What it takes to become a top female leader

A highly qualified woman sat across from me yesterday.   Her resume showed 15 years of C-suite experience. Multiple awards. Industry recognition.   Yet she spoke about her success like it was pure luck.   SEVENTY-FIVE PERCENT of female executives experience this same phenomenon.   I see it daily through my work with thousands of women leaders. They achieve remarkable success but internally believe they fooled everyone.   Some call it imposter syndrome. I call it a STRUCTURAL PROBLEM.   Let me explain...   When less than 5% of major companies have gender-balanced leadership, women question whether they belong.   My first board appointment taught me this hard truth.   I walked into that boardroom convinced I would say something ridiculous. Everyone seemed so confident.   But confidence plays tricks on us.   Perfect knowledge never exists. Leadership requires:   • Recognising what you know • Admitting what you miss • Finding the right answers • Moving forward anyway   Three strategies that transformed my journey:   1. Build your evidence file Document every win, every positive feedback, every successful project. Review it before big meetings. Your brain lies. Evidence speaks truth.   2. Find your circle Connect with other women leaders who understand your experience. The moment you share your doubts, someone else will say "me too."   3. Practice strategic vulnerability Acknowledging areas for growth enhances credibility. Power exists in saying "I'll find out" instead of pretending omniscience.   REALITY CHECK: This impacts business results.   Qualified women: - Decline opportunities - Downplay achievements - Hesitate to negotiate - Withdraw from consideration   Organisations lose valuable talent and perspective.   The solution requires both individual action and systemic change.   We need visible pathways to leadership for women. We need to challenge biased feedback. We need women in leadership positions in meaningful numbers.   Leadership demands courage, not perfect confidence.   The world needs leaders who push past doubt - not because they never experience it, but because they refuse to let it win. https://lnkd.in/gY9G-ibh

We've been conditioned to believe that "good" women make themselves smaller: speak softer, apologize more, defer quicker. But being a leader isn't about shrinking to fit other people's comfort zones. It's about expanding to fill the role that your vision, expertise, and impact deserve. And yet, we still catch ourselves minimizing our contributions in meetings, hedging our statements with "I think maybe..." and literally making ourselves smaller by slouching. We've been taught to be grateful for crumbs when we should be setting the table. That's space abdication. Women: your discomfort with taking up space is someone else's comfort with you staying small. Every time you shrink, you're not just limiting yourself; you're modeling limitation for every woman watching. And trust me, they're watching. (And if you're reading this, you're watching me so I'd BETTER take up space.) Taking up space isn't about becoming aggressive or adopting masculine behaviors (though there's nothing wrong with those either, if they're authentically you). It's about showing up as the full version of yourself, with all your ideas, insights, and yes, your strong opinions intact. Here's your roadmap to claiming your rightful space: 1. Speak first in meetings. Not after you've heard everyone else's thoughts and carefully calibrated your response. Lead with your perspective, then listen and adapt. 2. Stop hedging your expertise. Replace "I'm not an expert, but..." with "In my experience..." You didn't accidentally end up in a leadership role. 3. Take up physical space. Sit forward, not back. Gesture naturally. Use your full vocal range. (I've been accused of not having an "inside voice". Oh well!) Your body language should match the size of your ideas. 4. Own your wins publicly. When someone asks how the project went, don't say "the team was amazing." Say "I'm proud of how I led the team to deliver X results." 5. Interrupt the interrupters. "Let me finish that thought" is a complete sentence. So is "I wasn't done speaking." Your leadership isn't a consolation prize or a diversity initiative. It's a business imperative. The world needs what you bring, but only if you're willing to bring all of it. #womenleaders #communication #executivepresence

She said yes to every single project. Yet, she was overlooked for the promotion. They said: “She’s irreplaceable.” “We’d be lost without her.” But when it came time to lead the next big thing - She wasn’t even on the list. Over the past decade working in women’s leadership, I’ve seen this story play out far too often. Women staying in roles long past their expiration. Not because they lack clarity - But because they’ve been conditioned to confuse loyalty with worth. Loyalty to a team. To a leader. To a company culture that praises their reliability... But never promotes their vision. So how do you ensure you’re valued - not just used - for all that you bring to the table? Here are 5 practical, research-backed strategies I’ve seen top performers consistently use: ✅ Be Known for Vision, Not Just Execution ↳ “She delivers” is solid. ↳ “She sets the direction” is strategic. ↳ Build a reputation rooted in foresight - not just follow-through. ✅ Document and Distill Your Wins ↳ Don’t wait to be noticed. ↳ Capture and communicate your impact consistently. ↳ Think: outcomes, initiatives, feedback snapshots. ↳ This becomes your proof of value during reviews, promotions, or pivots. ✅ Speak the Language of Business ↳ Translate your work into metrics that matter: revenue, retention, growth, efficiency. ↳ When leaders see your contribution tied to business outcomes, you shift from “nice to have” to “can’t afford to lose.” ✅ Build Cross-Functional Credibility ↳ Influence isn’t built in silos. ↳ Make your value visible across teams. ↳ When multiple departments rely on your insight, you become a strategic connector - not just a contributor. ✅ Create Strategic Allies, Not Just Mentors ↳ Power isn’t just about performance - it’s about proximity to influence. ↳ Nurture relationships with decision-makers, peer champions, and collaborators. Influence grows through meaningful connection. The truth is - being essential isn’t the same as being seen. You can be deeply loyal to others - and still loyal to your own growth. These shifts aren’t just career strategies. They’re acts of self-respect. Because when you decide to lead from alignment, not obligation - You stop waiting to be chosen. And start choosing yourself. 💬 Which of these strategies feels most relevant to where you are right now? I’d love to hear in the comments below. ♻ Repost if you believe it’s time to stop rewarding quiet loyalty - and start recognizing conscious leadership. 🔔 Follow me, Bhavna Toor, for more. 📩 DM me to bring our holistic leadership development programs to your organization - that are a powerful combination of inner-work and real-world strategy.

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.

🫖 At networking events, naturally everyone gets asked what they do. Last week I found myself attempting to briefly explain the work I do for women's career advancement and Lead to Soar. The stranger asked something like, "So, what's the biggest career mistake women make?" I said, "Listening to advice from men." While I meant this tongue-in-cheek, clearly I made him uncomfortable. Here's the thing; there's something wrong his question. The question implies and perpetuates the myth that women don't "make it" due to some misstep that's always a fault of their own. The reality is: the system is set up for women, especially WOC, to flail and fail. And there is some truth to my response. One major problem with advice that women get (from any gender) is that it’s often rooted in an incomplete understanding of leadership. Whenever I ask an audience, "what makes a good leader?" I'll get the same responses almost every single time: - a good listener - excellent communicator - charismatic - empathetic - humble - puts team members first - inspiring And then they stop. These traits and skills are also what we see as the focus of most "leadership training" programs. But bosses *already rank women higher than their male-counterparts in almost every aspect of "soft skills," skills that have to do with engaging other people. So why do we keep sending women to "leadership training" for skills they are already likely better at than the men around them while also pretending this will help them advance? The truth is that to get beyond middle management, women must have and demonstrate excellent business, strategic, and financial acumen.... their excellence in team-building or cultivating relationships or communications act as minor differentiators at best. It is also true that white men are substantially more likely than women to be shepherded into roles where they will gain the most critical leadership skills (business, strategy, etc.). This often looks like getting a role with P&L responsibility. If you're serious about supporting women to advance in your company, business, sector...take a hard look at the training, mentorship, and sponsorship opportunities they're getting. Chances are, they're not being extended equitable opportunities to gain and showcase the most important skills for advancement. #WomenAtWork #Leadership #WomenInConstruction #WomenInEngineering #Business #Strategy #Networking

“Be bold, but not too bold. Be humble, but not too humble. Be proud but not too proud” Welcome to the tightrope many women walk on their path to leadership. McKinsey & Company’s recent piece ‘The inner game of women CEOs’ (linked in comments) struck a chord with me - not because the insights were new, but because they told a story familiar to many of us. As a woman leading in media, I’ve had to reconcile some very human tensions: → Lead with conviction, but stay open to change. → Build strong relationships, but make the tough calls. → Stay humble, but don’t shrink yourself. → Deliver results, but don’t lose your sense of purpose. → Serve the organisation, but keep some balance for yourself. The best leaders I know - women and men, embrace these polarities rather than trying to resolve them. It’s not about having all the answers. It’s about being clear on your values, knowing when to listen, and building resilience for yourself, for your team and for the business. For anyone aspiring for your next challenge : don’t wait until you feel “ready”. None of us ever do. You grow into the role by showing up - fully, enthusiastically and with a sense of purpose. And when in doubt? Ask yourself: What would the most courageous version of me do next? That’s the voice worth listening to.

I've interviewed dozens of women C-suite leaders in e-commerce. The common thread? They all say yes to something scary. I keynoted at Amazon Unboxed in front of thousands. Terrifying? A bit, yes. Career-elevating? Without question. These days, I'm jumping into current projects, advising on Amazon advertising campaigns despite not being a hands-on practitioner anymore. The tools have evolved, the strategies have shifted, but the willingness to figure it out? That's what separates leaders from followers. Here's what every woman leader I've interviewed tells me: 1) Stop waiting to feel ready 🛑 The promotion, the speaking opportunity, the stretch assignment all feel uncomfortable because they're growth opportunities in disguise. 2) Build your playbook from others' paths. Every C-suite leader has a story of the moment they raised their hand for something that scared them. These aren't cautionary tales. They're roadmaps. 🗺️ 3) Community amplifies individual success. The women who reach the top don't climb alone. They build networks, mentor others, and create the communities they wished existed when they started. Quit worrying whether you're qualified enough to say yes to that next opportunity. It's time to get comfortable being uncomfortable. When was your last big brave "Yes!" in your career?

I often see female leaders being pigeonholed into specific leadership styles, such as the nurturer, the collaborator, the taskmaster, etc. While all leadership styles have their benefits, you should never limit yourself to just one. Here’s how you can adapt and leverage various styles to your advantage: 1️⃣ Transformational Leadership 👉 What it is: Inspiring and motivating your team through vision, support, and encouragement. 👉 Why Women Excel: Empathy and emotional intelligence are often cited as traits where women score highly. These qualities are key to understanding your team and helping them reach their full potential. 2️⃣ Transactional Leadership 👉 What it is: Focused on reward and punishment, setting clear roles, and following procedures. 👉 Why Women Excel: Studies have shown that women can be more detail-oriented. This is crucial for setting up processes and defining clear roles and rewards. 3️⃣ Servant Leadership 👉 What it is: Putting the needs of your team above your own. 👉 Why Women Excel: The nurturing aspect often associated with women can be a huge asset in servant leadership. 4️⃣ Authentic Leadership 👉 What it is: Leading with openness, transparency, and integrity. 👉 Why Women Excel: Women’s collaborative approach to problem-solving often makes for an authentic dialogue. 5️⃣ Laissez-Faire Leadership 👉 What it is: Giving your team the freedom to make decisions. 👉 Why Women Excel: If you can balance trust with accountability, this can be a very effective leadership style. As women, we should not be afraid to shift between these styles based on our team’s needs, project requirements, or even our personal growth objectives. We have the unique skills and adaptability to make each of these styles work for us. For more insights on women and leadership, visit my website: https://soheejunphd.com/ Feel free to share, comment, or tag someone who needs to read this! 👇

Raise Your Voice, Raise Your Impact As women, we have heard too many times that we must prove ourselves more, work harder, and constantly demonstrate our worth. But today, the real challenge is not proving anything to anyone—it is becoming the leader we want to be. 1.- Being a leader does not mean being inflexible or imitating traditional models, but rather redefining them with our own authenticity. That is why I want to share with you three key steps to strengthen your leadership, elevate your impact, and guide other women along the way. 2.- Leadership starts with you. Do not wait for the perfect moment or external validation to take action. Confidence does not come before taking the step—it comes after. Ask yourself: Am I waiting to feel ready, or am I moving forward despite fear? Security is not something innate; it is built with every decision you make. Define three actions that bring you closer to the leader you aspire to be. It could be speaking up in a meeting or taking on a new professional challenge. Leadership is not a destination; it is a constant process of growth. 3.- One of the biggest myths about female leadership is that being empathetic means being weak. Nothing could be further from the truth. Empathy is one of the most powerful tools we have to create connection, but it must go hand in hand with clarity and firmness. Ask yourself: Am I balancing empathy with clear boundaries in my leadership? Being accessible does not mean being permissive. Being a leader does not mean avoiding conflict but learning to navigate it with emotional intelligence and strategy. Many women have been conditioned to avoid disagreement, to soften their communication so as not to seem “too harsh.” But a leader does not have to ask for permission to be heard. Ask yourself: Am I avoiding difficult conversations out of fear of the reaction? Silence is also a decision. Leadership is not about fitting into a mold—it is about breaking it and building a new one. And you, are you ready to take the first step? 📩 Dania@fiercemusecoaching.com #Leadership #GrowthMindset #Success

🚀 You Work Hard, Deliver Results… So Why Are You Still Stuck? You’re the go-to person on your team. The one who gets things done, meets deadlines, and delivers high-quality work. Yet, while others get promoted, you’re left wondering: What am I missing? Being exceptional at execution is just the first step. To move into strategic leadership, you need to: ✅ Shift from doing the work to driving impact ✅ Speak the language of business outcomes, not just tasks ✅ Make sure leadership sees your contributions in the right context ✅ Seek mentorship and sponsorship to accelerate your growth ✅ Ask for clear, actionable feedback—and hold leadership accountable for supporting your development Vague feedback from managers is a red flag. If you hear things like “You need more executive presence” or “You’re not strategic enough,” or "You are not a leader", don’t let it go unchallenged. Ask: 🔹 What does that look like in action? 🔹 What specific behaviors would demonstrate that growth? 🔹 How can I take on opportunities to develop these skills? Your leaders should be invested in your success. If they truly want to see you grow, they will help define what success looks like—and stay accountable in supporting your development and giving you those opportunities. What does this mean for women? Many women are conditioned to believe that hard work alone leads to recognition. We’re taught to be helpful, reliable, and patient, while men are often encouraged to be bold, ambitious, and proactive from the start. But, the issue is that you cannot play by either rule without being perceived as aggressive or naïve. I’ve been there. I’ve seen talented people stay stuck because they didn’t make the shift. And I’ve helped others break through this invisible barrier by supporting and sponsoring them. Waiting to be noticed doesn’t work. Ask for projects that have real visibility and promotion opportunities. You don’t need to change who you are—you need to advocate for yourself, seek clarity, and step into leadership now. 🔥 If you feel undervalued, overlooked, or stuck at the same level and you are ready to move from high performer to strategic leader, read my article below. Also, see what you can expect from your manager in the previous post. And if this resonates with you, comment below: What’s one challenge you’ve faced in getting to the next level? What’s one piece of vague feedback you’ve received? Drop it in the comments, and let’s break it down together. #HighPerformer #Strategic #Impact #ManageUp #Manager #Sponsor #AskForIt #SpeakUp