Women Who Lead

The past decades, women have been told to put their head down, don’t be a badass, don’t be a bitch. Working with Damon gave me a new perspective, confidence and set of tools to use my strengths as a woman to lead in this next chapter of business.

– Stacy Martinet
Head of Marketing Strategy & Chief Communications Officer, Adobe 
Former CMO, Mashable

A lot of women live with this idea that self-sacrificing is what makes them worthy to be in their position, when in reality the more you do for yourself the more you can empower others. After this process with Legacy Mentor I am done allowing my beliefs and  past to hold me back.

C-Suite client

Thank you for what you have done for my confidence and storytelling ability this year. You held me accountable, pumped me up when I needed it and helped me to focus and prioritize my business while differentiating my value add. I will forever be appreciative.

– C-Suite client
Top Global Professional Services Firm

Women in the C-Suite face the challenge of increasingly complex stakeholder relationships while disruptions to their business are becoming more pronounced.

The full spectrum of the female leadership profile, when implemented provides women with distinct advantages when building consensus towards accomplishing strategic goals.

The systems employed which communicate these advantages while providing measurable results have been implemented and validated over time.

With a client base of more than half being women in the C-Suite, in active board positions or founders at hyper-growth companies this program was developed and is constantly updated to serve the changing needs of these leaders’ personal and professional needs.

The Women Who Lead program employs the Three Pillars of our One On One program through a female executive needs perspective. It further expands on those pillars to empower clients with the confidence and communication strategies to generate support from their most valuable stakeholders, both professional and personal.

Focus on skill sets include but are not limited to:

> Increased tolerance for ambiguity

> Increased confidence in risk-taking

> Thought leadership positioning

> Self-validation

> Embedding personal values in strategic initiatives and corporate culture

> Increased skill diversity

> Gaining engagement and advocacy from male stakeholders

> Overcoming stakeholder unconscious bias