You already see it. The comment that lands differently when a woman says it. The “great idea” that only counts once a man repeats it. The meeting where you’re the only one who names what just happened — again.
PowHer Circles is an 8-week group coaching program for women who are done carrying that alone. Over eight 90-minute sessions, in a cohort of no more than 10, you’ll move from seeing the bias to having a working set of tools for interrupting it — at work, in the rooms where it actually costs you — without setting yourself on fire in the process.
Gender inequality is a system problem, not a personal one. But most of us are left to handle it personally: to notice it, name it, absorb it, and decide in real time whether it’s worth the energy to say something. That’s the work PowHer Circles is built for.
The first half of the program makes the system visible — how bias shows up as “common sense,” how privilege and disadvantage accumulate beyond individual effort, and the specific, repeatable patterns that quietly hold women back. The second half hands you the frameworks: concrete, tested ways to interrupt bias, reclaim a sidelined point, and decide when to engage, when to hand it off, and when to let it go without guilt.
You leave with more than tools. You leave with a peer backing group of 6–10 women who already know your story and don’t need it explained — the people you can text before the hard meeting and debrief with after.
Cohorts are small and application-based. Sessions run on a fixed schedule set before enrollment, so you commit to the time before you join.
Sign up below to join the waitlist for the next cohort.
From dissmissed to undeniable
The 8 Weeks at a Glance
Week 1 — Where Do You Stand? Name what you’re actually carrying. A values-clarification session on gender bias, internalized sexism, and the difference between hostile and benevolent sexism — including the versions that feel like “common sense” even to people committed to equality.
Week 2 — The Intersectional Map Unearned advantage, and what it costs to live without it. Through the “Privilege for Sale” exercise, we make an invisible system briefly visible and get honest about how identities combine to raise or lower the cost of moving through the world.
Week 3 — Recognizing Bias in Action The four patterns that show up over and over: Prove It Again, the Tightrope, the Maternal Wall, and the Tug of War. How well-intentioned comments create real barriers to women’s advancement — and how to move from “gut feeling” to naming the pattern out loud.
Week 4 — Mapping Power The Power Walk. Experience how privilege and disadvantage accumulate over a lifetime, why power operates beyond individual effort, and how that connects directly to workplace bias. Systems, not individuals. Visibility, not blame.
Week 5 — From Awareness to Action: Decide, Then Interrupt The pivot. The Three-Question Triage for deciding whether to engage, hand it off, or let it go — without guilt — plus four foundational ways to interrupt bias in the moment: Naming What You Notice, Clarifying Questions, the “I” Statement, and Strategic Silence.
Week 6 — Communication Frameworks, Part I Two frameworks for when the conversation isn’t working in your favor: OTFD (Observe, Think, Feel, Desire) to name what’s happening without blame or vagueness, and the Callback with Advancement to reclaim a point that got sidelined — without creating conflict. Practiced on real scenarios, with peer feedback.
Week 7 — Communication Frameworks, Part II Three more: the Direct Ask and Handoff for clean answers and closed loops, Stay Curious / Stay Grounded for redirecting dismissal without going on the defensive, and the Named Cost Conversation for putting invisible labor on the table and proposing a professional path forward.
Week 8 — Integration & Sustaining the Work Build your personal deployment plan: which frameworks, in which two or three contexts, starting now. Adopt at least one self-care practice designed to protect your capacity for the long haul. Then close the cohort with intention — and formalize the peer backing group that continues after the program ends.