Flaming Leadership was set up in 2020 in response to the United Nations Sustainable Development Goal to ‘achieve gender equality and empower all women and girls.’
We seek to shift the landscape around gender parity, meaningfully challenge outdated stereotypes and increase the number of women stepping up to lead. We do this by providing dynamic training, bespoke coaching and personalised mentoring.
Flaming Leadership are a team who develop and deliver in-house, online and residential retreat programmes for business, education and social systems. From start to finish we work closely with our clients to identify their needs, ensuring that significant change can be implemented and sustained as we go forwards.
Because the most important thing in our work is Gender Parity, Inclusivity and Diversity, our workshops and coaching is for anyone and everyone. Nobody is excluded.
The work we cover includes:
- Addressing gender dis/parity in language and behaviour
- Creating awareness around unconscious biases and micro-aggressions
- Establishing refreshed and fully-formed narratives
- Turning passive by-standing into assertive communication and positive action
- Handling specific areas for development with courage and clear direction
- Building and maintaining strong and trusting relationships
- Identifying and developing opportunities for the advancement of women in business
- Recognising and normalising the accomplishments of women
- Building supportive networks of all genders to realise successful leadership strategies towards gender parity
- Strengthening communication, resilience and negotiation resources and support
- Advocating self-development into a solution focussed mindset
- Understanding all gender issues around equality, diversity and inclusion
Women's Leadership Retreat in Spain
Meet the Team
Dannie is the Founder of Flaming Leadership. She is a senior training consultant and executive coach who specialises in Communication, Personal Impact, Creativity and Women’s Leadership. Dannie has been designing, developing and delivering training for over 20 years across a wide range of business, educational and charity sectors.
She is also a published author, acting coach, singer/songwriter, actor and award-winning theatre director. Dannie founded Creative Wavelengths, a linguistic and diagnostic tool for Creativity and Innovation in Organisations in 2017, following her acclaimed TEDx talk ‘The Inconvenient Truth for Culture’ in 2015.
Her work brings issues around women’s leadership and the accomplishment of gender parity to the centre of the table, giving people the implementable skills with which to initiate change. She is a regular public speaker and guest panellist on a range of issues around women and the realities that they face at work and in society.
Kemi is a specialist in strategic leadership and impactful speaking work. She has been the President of the Nigerian UK Housing Society for the last 12 years and the driving force behind the successful implementation of high-quality housing management training.
Kemi has also been a powerful board member for both Bromley Racial Equality Council (BREC) and Housing for Women. She has vast experience as a facilitator and speaker at a large number of conferences and is Flaming Leadership’s expert on the intersectionality that Black Women face, and the specific issues they are confronted with in Leadership.
In addition, Kemi is a trained youth worker and an experienced facilitator of community prison projects. She regularly works with Kids Kitchen, whose purpose is to get all sorts of families cooking healthy meals with their children. Kemi’s extensive work as an actor and writer has seen her work recently produced at the Young Vic.
Laura has over 20 years of international consulting experience. She began her career in HR Business Partnering in finance and then worked in telecoms and media before becoming an independent consultant.
She has worked with a range of clients across the public and private and specialises in Diversity and Inclusion, supporting women and people with disabilities to overcome barriers to progression. Laura also works with managers to understand the legal, ethical and business imperatives to challenging problematic behaviours and moving beyond compliance to inclusion.
Laura works comfortably at all levels, facilitating workshops and conversations for Executive Boards, Graduates, Apprentices and front-line workers. She has experience of designing and delivering “positive action” programmes for women and working specifically with female leaders on topics such as assertiveness, communication, emotional intelligence and negotiation skills.
Alyssa is a successful entrepreneur in the IT and Public Sector, having built up a business from scratch up to exiting several years back. She has expertise in a broad range of technology from geospatial through to large Public Sector casework systems and document management. Alyssa is an IT generalist who has done everything tech related from writing low level drivers up to deploying virtualisation environments. She has managed a range of diverse teams using a variety of management techniques including Agile.
Alyssa is a trans woman who experienced her transition in the workplace. She is active within politics and LGBT activism, working as a trustee of a local charity in her home town of Reading. She has also worked with several large bodies on trans and wider LGBT awareness, policies around trans people including transition in the workplace and making workplaces better for LGBT and queer people.
With 25 years of award-winning coaching and leadership experience in both the private and public sectors around the globe, Indra has a passion for working with organizations to effect meaningful, goal-oriented change resulting in high-performing and inclusive team culture. Indra is regularly invited to lead workshops and talks, and continues to shift the focus from process concerns to investments in culture, people, and mindset.
Indra founded Agility for All to move organizations past mechanics to deeper environmental change; creating cultures founded in the definition of agility; being flexible and able to adapt quickly. Every discussion with Indra starts with “What is the problem you are trying to solve?” not by applying the latest buzzword frameworks and methodologies without purpose.
Indra strives to help redefine how people show up and interact through her group coaching programs and consulting, thus producing an environment of higher retention, engagement, and performance. Indra hopes to continue to foster an environment for all voices to be heard and thrive.
For Organisational Change
There are still some brave and honest conversations needed around the real barriers to women’s progression in organisations. These conversations are not just for women, they are for everybody.
Conversations around confidence, micro-aggressions, labelling, impact of language, unconscious biases, and a range of other factors need to be had if we are to manage the potentially difficult change into stronger gender parity.
Issues around childcare and the assumptions that a) it is mainly the woman’s job and b) every woman is a mother (20% are not and 90% of that number not by choice; this issue is incredibly sensitive) are often big barriers to women in leadership.
There are issues around intersectionality that black women, trans women and queer women have to navigate in addition to all of this and so this needs to be better understood and catered for within organisations.
Workshops, Coaching, Training and Facilitated Discussion Groups might also address the following:
- Speaking Up and Taking Your Space
- Building Trust, Rapport and Generating Buy In
- Negotiation Skills
- Pitching and Presenting with Impact
- Identifying Unconscious Biases, Creating Awareness & Changing the Narratives
- Equality, Diversity & Inclusion
- Transitioning in the Work Place
- Mastering Assertive Communications
- Overcoming the Imposter Syndrome
- Handling Conflict, Challenge and Difficult Dynamics
- Planning and Articulating Strategies
- Developing and Maintaining Collaboration and Cohesion in Teams
- Inspiring Creativity and Innovation in Women’s Leadership
- Mastering Organisational Behaviours
- How to Develop Leadership Agility and Resilience
Organisational Change Programmes Start From £2,795 + VAT
For Educational Change
Despite girls outperforming boys in the school system, their achievements don’t translate into leadership positions for females in the workplace.
Girls often feel limited because of gender stereotypes and a lack of women in the higher positions leading them to believe that a leadership position is a challenge rather than a natural progression; they don’t see enough females in positions of authority which discourages them from thinking about taking up these roles as they grow up. Both males and females need to actively support women moving into leadership from their early years if we are to achieve true gender parity.
Confidence is also something which starts to plummet from around age 10 mainly due to girls being more likely to be put down, mocked and belittled, which very quickly leads to self-doubt. Unconscious gender bias and outdated narratives are very much at the root of these behaviours.
When it comes to the curriculum delivery, many girls feel that when they learn about a female role model in school it is rare and presented as an unusual thing and that it is special, rather than normal, for a woman to achieve.
Relationships and behaviours can be very different depending on gender identity too.
Only 22% of female students at mixed-sex schools think their school takes sexism seriously enough. Girls feel that boys cause more low-level disruptions in the classroom and that it’s difficult for girls to stand up for themselves in school, because they often feel that doing so would make conflicts worse, meaning that they often internalise upset. This becomes distracting and detrimental to their wellbeing and performance. It is incredibly important for teachers, particularly female teachers, to challenge inappropriate behaviour by boys. When girls see this in action, it boosts their confidence and willingness to stand up for themselves.
On the whole girls need more encouragement and support to step up and lead. Many schools are now doing a huge amount to encourage girls to study STEM and getting kids to discuss politics, current affairs and suchlike in their lessons. At Flaming Leadership, we would very much like Arts and Culture to be included in this mix, as well as the narratives around dysfunctional women in the creative word being challenged and repositioned.
Integrating training is paramount to the work we do in schools. We work with parents, teachers and students together, championing communication, cohesion and confidence in all of these areas. We use training workshops, forum theatre, creative projects and facilitated discussions as our main pillars for educational work.
Educational Change Programmes Start From £1,995 + VAT
An 8-week self-directed online group programme for women to stand up, step in, speak out and lead the way for better change wherever their strengths belong.
Flaming Leadership was created for every woman around the globe
This is a zero fluff and maximum impact 8-week programme.
Designed for women who don’t want to fit the old ways of doing things, this programme does everything in a new and dynamic way.
- Do you want to know what real leadership looks, sounds and feels like?
- Do you want to be able to step and remain in your power, whatever rears its head?
- Do you want to implement important, solution-focused and innovative ways forward?
We are in an increasingly VUCA world and we need to know how to lead with excellence within it, challenging unhelpful narratives and unconscious biases every step of the way.
You will be expected to show up, be visible and commit 100% to the implementation steps included in this programme.
You will blossom into your full self, blaze using your values and passions and become the beacon in your organisation or mission.
You’ll be fully accountable, you’ll be expected to work hard and you’ll have to work out of your comfort zone with answerability to your allocated partner.