It's Time To Stop Paying for Your Own Development
What's in this article:
Why women pay for their own development (and why that needs to stop)
Why this is a business investment, not a personal expense
How to make the ask successfully
A copy/paste template you can send this week
What to do if they say no
When you invest in your professional development, who pays for it?
If the answer is "me", buckle up buttercup because we need to talk.
Because I see this constantly. Senior women spending thousands of pounds of their own money on coaching, programmes, courses.
Meanwhile, their company has an L&D budget sitting there, often underutilised, specifically designed for this, and you’re spending it doing another set of compulsory compliance training wondering what the point is.
So why aren't you using it?
The problem isn't the budget. It's the ask.
Women often don't ask. We wait to be offered. We don't want to be a burden. We don't want to seem entitled or demanding. We wait for someone to notice that we need it or want it, rather than putting our hands up.
We convince ourselves it's easier to just pay for it ourselves than have the awkward conversation.
Feel seen yet?
Here's what that actually is: it’s the same conditioning that keeps you quiet in meetings, makes you over-deliver to prove your worth, and has you second-guessing whether you're "ready" for the promotion you're already doing the work for.
And if you're working with me, that's exactly the pattern we're breaking.
This is a business investment, not a personal expense
Your development isn't a nice-to-have. It isn’t a luxury. It isn’t something to put off until someone notices.
It's a strategic investment in talent.Here's what £1,200 gets them:
A senior woman who's more confident, visible, and effective in her leadership
Someone who's not burning out or quietly planning her exit
A leader who's ready for the next level (and they don't have to recruit externally for it)
Here's what it costs them if they don't invest:
Recruitment fees (typically 20-30% of salary for a senior hire)
Onboarding time (6-12 months to get someone fully effective)
Lost knowledge and relationships
The signal it sends to other women in the business
£1,200 is nothing compared to that.
And for you? Asking for this investment is part of the work. It's advocating for yourself. It's being visible about what you need to grow. It's demonstrating you're serious about your development and ready for more responsibility.
If you can't ask for £1,200, how are you going to ask for the promotion?
Don’t worry, I’m here to make it easy for you.
How to make the ask
First, figure out who you're asking. That's either:
Your direct manager (if they have budget authority or can advocate up)
Your HR/L&D team (if there's a formal development budget process)
You'll know better than me who the right person is in your organisation.
Second, make it easy for them to say yes. That means being clear about:
What you want to do
Why it matters to you
Why it matters to the business
What the investment is
What the return is
I've written a template below that you can copy, adapt, and send. Adjust the language so it sounds like you. Add context that's specific to your role or situation. But use this as your starting point.
The Template
Subject: Request for Professional Development Funding
Hi [Name],
I’d like to discuss a professional development opportunity, and explore whether the company would be able to support this as part of my growth plan.
I've been looking at The Power Code, a 12-week leadership programme designed specifically for senior women in [industry/function] looking to move up to the next level. It's a group programme (max 10 participants) that combines coaching, peer support, and practical tools to strengthen leadership presence, strategic visibility, and performance under pressure.
Why I want to do this: [Add your reason - e.g., I'm looking to strengthen my leadership impact as I step into more senior visibility / I want to develop the skills that will prepare me for the next level / I've identified visibility and executive presence as areas I want to focus on this year]
Why this would benefit the business: This programme addresses the specific challenges senior women face in leadership, particularly around visibility, confidence, and sustainable performance. The result is stronger leadership capability, improved retention, and a clearer pipeline for senior roles.
90% of participants are promoted within 6 months of completing the programme.
The investment: The programme is £1,200 for 12 weeks, starting in February.
Next steps: I'd appreciate the opportunity to discuss this with you, either as part of my development plan or through our L&D budget. Happy to provide more information if helpful.
You can find full details here.
Thanks for considering this.
[Your name]
What if they say the budget's been allocated?
Ask when the next planning cycle is. Get it in the diary for Q2 or next financial year. Or ask if there's discretionary budget, emergency funds, or team-level development allowances.
If the formal L&D budget is genuinely locked, your manager might have discretionary spend. Or there might be budget at department level. Don't assume the first "no" is the final answer.
What if they just say no?
Then you've learned something valuable about how much they're willing to invest in your growth. And you get to decide what to do with that information.
But the reality is: most of the time, they won't say no. Most of the time, the reason women don't get funding is because they never ask.
So ask.
Copy the template. Adjust it. Send it this week.
The Power Code starts in February. Two weeks to make the ask and get approval.
And if you want to talk through your specific situation or how to approach this conversation, drop me a DM. I'm happy to help