Empowering women through cohorts
summary
A peer cohort that meets once a month and stays small (3–5 members) tackles imposter syndrome and weak networks by sharing concrete examples, assigning action items and timelines, and inviting senior leaders into sessions. Cited data: a OnePoll of 4,000 adults finds two‑thirds of women report regular self‑doubt, and a Harvard study shows ~62% of women underrate themselves. The cohort produces written notes, mentoring matches, and specific career plans that members execute before the next meeting.
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chapters (15)
- 0:00Women leadership cohorts intro
- 1:04How cohort formed
- 2:07Cohort structure & benefits
- 4:12Gender challenges together
- 4:35Overcoming imposter syndrome
- 7:06Self-advocacy & branding barriers
- 13:05Strong networks importance
- 18:02Criteria for successful cohort
- 19:53Call to empower cohorts
- 20:44Q&A: Including men
- 22:56Q&A: Women-only cohorts
- 24:38Q&A: Male-dominated fields
- 26:14Q&A: Expanding networks
- 28:37Q&A: Cohort differences
- 30:48Q&A: Defining strong networks
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