The only thing worse than training your employees and having them leave is not training them and having them stay. – Henry Ford

Even in a storm of uncertainty, I remain an optimist. Top leaders understand that high-performing companies are created by high-performing people, and that tough times can turn up-and-comers into leaders or leaders into laggards The real heroes during economic upheaval are people—individuals who pull together regardless of circumstance to make meaningful progress when it matters most.

At Ceresa, we recognize how important these moments can be for businesses seeking support; our accessible products, services, and pricing allow companies to access the resources they need at critical times like this. We understand what’s on your plate as an employer now more than ever: from harnessing the collective knowledge of 550+ mentors & coaches and on-demand content to providing businesses with dedicated staff ready to help guide your leadership development programs...Ceresa is here for you!

 With gratitude,

Anna Robinson, Founder & CEO

First and foremost, I hope you found moments of profound peace and joy this holiday season, and that you were able to slow down and be present with your loved ones.

At Ceresa, we remain laser-focused on ensuring future leaders represent all of us. To achieve our mission, we make world-class leadership development accessible to everyone – when, where, and how they need it.

We make what was exclusive, inclusive.

At a glance in 2022, we:

• brought Ceresa to 300+ new members and 10+ new companies

• supported 470 mentorships

• provided more than 1500 hours of coaching & mentoring

• earned a customer NPS of 73 and mentor NPS of 76

In the words of a Ceresa employer partner:

Ceresa’s impact over our initial 9 months is remarkable. From the 360 feedback sessions to the leadership series to the weekly video nuggets, Ceresa participants within our organization have actively identified areas of interest, grown their leadership skills, and are becoming stronger visionaries for themselves and their teams. Ceresa has been a powerful tool to better support and advocate for our managers. 

Reflecting on the market, I’m inspired to see leading companies deepen their commitments to equity and inclusion. Recently, Planview CEO Razat Gaurav shared that he is passionate about DEIB because it’s the right thing to do and it creates real business advantage. Setting him apart from the rest, Razat isn’t resting on successes past, he’s determined to keep breaking new ground in creating even greater diversity for us all.

Yet, there is real concern that we might see a step backwards. DEI faces real potential headwinds in 2023 and beyond. Three things to call-out:

Recessionary concerns sparking belt-tightening. Legitimate concern exists that companies will pull back on their people investments. It’s well-documented that underrepresented talent receives less feedback, mentorship, sponsorship, and start to fall behind their white, male peers as early as the first-time manager level. Reductions in talent development spend will disproportionately affect underrepresented talent and put the hard-won progress of recent years at risk.

Employers pulling back flexibility as their leverage grows. The return-to-office debate between employees and employers has been heated—but as employer power grows flexible options are at risk. Flexible work options give caregivers time back when they most need it. Organizations, leaders, and managers who choose to pull back on these policies should not be surprised if caregivers—who are predominantly BIPOC and women—pull back on them.

Political and societal whiplash are also a real risk. The Supreme Court is reviewing Harvard and UNC cases with far-ranging implications on affirmative action programs. The Reykjavík Index for Leadership’s findings highlight a stark generational gap: the younger generation is far less likely to believe in gender leadership equality than older groups. The gains of recent years remain vulnerable.