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What Real Impact Looks Like: Springboard’s Redeveloped Programme Pilot
Learning from Springboard’s 2025 Open Programme Pilot
International Women’s Day and Women’s History Month are moments to pause and reflect – not just on how far women have come, but on what genuinely helps women progress today.
Across organisations, there is growing recognition that meaningful development isn’t created through one-off initiatives or statements of intent, but through experiences that help women build confidence, clarity and momentum in ways that last.
It was with this mindset that Springboard Consultancy redeveloped its Women’s Development Programme – not to replace something that had already supported hundreds of thousands of women, but to build on its legacy by responding to lived experience, emerging challenges and the realities of women’s lives today.
Ahead of the programme’s full launch in January 2026, a September 2025 open cohort provided an opportunity to pilot the redeveloped programme in full and capture honest, thoughtful feedback on what participants experienced, what shifted for them, and where impact was already being felt.
What emerged was a powerful picture of change – grounded in both data and lived experience.
Confidence That Is Grounded, Not Performative
One of the clearest outcomes from the pilot cohort was a shift in confidence – not as bravado or visibility, but as clarity, self-belief and authenticity, qualities often cited during International Women’s Day as critical to sustained progress at work.
Following the programme:
- 90% of participants reported increased confidence in themselves and their abilities
- 87% reported greater awareness of their strengths and value
Participants described this confidence as something they recognised rather than something they had to force.
“My employer now have a person who is a lot more sure of who they are, more confident and inquisitive.”
Remi Binks, Registered Building Inspector, NHBC
“I will be more confident when returning to work. For example I feel now have better communication skills to speak up in meetings.”
Jenna Jones, Directorate Support Officer, Intellectual Property Office
Rather than encouraging women to “be more confident”, the programme created space for reflection, recognition and self-understanding, allowing confidence to grow in a way that felt sustainable and real.
Taking Control, Setting Direction and Speaking Up
A core theme of the redeveloped programme is intentionality, helping participants focus their energy on what they can influence, define success on their own terms, and act with purpose.
The evaluation data reflects this clearly:
- 93% of participants reported greater clarity about their goals and direction
- 90% felt better equipped to take control of areas within their influence
- 87% felt more confident communicating their needs and viewpoints
For many, this translated into a greater willingness to advocate for themselves at work.
“I am more willing to speak about my accomplishments, I just feel more confident at work and in myself.”
Reina Reeves, General Manager, Lords Builders Merchants
These shifts matter not just for individuals, but for organisations seeking more visible, confident and engaged contributors.
Wellbeing, Resilience and the Reality of Women’s Lives
The pilot cohort also highlighted the importance of addressing wellbeing and resilience in a way that reflects women’s lived realities including mental load, competing demands and life stages.
These themes consistently surface during Women’s History Month, reflecting how women’s development has evolved, from fitting into systems, to being supported within them.
Post-programme:
- 88% of participants reported improved resilience
- 85% reported a stronger ability to manage wellbeing and energy
- 90% felt better equipped to manage competing priorities
Participants described how this translated into more sustainable performance at work.
“More resilience will result in more effective performance. I have greater awareness of strengths and limitations to build upon my skill set. I feel we all have greater self-confidence juggling all the demands that women face will help with ‘mental load’. We are just as capable as our male counterparts.”
Sarah Collins, HR Business Partner, Avon Fire and Rescue Service
Rather than treating wellbeing as a standalone topic, the programme weaves it throughout as a golden thread recognising that resilience, boundaries and self-prioritisation underpin long-term success.
Organisational Impact, Felt Through People
While Springboard centres women’s experience, participants were clear about the organisational impact of their development.
Following the programme:
- 92% reported feeling more engaged and motivated at work
- 90% felt better able to contribute positively to their organisation
- 88% felt clearer about the impact they can have in their role
“I’m a happier, more confident employee who has the tools to help me grow professionally and personally as a woman.”
Rachel Vince, Business Support & Improvement Process Specialist, NHBC
These outcomes reinforce a consistent message: when women are supported through holistic, relevant development, organisations benefit through stronger engagement, retention and contribution.
Designed for Lasting Impact
One of the strongest indicators of success from the pilot cohort was participants’ confidence that the learning would endure.
- 95% agreed the programme gave them tools they would continue to use
- 93% felt the learning was relevant to both their work and personal lives
This long-term focus is explored further in our exclusive interview with Kirsty Lancaster, Springboard’s EDI Training Programme Manager, who led the programme’s redevelopment.
Why This Matters
The September 2025 pilot cohort did more than validate Springboard’s redevelopment – it demonstrated its relevance, resonance and real-world impact.
Not through claims, but through evidence. Not through theory, but through lived experience.
As Springboard continues to offer both in-house and open Women’s Development Programmes, the insights from the 2025 pilot cohort provide reassurance for individuals and organisations alike: this is development that respects women’s experiences, supports real growth and delivers impact that extends well beyond the programme itself.
For those marking International Women’s Day or Women’s History Month by investing in meaningful development, whether for themselves or their people, these findings offer a clear, evidence-based starting point.
