You know you would benefit from structured leadership development. You can see how the right programme could help you progress, develop new skills and contribute more strategically. But there is a hurdle. How do you convince your employer to fund it?
Many women hesitate to make this ask. Perhaps it feels presumptuous, or you are worried about the reaction. Perhaps you are not sure how to frame it, or whether your organisation values this kind of investment. But asking for development funding is not asking for a favour. It is making a business case that benefits both you and your employer.
The business case for leadership development
Organisations that invest in leadership development see measurable returns. 78% of employers surveyed said they saw a return on their investment in ILM qualifications (Harris Interactive for ILM, 2016). That is not surprising when you consider what good leadership delivers, better team performance, higher engagement, lower turnover and better business results.
The cost of not investing is significant too. 82% of people entering management roles have had no formal training, and one in three people have left a job because of a negative work culture driven by poor management (Chartered Management Institute, 2023). Had the UK invested in management training at the same rate as Germany, UK GDP would have been around £127 billion higher (Chartered Management Institute, Management and the UK 2030, 2024).
For your employer, investing in your development is not just about helping you. It is about building the leadership capability the organisation needs.
Why gender-specific programmes matter
You might wonder whether it matters that a programme is designed specifically for women. The evidence suggests it does. Women face specific barriers to progression that generic leadership training does not address, the visibility gap, the sponsorship shortage, the competence likeability dilemma, and organisational cultures that were not designed with women in mind.
Programmes built for women create space to address these directly. They provide frameworks for navigating gender dynamics, build networks of women with similar experiences, and develop the specific capabilities women need to progress. And the return reaches the whole organisation. Companies in the top quartile for gender diversity on executive teams are 25% more likely to have above average profitability (McKinsey, Diversity Wins, 2020).
What ILM assurance means
When evaluating leadership programmes, accreditation matters. ILM is one of the most respected professional bodies for leadership and management development, and ILM assured programmes meet its standards for quality, relevance and practical application.
For employers, that gives confidence the programme delivers. In ILM’s own research, 88% of employers agreed their organisation had stronger leaders and managers as a result of working with ILM, and 94% would recommend ILM to another employer (Harris Interactive for ILM, 2016). An ILM assured certificate also demonstrates your own commitment to professional development, which supports future progression.
Framing the conversation with your employer
Frame it as a business conversation, not a personal request. Here is how to structure your case.
Connect it to business priorities
What are your organisation’s strategic goals? Where could stronger leadership make a difference? Position your development as supporting those priorities, not just your own ambitions.
Be specific about outcomes
Do not just say you want to develop your leadership skills. Identify the capabilities you will build and how they will benefit your team. For example, this programme will help me develop the strategic thinking to contribute to departmental planning, or the stakeholder influence module will help me build stronger relationships across the business.
Quantify the investment and return
Know the cost and be ready to discuss the value. Use the ILM research above, and point to what it costs to lose a good manager and replace them.
Highlight the credibility markers
ILM assurance, the provider’s track record, and the relevance of the programme content all help your employer feel confident the investment is worthwhile. 75% of Learnmore learners are promoted or take on greater responsibility after completing their qualification.
Make it easy
Give your employer something to review. Share the course page or offer to arrange a call with the provider if they have questions.
Funding options to explore
There are often more options than you realise. Many organisations have training budgets that go underused because nobody asks. Some have specific funds for leadership development or professional qualifications.
If full funding is not available, ask whether your employer will contribute part of the cost. Learnmore also offers flexible payment plans, which can make self funding or a shared arrangement more manageable.
If you're paying yourself
Not everyone has an employer willing to invest. If you are funding your own development, that is a significant commitment, but it is also a powerful statement about your priorities. Investing in yourself signals that you are serious about your career, and the skills and confidence you build will stay with you wherever you work.
Making your ask
Asking for investment in your development is not presumptuous. It is what proactive, ambitious professionals do. Organisations want to retain and develop their talent, and most managers would rather support an employee’s growth than lose them to another company.
Prepare your case, be specific about what you are asking for, and be ready to discuss the value the organisation will get. The worst that can happen is a no, and even then you have demonstrated initiative and ambition.
Ready to make your case? Explore Bridge to Boardroom or book a call to discuss how the programme could work for you and your organisation.
*Our articles are accurate at the time of publication, but course details, funding and industry standards can change. They’re here to inform rather than to replace formal advice, so if you’re weighing up a decision, get in touch and we’ll help you find the right path.
ILM Assured: Women in Leadership – Leading with Strategic Impact
- Senior women leaders
- £1,950 + VAT
- 9 months
- ILM assured certificate
ILM Assured: Women in Leadership – Bridge to Boardroom
- Mid-management women leaders
- £1,650 + VAT
- 6 months
- ILM assured certificate
ILM Assured: Women in Leadership – The Management Launchpad
- Aspiring women leaders
- £1,250 + VAT
- 4 months
- ILM assured certificate