Handling Idea Rejection as a Woman Leader

𝗢𝗡 𝗕𝗘𝗜𝗡𝗚 𝗛𝗘𝗔𝗥𝗗 I was once in a meeting where I relayed an idea. I was a VP. There was another male VP in the meeting. And our boss. The meeting went on as if I didn't say anything. Then, the male VP relayed the same idea. And the boss said, "Great idea!" The oversight wasn't necessarily intended. It manifested an unconscious bias that often goes unnoticed in our daily interactions. Recognizing this is the first step toward making meaningful changes. When a woman states an idea, it may be overlooked, but everyone notices when a man repeats it. This is called the “stolen idea.” When a male coworker runs away with a woman’s idea, remind everyone it originated with her by saying something like, “Great idea! I loved it when Katie originally brought it up, and I’m glad you reiterated it.” If someone takes your idea, you can speak up for yourself by saying, “Thanks for picking up on that idea. Here’s my thought. . .” (then add something new). Ways that we can make sure women’s ideas are heard: 1. Invite other women to speak 2. Distribute speaking time equally 3. Ask to hear from women who are being interrupted and spoken over 4. Amplify other women’s ideas by repeating them and giving credit 5. Praise and showcase other women’s work 6. Create systems to distribute “office housework,” such as note-taking, in meetings 7. Share public speaking opportunities with women who have less power or privilege 8. Share pronouns In reflecting on this experience, I'm reminded of the importance of RAW leadership: Being 𝗥𝗘𝗔𝗟 in acknowledging our biases and striving for equity, Being 𝗔𝗖𝗧𝗜𝗩𝗘 in amplifying and crediting ideas regardless of their source, and recognizing the 𝗪𝗢𝗥𝗧𝗛𝗬 impact of ensuring every voice is heard and valued. By adopting these practices, we can dismantle unconscious biases and create a more inclusive environment where everyone feels seen and heard. How do you ensure all voices are heard in your spaces?

"I tried so hard to pitch new ideas but they all got shot down" ☝🏼 Recently, a mentee was depressed about the lack of appreciation her team had for her exciting, new ideas. The easy way out for a mentor: 🔺 Make soothing, reassuring noises 🔺 Reaffirm her talents and potential (𝑇ℎ𝑒 𝑤𝑜𝑟𝑙𝑑 𝑖𝑠 𝑦𝑜𝑢𝑟 𝑜𝑦𝑠𝑡𝑒𝑟 𝑦𝑎𝑑𝑎 𝑦𝑎𝑑𝑎) 🔺Hypothesize that her team may be blind, jealous, etc. The difficult way: I asked her to tell me about her new ideas. (𝐼𝑡 𝑡𝑜𝑜𝑘 𝑡𝑤𝑜 ℎ𝑜𝑢𝑟𝑠.) Then I played the devil's advocate and questioned them. For ideas that passed muster, I scrutinised how she presented them. 😱 Here's a truthbomb: Introducing new ideas to the team is a courageous step to take. I acknowledge that. It's great! 𝐁𝐮𝐭 𝐭𝐡𝐚𝐭 𝐜𝐨𝐮𝐫𝐚𝐠𝐞 𝐚𝐥𝐨𝐧𝐞 𝐢𝐬𝐧'𝐭 𝐞𝐧𝐨𝐮𝐠𝐡 𝐭𝐨 𝐣𝐮𝐬𝐭𝐢𝐟𝐲 𝐨𝐭𝐡𝐞𝐫 𝐩𝐞𝐨𝐩𝐥𝐞'𝐬 𝐭𝐢𝐦𝐞 👆🏼 This is especially true when one is new to a team of experienced professionals. Here are a few ways we re-structured and did more work on her pitches ✅ We got upfront about obstacles; and explained how they could be overcome. ✅ We got practical about the resources that would be utilised: budget, manpower, resources, time. ✅ We respected the history of the team and cited precedents or past incidents that were relevant, as well as past efforts to resolve the same issues. ✅ We were specific and outlined a reasonable period for testing out this new initiative, what outcomes she would be tracking or adjusting for, as well as how success (or lack thereof) would be determined. *️⃣ It was a humbling experience. In her enthusiasm and excitement, she had rushed forward without much thought. As we worked through each new idea with more careful consideration together, she acknowledged the wisdom of her team in rejecting a few of her ideas. ✨ But all that effort paid off! ONE idea survived to be presented before the team again. With a restructured new pitch, she successfully obtained approval (and a commendation!); and is co-leading the team to test one of her ideas. Hurray! 🌟 --- P.S. Leaders - what advice would you give to young team members sharing new ideas? I'd love to hear your perspectives.

Hearing "no" used to crush me. Now, I transform every rejection into an opportunity. Here’s how 👇 “No” used to feel impenetrable. It felt like there was nothing left to say once someone said “no.” But then, one day, my manager asked, “Did you ask that person what their decision-making framework is?” That question changed everything. I didn’t realize I could do that, or that I SHOULD do that. Now, when I face rejection, I see it as an opportunity to learn. I always ask: 🔍 “Why did you say ‘No?’” 🔍 “What are your criteria for these decisions?” 🔍 “What do you need to see before saying ‘Yes?’” Once I grasp those details, I make it my mission to own them. For instance, do they want: → A specific payback timeline? → Defined growth criteria? → Greater operational depth? Once I understand this criteria, I can make a plan to give them what they need. Getting support or funding isn’t about fighting against their decision-making framework; it’s about navigating it. If you spend valuable time arguing about their decision-making process, they will likely move on. They have countless other priorities and opportunities vying for their attention. So, if you want their support, learn how they allocate their resources. Frame your ideas in their terms, and you’ll find that “no” can often turn into “yes”--or at least provide you with clearer insight. 💡 What’s your best tip for turning a rejection into an opportunity? Share in the comments! 👉 Consider resharing this for anyone seeking support or funding right now! Follow me for more insights on innovation and invention.