Year-End Reflection: What Changed, What Didn’t, and What Needs to in 2026

About the Session

The end of the year is a natural point for leaders to pause, review, and recalibrate.

In aviation, aerospace, and other high-pressure industries, it’s easy to focus solely on immediate priorities—project deadlines, quarterly results, budget closeouts—while overlooking the bigger picture: What progress did we make toward building the kind of culture and leadership pipeline we want for the future?

This month’s Elevate Executive Exchange will offer space for candid reflection and forward-looking strategy. Together, we’ll assess the year’s progress on advancing women and underrepresented talent into leadership, identify where change stalled, and set the stage for bolder action in 2026.

Who Should Attend

• Executive and senior leaders ready to take stock of the year’s leadership and culture outcomes

• HR, talent, and leaders seeking to measure impact and plan for the year ahead

• Decision-makers committed to turning reflection into measurable action

What We’ll Explore

• Reviewing 2025: Wins, lessons learned, and missed opportunities

• Understanding where leadership equity advanced—and where it didn’t

• Identifying cultural or systemic barriers that persist

Why It Matters

Without reflection, progress is left to chance. Leaders who take time to assess and adjust are far more likely to build resilient, inclusive organizations that adapt to changing markets and workforce expectations.

A strong start to 2026 begins with a clear-eyed look at 2025.

What to Expect

• Peer-to-peer discussion on successes and challenges

• Frameworks for evaluating leadership equity and culture progress

• Research-backed insights on goal-setting for inclusive leadership

• A supportive, confidential space for honest assessment and shared accountability

Space is intentionally limited to ensure open, candid discussion.