Dawn Frail: Leadership Recovery Specialist for Women Executives
I help women executives recover credibility, confidence, and leadership effectiveness when the stakes are high.
I have spent over 25 years in leadership development, working with leaders across industries and organizational levels. Through this work, I have observed patterns in how capable women executives face disproportionate scrutiny, where missteps are amplified, and recovery pathways are poorly defined.
Too often, organizations move from recovery to replacement far sooner than necessary. My work now focuses on a different path: stabilizing performance, rebuilding credibility, and restoring leadership effectiveness before outcomes become irreversible.
A structured approach to high-stakes leadership challenges
My approach is pragmatic and highly contextual. I work at the intersection of leadership behaviour, organizational dynamics, and performance risk. I help leaders and organizations navigate situations that cannot be resolved through generic coaching or informal advice.
Leadership recovery is not about motivation or inspiration. It is about clarity, containment, and deliberate capability restoration, handled with discretion and intent.
Why women executives
Women executives often face disproportionate scrutiny, where missteps are amplified, and recovery pathways are poorly defined. In many cases, these leaders are not incapable. They are navigating complex environments, competing expectations, or sustained pressure that quietly undermines effectiveness over time.
I focus on women executives because the organizational cost of losing experienced female leaders is significant. Recovery strengthens both the leader and the system, and retention is often the smarter business decision.
My role is to help organizations intervene thoughtfully and to help women leaders regain traction, credibility, and effectiveness without being sidelined.
How I work with leaders
My approach is pragmatic, direct, and highly contextual. At different moments, that means asking difficult questions, providing direct feedback, teaching specific frameworks, or helping leaders see patterns they cannot see themselves.
I am not a passive listener, nor am I a motivational speaker. I am willing to speak truth to power and challenge thinking when the situation requires it. Leaders who value candor, discretion, and practical progress tend to do well in my work.
How I work
Through The Athena Leadership Recovery System™, I partner with leaders and organizational sponsors to assess what has shifted, identify root causes, and implement a focused recovery plan.
My approach is structured, confidential, outcome-focused, and direct. This work is often sponsored by HR, senior leaders, or boards and is always handled with discretion.
My approach to leadership development
I view leadership development as a shared responsibility. My role is to ensure clarity, relevance, and practical application. The leader’s role is to apply insights consistently in real situations.
In high-stakes environments, structured support and feedback are essential. This ensures progress is visible, risks are managed, and investment decisions are defensible.
Professional foundation
I hold a Master’s degree in Leadership from the University of Guelph and a diploma in Adult Training and Development from the University of Toronto. I also have a Diploma in Computer Programming and Systems from DeVry Institute. My professional practice is grounded in evidence-based frameworks and decades of real-world application.
My certifications include Myers-Briggs Master Practitioner, EQ-i 2.0 & EQ 360, Working Genius, Balanced Scorecard, and Managing Organizational Transitions.
Next steps
If you are navigating a situation where a key woman executive is struggling, or if you are that leader, a confidential conversation can help clarify what has shifted and what options remain.
