelled as being overly assertive. Confidence can become \u201cexecutive presence\u201d for one employee and \u201cdifficult behaviour\u201d for another.<\/p><p>And the problem starts even before someone enters the 9-box conversation.<\/p><p>If managers are asked to identify who has \u201cleadership potential,\u201d they are often being asked to make a prediction based on a relatively small set of observations. Visibility, confidence, communication style, proximity to leadership and familiarity can all influence that judgement.<\/p><p>That makes potential a particularly slippery metric.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-09caea5 elementor-widget elementor-widget-heading\" data-id=\"09caea5\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">What Happens When Women have to Prove Potential?<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1044021 elementor-widget elementor-widget-text-editor\" data-id=\"1044021\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>There is another layer to this.<\/p><p>Women are often expected to demonstrate strong performance before they are considered ready for the next opportunity. The result can be a familiar cycle:<\/p><p>Perform \u2192 prove \u2192 perform some more \u2192 then be considered for potential.<\/p><p>Meanwhile, perceived potential can itself become a reason for giving someone the stretch opportunity that eventually creates the evidence of readiness.<\/p><p>This creates a catch-22.<\/p><p>You need experience to demonstrate readiness. But you often need to be perceived as ready to receive the experience in the first place.<\/p><p>Research by Exley and Kessler has also found gender differences in how people assess their own performance and potential. That matters when leadership programmes rely heavily on self-nomination.<\/p><p>Self-nomination can be useful. But it shouldn\u2019t become the primary proxy for ambition or readiness.<\/p><p>Someone being comfortable saying \u201cI am ready for the next level\u201d is not necessarily the same as someone demonstrating the behaviours that indicate they can grow into it.<\/p><p><!-- notionvc: 1a92648c-0840-47fc-8229-cd0394f0f29e --><\/p><p><!-- notionvc: 5e10c595-acb1-4a7a-9f11-d9014a45aacf --><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-26e482c elementor-widget elementor-widget-image\" data-id=\"26e482c\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.16.0 - 20-09-2023 *\/\n.elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=\".svg\"]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block}<\/style>\t\t\t\t\t\t\t\t\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"1024\" src=\"https:\/\/breathbeings.in\/enrich\/wp-content\/uploads\/2026\/09\/Linkedin-post-images-18-1024x1024.png\" class=\"attachment-large size-large wp-image-3159\" alt=\"This is a flat lay image with a light tan background, depicting a desk with various office and design-related items. In the upper left corner, a portion of a newspaper or magazine is visible, alongside a color swatch strip with shades of grey, black, and beige. Dominating the left and central part of the image is a silver Apple keyboard. To its right, a white Apple mouse is positioned. Below the mouse, a pair of white wireless earbuds rests on the surface. Prominently displayed in the center of the image, in large, glowing blue neon letters with a slight 3D effect, is the word &quot;Ambitious?&quot;.\" srcset=\"https:\/\/breathbeings.in\/enrich\/wp-content\/uploads\/2026\/09\/Linkedin-post-images-18-1024x1024.png 1024w, https:\/\/breathbeings.in\/enrich\/wp-content\/uploads\/2026\/09\/Linkedin-post-images-18-300x300.png 300w, https:\/\/breathbeings.in\/enrich\/wp-content\/uploads\/2026\/09\/Linkedin-post-images-18-150x150.png 150w, https:\/\/breathbeings.in\/enrich\/wp-content\/uploads\/2026\/09\/Linkedin-post-images-18-768x768.png 768w, https:\/\/breathbeings.in\/enrich\/wp-content\/uploads\/2026\/09\/Linkedin-post-images-18.png 1200w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ebbc845 elementor-widget elementor-widget-heading\" data-id=\"ebbc845\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">So What Should we Measure Instead?<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4f98505 elementor-widget elementor-widget-text-editor\" data-id=\"4f98505\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>This is where Growth Velocity becomes useful.<\/p><p>Growth Velocity cannot simply become \u201cpotential\u201d with a new name. It needs to be observable and evidenced.<\/p><p>Instead of asking:<\/p><p>\u201cDoes she have leadership potential?\u201d<\/p><p>ask:<\/p><p>How has she grown?<\/p><p>Has she successfully taken on increasingly complex work?<\/p><p>Has she moved beyond her existing expertise and learned quickly?<\/p><p>Does she actively use feedback to change her approach?<\/p><p>Has she closed capability gaps over time?<\/p><p>Has her scope, influence or decision-making increased?<\/p><p>Has she demonstrated the ability to navigate ambiguity, work across stakeholders or create impact beyond her immediate role?<\/p><p>These questions shift the conversation from personality to evidence.<\/p><p>They also make the assessment more useful.<\/p><p>Because leadership development isn&#8217;t about identifying people who already look like leaders. It is about identifying people who are demonstrating the capacity to grow into greater levels of responsibility and complexity.<\/p><p><!-- notionvc: f939fd32-2b73-4160-8786-ffc05923e83c --><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f73469a elementor-widget elementor-widget-heading\" data-id=\"f73469a\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">The Selection Process Matters too<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-40af50c elementor-widget elementor-widget-text-editor\" data-id=\"40af50c\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>Even a better framework can fall short if the nomination process remains subjective.<\/p><p>Self-nomination alone can miss people who are less comfortable advocating for themselves.<\/p><p>Manager nomination alone can reproduce the very biases that the framework is trying to address.<\/p><p>A stronger approach is to triangulate self, peer and manager input against the same evidence-based questions.<\/p><p>For example:<\/p><ul><li>What is one example of this person successfully taking on greater complexity?<\/li><li>What capability has she developed significantly in the last 12\u201318 months?<\/li><li>How has she responded to feedback?<\/li><li>Where has she demonstrated influence beyond her formal role?<\/li><li>What is the next level of challenge she appears ready to take on?<\/li><\/ul><p>The purpose isn&#8217;t to collect three opinions and average them out.<\/p><p>It is to look for patterns across perspectives.<\/p><p>And then comes calibration.<\/p><p>Because even evidence-based criteria can be interpreted differently by different managers.<\/p><p>One manager may describe someone as \u201chighly strategic.\u201d<\/p><p>Another may describe a similar behaviour as \u201ctaking too much ownership.\u201d<\/p><p>One may see assertiveness as leadership.<\/p><p>Another may interpret it as being difficult.<\/p><p>Calibration creates a space to question those inconsistencies before they become selection decisions.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e301c24 elementor-widget elementor-widget-heading\" data-id=\"e301c24\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">The Final Test<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-16786ed elementor-widget elementor-widget-text-editor\" data-id=\"16786ed\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>A simple question can tell you whether your WLDP selection framework is working:<\/p><p>Can the selection committee explain why every person is on the Growth Velocity axis using specific evidence?<\/p><p>If the answer is:<\/p><p>\u201cShe has a lot of potential.\u201d<\/p><p>You probably haven&#8217;t defined the metric tightly enough.<\/p><p>If the answer is:<\/p><p>\u201cShe has successfully taken on larger projects, adapted quickly to new stakeholders, acted on feedback and consistently expanded the complexity of her work.\u201d<\/p><p>Now you have something you can assess.<\/p><p>The goal isn&#8217;t to remove judgement from talent decisions. That&#8217;s probably impossible.<\/p><p>The goal is to make that judgement more consistent, observable and defensible.<\/p><p>Because selecting women for leadership development shouldn&#8217;t be about identifying the people who already look like leaders.<\/p><p>It should be about recognising the women who are already demonstrating growth, and making sure the process is designed to actually see it.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5c9a692 elementor-widget elementor-widget-text-editor\" data-id=\"5c9a692\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-11bd657 elementor-align-center elementor-widget elementor-widget-button\" data-id=\"11bd657\" data-element_type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/www.breathbeings.in\/#talk-to-us\" target=\"_blank\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t<span class=\"elementor-button-text\">get in touch to explore our Women Leadership programmes<\/span>\n\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-1f5b050 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"1f5b050\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-212eb57\" data-id=\"212eb57\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap\">\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Rethinking how women are selected for leadership programmes: why measuring Impact and Growth Velocity may offer a more evidence-based alternative to the traditional \u201cpotential\u201d axis.<\/p>\n","protected":false},"author":2,"featured_media":3159,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"default","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","footnotes":""},"categories":[1,21],"tags":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.7 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>What to Measure Instead When Choosing Women for a Leadership Programme - Breath Being<\/title>\n<meta name=\"description\" content=\"How can organisations select women for leadership programmes more fairly? 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