It’s built on alignment, enablement, and translation. These are the systems that make performance, growth, and meaningful leadership possible — and sustainable.
After three decades in healthcare, from the ICU to the boardroom, I’ve seen how the 'glass cliff' is still very much a reality for women in leadership.
Often women are asked to lead the hardest mandates with little clarity, unclear sponsorship, and insufficient structural support. And these misaligned expectations limit the impact these women are fully capable of delivering.
I’ve been at the edge of that ‘glass cliff’ — navigating ambition, bias, and burnout in equal measure. And what I’ve learned is that sustainable female leadership isn’t built on resilience alone.
Creating the systems where women can lead — for the long term.
“Counting women isn’t the same as sharing power. Real progress happens when systems make success sustainable.”
The conversation about female leadership has evolved over the years — but the need for real change remains. Representation is improving, but structural equity still lags behind.
Too many exceptional leaders step back, not for lack of capability, but from exhaustion with navigating the inconsistent structures, unclear decision rights, competing expectations, and the burden of carrying alignment on their own. Boards appear more balanced, yet meaningful authority often rests elsewhere.
Companies are missing out on the strategic, cultural and commercial advantage that women in real positions of power consistently deliver.
From representation to real power.
“This is not just about representation. Female leaders are good for business.”
These aren’t new challenges — but they are solvable when an organisation’s systems evolve alongside representation.
The way I work supports women leaders by strengthening the structures around them, focusing on the three pillars that underpin every Versantra engagement.
Versantra strengthens the conditions that female leaders need to thrive.
Ownership and understanding at every level.
When strategy lives in every seat, leaders no longer carry the burden of interpreting it day to day. Ambition connects to action, so everyone knows how their work drives impact — from global to local, from plan to performance.
We help teams understand how their work connects to the bigger picture, creating trust, shared ownership, and consistency across the system.
(Powered by Value Creation Bridge™, Translation Maps™, Trust Continuum™.)
Strategy Translation
Ways of working that protect focus and make leadership sustainable.
Growth becomes fragile when leaders are stretched thin, picking up gaps, and carrying the weight of keeping everything moving. Women feel this pressure even more, often absorbing work that isn’t visible, recognised, or shared.
Versantra works with you to create clear predictable ways of working that keep everyone aligned and moving forward, boundaries that prevent role creep, clear KPIs and accountability flows and workload models that reduce burnout.
The outcome is a structure that makes leadership sustainable, confident, and supported — no longer relying on personal resilience alone.
(Powered by Growth Arc™, Accountability Triangle™, Capability Blueprint™.)
Growth Enablement
Clarity reduces invisible load.
We create the conditions where leaders have clear mandates, explicit decision rights, defined sponsorship, and shared expectations.
When systems create clarity — in mandates, decision rights and expectations — leaders no longer waste energy deciphering what “good” looks like.
The outcome is alignment, momentum, and shared accountability.
(Powered by Core Focus™, Service Offering Matrix™, Alignment Compass™.)
Strategic Alignment
“Female leadership is a growth lever — not a diversity goal.”
Environments where growth has felt fragile, where resilience has been over-relied upon, or where alignment has eroded
Readiness to move beyond diversity targets to reap the benefits of real equity in leadership
Leadership teams committed to building environments where women can lead for the long term
Senior and emerging female leaders in healthcare, pharma, biotech, and agency roles
This work isn’t a standalone programme. It’s woven into the nature of how I partner with organisations — through the same three pillars that underpin all Versantra engagements.
That makes Versantra an especially good partner for organisations with:
Who This Is For:
Leadership that grows sustainably — not at personal cost
Greater influence, impact, and retention across teams
Strategies executed through inclusion, not overextension
Rhythms that reduce burnout and strengthen confidence
Clear mandates, sponsorship, and shared accountability
What changes when the conditions of leadership change
