About Us
A leadership accelerator for high-potential women of color and immigrant women
Fix The Broken Rung is a leadership accelerator that helps enterprise companies strengthen the growth of high-potential women of color and immigrant women advancing to VP levels.
Our flagship program, The Capital Model, is built on the CHRO, Mercer, and Shopify accelerate the growth of high-performing Directors and AVPs who face slower advancement and higher attrition rates. Unlike other development programs, we address the structural barriers while improving retention of critical talent.
The Broken Rung is not a confidence issue or a skills gap. It is a systematic approach that identifies weak acceleration strengthens succession pipelines, while improving retention of critical talent.
Our programs are built on organizational development capabilities to deliver enterprise-level results, and organizations ask us for our expertise and trust us to deliver pipeline.
Problem
List 1-3 problems your company observes in the world
High-performing women of color and immigrant women often face slower advancement from mid-senior leadership into the VP level.
This creates higher succession turnover, higher regrettable attrition, and lost enterprise capacity.
Even in mature organizations, this talent gap quietly limits enterprise agility and long-term succession strength.
Solution
A targeted development program that accelerates VP readiness while reducing attrition
Teaches both the universal VP capabilities AND the specific navigation strategies needed when building from outside established networks.
Reduces burnout and improves immediate performance by helping leaders work strategically rather than exhaustively, improving retention of high-potential talent.
Builds deeper succession bench by developing leaders who can handle enterprise-level scope, complexity, and cross-functional leadership when opportunities arise.
How It Works
A proven 7-week cohort-based program
7
Weeks of intensive development
2hrs
Live sessions weekly + on-demand learning
15-20
Leaders per cohort for peer learning
Program Curriculum
Immediate performance improvement in current role + positioned for advancement when opportunities arise
What Makes This Different
Not just another leadership program
The difference: We don't just teach what VPs need to know. We teach how to demonstrate those capabilities when building from outside established networks.
Expected Outcomes
Measurable results for participants and organizations
Immediate Benefits
- Reduced burnout and improved engagement
- Better performance NOW in current role
- More efficient effort allocation
- Strategic relationships initiated
- Clear understanding of VP-level expectations
- Boundaries set around invisible labor
Strategic Outcomes
- Positioned for wider scope and higher accountability
- Improved retention of high-potential talent
- Stronger succession bench depth
- Faster VP conversion when opportunities arise
- More effective cross-functional leadership
- Sustainable operating systems built
Proven Results: Organizations report measurable improvements in retention, engagement scores, and time-to-promotion for program participants. Detailed metrics and case studies available upon request.
Who This Is For
Target participant profile
Career Stage
- Currently Directors or AVPs
- 10-20+ years of professional experience
- Ready for VP-level scope and accountability
- High performers with strong track records
Professional Profile
- Delivering strong results in current role
- Recognized as high-potential talent
- Seeking wider cross-functional impact
- Prepared for enterprise-level leadership
Development Focus
- Building strategic relationships at senior levels
- Developing executive presence and communication
- Learning to navigate organizational politics
- Positioning work for visibility and impact
Representation Gap
- BIPOC women and immigrant women
- Underrepresented at VP level in your organization
- Building professional capital from outside established networks
- Facing structural barriers generic programs don't address
Ideal Cohort Composition
15-20 participants to maximize peer learning and network building
Similar career stages (all Directors/AVPs) to ensure relevant discussion and shared challenges
Diverse functional backgrounds to build cross-organizational relationships and perspectives
Key criteria: High-performing leaders who are ready for VP-level responsibility and would benefit from targeted navigation strategies alongside universal VP development.
Investment & Next Steps
Partner with us to strengthen your VP pipeline
Investment
Per participant for complete 7-week program
Cohort Size
Participants for optimal peer learning
Timeline
Plus 3-month post-program support
What's Included
Next Steps
Discovery Call
Discuss your organization's goals and participant selection
Program Design
Customize curriculum to your organizational context
Launch
Cohort kickoff within 4-6 weeks of contract signing