Why Women Struggle to Showcase Career Results

🧾 The cost of being seen isn’t the same for everyone. For women, it’s a "Surchage" no one talks about. 👩 Take Ling, a regional sales director. When she speaks up in strategy meetings, she’s told to “be mindful of her tone.” When she stays quiet, she’s labeled “not strategic enough.” It’s not a leadership gap. It’s a cost-benefit calculation, rigged against her. 👩 Meet Rina, a product lead. She’s built three go-to-market launches. Each one a success. But when promotion time comes, her boss says: “You’re doing great. Let’s not disrupt the team dynamic.” Her competence became the excuse to keep her contained. 👩 And then there’s Julia, a COO candidate. She’s been asked to mentor the next generation of women leaders. But no one’s sponsoring her to be the next CEO. 👉 Because championing others is celebrated. Championing yourself gets complicated. But the problem is, the system charges women extra for the power move: • Speak up? Pay the “too aggressive” tax. • Stay humble? Pay the “forgettable” fee. • Stay silent? Pay with your career.    ⚙️ So how do you stop overpaying for power? You fix it by changing the cost structure. Here are 4 strategic power moves to change the terms: 1️⃣ 𝗦𝘁𝗼𝗽 𝗣𝗹𝗮𝘆𝗶𝗻𝗴 𝘁𝗵𝗲 𝗟𝗶𝗸𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗚𝗮𝗺𝗲. Most women try to optimize for comfort: "How can I be visible without making anyone uncomfortable?" Wrong question. Ask: "What does this room need to believe about me to attach power to my name?" Then behave in a way that enforces that belief, consistently! 2️⃣ 𝗔𝘁𝘁𝗮𝗰𝗵 𝗬𝗼𝘂𝗿 𝗩𝗮𝗹𝘂𝗲 𝘁𝗼 𝗢𝘂𝘁𝗰𝗼𝗺𝗲𝘀, 𝗡𝗼𝘁 𝗘𝗳𝗳𝗼𝗿𝘁. Workhorses get thanked. Strategists get promoted. Shift the conversation from "how hard you worked" to "what changed because of you." Make people dependent on your thinking, not your labor. 3️⃣ 𝗠𝗮𝗸𝗲 𝗬𝗼𝘂𝗿 𝗜𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝘀 𝗘𝘅𝗽𝗹𝗶𝗰𝗶𝘁, 𝗕𝗲𝗳𝗼𝗿𝗲 𝗢𝘁𝗵𝗲𝗿𝘀 𝗜𝗻𝘃𝗲𝗻𝘁 𝗧𝗵𝗲𝗺. When women lead, people often don’t know how to process it. So they fill in the blanks, with assumptions. Don’t let the room guess. Tell them why you’re doing what you’re doing. Say 👉 "I’m recommending this because it moves us closer to the long-term goal." 👉 "I’m raising this because keeping quiet will cost us more later." 4️⃣ 𝗖𝗼𝗻𝘁𝗿𝗼𝗹 𝘁𝗵𝗲 𝗥𝗼𝗼𝗺’𝘀 𝗠𝗲𝗺𝗼𝗿𝘆, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝘁𝗵𝗲 𝗠𝗼𝗺𝗲𝗻𝘁. Decisions about you happen in rooms you’re not in. Those rooms won’t remember your to-do list, they’ll remember the shortcut version of you. Make sure the phrase people repeat about you is a power narrative, not a service narrative. Keen to own your narrative? 📅 Join our online workshop on July 24th 7:30 to 9pm SGT 𝗛𝗼𝘄 𝘁𝗼 𝗕𝗲 𝗦𝗲𝗲𝗻 𝗮𝗻𝗱 𝗛𝗲𝗮𝗿𝗱 𝗮𝘁 𝗪𝗼𝗿𝗸 👉 https://lnkd.in/gVT2Y59Q 👈 For women who are done paying extra just to be in the room. 👊 Because if you keep paying the power tax quietly, you’ll be subsidizing other people’s promotions forever.

Actions don’t always speak louder than words. Like in the workplace. Women are taught from an early age to be deferential, humble, nice, and accommodating. We learn to be the good girl in school. To follow the rules, get good grades, and not make trouble. To put our heads down and quietly do all the work. And wait for others to notice. We learn to equate touting our accomplishments to making trouble. Being arrogant. Bragging. This follows us into our careers where we rinse and repeat. Head down. Work quietly. Hope to be rewarded. Would it be great if it were enough to just do good work? Of course. But in my experience that is rarely the case. (At least not once you hit a certain point in your career). Systemic change is needed in the way women are viewed and treated in professional spaces. But we can also create change on the individual level. Internal change to stop buying into the messaging that has us shrinking and external action. More self-promotion and self-advocacy is one way, on an individual level, that we can intentionally show up for us and take up more space. There is absolutely a possibility that it will come with repercussions. But there are also repercussions if we don’t. A great place to start is to simply acknowledge and keep track of your accomplishments, kudos, and wins. I like to keep a file. Emails I’ve received from clients. Emails to myself about things that I’ve done well. Emails from colleagues. Do you have something similar? How do you keep track of wins? A great second step is to find ways to share them. I used my file of emails when I had an annual performance review as an associate or to advocate for myself for promotion to partner. (I also use them when I’m having one of those days of self-doubt. To remind myself of the evidence I have that I’m good at this job.) Other ways you could consider sharing your wins: ▫️Share them here on LinkedIn ▫️Send your boss a list of things you’ve accomplished at the end of each month or quarter or set up a meeting to discuss them ▫️Advocate for a new opportunity for yourself and use those wins to show why you’re the person for that opportunity ▫️When someone congratulates you on something, don’t diminish it. Acknowledge that you worked hard. Acknowledge that it was complex.  ▫️Nominate yourself for an award or accolade or leadership role. If it feels really uncomfortable to share your wins, I get it. It takes practice. My favorite way to start getting comfortable with this is to find a colleague or a friend that you can start sharing with. Let them do the same. Trade wins. (You can always DM me one of your wins confidentially if you want a virtual high ten 🙌.) A ❤️ note to you: If this idea seems uncomfortably impossible, I can help you start advocating for yourself more. Send me a DM or sign up for a free call with me at the Book an Appointment link in my bio, and we will talk about how.

As International Women’s Day nears, we’ll see the usual corporate gestures—empowerment panels, social media campaigns, and carefully curated success stories. But let’s be honest: these feel-good initiatives rarely change what actually holds women back at work on the daily basis. Instead, I suggest focusing on something concrete, something I’ve seen have the biggest impact in my work with teams: the unspoken dynamics that shape psychological safety. 🚨Because psychological safety is not the same for everyone. Psychological safety is often defined as a shared belief that one can take risks without fear of negative consequences. But let’s unpack that—who actually feels safe enough to take those risks? 🔹 Speaking up costs more for women Confidence isn’t the issue—consequences are. Women learn early that being too direct can backfire. Assertiveness can be read as aggression, while careful phrasing can make them seem uncertain. Over time, this calculation becomes second nature: Is this worth the risk? 🔹 Mistakes are stickier When men fail, it’s seen as part of leadership growth. When women fail, it often reinforces lingering doubts about their competence. This means that women aren’t more risk-averse by nature—they’re just more aware of the cost. 🔹 Inclusion isn’t just about presence Being at the table doesn’t mean having an equal voice. Women often find themselves in a credibility loop—having to repeatedly prove their expertise before their ideas carry weight. Meanwhile, those who fit the traditional leadership mold are often trusted by default. 🔹 Emotional labor is the silent career detour Women in teams do an extraordinary amount of behind-the-scenes work—mediating conflicts, softening feedback, ensuring inclusion. The problem? This work isn’t visible in performance reviews or leadership selection criteria. It’s expected, but not rewarded. What companies can do beyond IWD symbolism: ✅ Stop measuring "confidence"—start measuring credibility gaps If some team members always need to “prove it” while others are trusted instantly, you have a credibility gap, not a confidence issue. Fix how ideas get heard, not how women present them. ✅ Make failure a learning moment for everyone Audit how mistakes are handled in your team. Are men encouraged to take bold moves while women are advised to be more careful? Change the narrative around risk. ✅ Track & reward emotional labor If women are consistently mentoring, resolving conflicts, or ensuring inclusion, this isn’t just “being helpful”—it’s leadership. Make it visible, valued, and part of promotion criteria. 💥 This IWD, let’s skip the celebration and start the correction. If your company is serious about making psychological safety equal for everyone, let’s do the real work. 📅 I’m now booking IWD sessions focused on improving team dynamics and creating workplaces where women don’t just survive, but thrive. Book your spot and let’s turn good intentions into lasting impact.

💬 Why is it so hard to talk about our own accomplishments? I was reading some research the other day and this stat really struck me: 👉 40% of women said they’d rather quit social media for a week than talk about themselves in public. 👉 Over a quarter would rather go to the dentist. If that sounds familiar—you’re not alone. Many professionals (especially women) struggle with self-promotion. We downplay our contributions. We wait to be noticed. We assume our work will speak for itself. But here’s the truth: 📣 If you don’t communicate your value, you’re likely to be overlooked. That’s not arrogance. That’s advocacy. And it’s a career skill you can learn. Here’s how to start promoting yourself authentically: ✨ Understand your value. Think about moments where your work made a real difference. → What did you bring to the table? → What patterns do you notice in how you solve problems or lead? ✨ Communicate your impact. Don’t assume your manager knows. → Connect what you do to the company’s goals. → Speak in terms of outcomes, not just activity. → Share wins regularly—with clarity, not apology. ✨ Demonstrate your strengths visibly. → Speak up in meetings. → Volunteer for projects that stretch you. → Mentor others. → Share your ideas online, or contribute to thought leadership. Self-promotion isn’t about bragging—it’s about helping others understand how to work with you, learn from you, and promote you when the time comes. 💬 Can you relate to this? What’s helped you become more confident talking about your value? 👉 If this resonated, share it with someone who needs to hear it today. You never know who needs the encouragement. 💪

They call it the "broken rung," but it feels more like a broken system. For every 100 men promoted to manager, only 81 women get promoted..... For Black women? That number drops to 58. For Latinas? 64. I used to think I wasn't getting promoted because I wasn't ready. Needed more experience. More credentials. More visibility. Then I watched mediocre men get promoted after 18 months while I perfected my performance reviews for 5 years. The broken rung isn't about your first job. It's about your first promotion to manager. And it's where most women's careers get derailed before they even begin. Here's what makes it so insidious: You can't see it happening. There's no email saying "we're passing you over because you're a Black woman." No meeting where they explain why Brad's "potential" matters more than your proven results. Just silence. Another year. Another "not quite yet." But here's what changed my entire approach: I stopped trying to fix what wasn't broken (me) and started understanding what actually was (the system). The Invisible Barriers They Won't Name: The Likability Trap: Men are promoted on potential. Women need to prove themselves. Black women need to prove themselves while being "likable" enough not to threaten anyone. The Office Housework: Who takes notes? Plans parties? Mentors interns? These invisible tasks eat your time but don't count toward promotion. The Moving Goalpost: First it's experience. Then it's executive presence. Then it's "strategic thinking." The target keeps moving because the problem was never your qualifications. But here's what you CAN control: The Self-Audit That Changed Everything: Ask yourself: - Am I doing work that gets measured or work that gets appreciated? - Am I building relationships with decision-makers or just my peers? - Am I documenting my wins or assuming they're being noticed? - Am I negotiating my role or accepting what's given? The brutal truth I discovered: I was stuck because I was playing by rules that were designed to keep me stuck. Working hard on the wrong things. Building excellence in roles that had no path up. Waiting for recognition from people who couldn't see me. The moment I understood the broken rung wasn't my fault, I stopped trying to fix myself and started building my own ladder. Some of us will repair the broken rung. Some of us will build new systems entirely. But none of us have to accept that this is "just how it is." Career Glow-Up Diaries, Episode 2: Understanding the game is the first step to changing it. Where are you actually stuck - the system or your strategy? If this post resonates, share it. Someone needs to stop blaming themselves for a broken system.

“Michelle, can you take the minutes?” Years ago, I was in a meeting with senior executives when my boss turned to me and asked me to take the minutes. My response? “Why? Just because I’ve got a vagina?” Now, was that the most strategic way to handle it? Probably not. Did it get my point across? Absolutely. This moment highlighted a bigger issue: women being assigned non-promotable tasks that do nothing to advance their careers. Taking minutes, organising meetings, and onboarding new employees are important tasks, but when they are disproportionately assigned to women, they become career roadblocks. Managers, ask yourselves: • Who is being asked to take on these tasks in your team? • Are these responsibilities shared fairly? • Are you unintentionally reinforcing gendered expectations at work? Women shouldn’t have to fight this alone. Leaders must step up and fix the systems that continue to assign women “office housework.” Have you been in this situation? How did you handle it? #WomenAtWork #CareerProgression #GenderEquity #LeadToSoar

Are you someone who struggles to shout about what you've achieved? Have you ever been interviewed and been called out for using "we" instead of "I" in your examples, leaving the interviewer unsure of the role you actually played? I’ve been following Stefanie Sword-Williams FRSA (she/her) on her social channels for some time, have attended her engaging Zoom workshops, and am a big fan of her book, F*ck Being Humble. Stef and I recently chatted about the importance of getting comfortable with talking confidently about our achievements if we want to progress our careers in a fast-paced, ever-changing backdrop. Last week I had the pleasure of hosting a breakfast with Stef in NYC for a small group of fabulous professional women that I’ve met since moving to the city. Now I just want to clarify that I 100% understand the importance of humility in business success. There’s a big difference between someone congratulating you on an excellent piece of work and you responding with “I know, I’m f-ing amazing” vs saying “Thank you so much for acknowledging the work. I’m extremely passionate about the topic and put a lot of time and thought into it, and so I’m really pleased you noticed it too.” The latter example allows you to advocate for yourself without brushing off the compliment, yet offers a dose of humility without downplaying your achievements. Finding ways to unapologetically share our achievements is particularly relevant to women, who naturally find it harder to self-advocate, often for fear of sounding arrogant. My key takeaways from our time with Stef were: 👎 It’s time to ditch being generic. If your LinkedIn profile or the personal statement on your Resume say that you are strategic, hard-working, passionate, enthusiastic, or motivated… you can join the generic club. How do the people you work with really describe you? How does the way you show up help the company you work for? What unique benefits do you bring to a company? 📣 Your work won’t always speak for itself. Back yourself by getting comfortable with sharing work you’re proud of on your social channels, offering to speak on panels, and presenting at events. Showcasing your work, knowledge, and the value it brings, will in turn offer to others an insight into who you are as a leader.   ❤️ Give>Give>Give>Self-Promote. Remembering back to the piece about balancing self-advocacy with humility, intentionally build and nurture your relationships on the basis of what you can give rather than what you want to get. Give people your time, knowledge, and network. Once you’re known for being a giver, it’s so much easier to self-advocate, as the foundation of your relationships is based on what you give. Humble has a place. Just don't let it hold you back. 👇 I'd love to hear any thoughts or tips you may have in the comments below. And be sure to give Stefanie Sword-Williams FRSA (she/her) a follow!

As women, we often downplay our accomplishments. We say: 🗣️ “I got lucky” 🗣️ “It was a team effort” 🗣️ “I’m not that special” When in reality... We worked damn hard for that success. Why do we do this? 💭 Maybe we feel like ambition is unfeminine. 💭 Maybe we worry it makes us less likeable. 💭 Maybe we are afraid to be seen as arrogant. BUT Imagine a world where: ✨ Women confidently ask for their worth ✨ Women celebrate wins without apology ✨ Women speak up without hesitation That is ONLY possible… If we start owning our achievements 🏆 So: Next time you catch yourself downplaying your success, pause & ask yourself... "Would I describe someone else like this?" If the answer is no - it’s time to change the narrative. Own your wins, ladies. You've earned them 🩵 --- 📸 Celebrating Flash Pack’s recent success in the US. ♻️ Feel free to reshare if this resonated. 👋🏽 Follow me, Radha, for more like it.