Mindset Shifts for Success

Most women aren’t struggling with ambition. They’re struggling with permission. To want more. To ask for more. To be more. And it’s not because we don’t have the drive, It’s because we’ve been taught that asking for what we want comes at a cost. “Women don’t advocate for themselves.” That’s the diagnosis. But let’s talk about the conditioning that created this symptom. 🧠 From a young age, we were trained to betray our own instincts in the name of likability. When we spoke up, we were told to be polite. When we led, we were labeled bossy. When we stood our ground, we were deemed difficult. Then we entered the workplace. And suddenly, those same qualities - assertiveness, clarity, ambition - became the ticket to success. Except now, they came with a cost: ⚡️ The likability backlash ⚡️ The ambition tax ⚡️ The invisible double standard So when people ask, “Why don’t women advocate for themselves?” I always ask back: “Why would they - when the price has always been higher than the reward?” During the group coaching session of our "Transform from Hidden Talent to Visible Leader" online program, one pattern showed up across the board: 👉 A hesitation to own their success. 👉 A discomfort with visibility. 👉 A learned fear of being “too much.” Not because they lacked value. But because no one taught them how to advocate without guilt or backlash. Here are 3 truths no one puts in leadership books: 💥 1. Self-advocacy is a continuous act of honoring your future self. Self-advocacy isn’t just about today, it’s about shaping the future you want. Every decision you make should align with where you want to be, not just where you are. • Say no to distractions that pull you away from your long-term goals. • Prioritize yourself by making decisions that build your future, not just serve immediate needs. Your future self will thank you. 💥 2. Stop asking for permission through politeness. How often do you hear: “Sorry to interrupt…” “This might not make sense, but…” “Just a thought…” Delete the disclaimer. Start with your point. You’re not a guest in the room. 💥 3. Your work will not speak for itself. It never has. And that’s not your fault. But it is your responsibility to make it visible. Strategically. Boldly. Without apology. If this resonates, and you’re in a season of wanting to be seen -  not just for what you do, but for who you are when you lead Join the waitlist for our next cohort of From Hidden Talent to Visible Leader - a 4-week online experience for women who are ready to advocate for themselves with clarity, strategy, and quiet power. It’s not about becoming louder. It’s about becoming more you. ✨ Link in comments #HiddenTalentToVisibleLeader #WomenInLeadership #TheElevateGroup #PowerfullyYou #UnlearnToRise

Same Promotion. Two Different Worlds. Story 1: Arjun gets promoted. He calls his wife, parents, and mentor. They cheer. His boss pats his back—“Next stop, leadership!” He updates LinkedIn, receives 350 likes. Celebration dinner is booked. He’s already thinking of the next step. He feels seen. Story 2: Naina gets promoted. She pauses. Her first thought? “How will I manage the kids’ pickup now?” Second thought—“I’ll need help with the in-laws’ appointments.” She shares the news at home. Mixed reactions. "Won’t it get too hectic?” “Are you sure you want this?” She updates LinkedIn two weeks later. The post is carefully worded—not “I’m proud to share” but “Grateful for the opportunity.” She celebrates quietly—between wrapping up a meeting and preparing dinner. She feels proud… and a little guilty. Same designation. Same responsibilities. But the emotional cost? Unequal. Because for many women, each step up at work requires two steps of negotiation at home. Not just with others—but often, with themselves. Let’s rewrite this narrative. Let’s stop expecting women to manage success. Let’s start allowing them to own it.

Phir Ziddi Hi Sahi was one of my favorite projects from last year, and as we rewatch episodes while programming Season 2, I can't help but share the major learnings I had from the episode with Dr Tanu Jain. Being a woman aiming for something extraordinary often comes with societal pressures, such as the pressure to get married or stay within certain boundaries. What I've learned is that it's crucial to stay true to your purpose and power through those expectations. 1) Your gender isn't a limitation; it's a strength. Navigating the professional landscape as a woman might invite skepticism about leadership abilities. Embracing the fact that being a woman doesn't make me a weaker leader but a more empathetic one allows for positive change through a unique perspective. 2) Women often experience feelings of guilt when prioritizing education or a career over getting married, as if they are burdening their parents. The solution lies in achieving financial independence, which breaks the cycle of guilt, empowers individuals, and transforms their relationships with parents into a source of pride. 3) When a woman has a position of power, she not only transforms her life but also reshapes societal perceptions. One woman's success becomes a catalyst for change, fostering a mindset shift that says, "If she can, so can others." And last but not the least being "Ziddi" is the hallmark of strong women. Embracing this ziddi spirit allows for becoming a force challenging norms and paving the way for others to follow. Watch our full conversation in the link below :)

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.

From a small office in India to a multi-million global B2B Brand & Performance Marketing Agency 17 years ago, I was just trying to keep the business alive. Now, we’re a multi-million revenue company with 600+ people across the globe. The contrasts between then and now? — 1. I went from survival mode to strategic growth. Back then, every decision was about staying afloat. Now, decisions are about scaling, innovating, and long-term impact. It’s not just about winning deals anymore, it’s about building something that lasts. — 2. I’m away from the details and more in the strategy. I used to be involved in every detail. Every client, every process, every hire. Now, I focus on high-level strategy while empowering my team to lead. Because if you don’t trust your people, you become the bottleneck. — 3. My mindset shifted from local to global. I used to see business through a single lens Then a move to a new environment changed everything. New demographics. New culture. New mindsets. It forced me to adapt, learn faster, and scale beyond what I thought was possible. What’s the biggest contrast in your career from where you started to now?

Ambition or marriage? For too long, I’ve been told I can’t have both. In a country where ambition isn’t considered ‘marriage material,’ I’ve heard it all: ‘Don’t work so hard,’ ‘Tone down your career goals,’ ‘Be more marriageable.’ These words have echoed in my life, shaping an internal conflict between my professional dreams and societal expectations. Recently, I faced my own bias head-on. Surrounded by powerful women working in gender justice, I made an assumption—surely, they must be single, childless, or without traditional families. It was a reflection of the societal narrative that says ambitious women can’t have it all. But I was wrong. These women, these fierce feminists, spoke about their husbands, children, and families with pride. They had it all—careers, families, and the freedom to be unapologetically ambitious. That moment shifted something in me. It made me confront the false dichotomy I’ve been conditioned to accept. Why should ambition and marriage be mutually exclusive? Why should the pursuit of professional success diminish my worth as a potential partner? According to the National Center for Family & Marriage Research, women who marry later and pursue their careers often enjoy more stable marriages, with couples marrying after the age of 25 being 50% less likely to divorce. This isn’t just anecdotal; it’s evidence that we can have it all and do it well. Yet, we’re still in a society where women are often expected to sacrifice their careers for their families or are discouraged from working altogether, as if the decision isn’t only theirs to make. In India, only 32% of married women are part of the workforce. The Centre for Monitoring Indian Economy (CMIE) reports a significant number of Indian women leaving the workforce after marriage, more due to family or societal expectations that place domestic responsibilities above one's own professional aspirations. The lack of supportive work environments and the burden of household duties on them also play a role in this decline. To every woman who has been told to choose between her dreams and her personal life, to every person who believes ambition is incompatible with marriage—I’m here to say, we can have both. We deserve to have both. The world needs to see that powerful, career-driven women can also be loving partners, nurturing mothers, and pillars of their families. But for those who choose to focus solely on their careers or their homes—that choice is equally valid. What matters is that it’s a choice, not a concession to societal pressure. It’s time to challenge the narrative. Ambition is not a flaw; it’s a strength. And it’s entirely compatible with love, family, and marriage. Let’s redefine what it means to be ‘marriage material.’ Because the modern woman can—and should—aspire to everything she desires, on her own terms. #GenderEquality #WomenEmpowerment #Feminism #WomenInLeadership #WomenSupportingWomen #GenderJustice

Success feels empty when it's built on other people's expectations. I see this everywhere in corporate leadership today. Executives burning out not from the work itself, but from constantly trying to prove their worth to others. 𝟱 𝘀𝗶𝗴𝗻𝘀 𝘆𝗼𝘂'𝗿𝗲 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝘀𝘂𝗰𝗰𝗲𝘀𝘀 𝗼𝗻 𝗲𝘅𝘁𝗲𝗿𝗻𝗮𝗹 𝘃𝗮𝗹𝗶𝗱𝗮𝘁𝗶𝗼𝗻: 𝟭. 𝗬𝗼𝘂 𝗰𝗵𝗲𝗰𝗸 𝘆𝗼𝘂𝗿 𝗽𝗵𝗼𝗻𝗲 𝗼𝗯𝘀𝗲𝘀𝘀𝗶𝘃𝗲𝗹𝘆 𝗮𝗳𝘁𝗲𝗿 𝗽𝗿𝗲𝘀𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻𝘀 Waiting for that "great job" message or positive feedback to feel good about your performance. 𝟮. 𝗬𝗼𝘂𝗿 𝗺𝗼𝗼𝗱 𝗱𝗲𝗽𝗲𝗻𝗱𝘀 𝗼𝗻 𝗾𝘂𝗮𝗿𝘁𝗲𝗿𝗹𝘆 𝗿𝗲𝘃𝗶𝗲𝘄𝘀 Your self-worth rises and falls with performance ratings instead of staying steady. 𝟯. 𝗬𝗼𝘂 𝘀𝗮𝘆 𝘆𝗲𝘀 𝘁𝗼 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝘁𝗼 𝗹𝗼𝗼𝗸 𝗰𝗮𝗽𝗮𝗯𝗹𝗲 Taking on more projects than you can handle because saying no might disappoint someone. 𝟰. 𝗬𝗼𝘂 𝘄𝗼𝗿𝗸 𝘄𝗲𝗲𝗸𝗲𝗻𝗱𝘀 𝘁𝗼 𝗶𝗺𝗽𝗿𝗲𝘀𝘀, 𝗻𝗼𝘁 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝗶𝘁'𝘀 𝗻𝗲𝗲𝗱𝗲𝗱 Putting in extra hours to be seen as dedicated rather than because the work demands it. 𝟱. 𝗬𝗼𝘂 𝗳𝗲𝗲𝗹 𝗹𝗶𝗸𝗲 𝗮 𝗳𝗿𝗮𝘂𝗱 𝗱𝗲𝘀𝗽𝗶𝘁𝗲 𝘆𝗼𝘂𝗿 𝗮𝗰𝗵𝗶𝗲𝘃𝗲𝗺𝗲𝗻𝘁𝘀 Constantly worried that people will discover you're not as good as they think you are. 𝗧𝗵𝗲 𝗳𝗶𝘅 𝗶𝘀𝗻'𝘁 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗵𝗮𝗿𝗱𝗲𝗿. 𝗜𝘁'𝘀 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗳𝗿𝗼𝗺 𝗮 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝗽𝗹𝗮𝗰𝗲. Instead of asking "What will they think?" start asking "What do I think?" Instead of seeking approval, start trusting your judgment. Instead of proving your worth, start knowing your worth. Real success comes from internal confidence, not external applause. The best leaders I know stopped performing for the crowd and started leading from their core. What would change in your leadership if you stopped seeking validation and started trusting yourself? ♻️ Share this to help more leaders to lead from their core. Follow Adeline Tiah  for content on future of work and leadership.

As a working woman who got married last year, I can tell you firsthand: juggling a career AND running a household is EXHAUSTING. Society loves to hail "superwomen" who effortlessly do it all, and my mom is one of them. But after experiencing the reality myself, I realized something important: I DON'T want to be a superwoman. Yes, it's inspiring to see women conquer both worlds. But the truth is, it often comes at a cost. For me, it meant -Underperforming at work, -Neglecting my creative passions, and -Feeling constantly drained. So, I made a choice: To prioritize my well-being and happiness over societal expectations. 😊 Thankfully, my amazing husband stepped up and we decided to split household chores equally. This has been a game-changer! Here's my message: -Being a homemaker is a full-time job, often undervalued and overlooked. -Working women shouldn't have to bear the double burden alone. -It's okay NOT to be a superwoman. Prioritize your health, happiness, and career goals. -Husbands, partners, and families should actively share household responsibilities. Let's stop glorifying the "superwoman" myth and normalize the fact that even the strongest women and men both need support. #WorkingWomen #Homemaker #SuperwomanMyth #Marriage #Family #WorkLifeBalance

I hear variations of this confession more than you'd think. Brilliant women, capable of running entire departments, companies, probably nations if we'd let them, admitting they're scared to reach for more in their career. Not because they can't do the work. They absolutely can. They're scared because they've watched the house of cards nearly tumble before. Maybe it was their own burnout - that soul-crushing time when everything became too much. Maybe it was watching a friend implode trying to juggle a demanding role while still being the "perfect" mother, partner, daughter. Or maybe they just feel perpetually one step away from the edge, constantly managing that impossible equation: prove yourself twice as hard at work + handle everything at home = total exhaustion. So they don't reach for more, career-wise. "If I can barely keep all these plates spinning now, how can I possibly take on more?" This fear isn't irrational. It's protective. Because society has convinced women that stepping up means doing MORE of everything, not doing things DIFFERENTLY. Here's what I see happening: Women limit their own ambitions to protect their carefully constructed balance. They turn down opportunities not because they lack capability, but because they can't imagine a scenario where success doesn't equal burnout. It's heartbreaking. It's untrue. And it's often completely subconscious. That's why so much of my work involves untangling what my WINners REALLY want from what they think is "realistic" or "sustainable." Because the truth is that you absolutely can step into that bigger role without sacrificing your sanity or your family. But it requires doing things differently: - Setting boundaries that actually stick - Delegating (yes, at home too) - Managing your energy, not just your time - Building systems that support your success instead of drain it One of my WINners was convinced she couldn't handle a VP role because she was already struggling to keep up at director level. Six months later? She's thriving in that VP position because we redesigned HOW she works, not just what work she does. So if you're holding yourself back because you're scared of the juggling act getting harder, let's talk about making it easier instead. Your ambitions aren't too big. Your current approach might just need an upgrade. Have you ever turned down an opportunity because you were afraid of burnout? What would change if you knew there was another way? P.S. That promotion you're afraid to go after? It might actually give you more resources and support to create the sustainable career you've been craving. Don't let fear of overwhelm keep you from the very opportunity that could solve it.

As Indian Women Leaders: Are We Falling Behind? (But There's Hope!) Here's the deal: Women on Indian boards are on the rise (18.3%), reveals a recent Deloitte report (2023). But here’s more: Globally, the average is 23.3%, and it's rising faster.  At this rate, the world will reach gender parity by 2038, while India lags behind at 2045. So, what's the missing piece? As a Growth Mindset Coach, I see these familiar challenges holding us back (and here’s how you can smash them!): 1. Unconscious Bias: Unconscious bias, or implicit bias, refers to subconscious attitudes that subtly influence our perceptions and interactions with others.  This can have a significant impact on women leaders in the workplace. Ever meticulously crafted a proposal, only to see a male colleague receive the praise for a similar (or perhaps even less compelling) idea? This is a common experience for many women, and unconscious bias is often the culprit. These biases are often outside of our conscious awareness, making them even trickier to navigate. 2. Work-Life Balance Dilemma: The juggling act of work and personal life is a constant challenge for many leaders, particularly women. Imagine this: You're a high-performing leader, yet childcare responsibilities and an inflexible work environment leave you feeling stretched thin. So, how do we bridge the gap? Embrace Boundaries: Learn to delegate effectively and prioritize self-care activities that replenish your energy. Champion Flexibility: Advocate for remote work options or flexible scheduling arrangements. Remember, a supported leader is a more effective leader. 3. Imposter Syndrome: Imagine leading a record-breaking project, yet attributing the success primarily to your team and downplaying your own contributions. This is a common experience for many women leaders, often stemming from a phenomenon known as Imposter Syndrome. How to rewrite your narrative? - Challenge the Inner Critic: Recognize and challenge negative self-talk. Focus on your strengths and accomplishments. -Celebrate Your Wins: Acknowledge and take pride in your achievements. Don't shy away from sharing successes with others. -Embrace Growth: Consider investing in a growth mindset coach (hint, hint!) to further develop your skills and confidence as a leader. 4. The Mentorship Gap: Do you crave guidance from experienced women leaders, but the path seems unclear?  This "mentorship gap" is a significant challenge for many women. Here's the good news:  You can build your own support network! Forge connections with other women leaders. Seek out online communities, attend conferences, or join professional organizations. By acknowledging these challenges and implementing these strategies, you can rewrite the narrative! What other challenges do YOU face as a woman leader? Share your experiences in the comments! Plus, if you're ready to shatter these glass ceilings and embrace a growth mindset,  let's chat today, DM me!