A new era of female leadership in a post-pandemic era is dawning!
The pandemic disrupted economies and livelihoods, impacting women disproportionately and leading to what became known as the ‘She-cession’. But now, women are returning to the workforce with unprecedented determination, according to the latest statistics from the Labor Department. June marked a historic milestone in the United States, seeing the highest number of women actively seeking jobs. Statistics have increased vs. last year for women holding board seats and women CEOs, as well.
This progress is inspiring, but there's still more to be done. How do we further advance these statistics and help develop female leadership in a post-pandemic era to even greater heights?
The answer lies in executive leadership coaching, a powerful "secret weapon" that can transform the trajectory of female leadership. Coaching provides a tailored and focused approach to unlocking a leader's true potential in an era where authenticity and impact are differentiators.
The journey of development begins with clarity. Coaching helps women leaders connect with purpose-driven goals, clarify what they want, and feel confident about their action plans to get there. Whether it's attaining a board seat or becoming a CEO, setting precise goals provides a roadmap for success.
Leadership is an evolving skill set; coaching provides a unique platform for honing these abilities. Through personalized guidance, women leaders can identify areas of strength and areas for growth. Whether it's effective communication, strategic thinking, or decision-making, coaching supports skill refinement that's tailored to the individual.
Confidence is a cornerstone of leadership impact, especially female leadership in a post-pandemic era. Many women face internal barriers like imposter syndrome or self-doubt that can hinder their progress. Coaching addresses these challenges head-on, fostering self-assurance and helping leaders step into their roles with unwavering confidence.
Challenges are inevitable on the path to leadership. Women leaders encounter various obstacles, from navigating complex corporate dynamics to addressing biases. Coaching equips them with strategies to overcome adversity, build resilience, and maintain a sustained focus on their goals
Coaching also extends beyond one-on-one interactions. It creates a support network, connecting women leaders with like-minded individuals with similar aspirations. This sense of community can be invaluable in providing guidance, sharing experiences, and celebrating achievements.
The re-entry of women into the workforce post-pandemic presents a unique opportunity to reshape leadership landscapes. By empowering women through executive coaching, we can amplify the impact of women leaders, ensuring their voices are heard and their contributions are recognized.
Are you ready to harness the power of coaching to develop and empower female leadership in a post-pandemic era in your organization?
If so, I invite you to reach out to me to explore the right development opportunities for your organization.
It is incredible how leadership has evolved over the years. Gone are the days when dominance and intelligence were the most commonly used words to describe leadership. In 2023, we are witnessing a shift towards qualities like empathy, collaboration, and adaptability, which are redefining successful leadership. As someone who has experienced the corporate world firsthand, I understand the importance of developing caring, effective leaders who can drive both personal growth and business results. Let's explore gender differences in leadership styles and how inclusive leadership is the key to creating a thriving workplace and a desired culture.
One striking manifestation of gender differences in leadership communication is the phenomenon known as "mansplaining." Many men assert dominance and power through their speech, while women typically communicate to build connections. A study conducted at George Washington University found that men interrupted women a whopping 33% more often than they interrupted their fellow men. Additionally, 46 out of 48 interruptions came from the man in one-on-one conversations between a man and a woman.
These aren't the only studies that shed light on how gender can influence leadership behavior in the workplace. Women have been found to downplay their abilities when their achievements are made public, while men seem to consistently rate their performance similarly in both public and private settings. Even more recent is the research done by Dave Dunning at Cornell University that found when experiencing failure, men have a tendency to respond using external attribution, while females use internal attribution, often blaming themselves.
In the book "STFU: The Power of Keeping Your Mouth Shut in an Endlessly Noisy World," author Dan Lyons examines the differences between men and women in communication styles and provides practical strategies for leaders to become better listeners.
It is essential that we become more aware of these dynamics and foster a workplace where everyone's voice is respected and heard and inclusivity thrives.
Here's the deal: if we want to foster inclusivity and create a thriving workplace, we must invest in leadership development. It's our responsibility to equip leaders with the skills and knowledge to navigate the complex workplaces of today.
By understanding gender differences in leadership and implementing strategies to address them, leaders can create a more inclusive environment. Here are three key strategies:
By moving away from outdated male traits and behaviors, such as dominance and 'mansplaining,' and embracing care, empathy, and inclusivity, leaders can foster an environment where every voice is valued and heard. Leadership development plays a crucial role in cultivating inclusive leadership.
I invite you to reach out to me to learn more about custom leadership development workshops tailored to your organization's unique needs. Let's invest in our leaders today to create a brighter, more inclusive future.
We just turned a fresh new page on the calendar, and we are ready to take on the new year. As leaders, specifically female leaders, a new year has us wondering how to start the year strong.
Here’s what I see happening with a lot of women in leadership – you start in the hole, with one arm tied behind your back, feeling like you are already “doing it all” and feeling incapable of adding one more thing to your plate.
You put yourself last, worrying about helping your team and those around you, sacrificing your own career goals in the process.
This is not the picture of a strong start. But it is often reality.
And it leaves many of us wondering how to start the year strong.
That’s why I want to talk about how starting the new year from a position of strength – instead of a position of exhaustion – is the key to hitting your goals, increasing your impact, and finishing 2022 on the best note.
I have a coaching client who is focused on her career growth. She has big goals and wants to do the things necessary to level up her skills and prepare for upcoming advancement opportunities. But she doesn’t know where to start, because she doesn’t know where she is heading.
This client hasn’t even taken the first step because she’s so overrun by her day-to-day tasks and responsibilities. She is highly motivated and a high-achiever, but her to-do list runs her day and she feels like she can’t keep up… resulting in her feeling exhausted, defeated, guilty, and further from her goals as each day passes.
Maybe you have experienced what my client is struggling with, too.
Do you find yourself spending all of your energy on checking off to-do items so you feel like you’re contributing… but not actually focusing on the things that actually have the most impact?
You and my client are not alone. In fact, 88% of business people don't accomplish their top three priorities on any given day. Of the time given to a workday, 80% is spent doing tasks with little to no value and only 20% is spent doing something important.
That means almost all of us are struggling with getting the right things done. But why?
That always-open inbox and never-ending to-do list? Those keep us consistently inundated with smaller, trivial tasks. The constant presence of these insignificant responsibilities draws us in and sucks all our energy.
Want to end the overwhelm and start each day from a position of strength?
You must be intentional in deciding what matters most – with your own goals at the top of the list.
Your goals and high-impact tasks should drive your day, not the mile-long to-do list of little time-sucking tasks.
When you’re ready to take back control of your day and step into your strength as a leader, there are three steps to take to make sure your overall vision, goals, and priorities are in line.
Everything starts with redefining. It’s vital that you have a clear idea of where you want to go before you take off. You can’t work toward a goal without knowing what you’re working for.
When you take the time to redefine, redesign, and realign, you will be confident and ready to strike with the right opportunity coming your way!
Taking on these reflections and major life decisions on your own can be daunting.
That’s why I’m here to help you take the first step!
Download my Leadership and Career Dashboard to give you a head start in “redefining” the vision you have for your career & your leadership in the new year.
And when you’re ready to truly accelerate your growth, overcome any challenge, and realign your values to reflect what matters most – consider partnering with a leadership coach and accountability partner to help you get where you want to be!
Click here to schedule a call to discuss what coaching can do for you.
Does this sound familiar?
You have achieved a certain level of success as a leader. Colleagues respect you, and your team recognizes that you have the knowledge and skills they need to be successful, too. You get results. It is clear to everyone in your organization that you are a disciplined, proven leader.
And yet you still feel like an imposter.
Every day you find yourself doubting your decisions, second-guessing your choices, and feeling like you’ll never be enough.
It’s exhausting. And you’re not alone.
Women have made incredible strides in the workplace – we’re earning more college and graduate degrees than men and closing the gap in middle-management… but men are still getting paid more and promoted faster. (The Atlantic)
So what’s going on?
According to reporters and researchers Claire Shipman and Katty Kay:
“Compared with men, women don’t consider themselves as ready for promotions, they predict they’ll do worse on tests, and they generally underestimate their abilities.”
But when it comes to actual outcomes and results for men versus women? The quality of their actual performance doesn’t differ much. (The Atlantic)
As women, we doubt ourselves. There’s a massive confidence gap that’s holding us back from top leadership positions and exhausting us on a daily basis. Yes, your role as a leader is complex and stressful – that’s true for any leader, male or female.
But when you actively step into your power and embrace your confidence, things do start to feel a bit easier. You free up your mental and creative energy to focus on problem-solving and helping your team instead of constantly worrying that you’re not enough or doing something wrong.
And because you know we are all about taking action around here – I’m sharing 4 simple, direct ways you can increase your confidence, decrease your self-doubt, and close that confidence gap.
I work with my one-on-one leadership coaching clients to help them shift their perspective, change the narrative, reframe the stories they tell themselves, and declutter their minds so they can lead with less overwhelm and more balance, less stress, and more ease; less push and more receive.
Those changes and shifts take months to fully take hold, but you can follow these steps to start closing your own confidence gap today.
Step #1: Know Your Values
Make a “Top 5” list of the qualities you think it’s most important to have. You’ll feel more confident – and more authentically you – when you know you’re living and leading by your own set of values instead of trying to conform to someone else’s.
Step #2: Keep an Open Mind
Sticking to rigid thinking leaves you second-guessing every choice and decision. Approach your work, your team, and your colleagues with an open mind and see how much easier it is to appreciate good ideas, be more creative, and stop worrying so much about being “right.”
Step #3: Practice Boldness
A huge reason for the confidence gap? Men believe their ideas are great and women are timider about putting themselves out there. Start small – with speaking up in a meeting or starting a conversation – and practice increasing your bold actions each day. Will it feel uncomfortable? Probably. But keep practicing, and soon, you will feel comfortable standing up and standing out!
Step #4: Avoid Perfectionism
Done is better than perfect. So many times, we (women) second-guess our work and let perfectionism keep us from sharing an idea, solving a problem, or achieving a result. You are not naturally perfect (no one is), and the sooner you can let go of that need the sooner you will see your confidence bloom.
Doubting yourself and second-guessing your decisions is exhausting. It also ends up hurting your productivity, your results, and ultimately your career.
If you want to be the most effective leader possible, you have to step into your confidence and lead from a place of feeling empowered, capable, and authentic. That is when you will really live up to your potential, see your true success, and help your team members grow.
Feel like you need some help in this area? It can be difficult to overcome your self-doubt tendencies on your own. That’s where a coach can make a huge difference. I help women identify their own confidence gap and make major shifts in perspective, mindset, and beliefs in order to increase their confidence, ditch the stress and overwhelm, and lead with ease.
If that sounds like something you would like to experience, you can click here to check out my 1:1 services.
And if you’re ready to tackle your confidence gap on your own, make sure you start with the steps above and systematically break down your doubt and fears. Your team, your organization, and your career will thank you!
Women in leadership face different obstacles and challenges than their male counterparts. According to a Pew Research Center study, 43% of Americans agree that women in leadership positions are held to a higher standard than men. So those feelings you may have of needing to work harder to prove yourself or achieve better results just to be seen? They are real.
So what is a motivated, ambitious female leader to do?
We believe the workplace is better for everyone when there are more women in leadership positions. We also know that it can be a daunting task to take on heightened expectations and unfair bias on your own. So over the next few months, we’ll be posting all about how to overcome some of the major challenges you face as a female leader. We will focus on identifying the issues and giving you concrete, actionable steps to overcome each obstacle you may encounter.
Yes – it is harder to be a woman in leadership, but we can do hard things. And together, we can help improve the workplace for our colleagues and the generation of women leaders behind us. Let’s get to it!
One of the biggest struggles I faced as a leader in the corporate space, and a struggle many of my clients identify with, is being able to clearly and effectively communicate your thoughts and ideas in a male-dominated space. This is also one of the most common challenges for women in leadership.
One of the worst ways I see this struggle play out is through “bro-propriating.” Here’s what happens – You, the female leader in a group of men, share a solution to a problem. No one listens, and your idea is pushed aside, and everyone keeps talking. A few minutes later, one of the men in the group offers up the exact same solution you suggested… except this time, everyone is on board. The idea is heard and valued because it came from a male leader in the room.
If you’ve ever worked somewhere that allows (and even promotes) this kind of behavior, you’ve probably felt discouraged from sharing your ideas and possibly even internalized the subconscious bias against female voices.
When your voice is consistently diminished, devalued, or ignored, a few things can happen:
None of these are helpful or productive for you or your workplace.
I know when I personally felt unheard or devalued, I tended to react aggressively. I would talk over others, speak quickly, and make snap judgments, all in an effort to force others to listen. This is not my style. My value, knowledge, and skills were devalued by my delivery style, which led to me feeling even less appreciated and seen.
If you’ve experienced the struggle to be heard in a male-dominated group, you can probably also attest to the frustration and fear that comes with this particular challenge. You may have found yourself wondering – Do I really deserve to be here? Do I know what I’m doing? Should I just be quiet and listen?
But you don’t have to stop here. There are some simple, direct steps you can take to overcome the communication barrier and ensure your voice is heard, valued, and appreciated.
The first step in overcoming the challenge of communicating clearly and effectively as a woman in the workplace is acknowledging that this is a challenge. You need to put extra effort into this area of leadership in order to truly be heard.
Once you’ve acknowledged and accepted that this is an obstacle you want to overcome, there are some key steps to moving forward.
Stop Worrying and Start Trusting
You have to stop caring what others think. Your ideas are just as valid as the next person’s, and you need to start trusting your own voice. When you’re too wrapped up in worrying about what the group will think or if someone will judge you, you lose your power. Trust your skill. Trust your knowledge. Trust your voice.
Get Comfortable with Self-Promotion
Women traditionally find self-promotion to be a challenge. For most of us, it is much easier to celebrate and promote the people around us than it is to stand up for ourselves. The more comfortable you can get putting your ideas out there, the more people will listen. Be willing to stand up for your idea if it is questioned. Defend your position when it makes sense. Put yourself out there with confidence, even when it’s not your natural instinct.
Call Out Double Standards
The next time a male colleague cuts you off or starts to speak over you, calmly and confidently say, “Hold on. I’m not done speaking,” and resume the point you were making. If you find yourself the victim of “bro-propriating,” say something about it. You can use your sense of humor or be direct (find the style that works for you) but call it out. Remind everyone that you brought that idea to the table just a few moments ago and reassert out the value or appeal of your original suggestion. Even though you may feel angry or frustrated, you will be more effective if you can point out these inconsistencies and biases confidently, without resorting to yelling or arguing.
Communicating well in a male-dominated group is much easier and effective when you truly believe in your own voice. Start with acknowledging that most women in leadership face this same challenge – it’s not just you! – and then take the steps outlined to overcome this challenge and make a place for your voice at the table.
And if you need some support in implementing these action items or building your own belief in your value, you may consider working with a leadership expert who can help you improve your skills and sharpen your self-confidence. I offer one-on-one leadership coaching for executive and senior leaders, as well as new or high-potential leaders. I would love to help you identify your own unique leadership challenges - often the most common challenges for women in leadership - and work together to find solutions and help you show up as the leader you want to be.
FALSE. This couldn’t be further from the truth. Coaching is for women who are committed, passionate and looking to make a meaningful shift in their professional life.
The leadership coaching for women that I do is all about having accountability and support to take an important step or make a significant change. It’s about elevating your leadership, not “fixing a problem.”
But it can be hard to understand exactly how coaching can accomplish those goals when you’ve never experienced it. Today I’m inviting you to engage with a few case studies that highlight specific clients I’ve worked with, their goals, and the powerful shifts they were able to make because they worked with an experienced leadership coach.
Let’s dive in and see what’s possible!
The Context
This client, an experienced business development professional, replaced a former CEO who had only been in role for 8 months. She had strong external relationship-building skills and understood the importance of assembling the right team to support the organization.
The Shift
Because she was new to the organization, I helped her take a step back and evaluate the big picture of what had happened before she came on board. We worked together to understand the internal dynamics that were draining the organization. Then, together, we were able to create organizational design solutions and strategies to specifically address those internal issues.
The Result
This client was acknowledged by the board for making tough internal decisions and building a highly effective team. Under her leadership, the organization achieved unprecedented financial results.
The Context
I worked with a charismatic leader whose desire was to double their healthcare company’s revenue in 2 years but felt bogged down with employee relations issues and the internal details associated with a highly regulated industry. It was hard to make any progress.
The Shift
Our work together focused on taking steps to create a shared vision and then align the organization with that vision, creating a cohesive, company-wide culture. I helped this client identify activities and responsibilities they should delegate, freeing up their energy and attention for the vital tasks they needed to focus on.
The Result
This client was recognized as the most inspirational leader in company history. Because of the delegating we identified and prioritized, they gained appropriate bandwidth and focus to successfully position the company for a major sale.
The Context
This talented and dynamic regional sales leader was promoted to a larger role, with full P&L responsibility and a position on the executive leadership team. They wanted to be intentional and make the most of this promotion.
The Shift
Through one-on-one work, I helped this VP cultivate the leadership presence they wanted to have. We also focused on messaging and decision-making, so they felt confident in both areas before starting the new role. We also found opportunities for collaboration with other functional areas, so this leader could demonstrate their commitment to the organization as a whole.
The Result
The leader assimilated successfully to the executive team, without excessive growing pains or redirection. They demonstrated an acute ability to wear the “company hat” so they were seen as a leader for the organization, not just their assigned function.
Let’s look at one last client in even more detail to uncover the shifts she was able to make with the support and direction of coaching and see the benefit or value of those shifts.
This client wasn’t feeling heard and was tasked with driving significant transformation within her function. She needed support finding a leadership approach that was authentic to her (and also sustainable) while allowing her to use her voice.
Shift #1: She moved away from being defensive
Shift #2: She moved away from acting as the “police”
Shift #3: She moved away from combative relationships
You don’t need to wait until you feel stuck to work with a leadership coach. Together, we can sharpen your skills, help you make significant shifts in your beliefs, attitudes, and actions, and help you reach your big goals.
If you’re interested in putting the power of coaching to work in your own life, click here to learn more about working with me and see what leadership coaching can do for your career.
"It will get done faster (and better) if I just do it myself!"
“Even when I explain in detail how to do it, it isn’t done right.”
I don’t want someone to think I’m dumping something I just don’t want to do on them!”
If you’re a woman in business leadership, you’ve likely made a statement like one of these recently.
Delegating is a skill that does not come easily to most leaders. We struggle with giving up control of the outcomes and worry others will see us “avoiding” work if we ask them to handle it.
But learning how to delegate with intention is one of the key leadership skills you need to master if you want to be a truly effective leader. Delegating with intention elevates your leadership and helps you empower and develop the people you lead. Done well, delegating might just become your new favorite task.
In practice, delegating with intention helps us combat our discomfort and unease with the practice of asking others to take on work for us. It’s important to remember that sharing the right work with the right people means that each person – you included – can focus on those things that add the most value.
When it comes to delegating with intention, you have two areas of focus:
So let’s see this at work...
You have a data set that needs to be sorted before you can use the data to make a recommendation to a committee about the next steps for a specific project. You also have a few memos to write, an employee review to complete, and some admin tasks. If you decide to do all of this work yourself, you know it will be done correctly, but it’s going to take you an entire day to work through everything.
The kind of delegating you’re used to (that feels uncomfortable) would include you calling up someone “beneath” you and tossing the work that you don’t have time for at them. No wonder that doesn’t feel great!
But you’re a woman in business leadership who leads – and delegates – with intention. So you think about the conversations you’ve been having with your team lately to see who might be a good fit for a few of the tasks you have on hand.
Samantha mentioned that she wanted to deepen her analytics skills in your last one-on-one, so you ask her if she can step in and support the team (and develop a skill she’s interested in) by sorting the data set. She’s thrilled to be trusted with a side project in her area of interest, and you’ve freed up some of your time.
You’ve noticed that Greg is an excellent writer, so you let him know you appreciate his writing skills and could use his help crafting a few key memos for the team. He completes the memos in a fraction of the time it would have taken you, and they are clearly written and easy to understand.
Because you’ve learned how to delegate with intention, you now have plenty of time to sort through the data Samantha aggregated for you and make a well-informed, insightful recommendation to the committee. You don’t have an endless to-do list dangling over your head, so you’re able to be more focused and intentional in the employee review.
Sure, the above scenario sounds great, but how do you start delegating with intention in your own role?
There are some key questions you can ask to help start putting this important leadership skill into practice. A skill important to develop for women in business leadership.
Learning how to effectively and intentionally delegate helps:
Delegating with intention is essentially a win-win.
“When you get the best from your employees, the company gets the best results."
– LEAD WITH HEART AND LEAVE A LEGACY
Asking employees to manage certain tasks will help them develop new and existing skills. They’ll also feel empowered and appreciate being needed. People want to feel valued – and delegating with intention is one of the best ways to help them contribute to the team.
When you give yourself space to focus on the things you are best at, your work will be even better. You can pour your time and energy into focused tasks, improve your own skills, and deliver excellent results.
Your organization will benefit in a number of ways when you start delegating with intention. First, everyone is involved in delivering better work – which improves the quality of the organization across the board. You’re also helping improve employee quality and satisfaction, which leads to better organization-wide results. In fact, highly engaged teams show 21% greater profitability (Gallup).
You see the benefits and you’re ready to sharpen your delegating skills. I’m excited to see how this benefits you and your team! And to start dividing up tasks based on urgency and importance, I highly recommend using Eisenhower’s Urgent/Important Principle.
You can click here to download a free guide to help you get started delegating with intention and improving outcomes. You’ll be delegating like a pro in no time!