Leading with Impact: Practical Insights and Strategies for Women in Tech

In this article, I want to focus on the unique and specific attributes of tech leadership and how as leaders in a tech organization we need to operate just a little differently, particularly as women.

Ever wondered what sets tech leadership apart from other industries? Or how, as a woman, you can navigate and thrive in this wonderful field of tech that I know we all love being in but has its own set of barriers, blockers, and minefields attached to it??

We’ll explore:

• Why leading in a tech company is distinct from other companies, irrespective of your specific role or unit (and why the standard tactics may not work for you)
• Common challenges faced by women in tech leadership that I don’t see faced as much in other organizations, and provide practical strategies to address these challenges head-on.

The tech industry is characterized by constant innovation, with new technologies and trends emerging at an unprecedented rate. This means that regardless of your specific role, there is a constant need to stay updated with these advancements. Whether you’re in marketing, sales, or HR, understanding the latest technological developments is crucial for aligning with the company’s goals and effectively supporting your team.

Leaders must be adaptable and forward-thinking, integrating new technologies to enhance efficiency and drive progress. Even if you’re not in a technical role, there is an expectation that you will utilize various tools, automation, and tech solutions to optimize your workflow.

I was re-reading a very old HBR article, not that long ago, about how some, apparently successful leadership and management techniques just don’t work in innovative company cultures because they block learning.

We want our team to take active responsibility for their own behavior. We want them to share information about what they do, their role, and their organization. We want the team to be empowered and shape lasting change. Historically we’d use management by walking by, something that the hybrid and remote environments do not allow for (a frustration that I know has caused many in management to advocate for a return to the office). But this all misses the point. What worked 20 years ago doesn’t work for the type of companies that are competitive today. We no longer want employees who simply do what they are told. We want them to be individually accountable. We want them to bring their whole selves to work. We want them to make mistakes, and most important of all bring to the surface the potentially embarrassing and threatening information that can motivate learning and produce real change.

I sigh whenever I hear of another well-intentioned HR department doing employee surveys and focus groups. So many otherwise great companies rely on these, but the employees become jaded to them over time. "Is this really going to change?" "What’s the point in being honest?" "Will this get back to my boss - I’m in a small team surely they can tell." "I’ll score because that is easily anonymous but I won’t leave comments to explain because they’ll find out who I am."

Having been in a toxic executive meeting when the lead asked IT ‘can we find out who submitted this’ to an employee complaint, believe me, I know that this fear is valid and real.

How many companies bring in external consultants to fix issues, identify opportunities for scaling, or find optimizations in the organization, only for the next level down of management to say ‘thank god they did that - we’ve known that was an issue so it’s good to have change'.

The question is why were they not listened to?

The answer, time and time again - blindness and timidity of management. Interdepartmental competitiveness and the responsibility to fix things often seem to belong to someone else. Everyone says "not my thing to fix".

And this issue is all around us in tech.

A defining aspect of tech companies is our innovation-driven culture. Whether you work in engineering, or in Sales, Marketing, HR or Legal, there is a culture of innovation. Our organizations place a strong emphasis on fostering continuous innovation and creativity. As a leader, you are expected to encourage experimentation and be comfortable with the notion that failure is a natural part of the innovation process. This cultural aspect requires leaders to create an environment where team members feel safe to take risks and explore new ideas without fear of repercussions. The ability to nurture such a culture is essential for driving the company’s growth and maintaining its competitive edge.

But if you have a culture where there is timidity or interdepartmental competitiveness which means no one wants to make changes to the pieces that fall between the gaps, how can you really be innovative?

Tech companies also have a highly skilled workforce, often composed of specialized professionals who are experts in their fields. Leading such teams requires a delicate balance between technical expertise and soft skills like communication and collaboration.

Historically, the tech industry has prioritized technical prowess over interpersonal skills, which has sometimes led to challenges in team dynamics and collaboration. However, today’s competitive landscape demands effective teamwork and communication, making it crucial for leaders to develop and model these skills. This shift can be challenging, especially in an environment where there may be a scarcity of role models and coaches who can provide guidance on these aspects.

Data-driven decision-making is another hallmark of tech leadership. Tech companies rely heavily on data analytics to inform their strategic decisions. As a leader, you need to be proficient in understanding and leveraging data insights to make informed choices that drive the company forward. This reliance on data requires leaders to be comfortable with analytical tools and methodologies, even if their primary role isn’t data-centric. The ability to interpret and act on data is essential for staying ahead in the fast-paced tech industry.

The prevalence of remote and hybrid work environments is higher in tech companies compared to other industries. The nature of tech work often allows for more flexibility in terms of where and how work is done. As a result, tech leaders must develop effective strategies for managing distributed teams, ensuring productivity, and maintaining engagement. This involves not only mastering the use of digital communication and collaboration tools but also fostering a sense of connection and community among team members who may rarely, if ever, meet in person. The ability to navigate and thrive in a remote or hybrid work setting is a critical skill for tech leaders, reflecting the broader trends and needs of the industry.

So now that we have an understanding of the unique aspects of leading in a tech company, I also want to touch on the specific challenges faced by women in tech leadership roles. These challenges often add another layer of complexity to an already demanding field. Understanding and addressing these issues is crucial for creating an environment where women can thrive and lead with impact.

1?? Gender Bias and Stereotypes

One significant challenge is gender bias and stereotypes. Women in tech often face biases that undermine their contributions and leadership potential. These biases can manifest in various ways, from subtle undermining comments to more overt discriminatory practices. Overcoming these preconceived notions about women’s capabilities in tech roles requires resilience and a proactive approach. It’s essential for women to consistently demonstrate their expertise and value, but it’s equally important for organizations to recognize and address these biases to foster a more inclusive environment.

2?? Work-life Balance

Balancing work-life responsibilities presents another unique challenge for women in tech leadership. The additional pressures of managing professional responsibilities alongside personal and family obligations can be overwhelming. Developing effective strategies for work-life integration is crucial. This might involve setting clear boundaries, prioritizing tasks, and seeking support from both professional networks and personal circles. By creating a balanced approach, women can maintain their well-being while excelling in their careers.

3??Underrepresentation

Underrepresentation and feelings of isolation are also common issues for women in tech leadership. The lack of female role models and peers can lead to a sense of isolation, making it difficult to find support and mentorship. Building supportive networks is vital to mitigate these challenges. Seeking out mentorship opportunities and participating in women’s networks can provide much-needed guidance and camaraderie. These connections can offer valuable insights and support, helping women navigate their careers more effectively.

4??Advocacy and visibility

Advocacy and visibility are critical for career advancement, yet women often need to advocate more strongly for themselves to gain recognition and opportunities. Enhancing professional visibility involves actively seeking out opportunities to showcase skills and accomplishments. This can include speaking at industry events, publishing articles, or taking on high-visibility projects. Developing a strong personal brand and leveraging professional networks can significantly enhance a woman’s influence within her organization and the broader industry.

4?? Navigating organizational culture

Navigating organizational culture is another hurdle. Many tech companies still grapple with cultural and organizational barriers that hinder women’s progress. Promoting diversity and inclusion within the team and the broader organization is essential. This involves not only advocating for oneself but also supporting initiatives that drive cultural change. By championing diversity and fostering an inclusive environment, women can help pave the way for future generations of female tech leaders.

Here are some practical strategies to address these hurdles effectively.

As a woman leading in the tech industry, you face a distinctive set of obstacles that require innovative and adaptive approaches. So, how can you navigate these challenges and lead with impact?

1?? Continuous Learning

One of the primary challenges is addressing rapid technological change. Encouraging a culture of continuous learning within your team is essential. Stay updated with industry trends through courses, webinars, and conferences, and promote cross-functional training to broaden skill sets. This approach ensures that your team remains agile and prepared for the ever-evolving tech landscape. Embracing agility is not about strictly following the agile methodology but about being nimble and flexible in your approach, open to pivoting strategies when necessary. Foster a mindset of adaptability and resilience among your team members, ensuring they are prepared to tackle any changes head-on.

2?? Experimentation

Encouraging experimentation is another key strategy. Create a safe environment where team members feel comfortable taking risks, rewarding innovative ideas, and recognizing contributions that drive innovation. Implement regular brainstorming sessions and innovation workshops to cultivate a culture of creativity. Support creative thinking by providing resources and time for problem-solving and encouraging collaboration across different teams to spark new ideas. Using design thinking techniques can help approach problems from fresh perspectives, leading to innovative solutions.

3?? Effective Communication

Leading a highly skilled workforce presents its own set of challenges. Effective communication is crucial. Be the leader who demonstrates what great communication can deliver: actively listen, give feedback, and hold space for criticism without being defensive. Vulnerability and psychological safety, as discussed in previous episodes, are fundamental. Empower your team by delegating responsibilities and trusting them to execute tasks. Provide opportunities for professional growth and foster a culture of autonomy and accountability. These actions not only deliver outcomes but also prevent stress from micromanagement and burnout from a lack of ownership.

4?? Remote Work Best Practices

Implementing remote work best practices is vital in today’s tech landscape. Use collaboration tools like Slack, Zoom, and project management software to facilitate communication and establish clear guidelines and expectations for remote work. Encourage regular virtual team-building activities to maintain team cohesion. Focus on outcomes rather than hours spent working, shifting your attention to the results achieved. Set clear goals and metrics to measure productivity and success, providing flexibility to accommodate different working styles and schedules.

5?? Addressing Gender-Specific Challenges

Addressing gender-specific challenges for women in tech is also essential. Learn how to speak up for yourself and ensure you have a voice at the table. Reflect on who you can influence to get ahead and assess your executive presence. Avoid emulating the men around you and develop your own authentic leadership style. Navigate office politics and gossip comfortably, ensuring you are not spoken over or have your ideas repeated without acknowledgment. Enhance your visibility by taking actions to be viewed as a thought leader. Use "I" statements, seek buy-in from peers before meetings, and ask them to advocate for you. Post thought leadership articles and insights online, and seek recognition as a speaker or contributor in your field.

6?? Building an Advocacy Network

Seek others who will speak up for you and your ideas, both internally within your company and externally. Joining a community of women in tech, such as our own, can provide the support and connections needed to advance your career. These strategies will help you navigate the unique challenges of being a woman in tech leadership, leading with impact and confidence.

Remember, effective leadership in tech isn’t just about staying ahead with the latest technologies but also about fostering a supportive and innovative environment where your team can thrive.

I encourage you to join our Slack community and take advantage of the resources available to help you succeed. Learn about psychological safety tools, effective communication strategies for women, and how to build your reputation and navigate executive presence with ease.

Our program, the Lit Up Leadership Academy, is designed specifically for women in tech, combining a supportive community with 1:1 executive and leadership development coaching. It’s the only coaching program we know of that brings together women in tech to support each other and grow together.