Getting leadership development funding from your employer

First, let's address the elephant in the room: do you deserve this funding?

Balancing a senior career with young children is challenging, and you deserve support - you're shaping the future.

Did you know...

  • Employers are 18% less likely to send women on development training than men (CIPD Magazine, 2023).
  • The UK gender pay gap is 13.1% in 2024, exceeding 30% in some organisations (ONS).
  • For women earning over £30,500 (FTE), £4,000 in professional development funding is still less than the average national gender pay gap.

If you belong to a traditionally underrepresented group in leadership - whether you're a woman, a man who took shared parental leave, or any other demographic - remember this when considering asking for funding...

Asking for investment in your career development is a social justice issue.

But: you don't need funding confirmed before starting your application.

GPG - 13.1%

Would you benefit from a quick call?

We can listen to your unique circumstance and advise what has worked before for other Fellows.

Arrange a call with a member of the team

Top Tips for Securing Funding for Leadership Development

Investing in your leadership development can be invaluable for your career, and securing funding for it is often more achievable than you might think. Here are some proven strategies to increase your chances of getting financial support from your organisation:

1. Just Ask – You’re More Likely to Get a Yes Than You Think

Research by Professor Vanessa Bohns at Cornell University shows that people are twice as likely to say yes as we expect. So, don’t let fear of rejection hold you back – just ask!

  • If you receive a no, ask again. Bohns' research also found that those who ask twice are more likely to get a yes the second time around.
  • Interested in learning more about her insights? Listen to our podcast interview with her.

 

2. Ask in Person or Over the Phone First

The way you ask matters. Bohns’ research highlights that asking in person significantly increases your chances of getting a yes, followed by asking over a phone or video call.

  • Email can be effective for follow-up, but make the initial request in person or via a call to maximise your chances.
3. Explore Different Budgets and Decision-Makers

Fellows who successfully secure funding often take a broad approach, asking in different departments and exploring various funding sources. Some options to consider:

  • Learning and Development Budgets – Most organisations have a per person budget for employee growth.
  • Your Line Manager’s Budget – Some managers have discretionary budgets for professional development.
  • Inclusion & Diversity Budgets – Leadership development programmes for underrepresented groups may qualify.
  • Return to Work Budgets – If you’re returning after a career break, funding may be available.
  • End-of-Year Surplus or Overspend – Unused budgets often need to be spent before the financial year ends.
  • New Budget Year Allocations – Ask if your funding request can be included in the upcoming budget.

 

4. Use Your Networks to Find Out Where the Potential Funding Pots for This May Sit
  • Have a friend in the finance team? Ask them for informal advice. We find that people in Finance often have no problem getting Leadership Development Funding because they know where to find it.
  • Ask for advice through informal networks: Ask your manager or your manager's boss for advice of where funding could sit. Ask a colleague who did an external training course.

 

5. Frame Your Request in Terms of Organisational Benefit

When making your case, clearly outline how your leadership development will benefit the organisation. Consider these angles:

  • Skills Growth: Explain how the training will enhance your skills and make you more effective in your role.
  • Business Impact: Highlight how your learning will contribute to key projects or strategic goals.
  • Knowledge Sharing: Offer to share key takeaways with your team or present learnings at a team meeting.
  • Retention & Progression: Position the development as a way to increase engagement and long-term commitment.

 

5. Align Your Request with Organisational Priorities

Companies are more likely to fund initiatives that align with their current priorities. Before asking, research your organisation’s goals:

  • Does the company have a focus on leadership development?
  • Is diversity, equity, and inclusion a strategic priority?
  • Are there ongoing initiatives around workforce development and retention?

 

6. Consider Co-Funding or Split Payments

If full funding isn’t available, propose alternative arrangements:

  • Part-Funding: Your employer covers a percentage, and you contribute the rest.
  • Payment Plans: Some programmes offer instalments, making it easier for budget approval.
  • Departmental Split: Costs could be shared across multiple teams if your role spans different areas.

 

7. Use Testimonials and Case Studies

If other employees have successfully secured funding for similar programmes, use their experiences as case studies. Demonstrating that others have been funded can increase your chances of approval.

8. Be Persistent and Follow Up

If you don’t get an immediate yes, follow up with additional information or a revised proposal. Timing can be everything – if the budget isn’t available now, it may be in a few months. If it would be a helpful to your organisation to receive an invoice in 3 months rather than today, we can explore this.

By being strategic and persistent, you can significantly increase your chances of securing funding for your leadership development. Remember, the key is to ask – and then ask again if necessary!

Apply Now for the CROSS SECTOR FELLOWSHIP

Tailored for Senior Managers, Senior Specialists, and Directors.

Apply Now for the Cross Sector Fellowship

Apply Now for the SENIOR DIRECTORS FELLOWSHIP

Designed for Senior Directors, Executive Directors, and CEOs.

Apply Now for the Senior Directors Fellowship

Apply Now for the NHS FELLOWSHIP

Tailored for ambitious NHS leaders with children.

Apply Now for the NHS Fellowship

Apply Now for the FUTURE LEADERS PLUS FELLOWSHIP

Designed for ambitious parents not yet in leadership roles

Apply Now for the Future Leaders Plus Fellowship

How our social enterprise can help:

  • We can have a call with you to hear about your unique circumstances and advise what worked before in organisations like yours organisation. Book a call or email hayley.alderman@leadersplus.org.
  • We are happy to have a meeting with your organisation. Please email hayley.alderman@leadersplus.org if you would like to arrange this or complete this short form. We have partnerships with organisations from the Salvation Army to HSBC to the Royal College of Emergency Medicine and are experienced at explaining what we do.
  • We have created an email template based on what worked for other Fellows (see above)
  • Invoicing help:
    • If helpful and practical, the invoice can be split between departments or two budget year ends, or even moved to the next budget year or brought forward to this budget year.

Suggested Email Template

Dear [Recipient's Name],

Great to chat just now.

As mentioned, I am thrilled to share that I’ve been invited to apply for the prestigious Leaders Plus Fellowship—a nine-month programme designed to retain and advance working parents, tackling root causes of the gender pay gap and enhancing talent retention. With a 95% retention and 60% promotion rate among participants, the impact is clear.

In return, our organisation will benefit from:

  1. A badge to showcase our commitment to supporting working parents.
  2. Internal “Lunch and Learn” sessions for working parents, run by me.
  3. Access for up to 15 colleagues to exclusive webinars on topics like parental leave and career progression.
  4. Invitations to senior leader roundtable discussions on best practices in retaining and supporting working parents.

This Fellowship will enable me to:

  1. Enable me to act as an engaged and motivated role model for other working parents
  2. Develop strategies for effective work-life balance whilst performing at a high level.
  3. Network with professionals across sectors, bringing valuable insights about best practice to support working parents back to our team.

Support from our organisation would demonstrate our dedication to addressing the gender pay gap and nurturing talent. I truly believe this opportunity will enhance my long-term career development and positively impact our workplace.

More than 50 employers, including HSBC, BT, and the Department for Environment, Food & Rural Affairs, have already supported their employees in joining this Fellowship.

Given our company’s commitment to [diversity, equity, inclusion/talent development/employee wellbeing], I kindly request financial support to cover the programme fee of [£X plus VAT].

Would you be able to support me in accessing this opportunity? I’d be happy to discuss further or provide additional details.

Could you let me know by [X date] whether you could support and fund this so I have time to get my application in ahead of the deadline? 

[You may wish to copy Hayley from our team in]. Hayley Alderman, copied in,  Hayley.Alderman@leadersplus.org  (Partnerships Development Officer at Leaders Plus) will be happy to answer any questions and have a call with you if that would be helpful.

Thank you very much for considering my request.

Best regards,

But What If They Say No?

If they say they are unable to support:

  • Ask for advice on where else you could go looking for budget within the organisation
  • Explain how you will use the learning to improve the organisation (see template email)
  • If they say they already have a women's leadership programme, say this is unique - this is focused specifically on career progression of working parents who face a unique barrier

Feel free to reach out to Hayley, Hayley.Alderman@leadersplus.org, who has helped lots of Fellows get funding. Hayley will also be happy to have a meeting with your HR Director if that is what you need.

  • Remember that you deserve this funding, especially if you identify within a demographic that is traditionally underrepresented at a leadership level.
  • Know that it sometimes takes more than one ask. Instead of accepting "no" straight away, ask what you could do to turn that into a yes - you might be surprised that it was a "maybe, if"!

At least 50% of Fellows will not get the funding from the official training and development budget but from a random budget that their line manager or exec director has stacked away.

Remember: it is still possible to submit your application without confirmation of funding.

Apply Now for the CROSS SECTOR FELLOWSHIP

Tailored for Senior Managers, Senior Specialists, and Directors.

Apply Now for the Cross Sector Fellowship

Apply Now for the SENIOR DIRECTORS FELLOWSHIP

Designed for Senior Directors, Executive Directors, and CEOs.

Apply Now for the Senior Directors Fellowship

Apply Now for the NHS FELLOWSHIP

Tailored for ambitious NHS leaders with children.

Apply Now for the NHS Fellowship

Apply Now for the FUTURE LEADERS PLUS FELLOWSHIP

Designed for ambitious parents not yet in leadership roles

Apply Now for the Future Leaders Plus Fellowship