Female leader responses to workplace challenges

🚨 Wake-up call: Black women face a battlefield disguised as a workplace. It's time we confront this head-on. The harsh truth: Shrinking to fit: Black women often diminish their brilliance, expertise, and understanding just to make others comfortable. Even their names become casualties in this war of conformity. Invisible then hyper-visible: Overlooked as leaders and innovators, until they're thrust into the spotlight as tokens. Glass cliffs await: When leadership roles open, they're often set up to fail. The double-edged sword of intersectionality: Race 🔗 Gender = A uniquely challenging experience Think about it: "Thriving at work is considered as a source of personal growth." But how can you thrive when you're busy shrinking? In white, male-dominated spaces, the pressure to conform is suffocating. Conceal your identity or risk being marked as "other." The tokenism trap: Added for appearance, not genuine inclusion Expected to represent an entire race and gender Set up as diversity window dressing, not empowered leaders This isn't just unfair. It's a waste of talent, innovation, and leadership potential. The question isn't whether this is happening. It's what are YOU doing about it? Leaders: Are you creating real opportunities or just checking diversity boxes? Colleagues: Are you amplifying Black women's voices or contributing to their silence? Organisations: Is your culture nurturing Black women's talents or forcing them to conform? It's time for real, systemic change. Not just words, but actions. Because a workplace where Black women can't bring their full, authentic selves isn't just failing them — it's failing everyone. Are you ready to be part of the solution? #BlackWomenLead #AuthenticLeadership #WorkplaceDiversity #IntersectionalityMatters

Have you ever been told you are too quiet? Maybe you don’t speak up enough so, “people worry about your leadership skills.” Or, you don’t advocate enough for yourself so, “you aren’t taking control of your career like a natural born leader.” If so, this article is for you. Maybe you’ve received feedback that there is concern over your analytical skills and “quant chops.” Or, there is some general, yet vague, feedback that leadership worries, “you lack that killer instinct.” Or, maybe it’s the opposite and you are “too bossy” or “too opinionated.” Have you heard any of these things?  I have over my career. Instead of letting them control my path, I got upset, then angry, then curious. I decided that none of these descriptions were really a good read on me, or my leadership potential, and I decided to change the perception. You can too. I’ve interviewed hundreds of women in senior leadership over the years and one thing is clear: we’re navigating a constant push and pull. Be strong, but not too strong. Be likable, but not too soft. Show your ambition, but don’t make anyone uncomfortable. Women aren’t just doing the job, they’re doing the extra work of managing how they’re perceived while they’re doing the job. We wrote this piece for HBR because it’s important for women to know how to not only subvert stereotypes and shape how others see them, but to do it without losing themselves in the process. Too many of us think there is nothing we can do when we hear feedback that doesn’t feel quite right. Sometimes, there are actions we can take. I love this piece so much because it says we don’t have to be victim to the stories about us or around us, we can do something about it.   1️⃣ Craft a counternarrative – Instead of internalizing biased feedback, reshape how people see you by aligning your strengths with what the organization values (on your terms!). 2️⃣ Use positive association – Enthusiasm and future-focused language can subtly shift others’ assumptions  and build trust. 3️⃣ Turn feedback into power – Don’t immediately accept or reject it, investigate it. Use it to understand what success looks like in your environment, and then find authentic ways to express that in your own leadership style. So if you’ve ever felt like your success depends not just on what you do, but how you’re seen…you’re not imagining it. Especially in times of economic uncertainty and shifting priorities, it becomes even more pronounced. And while there are no one-size-fits-all strategies, when women take control of their story, they open doors for themselves AND others. Let’s stop contorting ourselves to fit outdated models. We can rewrite the models themselves. Let me know what you think. https://lnkd.in/gcCSE7XW Colleen Ammerman Harvard Business Review Lakshmi Ramarajan Lisa Sun

When you’ve worked so hard to reach the top, why does self-doubt creep in even stronger? For many successful women leaders, loneliness and isolation at the top can amplify feelings of inadequacy and self-doubt, commonly known as imposter syndrome. Even the most accomplished leaders get affected by this. As I climbed the ladder in my leadership journey, I expected to find greater confidence and validation. However, reaching the top brought about an unsettling mix of self-doubt and isolation. The paradox of feeling successful yet profoundly disconnected. Looking back, I can see some of the things that fuelled this sense of disconnect. This included lack of relatable peers locally (being CEO at 32),, the increased pressure to build on the work of my predecessor, fewer opportunities for honest reflection with trusted peers, and the absence of a sounding board to bounce off the high stakes decisions. Thankfully, loneliness doesn’t have to be a permanent part of leadership. As woman in leadership, you can combat both isolation and imposter syndrome by building intentional support networks and seeking mentors who can relate to their unique struggles. So, in addition to the list from yesterday, here are a few more on some of the ways to reclaim your confidence and connection. 1. Engaging in women's leadership groups. Professional groups focused on women in leadership provide spaces to connect with others who understand the specific challenges of being a woman at the top. These communities offer valuable reassurance and validation that help women combat feelings of inadequacy and gain strength from shared experiences. Some of the communities I have seen here on LinkedIn include The Ladies Book Breakfast Forum, WOMEN IN HR KENYA, and Women On Boards Network Kenya among others. Search for your industry group and be part of its activities and engagements. 2. Seek out mentorship   A trusted mentor can be a powerful ally against imposter syndrome. By connecting with someone who has walked a similar path, you can gain perspective from someone else's own journey and learn strategies to manage self-doubt. Mentorship also helps reinforce their accomplishments and provides guidance, helping them see themselves as competent and capable. 3. Finally, practice self-validation techniques.   Journaling, self-affirmations, or setting aside time to celebrate achievements can help counter the negative self-talk that loneliness and imposter syndrome trigger. Remember who you are. Recognize and acknowledge personal wins, no matter how small. These help to foster your confidence and reduces reliance on external validation. In this journey, success and self-belief can thrive together. Imposter syndrome can make the journey to success feel lonely and filled with self-doubt, but it doesn’t have to be this way. What are other networks available here on LinkedIn? Tag and help a sister 😀 #africa #leadershipdevelopment #professionalwomen #personaldevelopment #

In my mission to empower #1MillionWomenBy2030 to sit at the table of their dreams, I hear stories of Black and Brown women facing toxic behaviors in the workplace far too often. One of my coaching clients recently stood up to a toxic, sexist sales leader, and in a heated moment, let her emotions get the best of her—putting her career and reputation at risk. We’ve all been there—facing prejudice, bias, and bullying. It’s frustrating, it’s exhausting, and it feels personal. But as women striving to break barriers and rise into leadership, how we handle these situations matters. And we CAN do it in ways that protect our careers and our dignity. Kamala Harris has shown us how to master this in public debates, but her approach offers valuable lessons for the workplace and boardroom, too. ➡️ Here are 5 powerful takeaways from Kamala’s approach that can help us navigate these challenges: 1️⃣ Stay Composed, Stay Powerful: When Kamala faces opposition, she doesn’t lose her cool. She remains calm, collected, and controlled—and that’s exactly how we own the room. When emotions take over, we give away our power. Hold onto yours by staying composed. 2️⃣ Shift the Story: Don’t let a toxic person define the moment. Reframe it by focusing on YOUR value and strength. You are more than their bias, their assumptions, or their behavior. You belong at the table—and you define your story. 3️⃣ Deflect With Grace: Kamala uses humor and calm deflection to shift the narrative. When faced with offensive comments, sometimes a smile or well-placed question is enough to disarm them. You don’t need to feed their fire—show them it’s not even worth your energy. 4️⃣ Address the Behavior with Precision: Call out toxic behavior, but do it wisely. Focus on the issue, not the person. This keeps the conversation professional and shifts the power in your favor. Strategic words can cut deeper than emotional outbursts. 5️⃣ Lead with Solutions: Kamala doesn’t just counter chaos—she presents herself as the alternative. In the workplace, we can lead by showing that WE are the solution, that professionalism and inclusivity drive results. This elevates us beyond the fray. To the women out there facing these battles every day: You are strong, you are capable, and you belong at the table. Don’t let anyone push you off your path. How we navigate these challenges isn’t just about today—it’s about the legacy we build for future generations of women leaders. What strategies have helped you rise above toxic workplace environments? Share your insights and let’s empower each other to keep breaking barriers. #WomenInLeadership #ExecutivePresence #CareerGrowth #LeadershipDevelopment #Sales

6 years ago, I walked into a board meeting as the most experienced person in the room. Yet, I got interrupted, dismissed, and talked over. I was asking sharp questions, calling out blind spots, and challenging assumptions. But one of my male colleagues rolled his eyes and moved on as if I hadn’t spoken. The message was clear: “Just rubber-stamp our decisions and don’t make this difficult.” That’s when I realized... There are different rules for women in leadership. What gets called “decisive” in some is often labeled “difficult” when a woman says it. I’ve watched this play out countless times throughout my career... But speaking up is still the right thing to do. Here’s what I’ve learned navigating this: 1) Build allies who care about impact, not politics. 🤝 In high-stakes environments, decisions often get clouded by ego, legacy agendas, or internal turf wars. With the right advocates on the board, pushback doesn’t isolate you—it positions you as the voice of reason. ✅ They help amplify your message. ✅ They back your perspective with data. ✅ They keep the conversation grounded in outcomes. 2) Watch how decisions get made. One reason I’ve loved working with the executive team at Weights & Biases is their first-principles mindset. Ideas are judged on logic, not hierarchy, politics, or gender. 🧠 When the best argument wins, everyone wins. 3) Trust your gut on culture. No title or pay is worth staying somewhere that crushes your confidence. Sometimes, quitting is the smartest move. 🛡️ It’ll give you the space to find the right team that supports your growth and lets you do your best work. _________ If you’ve ever been sidelined as a female leader because you challenged an idea, here’s a reminder: You’re NOT the problem. You’re the strategic thinker holding the foundation together. 💡 That takes courage. Keep standing your ground. The right people will recognize your value—and so will the company.

Recently, I had a tough but necessary conversation with one of our vendors. We reviewed performance, discussed areas for improvement, and I shared openly that due to budget adjustments, we’d need to reduce our use of their services. A couple of weeks later, that same vendor reached out to me again. This time, the tone was very different. They had met with one of my male peers in another department, and their message to me was essentially: “Don’t worry. He told us your company is all in on this strategy, so you don’t need to be concerned about budget.” The message was condescending. It dismissed the conversation I had led, undermined my authority, and implied that my words carried less weight than those of my male counterpart. This is the type of dynamic female leaders encounter all too often. ✔️ Our expertise questioned. ✔️ Our decisions second-guessed. ✔️ Our voices minimized. And yet...we persist. Because leadership is not about being the loudest in the room, it’s about standing firm in your role, your expertise, and your responsibility to make the right decisions for your organization. To my fellow women in leadership: your voice matters. Your decisions matter. And when they’re challenged in ways that they shouldn’t be, shining a light on those dynamics is one way we create change. #Leadership #WomenInLeadership #EquityInBusiness #VoiceMatters

In my experience as a champion for women in leadership, I've witnessed firsthand how resilience changes everything. Here's why, backed by statistics and real-life examples of Women who I admire: ✅Overcoming Challenges: Research shows that 75% of women in leadership roles encounter significant obstacles in their careers. Yet, resilient women leaders like Marisol Coriano, have faced daunting challenges head-on, navigating through them with grace, self-confidence, and determination. ✅Inspiring Others: studies indicate that teams led by resilient women leaders exhibit 50% higher levels of employee engagement. By embodying resilience, leaders like Alejandra Quevedo inspire their teams to persevere and thrive in the face of adversity with creativity. ✅Building Trust: According to a Harvard Business Review study, 80% of employees cite trust as a key factor in determining their commitment to an organization. Resilient leaders, like Rita Sbragia cultivate trust by openly addressing setbacks and leading with authenticity, fostering a culture of inclusion, support, and empowerment. ✅Driving Innovation: Resilient leaders embrace #curiosity and failure as a stepping stone to innovation. Women like Diana Kander, encourage curiosity, and ask thought-provoking questions to drive forward-thinking initiatives that propel organizations she helps, to be ahead of the curve. ✅Empowering Growth: A survey by McKinsey & Company reveals that companies with gender-diverse leadership teams are 21% more likely to experience above-average profitability. Resilient women leaders seize growth opportunities, embracing change and #inspiringothers to do the same. 👏🏽Let's express our gratitude to these exemplary leaders for paving the way and inspiring us all! 🌟 #womeninleadership #resilience #empowerment #womenempoweringwomen #femaleleadership #sorority

Navigating the Thin Line Between Assertiveness and Aggression in Leadership   As a leader, especially a woman, walking the line between being perceived as assertive versus aggressive can feel impossible. I've had to navigate this throughout my career as a senior leader and executive.   Assertiveness is critical to getting what you want, need, and deserve in the workplace.   Yet, the line between assertiveness and aggression is often blurred, influenced by tone, body language, and societal expectations. This is particularly challenging for women leaders, who face stereotypes that conflict with traditional leadership qualities. I always think about a time I participated in a talent calibration where the high-performing women were described as “aggressive.” Ridiculous.   We can redefine this narrative. As women leaders, we need to embrace our strength while maintaining grace. We can be both firm and approachable, which is great because it means we’re bringing our whole selves to work.   Here are a few strategies I've found transformative: 1.   Embrace Emotional Intelligence: Success hinges on our interactions and relationships, which are super important. Developing self-awareness and managing your emotions can significantly impact your relationships and career trajectory. Consider integrating mindfulness or meditation into your routine to enhance emotional intelligence. 2.   Blend Competence with Warmth: Being a great communicator is one of the most imperative executive skills. Avoid diminishing your authority with qualifiers or apologies. Opt for clear, direct language while maintaining a friendly demeanor to balance competence with approachability. 3.   Give Feedback in Private: As a leader, you must respect the dignity of individuals on your team by providing them with private feedback. This will foster a constructive environment for learning and development and help you maintain a positive reputation. 4.   Be Concise: Lengthy explanations can be misconstrued as incompetence or aggression. Aim for succinctness to convey confidence and assertiveness. 5.   Focus on Clarity and Facts: Keep emotions in check during conflicts. Prioritize clear, fact-based communication and future-focused solutions to demonstrate leadership and collaboration. 6.   Keep a Journal: Reflect on your interactions. Keep track of the times you felt you were perceived as aggressive versus assertive. Ask someone you trust to become your accountability partner to provide you with feedback in the moment. Mastering assertiveness without tipping into aggression is going to take time. This is a marathon, not a sprint. For personalized guidance, consider a one-on-one coaching session to delve deeper into your unique strengths and challenges.   #Leadership #WomenInLeadership #Assertiveness #ProfessionalGrowth #EmotionalIntelligence #EffectiveCommunication

We’re told to be kind, yet firm; compassionate, yet decisive. It’s a balancing act that can feel overwhelming, especially when juggling the demands of a high-powered career with the human side of leadership. I’ve faced my own struggles with this. There were times when I felt torn between offering support to my team and holding them accountable. It’s easy to default to one extreme—being too empathetic, or too focused on results—but I’ve learned that true leadership comes from balancing both. Here’s what I’ve discovered: ✨ Empathy without accountability can lead to missed goals and team complacency. ✨ Accountability without empathy creates stress, anxiety, and burnout for everyone involved. But when you lead by example, integrating both into your leadership style, you inspire your team to rise to their best potential. You show that caring and challenging can coexist. How do you balance empathy and accountability? Here are three steps that helped me find harmony: 👂 Listen first: Truly hear the struggles and challenges of your team. This builds trust. 👁️ Set clear expectations: Accountability doesn’t mean being rigid; it means being transparent about what success looks like. 💞 Lead with compassion: Understand that mistakes happen. It’s how we grow. Offer guidance, not just critique. Remember, your leadership style is your greatest asset. By leading with empathy and accountability, you can foster an environment where women—especially those navigating male-dominated spaces—feel empowered to thrive, achieve, and grow. 🌱 To all the ambitious women leaders out there, let’s continue to lead with heart and strength. Together, we can create change that resonates far beyond our immediate teams.

I love interviewing women leaders. I always learn something when they share their stories and share their wisdom. I had the opportunity to facilitate a conversation with Deepa Purushothaman for the United Nations System Staff College Women Leadership Program. Conversations about conflict and tension are hard for everyone, but they are especially hard for women who are caught in the impossible double bind of being either "too nice" or "too aggressive." Deepa suggested the tool "calling in" as a way to create a space for tough conversations. We've all been there - that moment when someone says something that crosses a line. Our instinct? Often to call them out: "That's wrong." "That's inappropriate." "You can't say that." We are even told that we must be direct, stand up for ourselves and our team, and use our strong voice... only to find that approach often creates defensiveness and distance in others. But what if, instead of pushing people away, we could pull them closer? That's where "calling in" comes in. Here are three practical ways to shift from calling out to calling in: ✔️ Share Impact Over Intent Instead of: "That's offensive!" Try: "When you said [x], here's how it landed for me..." ✔️ Open With Curiosity Instead of: "You're wrong about that." Try: "I'm curious what experiences led you to that perspective..." ✔️ Create Space for Learning Instead of: "You should know better." Try: "Would you be open to hearing a different perspective on this?" The magic of calling in? It transforms confrontation into connection. It creates space for growth instead of shame. It builds bridges instead of walls. 🌟 Yes, there are times when calling out is necessary - especially after repeated offenses. But starting with calling in often leads to deeper understanding and real change. What's your experience with difficult conversations? Have you tried "calling in" instead of "calling out"? #Leadership #DifficultConversations #WorkplaceCulture #InclusiveLeadership #womenleaders