Breaking boundaries: Tina Černič on leadership training, mentorship and scaling catalyst technology with the EIC Women Leadership Programme
- ›Tina Černič, a process development engineer at ReCatalyst, completed the EIC Women Leadership Programme 5th cohort between April and June 2024 and reports improved leadership skills and confidence.
- ›ReCatalyst is an EIC Transition beneficiary working on next generation platinum-alloy catalysts for hydrogen fuel cells as part of the ENABLER project.
- ›Tina credits mentorship, intention setting and peer networks from the programme for helping her navigate the shift from academia to a fast-scaling start-up environment.
- ›The EIC Women Leadership Programme is part of the EIC Business Acceleration Services and focuses on training, mentoring and networking rather than direct funding.
- ›While participants report personal benefits, programme outcomes are mostly self-reported and the larger structural barriers for women in deep tech remain.
Breaking boundaries and building leadership: Tina Černič’s experience with the EIC Women Leadership Programme
The European Innovation Council’s Women Leadership Programme aims to strengthen leadership skills among female researchers and entrepreneurs in Europe. Tina Černič, a process development engineer at ReCatalyst and beneficiary of an EIC Transition grant, joined the programme’s 5th cohort from April to June 2024. Her account highlights practical benefits such as improved communication, conflict resolution and team management while also illustrating persistent limitations in how training programmes address systemic barriers for women in deep tech.
From lab to production: Tina’s role at ReCatalyst
Tina works in process development in ReCatalyst’s research and development team. ReCatalyst is a small, fast-moving start-up focused on producing platinum-alloy catalysts for hydrogen fuel cells. The company secured an EIC Transition grant for its ENABLER project which targets affordable and efficient use of precious metals in fuel cell catalysts. Tina says her role requires technical precision, rapid adaptation and increasing leadership as the company scales toward commercialisation.
Why Tina applied and what she gained
Tina learned about the programme through a colleague and applied despite limited prior engagement with European innovation initiatives. She cited a desire to challenge herself and to gain skills beyond the purely technical. Her main takeaways were improved self-awareness, better prioritisation of attention and energy, and practical techniques for communication and team management. Tina singled out monthly mentoring and a session on intention setting as particularly influential.
Beyond skills, Tina emphasised the programme’s role in connecting her to a wider community of female leaders. Networking events introduced her to women with diverse career paths and exposed her to possible non-linear trajectories for someone with a technical background. She described the mentorship relationship as a turning point because it provided regular, practical input on immediate problems and career planning.
The EIC Women Leadership Programme in practice
The EIC Women Leadership Programme is offered through the EIC Business Acceleration Services and the European Institute of Innovation and Technology partnership. Cohorts typically combine online and in-person sessions, expert-led trainings, one-to-one business coaching and a curated mentorship scheme. The programme is explicitly skills and network focused and does not provide direct financial grants to participants.
| Element | What it includes | Notes |
| Training sessions | Topics such as leadership styles, negotiation, pitching, team building, communication and intention setting | Weekly 2 hour sessions over a few months; interactive formats with case studies and role play |
| Mentorship | Matched mentors from industry, investors and senior entrepreneurs; bi-weekly meetings | Mentorship typically runs for several months and is matched based on participant needs |
| Business coaching | Targeted business coaching with EIC coaches, up to a few days of coaching time per participant | Focus on go-to-market, partnerships and organisational strategy |
| Networking | Dedicated events, alumni groups and visibility opportunities | Includes in-person kick-offs or bootcamps tied to larger EU events |
| Funding | None provided directly by the programme | Participants cover travel and accommodation for in-person events |
What the programme does not solve
Training and mentoring can change an individual’s capabilities and networks. They do not by themselves remove structural barriers such as unequal access to capital, biased hiring and promotion practices or uneven ecosystem support across EU regions. The EIC highlights progress in supporting women led companies across its instruments. Those figures are important but also need scrutiny because self-reported or programme-provided metrics can mask deeper, persistent gaps in venture funding and scale-up support for women.
Practical considerations for applicants
Participants accepted into cohorts must commit to a high attendance rate and to the in-person elements where scheduled. The programme does not provide travel grants and does not reimburse participants. Selection criteria include motivation, current career challenges and the expected impact of the programme on the applicant. Applicants must be affiliated with an EIC or EIT supported project or company in eligible roles such as co-founder, CEO or chief officer depending on the call.
| Application requirement | Why it matters | Practical tip |
| Affiliation with EIC or EIT funded project | Ensures participants are within the EIC/EIT communities targeted by the scheme | Check with your project coordinator for project IDs and documentation |
| Motivation statement and CV | Used to assess fit and expected impact | Be specific about leadership challenges and desired outcomes |
| Commitment to attendance | High attendance needed for completion certificate | Plan for time availability before applying |
A measured verdict and wider implications
Tina’s account is instructive. She gained tangible skills, a mentor relationship and confidence to navigate leadership responsibilities in a start-up scaling a deep-tech product. That is a positive individual outcome. At the same time, training alone cannot substitute for ecosystem changes such as equitable investor networks, regionally balanced support infrastructures and procurement practices that favour innovative small suppliers. The EIC’s array of programmes can help build capacity and create connections. Monitoring should focus on long term, externally verifiable indicators such as follow-on private investment, commercial contracts secured and measurable increases in leadership roles held by women across the portfolio.
For prospective applicants from technical backgrounds Tina’s message is straightforward. She recommends applying because the programme combines practical training with a supportive network and access to experienced mentors. Her endorsement is useful, but prospective participants should weigh the time commitment and lack of direct funding against expected benefits.
How to follow up
If you want to learn more about the EIC Women Leadership Programme or future cohort calls, check the EIC Community platform and subscribe to the EIC Business Acceleration Services newsletter. For specific questions about the programme you can contact the EIC Community team through the programme category on the contact page. Be aware that future cohort timelines and eligibility rules may change and read the FAQs closely before applying.