PROGRAMME OVERVIEW
More than a few women have risen to positions as corporate chief executives, university presidents, state governors, and presidents of nations. Although women’s progress in attaining power and authority is unmistakable, even now the presence of women in elite leadership positions is unusual enough that it evokes a sense of wonder.

Women’s rarity in powerful roles has most often been ascribed to the glass ceiling, but this explanation no longer fits. The glass ceiling metaphor conveys a rigid, impenetrable barrier, but barrier to women’s advancement are now more permeable. Although men have long monopolized leadership, especially in the more powerful roles, this is changing. In the United State and many other nations, women have gained new access to a wide range of leadership roles.

Organizations depend on effective managerial leadership. Managers have control over the organization of work as well as the hiring and firing of lower – level employees. Some scholars of leadership distinguish and controlling the flow of work in an organization without necessarily undertaking the leadership activities of setting new direction, inspiring innovations, and enabling successful adaptation to challenges.

Even though this distinction between leadership and management can be useful, the two types of activities are intertwined in organizations.

Therefore, the mission of this programme is extremely important. The best leadership is found by choosing leaders from the largest pool of talent, and that includes women. Opening doors for women fosters equal opportunity and can help a society to allocate its human resources optimally. With excellence in leadership is short supply, no group, organization, or nation should tolerate the losses that follow from unfairly restricting women’s access to leadership roles. This programme evaluates whether such restrictions are present and, if
they are present, what can be done to eliminate them?

The demands of leadership roles promote similarity in male and female leaders. Still, even among managers in the same role, some sex differences have been detected. Women, more than men, have a democratic, participative, collaborative style. However, this tendency erodes somewhat when women are in male- dominated roles. Because women in senior management are rare, particularly in large corporations, they very often lead in much the same way as their male counterparts do. It is when leader roles are more integrated that women are more likely to exceed men in displaying democratic, participative style as well as interpersonally oriented styles.

It is also true that female mangers are slightly more likely to have a transformational style than male mangers. This trade emerges most strongly in the attention and mentoring those women managers provide to their subordinates. Also, women, more than men, use rewards
to encourage appropriate behaviors. In contrast, men, more than women, attend to subordinates’ failures to meet standards and adopt more problematic behaviors of avoiding solving problems until they became acute and being absent or uninvolved at critical times.

IMPACT

1. Equip women Enhance Leadership Capabilities: leaders with the necessary skills, tools, and techniques to confidently lead teams        and drive organizational success
2. Develop Strategic Thinking and Decision-Making Skills: Foster critical thinking and strategic decision-making abilities to solve complex business challenges effectively.
3. Improve Communication and Influence: powerful communication strategies to articulate ideas, inspire others, and gain influence in leadership roles.
4. Empower Through Emotional Intelligence: Develop self-awareness, empathy, and emotional intelligence to enhance relationship management and collaborative leadership.
5. Encourage Personal Branding and Confidence: Support women leaders in building a personal leadership brand and developing self-confidence to take on higher responsibilities.
6. Promote Networking and Collaboration: opportunities for networking, mentorship, and collaboration with other leaders to foster a
   supportive professional environment.
7. Strengthen Conflict Resolution and Negotiation Skills: Enable participants to manage conflicts constructively and negotiate effectively in various leadership scenarios.
8. Address Gender-Specific Leadership Challenges: Identify and overcome unique challenges faced by women leaders in the workplace, including unconscious bias and work-life balance.
9. Foster Innovation and Creativity: innovative thinking and creativity to encourage problem-solving and visionary leadership.
10. Prepare for Transformational Leadership: Empower women to drive organizational change and transformation through visionary leadership and inclusive strategies.

COURSE CONTENT
By the end of the programme participants will be able to understand and implement the following:
Day – I
 Leadership modules and theories
 Leadership assessment and evaluation: application of psychometric tools
 Understanding and managing Gender Diversity at workplace

Day -II
 Creative problem solving and decision making
 Developing future leadership pipeline
 Strategic Leadership in VUCA World
 Crises management: leading high impactful teams and groups

Day – III
 Leadership for managing change: developing change makers
 Strengthening verbal and non-verbal communications
 Establishing a strong personal brand
 Corporate governance and ethics
 Understanding workplace dynamics

Day -IV
Sexual harassment at workplace and empowering
women leaders to deal with it effectively
Potential to Performance: Training and Developing
High performers Talent management and Succession Planning
Exploring global best practices

Day -V
Work-life Balance
Managing Stress and Time effectively
Fostering Innovation and Creativity in workplace

FACULTY PROFILE
Prof. Swarnalatha Jagarlapudi is a distinguished academic and seasoned human resources professional with over 36 years of experience spanning the public and private sectors. Holding a MPhil in Industrial Psychology from TISS, Mumbai, along with advanced Master degrees in Applied Psychology, Criminal law and Forensic science, MBA in HR and International Business, and multiple master’s degrees in Economics, foreign trade, Mass Communication and Journalism and more, she currently serves as and Professor of HRM.

Renowned for her commercial acumen and entrepreneurial flair, Prof. Swarnalatha has designed and delivered impactful leadership, management, and organizational development programs across diverse sectors including government, banking, finance, IT, and manufacturing. Her extensive certifications–ranging from NLP Practitioner to Stress Management Professional and Internal Auditing–complement her robust academic and practical expertise.

TRAINING METHODOLOGY
The Women’s Leadership Training Program is designed with an inclusive, empowering, and evidence-based methodology that addresses the unique challenges and strengths of women in leadership. Grounded in the ADDIE instructional design framework—Analysis,Design, Development, Implementation, and Evaluation—the program begins with a comprehensive needs assessment to understand participants’ leadership goals, organizational contexts, and systemic barriers often faced by women in the workplace. The delivery follows a blended learning approach, combining instructor-led sessions, peer learning, coaching, and self-paced modules. Core modules focus on building
self-awareness, strategic thinking, executive presence,negotiation skills, and resilience. Emphasis is placed on developing confidence, challenging limiting beliefs, and navigating gender bias and organizational dynamics. Experiential learning methods, including role-plays,
storytelling, simulations, and real-world leadership challenges, provide hands-on experience and foster peer connection

PARTICIPANT PROFILE
Senior and middle level executives of private sector, public sector and government departments. Also useful for HR professionals and trainers.

Organisational sponsorship is essential

VENUE
The programme is fully residential and the participants will be accommodated in air conditioned single occupancy rooms. The college does not provide accommodation for the family. The college is Wi-Fi enabled in a comprehensive way.

DURATION
The programme duration is 5 days starting from June 02- 06, 2025. The participants are expected to arrive a day before commencement and may leave after the conclusion of the programme.

PROGRAMME FEE
Residential Fee: Rs. 69,500/- (US $1086 for foreigners) plus GST as applicable, presently 18% per participant. The fee covers tuition, board and lodging, courseware (in electronic form), and other facilities of the College including internet usage.

Non-Residential Fee: Rs.59,500/- plus GST as applicable, presently 18% per participant. The fee covers tuition, courseware (in electronic form) working lunch, and other facilities of the College including internet usage.

A discount of 10% on the programme fee for three or more participants from the same organisation will be given, provided the payment is made into our Bank account before May 30, 2025.

Note: Kindly forward us the details of Bank/Wire transfer of programme fee to [email protected] for confirmation

MEDICAL INSURANCE
The nominees are requested to carry with them the proof of Medical Insurance. The sponsoring agency is required to endorse the nominees' medical coverage in the event of hospitalisation.

LAST DATE FOR NOMINATION

Please use the prescribed/attached form. The last date for receiving the nomination form is May 30, 2025 . Kindly contact Programmes Officer for further information (contact details are given at the end of the nomination form).

LAST DATE FOR WITHDRAWAL

May 31, 2025. Any withdrawals after this date will entail forfeiture of the fee paid, if any.

ASCI ALUMNI ASSOCIATION

Participants of the College programmes will automatically become members of the ASCI alumni association.

CERTIFICATE OF PARTICIPATION

The College issues a Certificate of Participation on conclusion of the programme