Women are breaking barriers and making significant strides across various fields in today’s rapidly evolving world. However, the journey to leadership is often fraught with unique challenges that hinder their progress. From gender biases to balancing personal and professional responsibilities, these obstacles can seem insurmountable.

In this article, CEOs, coaches, and other experts share their insights into the most pressing challenges women face in their quest for leadership and the actionable strategies to overcome them, paving the way for a more inclusive and equitable future.

Speak Up to Be Noticed

The women who get overlooked do not speak up in rooms, and they don’t convey confidence or a clear interest in moving the agenda of the organization or team forward. The more engaged the individual—regardless of gender—the more they will exhibit the skills and qualities the organization is looking for, which include actively participating and demonstrating initiative. If you don’t speak up, no one will really know you’re there.

Susan Elford, Leadership Coach & Business Mentor, Susan Elford Coaching & Consulting

Set Boundaries and Embrace Choice

The unspoken (and sometimes spoken) expectation to be everything to everyone, all the time, is overwhelming. We can’t be the emotional support, the office “mama bear,” the disciplinarian, the peacekeeper, and the person who tirelessly produces results all at once. It’s emotional and mental whiplash. 

Overcoming this isn’t as clear-cut as we want it to be, since it’s not an expectation that originates with women. But what’s critical to remember is that women reserve the right to choose what they say “yes” and “no” to, and that we can change our minds. The hard part is learning to be okay when others are disappointed or upset by our choices—that’s where the real work lies. If we can work through those moments, we can find our version of emotional equanimity.

Zovig Garboushian, Executive Coach, Speaker & Leadership Advisor, Boldness Ablaze Coaching

Cultivate Confidence and Visibility

One of the biggest challenges women face in achieving leadership positions is lacking the confidence and courage needed within some organizational cultures. Some strategies that can help include building a supportive network of connections at all levels of the organization, having a mentor or leadership coach who can continue to enhance your leadership skills, and being proactive in raising one’s visibility. Raising visibility is a process that includes speaking up to add impact and ensure one’s contributions are heard and recognized.

Beth Kennedy, Leadership Coach, TEDX Speaker & Trainer, Benatti Leadership Development

Reframe the Narrative on Tough Conversations

One of the biggest challenges I’ve observed with women in achieving leadership positions is the ability to have tough conversations. Many times there is an underlying narrative they hold that having these more difficult discussions isn’t aligned with their desire to “be nice.” That seems to originate from their conditioning, which has often taught women not to be disruptive, to tow the line with a “grin and bear it” type of approach. It can be challenging to unlearn those outdated ideas that can be deeply ingrained. 

The way to start doing that is by first acknowledging the disservice we do to ourselves and others when we don’t speak up. The new narrative then becomes: “The most compassionate thing I can do is to show up with candor.” And from there, we can provide tools to help with how to deliver those challenging conversations. But it starts with changing the underlying narrative.

Carolina Caro, Diversity, Equity and Inclusion Consultant, Leadership Coach, Speaker, Facilitator, Carolina Caro LLC

Managers Must Foster Women’s Business Acumen

The mindsets of managers (men and women) create the single greatest barrier to women’s advancement into leadership positions. After all, who other than managers are gatekeepers for advancement opportunities? 

One mindset that creates nearly insurmountable barriers is the idea that women don’t have and aren’t interested in business savvy (business, financial, and strategic acumen).

5 ways managers can overcome this barrier:

1. Reframe their thinking about women (e.g., by taking note of and learning from the successes of women CEOs).
2. Mentor women on why business savvy is important, how to gain it, and how to demonstrate it.
3. Guide women into positions in the core of the business—not just into HR or marketing.
4. Have robust conversations with team members about the business, its finances, and strategy.
5. Give women direct feedback about the importance of business, financial, and strategic acumen.

5 ways women can overcome this barrier by taking action to develop and demonstrate business savvy:

1. Listen at all-hands meetings and understand the implications of financial updates.
2. Meet with others across the business to understand the value creation chain.
3. Read books about business, not just about how important it is to engage team members and be a good person.
4. Understand how your KPIs roll up to your manager’s, his or her manager’s, and ultimately into financial reports.
5. Always be FOR the business…in everything you say and everything you do, act like a CEO.

Susan Colantuono, Founder, Be Business Savvy

Empower Women to Build Confidence

The biggest challenge I see women face in achieving leadership positions is a lack of confidence. Typically, it’s due to not seeing many other women in leadership positions already, navigating gender microaggressions, and not getting the support they need to grow. In turn, this results in these women not speaking up in meetings, taking on too many non-important or non-urgent priorities, and feeling undervalued. It’s a vicious cycle that results in fewer women being promoted or accepted into leadership positions.

One way to overcome the lack of confidence is by empowering women in the workplace. This can be done by setting clear expectations of their role and priorities, acknowledging their wins, and building a culture with equitable language.

Brittany Canaski, Life & Leadership Coach, Hello Velocity

Balance Relationships and Results

One of the biggest challenges women face in both achieving leadership and becoming a high-impact leader once in the role is the delicate balance between building relationships and getting results. Women naturally gravitate slightly more toward building relationships—which is key to building influence and leadership. This is a great attribute to have as a leader and influencer. 

However, leaders in an organization must get results for the organization and for the team, and women are challenged to get results while maintaining great relationships in order to build trust with both the team and the top leaders in the organization. Most women feel pressured to be “firm” in leadership roles, not realizing it can be appropriate to lead with influence and moral authority based on character instead of leading from title, position, and formal authority. When facing the challenge of balancing relationships and results, many women tend to overcorrect so they don’t appear “soft,” but end up decreasing trust. Because they override their natural tendency to focus on relationships, they end up actually damaging the relationship over time. 

The best way to overcome this challenge is to make sure you are developing your character first—who you are as a leader—and your competency second. This is important because the majority of our leadership results are derived from character—who we are and how we do what we do. Therefore, character weaknesses such as insecurity will hold us back in terms of leadership. If you aren’t certain and sure of yourself, your values, and secure as a woman and leader, it will be easy for external forces to manipulate or pressure you into behaviors, actions, and choices that aren’t authentic to who you are—and anytime we are acting out of alignment with our own values, we will ultimately decrease trust and lose influence as a leader. 

Make sure you have an intentional growth plan both personally and professionally. Create a strategy for growth and then execute on it. This can be as simple as reading leadership and personal growth materials every day. Perhaps it’s listening to a leadership podcast every day. Maybe it’s finding a leadership mentor and coach. Growth is the key to overcoming the challenges we face as women and leaders, because while the problems we have faced and will face can’t grow, we can.

Ria Story, Author of The Ladder of Influence, Leadership Coach and Speaker, Top Story Leadership

Combat the ‘Onlyness’ Challenge

One of the biggest challenges women face in achieving leadership positions is the sense of “onlyness,” where they are often the only woman in the room. This singularity can drive anxiety, as they feel an increased pressure to perform exceptionally well to justify their presence and reinforce their difference. This sense of being constantly in the spotlight can be overwhelming.

Organizations need to foster inclusive cultures that actively support diversity to overcome this. Mentorship programs, sponsorship, and peer networks can provide women with support and validation.

Women facing onlyness should connect with experienced coaches and sponsors who can provide guidance, embrace their uniqueness by bringing fresh ideas and approaches, and prioritize self-care to manage stress and build resilience.

Luciana Paulise, Leadership Coach, We Culture

Adopt Inclusive Recruitment Strategies

Despite all the innovations we see in tech, there’s still a noticeable gap when it comes to women in senior positions. The stereotype that women are too emotional or not assertive enough still exists, which can make it harder for them to be taken seriously as leaders. I understand that closing the gender gap in tech leadership isn’t something that will happen overnight, but it’s important to take even small steps to make steady progress.

By focusing on skills and qualifications rather than personal characteristics, businesses can create a more equitable hiring process. So, here’s our approach and what I’d recommend for tech companies looking to make a difference:

• Adopt inclusive recruitment strategies, such as blind recruitment and diverse interview panels. This can help mitigate biases that often disadvantage women.
  
• Craft job descriptions using inclusive language that appeals to a diverse candidate pool. This way, you will encourage more women to apply for positions.
  
• Conduct company-wide research to identify gender imbalances within teams.

We can also draw inspiration from organizations like The Bill & Melinda Gates Foundation and Leadership Women, as they create supportive networks for women. As for tech businesses, it’s a good practice to provide opportunities for networking and relationship-building, too. It could be, for instance, a mentorship initiative designed for women in engineering roles where a company pairs junior female engineers with senior leaders who not only offer technical advice but also share insights on navigating the workplace and career development. This initiative can contribute to a more diverse leadership team and new problem-solving capabilities as a result. Both becoming a leader and an engineer were not considered a woman’s cup of tea before, but not now.

Ann Kuss, CEO, Outstaff Your Team

Overcome Self-Doubt and Seize Opportunities

One of the biggest challenges I believe women face in achieving leadership positions is simply the belief that they are capable and worthy of such opportunities as they arise. I experienced this firsthand when, as a young professional and a mom of three, I was offered a fantastic opportunity but single-handedly held myself back because of feelings of self-doubt, fear of failure, and worries that I wouldn’t be good enough. 

Once we, as women, can overcome our feelings of self-doubt, we can step into the spaces we are invited into and deserve to inhabit. Through self-reflection, mentorship, community, and coaching, both women and men learn the skills needed to remove feelings associated with imposter syndrome so they can contribute to their workplace and society fully and wholeheartedly.

Kristin Bartholomew, Executive Coach & Leadership Development Specialist, KMB Coaching

Build a ‘Success Squad’ for Support

One of the biggest challenges women face in achieving leadership positions is overcoming limiting beliefs, often manifested as imposter syndrome. This can create barriers around stepping into their full brilliance and can be the greatest obstacle to their success and career elevation. To overcome this, women need to cultivate self-awareness and embrace their unique strengths and accomplishments intentionally. 

In my book, “It’s Your Time to Shine, Girl,” I share that building a “Success Squad” of sponsors, mentors, peers, and a leadership coach who affirm and challenge your growth and help you see and address your blind spots can be extremely transformative. 

Additionally, developing a strong personal brand that authentically reflects their values and expertise and showing up with a commanding executive presence anchored in their strong self-belief and confidence helps showcase their leadership capabilities. By consistently practicing self-advocacy, self-promotion, and celebrating their wins—all activities that help boost confidence—women can dismantle these barriers and step into leadership roles ready to take the reins. 

So much of our leadership is about who we are and how folks perceive us, which makes this inner mindset work so critical. When women recognize the power within them and harness it, they can shine unapologetically in their arena.

Natalie Jobity, Leadership Coach, The Unveiled Way

Embrace Authentic Leadership Qualities

One of the biggest challenges women face in achieving leadership positions is recognizing that they are leadership material. Many women have spent years observing what appears to be leadership but often comes from a place of false authority—those who seem confident and in charge but are not genuinely leading and, in many cases, are causing more chaos and mismanagement.

Numerous women possess a deep, authentic understanding and ability to lead with qualities like humbleness, integrity, empathy, inclusiveness, resilience, and a collaborative spirit. These are the leaders who inspire and facilitate real progress within organizations.

To step into these roles, women can benefit immensely from coaching, therapy, and other supportive resources that help them gain confidence and become more grounded in their unique leadership style. It’s essential for women to understand that their way of leading can significantly contribute to making an organization not just run smoothly, but truly thrive.

Lucia DiVieste Severtson, Psychotherapist, The Brave Women’s Transformation Project

Implement Measures Against Gender Bias

One of the biggest challenges women face in achieving leadership positions is pervasive gender bias in many workplaces. This bias often results in women being overlooked for promotions and leadership roles. Women are often seen as less competent or too emotional for leadership, even when they have equal or higher qualifications than men. This affects their career progression and undermines their confidence and growth.

To address this, companies need to implement measures to create a fairer work environment. This includes transparent promotion processes, regular bias training for all employees, and mentorship programs for women. Organizations should set measurable diversity goals and hold leaders accountable. These steps can help remove biases that block women’s advancement and create a supportive environment for female leaders.

Margarita Hakobyan, CEO and Founder of Movers Corp, Movers Corp

Be Authentic and Learn to Say No

I think the biggest challenge women face in achieving leadership roles is not knowing how to be authentically themselves, and the second biggest is not saying no enough—and the two are often inextricably linked. We have so few visible role models: women who can lead with empathy and still make tough decisions. Who can think, plan, and negotiate strategically and still care about cultivating a psychologically safe and inclusive workplace culture. 

I’ve worked and talked with so many brilliant, talented, savvy women who feel unseen, unheard, and undervalued by still largely male executive teams. They’ve often been raised to always say yes, and to put everything and everyone else first. So although they’re driven, hard-working, and highly competent, they tend to focus more on making their teams successful and less on individual ambition. They don’t play politics. They take on tasks or projects that no one else wants, and unknowingly set an expectation that they’ll accept all the thankless jobs. They’re often unaware that saying no is even an option—or that there are ways to negotiate for better outcomes.

It’s hard to believe in 2024, but women who are usually very self-confident have told me their executive teams prefer it when they act quieter, less self-assured. But those who don’t speak up have no chance of being heard at all.

The best way to overcome this is for women to learn to show up as themselves—and to be confident enough in their abilities, skills, and resourcefulness to leave if they’re not listened to or respected. To find a company and role that aligns with their values and goals, or to strike out on their own. This is so much easier said than done—I know first-hand—but only when the most valuable contributors vote with their feet will we see real cultural change.

Rachel Radway, CEO, Executive & Leadership Coach, Facilitator, RER Coaching

Create Mentorship and Sponsorship Opportunities

One of the biggest challenges women face in achieving leadership positions is the lack of mentorship and sponsorship. Early in my career, I struggled to find mentors who could guide me through the complexities of leadership. This changed when a senior leader took me under their wing, providing not just advice, but opportunities to prove myself. 

To overcome this, companies should implement formal mentorship programs that connect aspiring female leaders with experienced executives. Additionally, fostering a culture that actively supports and sponsors women can help break down the barriers to leadership. By creating these supportive networks, we can empower more women to step into leadership roles.

Maddy Nahigyan, Chief Operating Officer, Ocean Recovery

Turn Gender Gaps Into Opportunities

One of the biggest challenges that women face in achieving leadership is the biases and gender gaps we still face today. A report from the World Economic Forum mentioned that gender parity will not be achieved until 2155. One of the ways we can overcome this is to learn how to turn these gaps into opportunities. By learning to do this, we can create new opportunities for women to be seen in leadership roles in any industry.

Sheena Yap Chan, Bestselling Author, Keynote Speaker, and Podcaster

There are stories of remarkable women who dared to defy conventions, challenge norms, and pave paths where none existed before. “Her Story, Our Future: Honoring Trailblazing Women” is not merely a celebration; it’s a testament to the indomitable spirit that courses through the veins of every woman who has dared to dream, to aspire, and to lead.

From the suffragettes who fought tirelessly for women’s right to vote, to the unsung heroes who shattered glass ceilings in science, technology, business, and beyond, the legacy of trailblazing women is as diverse as it is profound. They are the architects of progress, the torchbearers of change, and the architects of a future where equality is not just a distant dream, but a tangible reality.

Their stories inspire generations, reminding us that the road to equality is often fraught with obstacles, yet it is also illuminated by the unwavering resolve of those who refuse to be confined by societal limitations. They teach us that courage knows no gender, that strength is not bound by convention, and that the power to shape our destinies lies within each and every one of us.

As we honor these trailblazing women, we also acknowledge the responsibility that comes with their legacy. It is a call to action, a reminder that the fight for equality is far from over, and that the journey towards a more inclusive and just society requires the active participation of all. Their stories are not just a reflection of the past; they are a beacon guiding us towards a brighter, more equitable future.

In honoring their achievements, we also recognize the countless barriers that still stand in the way of women’s progress. It is a call to dismantle systems of oppression, to challenge ingrained biases, and to create spaces where every woman can thrive and succeed on her own terms. For in lifting up the voices of trailblazing women, we not only honor their legacy; we also pave the way for future generations to continue their journey towards equality, justice, and empowerment.

Welcome to Spotlyts’ special series on Women Empowerment! 🔆

---

DISCLAIMER: Spotlyts Magazine does not provide any form of professional advice. All content is for informational purposes only, and the views expressed are those of individual contributors and may not reflect the official position of Spotlyts Magazine. While we strive for accuracy and follow editorial standards, we make no guarantees regarding the completeness or reliability of the content. Readers are encouraged to conduct their own research and seek professional assistance tailored to their specific needs. Any links included are for reference only, and Spotlyts Magazine is not responsible for the content or availability of external sites. For more details, please visit our full Disclaimer, Privacy Policy, and Terms of Service.

Highlight of the Day

“With great power comes great responsibility.”

— Uncle Ben, Spider-Man

More Stories for You