Exceptional Women Awardees
We change lives - one at a time - by selecting and mentoring mid career exceptional women.
Programs and results
What we aim to solve
What is the problem? 1. Women's participationin the workforce dwindles during the mid-career stage, from 46% at entry level to a mere 29% by the time they reach VP status,a 17% decrease. 93% of highly qualified women who leave want to return to their careers, but find it difficult to do so. 2. When women aspire to the highest level of the organization the pyramid of candidates reduces significantly - many women drop out as there are few peers to turn to for advice and counsel- we enable high level women to rise to reach their full potential as well as their aspirations including moving into portfolio careers to serve on boards of directors 3. Women in their upper career stage often face conflicting challenges of career progression along with family growth and concerns - and are unaware of the many strategies available to enable them to succeed in both arenas
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
One Year Mentoring Program
Using the proprietary M..E.N.T.O.R. process created by Larraine Segil as a result of decades as a guru in the arena of Strategic Alliance Relationship Management, the EWA takes part in an intensive year long mentoring program. At the end of that year, she will join the Alums and pay it forward to future EWA.
Annual Ongoing Exceptional Women Awardees (EWA) Alumnae Program
Ongoing Alumnae from the Exceptional Women Awardee Graduates -hold meetings quarterly/annually and pay it forward to those in each Exceptional Women Awardee Program.
Where we work
External reviews
Videos
Our results
How does this organization measure their results? It's a hard question but an important one.
Evaluation documents
Download evaluation reportsMentee's ability to handle job challenges
This metric is no longer tracked.Totals By Year
Population(s) Served
Women
Related Program
Annual Ongoing Exceptional Women Awardees (EWA) Alumnae Program
Type of Metric
Outcome - describing the effects on people or issues
Direction of Success
Increasing
Context Notes
The EWAs share job challenges with mentors and group and receive advice through the ME.N.T.O.R. tool on how to manage them holistically with skills such as Conflict Resolution
Mentee's ability to handle personal challenges
This metric is no longer tracked.Totals By Year
Population(s) Served
Women
Related Program
Annual Ongoing Exceptional Women Awardees (EWA) Alumnae Program
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Context Notes
The EWA shares personal challenges with mentors & group & receives advice through the ME.N.T.O.R. tool on how to manage them with skill. Skills include Conflict Resolution & Difficult Conversations
Mentee's mapping of work and life objectives and prioritization of those goals
This metric is no longer tracked.Totals By Year
Population(s) Served
Women
Related Program
Annual Ongoing Exceptional Women Awardees (EWA) Alumnae Program
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Context Notes
Part of the M.E.N.T.O.R program involves stakeholder analysis, assessment and prioritization. Mentees will be evaluated on their implementation of these processes with a quantitative scoring.
Mentees sense of urgency for change
This metric is no longer tracked.Totals By Year
Population(s) Served
Women
Related Program
Annual Ongoing Exceptional Women Awardees (EWA) Alumnae Program
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Context Notes
Part of the M.E.N.T.O.R program involves lack of procrastination. Mentees will be evaluated on their implementation of these processes with a quantitative scoring in a timely fashion.
Mentees positive outlook
This metric is no longer tracked.Totals By Year
Population(s) Served
Women
Related Program
Annual Ongoing Exceptional Women Awardees (EWA) Alumnae Program
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Context Notes
Part of the M.E.N.T.O.R program involves the development of a positive outlook, self-talk and confidence building. Mentees will be evaluated on these processes with a quantitative scoring.
Mentees will be evaluated on their capture and implementation plans for opportunities
This metric is no longer tracked.Totals By Year
Population(s) Served
Women
Related Program
Annual Ongoing Exceptional Women Awardees (EWA) Alumnae Program
Type of Metric
Outcome - describing the effects on people or issues
Direction of Success
Increasing
Context Notes
Part of the M.E.N.T.O.R program involves opportunity identification and capture. Mentees will be evaluated on their implementation of these processes with a quantitative scoring.
Mentees will be evaluated on their entire program performance in their final review - taking into account all metrics.
This metric is no longer tracked.Totals By Year
Population(s) Served
Women
Related Program
Annual Ongoing Exceptional Women Awardees (EWA) Alumnae Program
Type of Metric
Outcome - describing the effects on people or issues
Direction of Success
Increasing
Context Notes
At the end of the one year program, Mentees will be evaluated and reviewed on their implementation of the entire M.E.N.T.O.R. program with a final quantitative scoring. Those who pass become alums.
Goals & Strategy
Learn about the organization's key goals, strategies, capabilities, and progress.
Charting impact
Four powerful questions that require reflection about what really matters - results.
What is the organization aiming to accomplish?
What is our story?
Once upon a time, a serial entrepreneur and immigrant to the USA, Larraine Segil decided to take her decadesof experienceand pay it forward to future generations of women who had some of her same challenges of 'being exceptional but different'. Her goal was to guide and connect them. She endowed the educational institutions that educated her and selected mid to upper career Exceptional Women Who Walked the Road Less Traveled from those places annually. They called themselves theLarraine Segil Scholars orLSS.These women learned from Larraine how to guide, connect and mentor each other and yearned to pay this knowledge forward to others while progressing in their own careers. That is why this public foundation was created.
Now the candidates have expanded far beyond the original Larraine Segil Scholars. They are now EWAs who are senior and often at the C level or on boards, are connected with an EWA annually to mentor and guide. The EWA not only benefits in her own career, but she also learns how to use the EWA proprietary mentor process, and joins the Alumnae group to pass her knowledge onto those who follow. EWA's who have completed the program, themselves become mentors of the new EWA's coming in. The ladder of success for our womenis always moving in both directions - reaching up and reaching down. Wechange lives - oneat a time - by selecting and mentoring upper career exceptional women.
What are the organization's key strategies for making this happen?
The Board and Admissions Committee of the EWA annually selects exceptional women who walk the road less traveled who meet the criteria for the award of a year of workshops, education and holistic mentoring to enable them to improve their career and life success and be welcomed into an every expanding network of rising women leaders. As each cohort of Awardees completes their year, they join the Alumnae group which is a lifelong commitment to mentor others that come after them. The EWA alumnae, having gone through the program themselves, have a deep understanding of its benefits as generation after generation, EWA pay it forward to the EWA sisterhood. The Montors are trained and certified and also share best practices and collaborate on mentoring approaches throughout the year.
Larraine Segil has an extensive sisterhood and credibility and makes that available to these very special chosen women. By example, this leads the other women in the sisterhood to do the same for each other The Criteria for Awardee Selection are women who:
1. Exceptional Women
2. Who walk the road less traveled
3. Have integrity
4. Are willing to be mentored and to mentor others in her group
5. Are willing to join the EWA Alumnae group for a lifelong commitment to mentor others in future generations of EWA
The Admissions interview then evaluates candidates for our values:
Trust and Kindness
Spirit of Generosity
Generosity of Spirit
Willing to share her expertise
Willing to pay it forward to mentor other peers
Lives a life of Gratitude
What are the organization's capabilities for doing this?
The EWAs join an elite group of exceptional women who walk the road less traveled and will be mentored by leaders in the world of work, enabling them to increase their personal and professional success and fulfillment as well as pass it on to future generations. The program includes retreats, workshops, panels andone on one executive coaching and mentoring. The Mentors are trained and certified as Mentors by the organization and evaluated by the Board and Supervisory Mentoring committee regarding every EWA that they mentor.
5 cohorts of 8 accepted women annually who meet for 3 weekends each cohort as well as calls every two weeks and meetings with their mentors every two weeks for the first year. As alumnae they will meet in person one weekend a year and every year, during the program and after, all EWAs will meet at the annual two day retreat. Programming consists of panels and workshops every second Wednesday of the month throughout the year as well as extra programming as desired.
The Mentor Liaisons who are best fitted to mentor the EWA as decided by the Board of the Foundation will mentor her throughout the program including one on one twice- monthly calls (more as needed) with Larraine Segil as part of a Supervising Mentor Committee during her lifetime.Present EWA industries include: Health Care Management, Food Manufacturing and Distribution, Digital Technology in Entertainment, Mobile and General Technology, General Manufacturing, Biotech, Human Genomics and Pharmaceuticals, Online Education, Cosmetics and Consumer Products Manufacturing and Distribution, Medicine - Obstetrics and Gynecology, Critical Care Medicine, Family Medicine, Global Medicine, Medical Anthropology, Public and Community Health -Human Resources, Law- Entertainment, Construction, Employment, Litigation, Insurance -Travel and Hospitality, Finance, Consulting, Auto Insurance, CyberSecurity, Accounting, Banking and more
We ask all new EWAs to support our mission. $20,000 is the suggested target for the first year give/get donation, but not a requirement for admission into the program. That donation is tax deductible as we are a 501c3. The first weekend costs are partially subsidized by EWA and Larraine Segil but we do ask for $750 from you to set against them. This is not deductible as the candidate will be receiving services.
An added event that EWA holds outside of Cohort meetings in the first year, is the Annual Retreat which is an added expense. Attendance is mandatory.
What have they accomplished so far and what's next?
As of 2023, there are 14 Larraine Segil Scholars (LSS), 110 EWAs all mentored with the EWA approach and from multiple industries including: Health Care Management, Food Manufacturing and Distribution, Digital Technology in Entertainment, Mobile and General Technology, General Manufacturing, Biotech, Human Genomics and Pharmaceuticals, Online Education, Cosmetics and Consumer Products Manufacturing and Distribution, Medicine - Obstetrics and Gynecology, Critical Care Medicine, Family Medicine, Global Medicine, Medical Anthropology, Public and Community Health -Human Resources, Law- Entertainment, Construction, Employment, Litigation, Insurance -Travel and Hospitality, Finance, Consulting, Auto Insurance, CyberSecurity, Accounting, Banking and more. They join Larraine Segil in the M.E.N.T.O.R. process along with leaders from her global network.
Members of the EWA Advisory Board are part of the sisterhood of leaders that this group is introduced to and learns from.
The first cohort of EWAs graduates in June 2019 in January 2024 we will admit Cohort 17. Admitted candidates are carefully screened and reviewed and interviewed by an Admissions Committee and members of the Board of Directors of EWA, and matched with Mentor liaisons . EWA accepts between 8 candidates per cohort, with 5 cohorts a year.
Recent EWA Successes 2019-2024 See uploaded 2023 Impact Report
How we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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How is your organization using feedback from the people you serve?
To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals
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Which of the following feedback practices does your organization routinely carry out?
We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We share the feedback we received with the people we serve, We tell the people who gave us feedback how we acted on their feedback, We ask the people who gave us feedback how well they think we responded
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What challenges does the organization face when collecting feedback?
We don't have any major challenges to collecting feedback
Financials
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Operations
The people, governance practices, and partners that make the organization tick.
Connect with nonprofit leaders
SubscribeBuild relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.
- Analyze a variety of pre-calculated financial metrics
- Access beautifully interactive analysis and comparison tools
- Compare nonprofit financials to similar organizations
Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.
Connect with nonprofit leaders
SubscribeBuild relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.
- Analyze a variety of pre-calculated financial metrics
- Access beautifully interactive analysis and comparison tools
- Compare nonprofit financials to similar organizations
Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.
Exceptional Women Awardees
Board of directorsas of 01/18/2024
Larraine Segil
Little Farm Company
Term: 2017 -
Larraine Segil
Little Farm Company
Voviette Morgan
LA28
Victoria Lynden
Alliance Strategies
Lauren Howard
Air Tower
Joanna Massey
Joanna Massey Inc
Ena Hull
Ventana Partners
Amy Hanlon Rodemich
Nokia
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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Board orientation and education
Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes -
CEO oversight
Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes -
Ethics and transparency
Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes -
Board composition
Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes -
Board performance
Has the board conducted a formal, written self-assessment of its performance within the past three years? Yes
Organizational demographics
Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.
Leadership
The organization's leader identifies as:
Race & ethnicity
Gender identity
Transgender Identity
Sexual orientation
Disability
Equity strategies
Last updated: 05/27/2022GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more
- We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
- We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.