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Phoenix Rizing: Multi-Generational Women Leading the AI Economy
Enterprises are pouring billions into AI, yet up to 95% of projects still fail to deliver measurable returns because people, workflows and leadership are not ready – MIT report, ending 2025. A 2020 report from the World Bank Group released ahead of International Women’s Day shows that the world could achieve a ‘gender dividend’ of $172 trillion by closing gaps in lifetime labor earnings between women and men. At the same time, women-especially mid and late career-remain underutilized in AI critical and senior roles across the US, UK and Asia.
Phoenix Rizing is Intrinsicana’s flagship AI Leadership Accelerator for multi-generational women, created for Boards, CHROs, CEOs and CFOs who want to turn this systemic underutilization into a strategic growth engine.
The 2026 Talent & AI Problem
The result: organizations face simultaneous talent shortages, stalled AI ROI and fragile leadership pipelines—while a powerful cohort of multi-generational women remains underutilized and underinvested in.
The Critical Challenges
Skills gap and talent shortage
“Around 75% of employers report difficulty filling open roles; 61% of CFOs say talent gaps are a top concern for the next 24 months.”
Why CFOs are concerned:
“Unfilled and mis‑filled roles delay growth initiatives, inflate overtime and contractor spend, and weaken ROI on AI and transformation investments.”
Why CIOs are concerned:
“Digital and AI roadmaps stall because there are not enough people with the skills—or willingness—to adopt and scale new technologies.”
Why CHROs are concerned:
“Chronic skills gaps drive bidding wars for external talent instead of building internal pipelines, increasing recruiting costs and time‑to‑fill for critical roles.”
Disengagement and underemployment
“Disengaged employees cost the global economy an estimated US$8.8–8.9 trillion annually, while only about 21–32% of employees are engaged.”
Why CFOs are concerned – the financial costs:
“Gallup estimates low engagement now equals about 9% of global GDP in lost productivity; at the company level, each disengaged employee can cost up to 30–35% of salary every year.”
Why CIOs are concerned – talent retention and adoption:
“Disengaged employees resist new tools, slow down change programs and are more likely to quit just as they become proficient in critical systems.”
Why CHROs are concerned – acquisition, management, development costs:
“Replacing an experienced employee can cost from 50% to 200% of annual salary, and disengagement damages employer brand, making it harder and more expensive to attract and develop talent.”
Bias, ageism and constrained leadership pipelines
“Women make up about 43–48% of the workforce but hold only ~30% of leadership roles; representation drops to ~29% in the C‑suite and is even lower for older women.”
“Nearly 80% of women report experiencing ageism at work, with both early‑career and older women affected.”
Why CFOs are concerned – lack of mentoring has a financial cost:
“When experienced women leave or stall, organizations lose irreplaceable tacit knowledge, client relationships and mentoring capacity—raising succession risk and the cost of onboarding and ramping new leaders.”
Why CIOs are concerned – lack of depth and expertise transfer:
“AI and digital programs underperform when deep domain experts—often mid‑ and late‑career women—are not involved in design, governance and knowledge transfer.
Why CHROs are concerned – mentoring, learning and leadership development cost:
“Biased pipelines force CHROs to spend more on external hires and remedial leadership programs instead of compounding returns on internal, cross‑generational mentoring and development.”
Why Multi-Generational Women, Now
Emerging demographic and market data reveal a critical window of opportunity to build competitive advantage by addressing the skills and leadership gaps holding women back.
Build AI fluency and leadership from within
- Target women already embedded in your organization—those closest to your customers, operations, and culture.
- Develop cross-generational leadership that strengthens knowledge transfer and organizational resilience.
- Close the GenAI divide by building AI competency and proficiency among high-potential women leaders.
What Phoenix Rizing Delivers
Phoenix Rizing is a mission-oriented flagship under the Intrinsicana Human Performance System, designed as a C suite lever rather than a generic program.
AI Leadership Accelerator
Cohort based journeys that build AI, data and digital literacy for women in critical roles and pipelines, aligned directly to your strategy and technology roadmap.
Cross Generational Leadership & EX
Integrated experiences that connect early career, mid-career and senior women, linking personal purpose with business outcomes to strengthen succession, mentoring and engagement.
Real Work, Real Impact Projects
Participants lead AI and transformation related projects tied to measurable outcomes-such as adoption rates, process improvements, customer metrics or P&L impact-rather than theoretical case studies.
Measurement Architecture
A simple, executive ready scorecard that tracks internal movement into leadership and AI critical roles, engagement and retention shift in target groups, and changes in pilot to production success for AI initiatives.
A Call to Engage the C-Suite
Phoenix Rizing is not just about “empowering women.” It is a deliberate, evidence-informed way for CHROs, CEOs and CIOs in the US, UK and Asia to close structural talent gaps, protect AI investments and build more resilient, inclusive leadership pipelines.
“Phoenix Rizing is not a generic women’s leadership program; it is a C-suite-aligned, AI-era intervention that turns a systemic risk—underutilized multi-generational women—into a strategic growth engine.”
Supporting leadership pipelines across the US, UK and Asia
The Learning Capabilities
We integrate AI x L&L into three areas of focus with increasing importance for organizations in the coming years for growth, innovation and progress:
AI x MGI
The Wisdom Bridge
(Multi-Generational Inclusion) Intelligence has no age. We build AI-driven mentorship loops where Boomers transfer wisdom and Gen Z transfers speed. The result? Organizations that move fast without losing institutional knowledge.
AI x Gen-Z
The Digital Native Engine
Built for the generation born online. We gamify career paths to unlock intrinsic motivation and accelerate skill development at unprecedented rates.
AI x Global
The Borderless Future
Connecting the Global South to the Global North to drive sustainable economic dominance through distributed talent networks.
The "One-Intervention" Strategy
My view of the global workforce is personal. As a first-born, first-generation American of Indian descent, I grew up with a unique vantage point—developing deep Cultural Intelligence by navigating spaces where I was often viewed as the “other.”
We are facing a math problem we can no longer ignore. Recent data shows a staggering deficit in the U.S. technology sector: 1.36 million job openings matched by only 177,000 skilled workers. That is an 87% talent gap.
My mission with Phoenix Rizing is to solve two problems with a single intervention. By prioritizing the upskilling of “ignored” populations, we unlock the $172 Trillion “Gender Dividend” and close the innovation gap.
Quote: “This is the greatest opportunity of our lifetime. We don’t just need more workers; we need a new class of enlightened leaders.”
– Vinay Singh, MBA, Ed.M.
The Greatest Opportunity of our Lifetime
Phoenix Rizing is the brain child of Vinay Singh, who states that “In just over two decades our society has endured three recessions and we have also gone from two-to-four working generations.
As a global society, we’ve dropped the ball in not prioritizing the people reskilling and on-going developmental learning needs – specifically during-and-after the first two recessions. Historically we can also see that organizational culture prioritizes trillions for continuous technical systems upgrading, yet we forget our workforce.
After the recent centennial pandemic year, organizations learned the astronomical costs of inequality and inequity. The fundamental truth: Decades of deprioritizing groups of people costs nations trillions of dollars – every single calendar year.
- Unskilled populations cost organizations trillions in lost ideation, production and innovation.
- Resolving Discriminatory culture could generate enough GDP to resolve national deficits.
- Advancing ignored human populations presents the greatest opportunity in the history of work.
All generations have a desire to learn, develop and have job satisfaction. All generations want to make higher level decisions, feel valued, move up in their careers – not just one generation. When organizations don’t provide this or deny opportunity to learn, grow and move up, employees leave. And when employees don’t feel connected, motivated or passionate, again, they leave.
If there is ever a moment in time to prioritize advancing upskilling in learning and leadership, in both high technology and developmental DEI and Belonging above all, it is this centennial societal disruption.
And, if there is one thing to learn from the global pandemic, it is that antiquated thinking from last century must be reimagined now to advance innovation, motivation and prosperity.
This cannot be overstated
-Vinay Singh, MBA, Ed.M.