How we create behaviour change in ten hours

We then translate the research into real organisational life. Leaders begin to recognise:

• idea appropriation
• different standards of proof
• assumptions about ambition
• unequal reactions to confidence and assertiveness
• interruptions
• microboosts and microblockers
• non-promotable tasks
• different patterns of sponsorship
• asymmetries in systems and processes

Critically, we show that these are usually unconscious acts. They are invisible, patterned behaviours that exist in both men and women, in otherwise well-intentioned organisations.

This means that leaders stop seeing the issue as “a few bad individuals” and begin recognising it as a hidden organisational dynamic that holds back performance.

We help leaders recognise the Authority Gap inside their own organisation. This is where the learning becomes personal. Participants begin to identify Authority Gap Moments in:

• meetings
• performance reviews
• promotion discussions
• client interactions
• leadership behaviours
• informal networks
• talent decisions

This brings the issue close to home, so that leaders become aware that “We do this here too.”

Awareness alone rarely changes behaviour. Empathy does.

The most powerful part of our programme is helping leaders emotionally understand the lived experience of the Authority Gap. We give them what they call “aha moments”.

Once leaders feel empathy for how female colleagues experience the Authority Gap in their own organisation, the issue becomes human rather than theoretical. This is often the turning point. It creates:

• emotional connection
• reflection
• motivation to act
• personal accountability

Importantly, this is achieved without blame or judgement. The goal is not guilt – it is awareness, understanding and the motive to change.

This is the most powerful element of the programme, leading to heartfelt and genuine behavioural change.

One of the biggest barriers to change is that these dynamics are often invisible, particularly to men, and they happen quickly, in real time.

Once leaders understand the patterns, they begin noticing moments that previously passed unnoticed.

For many participants, this is transformational. They say things like:

“I never knew the Authority Gap existed, but now I see it everywhere.”

This leads to critical behavioural change that can only happen once people can reliably spot the phenomenon.

Once leaders can recognise Authority Gap Moments, we help them understand what effective intervention looks like, equipping them with the tools and techniques they need to do it sensitively and effectively.

This includes:

• questioning assumptions
• adjusting talent discussions
• creating space for different communication styles
• ensuring expertise is properly recognised
• interrupting micro-blockers
• amplifying overlooked contributions
• sponsoring talent more intentionally

The objective is not perfection. It is helping leaders make better decisions, more consistently.

This gives participants the tools and confidence to counter Authority Gap Moments as they happen.

We create lasting behavioural and organisational change. During and after our programme, leaders begin:

• intervening differently
• evaluating talent differently
• listening differently
• sponsoring differently
• running meetings differently
• making promotion decisions differently

This makes them better leaders – they get more out of their teams. 100% of our participants say our programme has improved their leadership capabilities.

Over time, these behavioural shifts compound into broader organisational outcomes:

• stronger talent pipelines
• improved retention
• better use of expertise
• greater diversity of thought
• stronger leadership cultures
• improved business performance
• more women in senior roles

And critically, organisations move closer to appointments genuinely matched to ability – where expertise and capability, rather than unconscious patterns of authority attribution, determine whose voice is heard and respected and who gets to hold more senior jobs.