You know you’d 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’s a hurdle: how do you convince your employer to fund it?
Many women hesitate to make this ask. Perhaps it feels presumptuous, or you’re worried about the reaction. Perhaps you’re not sure how to frame the request, or you’re uncertain whether your organisation values this kind of investment. But asking for development funding isn’t asking for a favour. It’s 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. According to research by Harris Interactive for ILM, 78% of employers who invest in ILM qualifications see a return on investment within just one year. This isn’t surprising when you consider what good leadership delivers: better team performance, higher engagement, lower turnover, and improved business results.
The cost of not investing in leadership is significant too. Research from the Chartered Management Institute found that 82% of managers enter their roles without formal training, and one in three employees have left a job because of poor management. The CMI estimates that if the UK had invested in management training to the same extent as Germany, GDP could have been £127 billion higher.
For your employer, investing in your development isn’t just about helping you. It’s about building the leadership capability the organisation needs to succeed.
Why gender-specific programmes matter
You might wonder whether it matters that a leadership programme is designed specifically for women. The research suggests it does. Women face specific barriers to progression that generic leadership training doesn’t address: the visibility gap, the sponsorship shortage, the competence-likeability dilemma, and the challenge of navigating organisational cultures that weren’t designed for women to succeed.
Programmes designed for women create space to address these challenges directly. They provide frameworks for navigating gender dynamics, build networks of women facing similar experiences, and develop the specific capabilities women need to progress. Research shows that companies with more women in decision-making roles are 21% more likely to experience above-average profitability, which means investing in women’s leadership development isn’t just good for the individual. It’s good for business performance.
What ILM assurance means
When evaluating leadership programmes, accreditation matters. ILM (Institute of Leadership and Management) is one of the most respected professional bodies for leadership and management development. ILM-assured programmes meet rigorous standards for quality, relevance, and practical application.
For employers, ILM assurance provides confidence that the programme delivers genuine value. According to ILM research, 93% of companies report improved managerial performance after employees complete ILM programmes, and 94% of employers would recommend ILM to other organisations. Having an ILM-assured certificate also demonstrates your commitment to professional development, which can support future career progression.
Framing the conversation with your employer
When you approach your employer about funding leadership development, frame it as a business conversation, not a personal request. Here’s 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 these priorities, not just your own career aspirations.
Be specific about outcomes
Don’t just say you want to “develop your leadership skills.” Identify specific capabilities you’ll build and how they’ll benefit your team and organisation. For example: “This programme will help me develop strategic thinking skills so I can contribute more effectively to departmental planning” or “The stakeholder management 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. Mention the research showing 78% of employers see ROI within a year. Point to the cost of losing good managers, which research suggests can be 33% or more of their annual salary.
Highlight the credibility markers
ILM assurance, the provider’s track record, and the specific relevance of the programme content all help your employer feel confident that the investment is worthwhile.
Make it easy
Provide information that your employer can review. Offer to share the course brochure or arrange a call with the provider if they have questions.
Funding options to explore
There may be more funding options than you realise. Many organisations have training budgets that go underused because employees don’t ask. Some have specific funds for leadership development or professional qualifications. Others may be able to use the apprenticeship levy to fund leadership training.
The Women in Leadership: Bridge to Boardroom programme can be funded through the apprenticeship levy, as it maps to the Level 5 Operations Manager Apprenticeship standard. This route runs for 16 months and includes additional off-the-job training requirements, but it means the programme could be fully funded through your employer’s existing levy contributions. If your organisation pays into the apprenticeship levy, this is worth exploring.
If full funding isn’t available, consider whether your employer might contribute part of the cost, or whether flexible payment plans make self-funding more manageable. The programme offers payment plans and a 10% discount for upfront payment.
If you're paying yourself
Not everyone has an employer willing to invest. If you’re funding your own development, that’s a significant commitment, but it’s also a powerful statement about your priorities. Investing in yourself signals that you’re serious about your career progression, and the skills and confidence you build will stay with you wherever you work.
- "From the outset, Learnmore demonstrated a deep understanding of our goals and values, helping us shape a programme that was not only progressive and inclusive, but truly inspiring for all participants. The course combined practical leadership development with powerful personal insight, fostering confidence, collaboration, and real ambition. Feedback from our team has been overwhelmingly positive, and it's clear that this programme has left a lasting impact."
- The Wolseley Hospitality Group
Making your ask
Asking for investment in your development isn’t presumptuous. It’s 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 business case, be specific about what you’re asking for, and be ready to discuss the value the organisation will receive. The worst that can happen is they say no, and even then, you’ve demonstrated initiative and ambition.
Speak to us to discuss how the programme could work for you and your organisation
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