A CEO once told me it was my job to “sell hope.”
If I’m honest, I didn’t like it.
At the time, I was sitting in a C-level role, part of a leadership team navigating a significant transformation. The organization was evolving in ways that touched nearly every part of the business—our strategy, our structure, how teams operated, and how success would be defined moving forward. There was pressure to move quickly, to adapt, and to lead others through something that didn’t yet feel fully formed.
So when I heard the phrase “sell hope,” my immediate reaction was resistance.
It felt disingenuous. Like we were being asked to paint a picture that might not come true. Like we were leading people somewhere we couldn’t guarantee. And as a leader who deeply valued trust and authenticity, that didn’t sit well with me.
But over time—and through that transformation—my perspective began to shift.
What I came to understand is that selling hope isn’t about spin. It’s not about glossing over the hard parts or pretending uncertainty doesn’t exist. It’s about belief. And more importantly, it’s about helping others find belief when they’re still trying to make sense of what’s changing around them.
During that time in our organization, we were asking people to stretch in new ways. To let go of what was familiar. To adopt new ways of working and, in some cases, redefine their role entirely. And while we as leaders had been part of the conversations shaping that future, our teams were just beginning to process what it meant for them.
That gap—between where leaders are and where their teams are—is where hope either takes hold or begins to break down.
Because in that space, people are quietly asking themselves:
Where are we going?
Why does this matter?
Is this going to be worth it?
That’s where leadership shows up in a very real way.
If I’m being completely honest, part of my initial resistance to “selling hope” came from the fact that I hadn’t fully done the work myself.
I understood the strategy.
I could communicate the plan.
But I hadn’t yet connected to it on a deeper level.
And you can’t sell something you don’t believe in.
That realization was a turning point for me. I had to slow down and reflect—not just on what we were doing, but on why it mattered. I had to find my own connection to the future we were trying to create before I could expect anyone else to follow.
Because hope isn’t something you simply communicate. It’s something people experience through you—through your energy, your clarity, and your conviction.
This is especially true in times of change. Leadership insights continue to reinforce that hope isn’t passive—it’s something we actively create by helping others move forward with purpose and belief.
As leaders, we are naturally ahead. We’ve had more exposure to the strategy, more time to process it, and more context around where things are headed.
But if we move too far ahead without intentionally bringing our teams with us, something begins to shift.
It can feel like we’re moving confidently forward—clear on the direction, energized by what’s possible. But when we pause and look back, our teams are further behind than we realized. They’re still trying to understand, still processing, still questioning.
And in that moment, the gap between leader and team isn’t just about pace—it’s about perception.
When people feel too far removed from where their leaders are, they can begin to feel disconnected from the vision. They may question the intent behind decisions. They may feel like things are happening to them rather than with them.
And if that gap continues to widen, something even more important is at risk—trust.
Because when leaders appear too far ahead, without bringing others along, people can stop seeing them as someone to follow and start seeing them as someone they don’t fully understand… or trust.
Selling hope, then, isn’t about pulling people forward faster. It’s about staying connected enough to guide them forward. It’s about helping them see what’s ahead without losing sight of where they currently are.
So what does this look like in practice?
There are a few intentional shifts that can make all the difference when you’re leading through change:
We are leading in a time that feels faster, more complex, and more uncertain than ever before. Change is no longer a one-time event—it’s constant.
And in that kind of environment, hope becomes a stabilizing force.
Not as a slogan.
Not as a leadership tactic.
But as a responsibility.
Because whether we realize it or not, people are always looking to their leaders for signals. They are watching how we show up, how we communicate, and how we respond to uncertainty.
And in many ways, they are asking: Is there something here worth believing in?
If there’s one takeaway from my own experience, it’s this:
You can’t sell hope if you don’t feel it yourself.
So before you try to inspire others, pause. Connect to the deeper purpose behind where you’re going. Ground yourself in the impact you want to create.
And then lead from that place.
Because when hope is real—when it’s felt, not forced—it becomes one of the most powerful forces in leadership.
If this resonates with you and you’re leading through change right now, I’d love to connect. You can learn more about my work or start a conversation here.
I have never been great with directions.
When my son was a toddler sitting in his booster seat in the back of the car, he would confidently tell me which way to turn when I got flustered and unsure.
Imagine that — a tiny human calmly navigating while I was second-guessing every intersection.
Some people just seem wired with an internal compass. He clearly did not get that from me.
Over the years, I’ve realized my relationship with direction has shaped more than how I travel. It has shaped how I lead. And I know many leaders quietly wrestle with the same thing — making decisions and moving forward without complete clarity.
In fact, I think I know exactly where my own sense of direction comes from. My mom often tells the story about when my dad took me with him on a quick errand to the post office. What was supposed to be a short trip turned into four hours. He got completely lost. She was home with my baby brother worried about what might have happened.
Somewhere along the way, I adopted a similar relationship with direction. Not just on roads and highways, but in life too.
There have been many seasons where I have not felt one hundred percent clear about where I was headed. Times when I made what felt like the right turn only to realize later it meant recalculating. Times when I wondered if progress would lead to a breakthrough or simply a U-turn.
If you are a leader, you probably know this feeling.
Today we have incredible tools to help us find our way. GPS. Strategy frameworks. Leadership models. Data dashboards. AI. Advisors and coaches. All of these can help us move faster. They can reduce friction and provide guidance when the path feels uncertain. And yet, tools are not perfect.
Even now, when I travel to a client’s city filled with tall buildings and unfamiliar streets, my GPS will occasionally fail me. I will confidently start walking only to realize a few minutes later that I am heading in the wrong direction. Sometimes the signal drops. Sometimes the map spins. Sometimes I simply misinterpret what I see.
Leadership is no different.
You can have a beautiful strategic plan and still feel unsure. You can have access to more information than ever before and still wrestle with doubt. You can be surrounded by smart people and still need to make a decision without full clarity. The myth that great leaders always know the exact direction keeps many talented people stuck.
Where in your leadership might you be waiting for perfect clarity before taking the next step?
For years I tried to fix my lack of directional confidence in very practical ways. I challenged myself to get better. I would hear my mom’s voice in my head reminding me that streets run north and south and avenues run east and west. It is a grid. It should be simple. Some days that helped and other days it made things more confusing. Kind of like leadership advice.
Over time, my focus shifted. Instead of obsessing over always knowing the precise route, I began practicing something more important — trusting that clarity often comes after we begin moving.
Directionally, I might know I need to go that way. Not with perfect certainty. Not with a fully mapped path. Just with a quiet internal nudge.
So I step forward.
Sometimes the GPS locks in and confirms I am exactly where I need to be and sometimes I need to adjust. Occasionally, I have to turn around completely. None of that means I am lost. It means I am learning.
One of the most defining moments of “moving before I was fully clear” came when I made the decision to leave corporate.
For most of my career, I never imagined I would step away from that world. I loved leading teams, the pace and the impact. My identity was deeply connected to being an executive.
But a serious health scare became the nudge that said, go that way.
Or maybe more accurately… take a left here.
I did not have a perfectly mapped path. I did not know exactly what my next chapter would look like. I only knew that staying where I was no longer felt aligned.
Over the past nine years since making that decision, the road has not always been clear. There have been unexpected turns. There have been U-turns. There have been moments of recalculating and there has also been so much growth, purpose, and joy.
I made a commitment to myself to keep the road open — to stay curious, to listen for new direction, and to trust that adjusting along the way was part of building a meaningful journey.
Leadership often asks us to do the same.
Modern leadership requires both external guidance and internal connection. We absolutely should use the tools available to us. They make the journey more efficient and often more effective. But we cannot outsource our intuition. We cannot silence the voice that tells us when something feels aligned or when a different path might serve our people better.
Intentional leadership is not about having every answer before you begin. It is about developing the self-awareness and courage to move forward while listening deeply.
When leaders learn to trust their inner compass, they give their teams permission to do the same. They create cultures where movement matters more than perfection and learning matters more than always being right.
If the path ahead feels unclear right now, here are three practices that can help:
Perhaps the most powerful shift for me has been making peace with imperfection. I may never be the person who can instantly orient herself in any city without help. I may still have moments where I second-guess a turn. I may still find myself walking a block or two in the wrong direction. And that is okay.
Because I trust that I will find my way.
Leadership is not about flawless navigation. It is about resilience. It is about adaptability. It is about the willingness to keep going even when the signal drops or the map spins. The practice is not just about knowing where north is. It is about strengthening your inner compass so you can move with intention even when the path is unclear.
I am still learning. Still recalculating. Still listening.
It is not perfect.
But I am getting better. And that feels like exactly the right direction.
If you are navigating uncertainty in your leadership right now, you don’t have to figure it out alone. Coaching can help you strengthen your inner compass, build confidence in decision-making, and lead with greater intention. If this message resonates, I would love to connect and explore what direction might look like for you.
Leaders today aren’t just being asked to perform—they’re being asked to transform.
Transform teams. Transform strategy. Transform business models.
And in many cases? Transform themselves.
What once made you successful—deep expertise, reliable execution, clear ownership within your silo—isn’t enough anymore. Today’s business landscape demands something different. Something bigger.
Leaders are being stretched across boundaries. They're now expected to deliver enterprise‑wide outcomes in areas where they’ve never been before.
They’re moving from contributor to connector. From functional expert to visionary integrator.
I saw the early signs of this shift in my own corporate leadership over 15 years ago. Back then, “transformation” was the buzzword we were just starting to wrap our arms around—new operating models, service transformations, product pivots. I sat in more than a few strategy sessions where we debated whether the term transformation was already losing meaning.
But fast forward to today and there’s no debate.
Transformation isn’t a trend. It’s the norm.
And the pace hasn’t slowed. My coaching clients are consistently navigating software transformations, digital maturity efforts, cross-functional redesigns, and new product launches. They’re not only leading business change, they’re being asked to become the change.
And it’s exhausting.
Studies now show that the average leader faces nine major changes a year—and nearly 4 in 10 say they’d rather quit than lead through another transformation. This isn’t a matter of laziness or lack of talent. It’s the cumulative weight of change fatigue, unclear expectations, and the pressure to be brilliant in unfamiliar territory.
So what do you do when the scope of your leadership expands faster than your certainty?
In today’s landscape, the most effective leaders aren’t the ones with all the answers—they’re the ones with the confidence to figure it out.
This is the quiet skill that underpins today’s most adaptable, impactful leaders.
They don’t wait until they feel ready.
They lead while they’re learning.
They trust their ability to move forward—even when the path isn’t fully mapped.
Leadership Now Requires moving from → to …
McKinsey recently described what they call the evolution toward “networked leadership.” It’s a shift away from traditional, hierarchical models—and toward collaborative, cross-boundary influence.
Here’s a snapshot of how leadership is changing:
These shifts aren’t just theoretical—they’re what I see playing out with my clients every day.
In this new reality, leaders can’t rely on subject-matter mastery alone. Confidence now comes from the ability to move forward, collaborate widely, and think systemically.
One client’s recent experience brought this to life in the most powerful way.
One of my clients—a highly capable executive with a strong track record—was tapped earlier this year to stand up an enterprise innovation function from scratch.
Here’s the catch: she had no experience in innovation.
And worse, the function had failed at the company multiple times before.
She was met with skepticism from all sides.
“Been there, done that. What’s different this time?”
I remember those first coaching conversations. She felt like a fish out of water. And she admitted it. The scope felt massive. The expectations were unclear. And her past success had been built on deep functional expertise—not ambiguity.
But just a few months later, she lit up when I asked her what she was proud of.
“I created an advisory board. I pulled in employee fellows from across the business. I have board-level exposure and credibility with my CEO. And I didn’t burn a single bridge along the way.”
Her final reflection?
“I can run an innovation team. Nothing is impossible.”
So, what changed? She didn’t magically become an innovation expert.
She became a more confident, adaptive leader.
Here’s what I observed in her transformation—and what any leader can apply:
She made the complex accessible. No jargon. No over-explaining. Her clarity helped others say yes.
Tip: When overwhelmed, ask yourself: What’s the simplest way to say this? Start there.
She removed her bias, listened actively, and approached conversations as a collaborator—not a commander.
Tip: When you don’t know something, ask. Curiosity builds connection. Control shuts it down.
Her mantra became “just do it.” She started small, built early momentum, and let progress speak for itself.
Tip: Don’t wait to feel confident. Move anyway—and let action build belief.
She didn’t assume people knew the why or the plan. She shared, realigned, and invited others in.
Tip: If you want people to trust your leadership, communicate like it’s your #1 job. It is.
She paused often to celebrate wins and recognize growth. That reflection helped her track her own development—and show up stronger each time.
Tip: Confidence grows when you take time to notice how far you’ve come.
This is the moment to lead differently. To step out of the comfort of knowing—and into the confidence of becoming.
You don’t need to know everything. You need to lead with courage, clarity, and the conviction that you’ll figure it out as you go.
That’s what today’s transformations require.
If you’re being asked to lead in unfamiliar territory, know this:
You weren’t chosen by accident.
You were chosen because your leadership is ready for what’s next.
You don’t need to feel fully confident yet. But you do need a foundation of self-trust—and a few powerful strategies to lead with courage and clarity.
That’s why I created Unleash the Confident Female Leader—an online course designed for women like you, who are ready to rise into more visible, more impactful roles without waiting to feel “perfectly” ready.
Let’s stop waiting to be ready. Click here to learn more
A few weeks ago, I attended a flooring convention with my husband. He runs his family-owned flooring business and while I was there to support him, I also took the opportunity to immerse myself in something I never get tired of—leadership conversations.
At one breakout session, I stumbled upon a discussion called The Power of the Network, featuring a panel of women in the flooring industry. This wasn’t just a conversation focused on female leadership in a traditionally male-dominated space. It was an inspiring reminder of one undeniable truth—that women bring exactly what is needed to leadership today.
For too long, women have been made to feel that being too emotional, too empathetic, or too relational was a liability in leadership. When in reality? These traits are our greatest strengths. And in 2025 and beyond, they are the very skills that will define successful leadership.
The next 10 years will bring as much, if not more, transformation than the last 100.
Read that again.
Organizations are navigating rapid technological advancements, shifting workplace expectations, and an increasing demand for human-centered leadership.
According to the World Economic Forum, the top leadership skills for 2025 are:
✔ Adaptability—because change is happening at an unprecedented pace.
✔ Communication—because clarity and alignment are essential for navigating complexity.
✔ Relationships—because leadership today isn’t about command and control but connection and collaboration.
This shift isn’t coming—it’s already here. And as women, we are best positioned to bring what’s needed.
Women thrive in relationships. We are natural connectors, collaborators, and community builders.
Women lead with authenticity. We bring our full selves to leadership, creating cultures of trust and engagement.
Women are grounded in who we are. We don’t need to lead like men to be successful—we lead best when we own our strengths.
This is the future of leadership.
In today’s workplace, leadership isn’t just about strategy and execution—it’s about connection. The ability to build strong, trust-based relationships is what separates effective leaders from the rest. And this is where women excel.
We lead with heart. We create environments where people feel valued. We foster cultures where employees feel seen, heard, and supported. This isn’t a soft skill—it’s a strategic advantage.
The old model of leadership—one built on hierarchy, dominance, and stoicism—is fading. In its place is a leadership style rooted in emotional intelligence, collaboration, and trust. Women don’t need to fit into the outdated mold of leadership. We are redefining it.
So, what does it take to fully embrace this new era of leadership?
Confidence isn’t about having all the answers—it’s about trusting yourself to figure things out. It’s not something you’re born with; it’s something you build, step by step. That’s why I created Unleash the Confident Female Leader, a 4-week online course designed to help women move from hesitation to conviction—so they can lead with clarity, presence, and authenticity.
Here’s a preview of how you can start building confidence today:
Women bring exactly what’s needed in leadership today—authenticity, connection, and the confidence to lead in a way that is true to who we are. If you’re ready to strengthen your confidence and step into your full leadership potential, join me for Unleash the Confident Female Leader, launching on March 1.
Click here to learn more and register!
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.
