Her Future Leadership Doesn’t Just Need a Seat at the Table—It Needs Space to Stay Lit From Within.

The pressure to perform is constant—but the space to stay grounded, clear, and connected is rare.

IN+PLENTIFUL partners with forward-thinking organizations to offer exactly what rising women need: real coaching, relevant scenarios, and rhythms of growth that align with their ambition—and their well-being.

Because when women are supported, they don’t just stay—
they lead louder, think sharper, and bring exponentially more energy, clarity, and impact to the work that matters most.

For the Leader Who Knows It’s Time to Do More Than Talk About Supporting Women

You don’t need another DEI checklist. You need real tools that meet women where they are—without asking them to keep sacrificing their spark to succeed.

IN+PLENTIFUL equips your rising talent with coaching, connection, and clarity—so they can sustain momentum, not sacrifice themselves for it.

This is for leaders who see the gaps.
And are ready to invest in real solutions.

  • You’re focused on developing real leaders—not just ticking boxes.

    You’re ready to offer meaningful development between promotions—so your talent doesn’t stall or burn out.

  • You want your ERG to create traction, not just connection.

    You’re ready to offer meaningful development between gatherings—so women don’t just feel seen, they are heard + feel supported.

  • You know representation isn’t enough if the experience inside still exhausts her.

    You’re ready to offer meaningful development between data points—so retention reflects reality, not just intent.

  • You want to build a culture where ambition and well-being aren’t in conflict.

    You’re ready to offer meaningful development between engagement surveys—so women don’t have to choose between performance and sustainability.

  • You want to support the women on your team—but know you can’t do it alone.

    You’re ready to offer meaningful development between 1:1s—so they feel anchored, not adrift.

60%

of women say access to coaching or community support would help them stay in their role longer.

Retention isn’t just about perks or policies.

It’s about support that sustains her—in the moments that matter most.

57%

of organizations that implemented gender-focused coaching saw measurable business improvement. In fact, 57% reported stronger outcomes across performance and engagement—and nearly 75% experienced a 25%+ increase in profit.

Investing in women’s growth isn’t just the right thing to do.
It’s a proven strategy for business success

82%

of women in peer coaching feel more confident navigating transitions—leading with clarity, not just compliance.

When women lead from clarity, they don’t just adapt.

They elevate—bringing stronger decisions, steadier teams, and smarter outcomes to the business.

85%

of individuals actively in peer-led coaching reported positive changes in their lives due to participation.

When women are given space to reflect, connect, and grow with others—they don’t just perform better.

They show up more fully, with clarity that impacts both life + work. This keeps them more hydrated than dehydrated for work.

Support Isn’t Soft—It’s Strategic.

Increased Courage and Career Advancement

A 2025 study from the International Journal of Evidence Based Coaching and Mentoring explored the effect of women-only group coaching programs on personal development and workplace outcomes. The findings were compelling:

  • Participants in group coaching scored significantly higher on the psychological metric of “courage”, a trait directly linked to self-advocacy, speaking up in meetings, and navigating career transitions confidently.

  • 70.7% of coached women received a pay rise, compared to just 48.1% of non-coached peers—highlighting not just perceived confidence, but real, measurable impact in the workplace.

  • The study also noted improvements in assertive communication, clarity of professional goals, and the participants’ belief in their ability to lead or take up greater responsibility in their organizations.

Importantly, the coaching structure wasn’t about performance correction—it was about creating space to pause, reflect, and be witnessed by other women facing similar pressures. Participants described a shift from self-doubt to self-trust, a growing sense of authority over their own decisions, and the ability to interrupt cycles of overwork—often fueled by the belief that they have to constantly prove their worth.

Belonging Isn’t a Perk. It’s a Prerequisite.

For women in tech, the path forward isn’t just about technical skill—it’s about navigating invisible pressures, often alone.

Many carry the weight of imposter syndrome, the quiet drain of perfectionism, or the tension between being assertive and being “likeable.” These aren’t performance gaps—they’re survival strategies inside systems that were never built with women in mind.

And yet, the data tells a powerful story:

  • 78% of women in tech report feeling they must work harder than male colleagues to prove themselves.

  • 1 in 2 say they’ve experienced burnout in the past year.

  • Over 85% of women who participate in peer-based coaching communities report greater clarity, confidence, and reduced self-doubt.

When women are surrounded by others who understand these unspoken tensions—and when that circle is guided by skilled coaches—they stop questioning whether they belong.
They begin owning their presence, speaking more clearly, and showing up with grounded confidence.

This is the power of coaching + community.
Not to fix what’s broken—but to restore what’s true.

Invest in the potential of your female talent + your organization.

Start a Conversation

Let us know a little about your key goals and we’ll follow up to share more about next steps and answer any questions you have.

CoachHub. "Executive Coaching for Women: The Ultimate Guide on Leadership." CoachHub,

MentorcliQ. “What Is Peer Coaching?” MentorcliQ, 2023

Bailey Balfour. “Women’s Peer Coaching Group.” Bailey Balfour, 2023