There is still no question that we do not have enough women leaders in politics, business, government, education, nonprofits, and other settings and sectors around the globe (Adler, 2015; Goryunova, Scribner, & Madsen, 2017) although hundreds of studies have documented the benefits of having women in top management and leadership positions in any type of organization and in society (Madsen, 2015). In addition, it is clear that gender and other types of diversity are vital in today’s world for groups and organizations to thrive. Hence, a continued focus on developing leadership skills and abilities in women through a host of leadership development efforts and interventions is a critical imperative for organizations and communities today. Yet, researchers have noted that the majority of leadership development programs currently being designed and implemented are not effective, which suggests that simply providing more options is not the best solution (e.g., Bierema, 2017; Boatman & Wellins, 2011).