Overcoming Professional Setbacks

Why the Most Successful Women Fail More Often! I’ve walked many paths—winning Mrs. World, building Marvellous Mrs. India, and mentoring countless women through their own journeys. And through it all, I’ve learned one powerful truth: Failure isn’t an end—it’s data. One of the most damaging myths I’ve encountered is the belief that failure means you’re not good enough. But after guiding so many incredible women, I can confidently say that’s far from the truth. Failure is not a reflection of your ability or potential—it’s simply feedback. Here’s what I’ve learned: 1. Failure highlights what needs adjustment. It shows you where to pivot, not where to stop. 2. Failure builds resilience. Every setback strengthens the ability to bounce back stronger. 3. Failure sharpens strategy. It refines your approach and helps you move forward with more clarity. 4. Failure teaches self-awareness. It reveals what’s truly important and where growth is needed. The women who rise and thrive aren’t the ones who never stumble. They’re the ones who embrace failure, learn from it, and keep moving forward with clarity and purpose. Remember, failure isn’t the opposite of success—it’s part of the path that leads to it! #success #motivation #growth #strategy

Early in my career, when I shared the story of a workshop that completely bombed (an email announcing layoffs arrived in everyone's inbox during day 1 lunch of a two-day program -- and I had no idea how to handle this), three women immediately reached out to share their own "disaster" stories. We realized we'd all been carrying shame about normal learning experiences while watching men turn similar setbacks into compelling leadership narratives about risk-taking and resilience. The conversation that we had was more valuable than any success story I could have shared. As women, we are stuck in a double-bind: we are less likely to share our successes AND we are less likely to share our failures. Today, I'm talking about the latter. Sharing failure stories normalizes setbacks as part of growth rather than evidence of inadequacy. When we women are vulnerable about their struggles and what they learned, it creates permission for others to reframe their own experiences. This collective storytelling helps distinguish between individual challenges and systemic issues that affect many women similarly. Men more readily share and learn from failures, often turning them into evidence of their willingness to take risks and push boundaries. Women, knowing our failures are judged more harshly, tend to hide them or frame them as personal shortcomings. This creates isolation around experiences that are actually quite common and entirely normal parts of professional development. Open discussion about setbacks establishes the expectation that failing is not only normal but necessary for success. It builds connection and community among women who might otherwise feel alone in their struggles. When we reframe failures as data and learning experiences rather than shameful secrets, we reduce their power to limit our future risk-taking and ambition. Here are a few tips for sharing and learning from failure stories: • Practice talking about setbacks as learning experiences rather than personal inadequacies • Share what you learned and how you've applied those lessons, not just what went wrong • Seek out other women's failure stories to normalize your own experiences • Look for patterns in women's challenges that suggest systemic rather than individual issues (and then stop seeing systemic challenges as personal failures!) • Create safe spaces for honest conversation about struggles and setbacks • Celebrate recovery and growth as much as initial success • Use failure stories to build connection and mentorship relationships with other women We are not the sum of our failures, but some of our failures make us more relatable, realistic, and ready for our successes. So let's not keep them to ourselves. #WomensERG #DEIB #failure

My candidate landed her 12 LPA dream job after a 2-year career gap… Most recruiters and job seekers treat career gaps like a red flag. Every week, I see talented professionals sabotaging their comeback because they hide, apologize, or downplay what those years actually taught them. A gap on your resume is not a gap in your value. If you’re still letting your “break” break you, you’re missing out big time. Here’s how my candidate turned her break into a breakthrough: 1. She Flaunted the Gap, Not Hid It Instead of shrinking away, she owned her story: “During my sabbatical, I upskilled in data analytics, freelanced for two startups, and volunteered to build digital processes for an NGO.” Recruiters at top companies love candidates who show initiative even off the clock! 2. Quantified Every Achievement She replaced generic lines with hard numbers: “Automated reports, saving 15 weekly hours for a non-profit.” “Managed 6 campaigns as a freelancer, boosting client traffic by 40%.” Resumes with quantified impact get 2x the recruiter callbacks! 3. Nailed Her Story in the Interview We practiced a clear, honest narrative for the “career gap” question. Example: “I took time to care for my family and during that time, I built digital workflows and launched a side project that solved a real problem. Those skills are relevant for your team at Deloitte.” She shifted focus from absence to VALUE. 4. Used Smart Networking (not just applications) She reached out to former colleagues working at her dream companies, attended webinars, and asked for informational interviews. Result? Insider referrals and warm intros, no “cold” interviews. 5. Upgraded Her LinkedIn for 2025 Profile before: “Looking for opportunities.” Profile after: “Data Analyst | Delivered digital strategy for non-profits. Passionate about driving impact with numbers.” She also shared a short post about her upskilling journey (which got recruiters DMing her!). 💡 My top pro tips for candidates returning after a gap: ➡ Add a short “Career Break” entry in your resume. ➡ Highlight any freelance project you worked on, or courses you completed during your gap. ➡ Prepare a 60-second, positive story about your break. ➡ Focus on what you bring NOW, not what you “missed.” Your career gap is only a problem if you let it be. It can be your power move — the proof that you’re adaptable, proactive, and resilient. It’s not about the time you took off. It’s about how ready you are to grow next. #career #careergap #careerbreak #interviewtips #jobsearch #interviewpreparation #linkedinforcreators

Intimidating is not another word for assertive. Difficult is not another way to say problem solver. Outspoken is not a substitute for courage to speak up. Direct is not how to describe being able to tackle conflict head on. Cold doesn’t equate to confident. Early in my career, I was accused of being too soft, not confident enough, and too feminine (whatever that means). So, I had to practice being a clear and real-time problem solver. I had to become more assertive to be seen and heard. I had to find the courage to speak up in a sea of faces and genders that looked nothing like mine. I had to be direct to deal with conflict situations. And I’ve had to calm my nerves to have the outward appearance of confidence. I have seen too often that women in leadership roles, who display the same characteristics as a strong male counterpart, are viewed differently. But, I just don’t understand why. All the women I know in senior positions have at some point been accused of being intimidating, difficult, too direct, cold and too outspoken. And it baffles us all because we aren’t trying to be those things. We are simply trying to effectively lead (with the same leadership traits every mba or exec. course teaches). It’s time to lose these labels; they are unfair, unattractive, demoralizing and sexist. That woman you might call “difficult” has likely had to work twice as hard over her career just to be seen, heard and, if she’s lucky, respected.

I once got feedback that I was “intimidating.” I took it to heart. I spent the next few years trying to be as approachable, warm, and agreeable as I could be. I assumed this was a character flaw that I needed to fix. But years later, I realized something: this feedback wasn’t about me. It was about the system - one that judges women more harshly and polices their personalities more than their performance. And the numbers back this up. 👇🏽 🎯 Women are 7x more likely to receive negative personality-based feedback than men. 🎯 56% of women have been called "unlikeable" in reviews (vs. 16% of men). 🎯 Harvard Business Review found that 76% of “aggressive” labels in one company’s reviews were given to women (vs. 24% to men). This Is the Leadership Double Bind: Speak up? You’re “too aggressive.” Stay quiet? You “lack confidence.” Show ambition? You’re “unlikeable.” Ask for a promotion? You’re “too pushy.” And here’s the kicker - it’s worst for high-performing women. This is why women... ↳  Hesitate to showcase ambition. ↳  Are reluctant to ask for opportunities. ↳  Are leaving workplaces faster than others. So, what can we do? Here are 3 ways we can start changing this narrative today: ✅ Check your language. Is the feedback about personality or performance? If you wouldn’t give the same critique to a man, please reconsider. ✅ Challenge vague feedback. “You need to be more confident” isn’t actionable. Women deserve the same clear, growth-oriented feedback as men. ✅ Support women’s ambition. If certain leadership traits (ex. being assertive) are seen as strengths in men, they should be seen as strengths in women too. Have you ever received unfair feedback? What’s one piece of feedback you’ve had to unlearn? 👇🏽 ♻️ Please share to help end unfair feedback. 🔔 Follow Bhavna Toor (She/Her) for more insights on conscious leadership. Source: Textio 'Language Bias in Feedback' Study, 2023 & 2024 #EndUnFairFeedback #IWD2025

As women, many of us face the challenging reality of having to go above and beyond just to be seen. It’s frustrating to see that even when women are excelling, they often receive more criticism than their male peers. It’s a tough game to ‘win.’ A recent report from Textio found that 76% of top-performing women receive negative feedback from their bosses, compared to just 2% of high-achieving men. Unconscious biases still persist in our workplaces. Unchecked. If we look at female leaders across the FTSE 500, Deloitte estimates that at the current rate, we won’t reach parity in the boardroom until 2045. The number doesn’t grow year on year—it’s the sad reality. As a female CEO, I’ve experienced this, and many of my friends have too. It’s not just women who need to speak up—male allies must also step forward to ensure that all employees are judged on their merits and contributions, not on outdated stereotypes.

“I heard you got promoted, congrats!” “Thanks… I guess.” You did everything right and yet, something still feels off. You’re the only Black woman in your department. You’ve been recognised, promoted, praised. But lately, you keep asking yourself: “Do I even want to stay here?” Because when you look around, you don’t see anyone whose career you admire. You don’t want your manager’s job. You don’t want your director’s lifestyle. And you’re tired of being “the only one” in rooms that still don’t truly see you. The truth is, you’ve climbed the ladder and now you’re questioning if it’s even leaning against the right wall. You’re not inspired. You’re not growing. You’re just going through the motions, wondering if this is all there is. Here’s what no one really talks about: Success means nothing if it’s not success on your terms. You’re allowed to want more. → A role that pays you and pours into you → A workplace that sees your value beyond diversity stats → A career that still feels like yours, even at the top If your promotion came with more responsibility but less fulfilment, it might be time to redefine what growth looks like for you. Because climbing higher shouldn’t mean losing yourself on the way up.

78% of Black women executives report being expected to mentor others while their own advancement stalls. They call it "being a team player." I call it what it is: exploitation of your brilliance. Three truths every high-achieving Black woman needs to hear: 💰 Your mentorship has monetary value. When they ask you to "help out," send an invoice or decline. Your knowledge isn't free community property. 👏🏽 The same company that celebrates you in diversity reports is evaluating you on metrics that punish community building. Make them pay for both or neither. 🙅🏽♀️ Your colleagues get sponsors. You get assigned mentees. The math doesn't work. Find your own sponsor who opens doors instead of adding to your workload. My client refused to mentor for free last quarter. Result? 40% more time for strategic projects and her first promotion in 3 years. Say it with your chest: "I value my expertise at $X per hour. Would you like to proceed?" Are you tired of being everyone's unpaid coach while your own career stagnates? P.S. I'm starting a cohort of high-achieving women who are done shrinking to fit and want to shut down imposter syndrome and turn confidence into cash. No fluff. All fire. Visit https://lnkd.in/eYUsUsTB for details.

Have employment gaps in your resume? Here's what you should do: Be proud of them. Yup, you read that right. I’ve years watching talented folks twist themselves into knots trying to hide their gaps. Making up fancy titles. Stretching dates. Living in fear of "the question." I did it too. I have 3 kids. I’ve been laid off. I’ve had failed businesses. I’ve had my fair share of gaps. And I’ve created elaborate stories about that time. (Like, doing “consulting” work) The truth? I was healing. Learning. Growing in ways no job could teach me. Here's what I wish someone had told me: Your gaps aren't failures. They're chapters in your story. That sabbatical? It taught you perspective no office could. The health challenge? It gave you resilience beyond measure. The caregiving period? It developed leadership muscles no management course could build. Stop hiding your gaps. Reframe them. That’s what I did. In interviews, I started saying things like: "That time away showed me what truly matters. I returned with clarity, purpose, and energy that transformed my work." The shift was immediate. Human conversations. Real connections. Better opportunities. Employers don't want perfect robots with unbroken timelines. They want whole humans who have lived, struggled, overcome. Your gaps aren't weaknesses. They're evidence of your humanity. Your adaptability. Your courage to step away when needed. Own them. What's a gap in your history that actually made you better at what you do now?

Caregiving shouldn’t be considered a resume gap. For one thing, t’s not always something one willingly chooses to do—people are forced into this decision by circumstances, such as the declining health of an elder parent or a child’s special needs. Yet, re-entering the workforce is a struggle for many who take time away for caregiving responsibilities. They face increased scrutiny for having a ‘gap’. If you or someone you know is returning to work after a caregiving “gap,” here’s what I would advise: 1. Clearly define a target role when starting the job search. 2. Look for continuing education opportunities to build knowledge in your target field and add recent qualifications to your resume. 3. Customize your resume with a summary section that highlights your target occupation and all relevant, transferable skills and experience. 4. Practice interviewing for the most commonly asked questions, role-specific questions, and uncomfortable questions (e.g. “Why did you stay out of the workforce for so long?”). 5. Discuss your caregiving skills in the interview if they show your fit for the job requirements (e.g. If you developed great time management skillls during caretaking, you can use an example if asked a question like “Tell me about a time you had to juggle multiple tasks…”) 6. Don’t apologize, defend yourself, or over-explain to overcompensate for the perceived gap—if they invited you for an interview, they already see your potential. They want to believe the gap is not an issue. Focus on proving them right, not overexplaining. If you don’t feel confident, practice so you can fake it. And most importantly: talk to other caregivers, especially if you’re looking for a local job. They’ll share what worked for them and what places to avoid.