Navigating challenges as a female leader

My interest in women's leadership and their challenges comes from my personal experiences with biases in the corporate world. In 2012, while working at Penna's talent practice, I was delighted to lead a team in creating their first Women in Leadership program. Now delivered through the consultancy LHH, the program is constantly evolving based on research and feedback, and as a member of LHH’s faculty, I have continued to deliver it whilst also developing a niche for working with women leaders in my coaching practice. Over the past decade, I have delivered this program to over fifteen corporate clients (names include Network Rail, Saputo, G.E., and CISCO), running repeat programs and impacting the lives and careers of thousands of women.

The programme is transformative, empowering female leaders to navigate challenges with confidence and skill. Common challenges I see include:

• Lack of diversity at senior levels
• Loss of key talent
• Unconscious bias
• Women feeling unrecognised, finding it tricky to get ahead

I want to delve deeper into these challenges and explain their importance and relevance to today's female leaders.

1. Lack of Diversity at Senior Levels

Many organisations still have a disproportionate representation of women, particularly at executive and board levels. Despite progress, the so-called "glass ceiling" persists, with female representation often stalling or even reversing as they move into higher management roles. This disparity is influenced by multiple factors, including recruitment biases, traditional gender roles, and organisational cultures that may not fully support women's advancement.

When leadership lacks diversity, businesses miss out on a range of perspectives, innovative ideas, and a more accurate representation of their customer base.

?Diverse leadership has been shown to lead to better decision-making, improved employee satisfaction, and even higher profitability. For female leaders, working in an environment where they are underrepresented can also create a feeling of isolation or pressure, making it even harder to break through these barriers.

?2. Loss of Key Talent

Women face numerous barriers that can lead to high turnover rates, especially as they approach mid-career stages or try to balance professional responsibilities with personal or family obligations. When they don't feel supported or recognised, they may leave their positions or the workforce entirely, resulting in the loss of key talent that the organisation has invested in developing.

Losing talented women isn't just a loss for the individual but also for the organisation. Replacing skilled leaders is time-consuming and costly, and these departures can create a ripple effect, discouraging other women in the organisation who may see limited growth opportunities. Retaining female talent and providing clear pathways for advancement is critical for fostering an inclusive culture where women can envision long-term careers.

3. Unconscious Bias

Unconscious biases are stereotypes or attitudes held by individuals that affect judgments and decisions without the person being fully aware. These biases can influence everything from hiring and promotion decisions to team dynamics and day-to-day interactions. For example, some may unconsciously view women as less competent in leadership roles or less committed if they are primary caregivers outside of work.

Unconscious biases can significantly impact women's career trajectories, limiting their access to promotions, challenging assignments, and equal pay. Addressing these biases requires awareness and targeted training. When these biases are not recognised and counteracted, they create a less fair, inclusive environment, stalling the advancement of female leaders and undermining the organisation's values.

4. Women Feeling Unrecognised, Finding It Tricky to Get Ahead

Many women feel their contributions are undervalued or overlooked compared to their male colleagues, which can be demoralising and discouraging. Women can often feel excluded from key projects, which is essential for gaining visibility and promotion.

Recognition is crucial for career development, motivation, and confidence. When women feel unappreciated or find their path forward unclear, it creates barriers to progression, reducing morale and engagement. Organisations implementing fair recognition policies and mentorship see better retention and advancement for women, building a more dynamic and equitable workplace.

How coaching can help to empower female leaders

After receiving coaching, many women report increased clarity about their career ambitions and a clear plan to fulfil these.

• They feel more confident to take risks and stretch themselves
• More comfortable with self-advocating and increasing visibility.
• More strategic on multiple levels, including increased visibility and contribution of women across the business

Here are some reviews from coachees and program participants:

"Mary was an outstanding facilitator and coach. Truly inspiring, she is a leader in her field, who has created an incredibly impactful programme." Olga Maksimenko, Program Manager, Network Rail

?"The time you've given will have a huge positive impact on my career. Before this course I was struggling. Now I feel I've grown and am thriving." Holly Wainwright, Project Training Advisor, Saputo Inc

Elevating female leaders through a coaching program involves addressing their unique challenges and creating an environment where they can grow, develop confidence, and thrive. The programme and my coaching is well-structured to empower women, build critical leadership skills, and provide the support network necessary to succeed.

If you are interested do get in touch.