International Women’s Day, 8th March 2023

Today is International Women’s Day, a global day for celebrating the achievements of women, raising awareness against bias, and taking action for equality.

To celebrate, we interviewed women who between them have many years of business experience, and have faced up to personal and work set-backs, self-doubts, imposter syndrome and criticism – but who have found a way to overcome obstacles and progress their lives and careers.

Anita Abjornson, Associate Director, Leader Development – USBU, Takeda America Pharmaceuticals, Inc.

What are some of the biggest challenges that you have faced as a woman in the workplace, and how have you overcome them?

The biggest challenges early in my career were two-fold:

1) not being made aware of all available opportunities for movement and promotion, and

2) being seen as someone who had potential, but not being developed toward anything specific, nor given specific feedback as to how I needed to develop from “good to great”.

Leaders would tell me that I was a strong talent, but I was constantly “passed over” for promotion and many times I wasn’t even aware that there were promotional opportunities available.

In those days computers weren’t available on every corner to enable us to seek opportunities on our own, so we were reliant on our Managers/Leaders telling us when opportunities became available. 

When I followed up with my leader, they would say things like, “just keep working at it and you’ll get there” or “this just wasn’t the right opportunity/time for you”. When I would press for specifics, they would respond that I just needed more time or experience. I became frustrated with these non-actionable responses and decided I didn’t have anything to lose, so I boldly said to my leadership team that I couldn’t get myself aligned with the desired skills if I was never made aware of the opportunities AND if I was never given specific feedback and development in areas where I must have been falling short. Gaining the confidence to have that difficult conversation with my leaders empowered me to help them understand where they were “falling short” in their responsibilities to develop their talent.

What advice would you give to other women facing career challenges, whether it’s dealing with a difficult boss, navigating office politics, or juggling multiple priorities?

First and foremost, live and work “above the line”. This means continuing to develop the skills necessary to engage and deliver top tier results … even with a difficult boss or office politics, or when it comes to juggling multiple priorities. If we aren’t at our very best emotionally, mentally, physically, and even spiritually – we can’t possibly deal effectively with all the roadblocks, challenges and changes that are a constant part of today’s workplace. Focusing on “upskilling” our abilities consistently will enable and empower us to gain not only the knowledge necessary to deal with these situations, but more importantly the confidence required to deal with them.

In today’s workplace, women must intentionally advocate for themselves and avoid being “the victim”. Consistently developing oneself by proactively learning how to have difficult conversations, by being socially aware of what is happening around them, and by prioritizing what is important both personally AND professionally, this will create a confidence level that is hard to beat. All of this takes courage and intention – it won’t happen by chance, so start with a plan and then act on it!

Have you ever struggled with imposter syndrome or self-doubt, and if so, how have you worked through it?

The short answer is YES! Everyone, and especially women, at one time or another experience imposter syndrome and/or self-doubt. Women hold themselves to very high standards in the workplace and at home. Because of this we can often feel like we aren’t doing enough, aren’t saying enough, aren’t sharp enough, aren’t experienced enough and so on. The very best method that I have found for dealing with this when it pops up is to learn how to deal with my “self-talk”.

Self-talk is that small voice in my head that tells me I shouldn’t be here – for whatever reason. By recognizing that our brains are always looking out for potential threats and recognizing that this is our brain’s way of trying to protect us, we can minimize the impact of those negative thoughts. Self-preservation is hard-wired into everyone and can manifest itself through negative self-talk.

One method I use to help when the “negative self-talk monster” attacks is to reach out to my trusted advisors and mentors. These are the people who have, and are, investing in my success. They have proven to be invaluable at helping me to see what, in those moments of self-doubt, I cannot see – reality! I have mentors and trusted advisors who I’ve leaned on and learned from for years. They are both female and male, they represent various industries, various levels of leadership (or not) and of course various generations.

The key to it all is that I engage with them regularly and consistently – not just when I’m doubting myself. They have a personal hand in my career directly and indirectly by helping me to see myself as others see me … not as I see me. This has helped to develop my emotional intelligence and social competence, which has been invaluable in my performance and career trajectory.

What skills or qualities do you believe are most important for women to develop in order to succeed in the workplace?

A willingness to try is the most important quality that anyone, male or female, needs in today’s workplace. Without it, it will be easy to fall behind in our ever-changing world of work. 

Key skills include:

  • Strong communication skills
  • Presence.
  • Strong collaboration skills
  • Engaged

How have you advocated for yourself and your career?  For example, when negotiating for a raise or promotion, or speaking up about your goals and aspirations?

One method I use is to prioritize delivering results. I prioritize the activities that will ensure this, so that those who are in the decision-making seats (when it comes to promotions and raises) know that I will deliver value. 

I actively seek Mentors and Advisors who are skilled where I have opportunity to grow/develop and leverage them for that specific purpose. By being very specific in what I want to learn from each mentor/advisor, I can tap into their strengths, and this helps to develop my abilities. Finding mentors and/or advisors in the specific position or department I am interested in is even better since that opens an opportunity for those people to sponsor me based on their experience with who I am, my talents, and how I might fit into their organization/team.

I don’t wait for formal evaluation meetings to state my intended career goals & objectives. If I want to be promoted, or to earn more, I confidently let my leader know it. I speak to them proactively about my goals and ask them to be frank with me when it comes to how I am doing – the good, the bad, and the ugly. I ask them to tell me what they believe it will take to get what or where I want to go. This is a way of getting that person to tell me exactly what they are looking for in terms of performance, skills, education, etc. to justify the raise or promotion.

Have you ever had a mentor or role model who has been particularly influential in your career, and if so, how did they support and inspire you?

Because I have always sourced mentors and role models for specific reasons and abilities, it doesn’t really allow me to select just one person. Because I focus on connecting with people who have strengths and competencies that either develop or hone my own skills, I have to say that in this case, it truly does take a village.  I will say, however, that my father was the most inspirational and supportive person to influence my career even though he never worked in any of the fields I have worked in. He was a simple man who lived by a simple principle – “there is nothing out of reach if you’re bold enough to try, and if you are willing to do the hard work it takes to get there”. I have followed his example throughout my life, and it has served me very well.

Finally, what advice would you give to employers and managers who want to create a more inclusive and supportive workplace for women?

To stop looking at people with “identifiers”. Instead of labelling people as male or female; as black, brown, or white; as young or old or somewhere in-between; as parent or non-parent; as athletic or not; and so on …. Begin to view people as capable individuals who have the potential to take the team to the next level. This won’t happen by chance – it takes intentionality and preparation. Look for what people bring to the table and tap into it. This mindset must be a part of the hiring process, the development process, and the process of aligning people’s unique strengths and abilities to the right roles that tap into their talents. It means being a leader who is fully present and fully engaged with the sole purpose of ensuring others around them succeed, no matter what their “identifiers” are. If employers and managers do these simple things (that will still require hard work), then success will come.  

Lauren Rollins, Manager, Global Talent Development, Akamai Technologies

What advice would you give to other women facing career challenges, whether it’s dealing with a difficult boss, navigating office politics, or juggling multiple priorities? 

Communicate, communicate, communicate. Often times when we find ourselves trying to navigate challenging situations, we don’t fully voice what’s on our mind, or take the time to have a conversation with the other party or other individuals involved. We may be reading a situation the wrong way or assuming things that simply aren’t true. It’s really important to check in with the other individual(s) to understand if we are reading the situation correctly, understand their perspective(s), and resolve any misinterpretations. It can also be helpful to check in with a trusted advisor to get their take on the situation and how they might handle the situation. 

Have you ever struggled with imposter syndrome or self-doubt, and if so, how have you worked through it? 

I think all of us have experienced imposter syndrome or self-doubt at some point in our lives, personally or professionally (or both!), some just may not be willing to admit it. It’s common for people to feel like they aren’t good enough or qualified enough, or have all of the skills “required” to apply for a job. It’s essential to have self-confidence, be ok with making mistakes (we are all human after all!), and realize that we are all on a journey of growth and development.

What skills or qualities do you believe are most important for women to develop in order to succeed in the workplace? 

Self-confidence, agility, change management skills, approachability, collaborative nature, ability to give and receive feedback, capability to work equally with all levels/roles across the company, and operating with an open, positive attitude/outlook.

Finally, what advice would you give to employers and managers who want to create a more inclusive and supportive workplace for women? 

First and foremost, don’t discriminate. Provide equal opportunities for growth and development and treat everyone the same, regardless of gender or age. A few things that come to mind for me are:

  • Flexible work arrangements
  • Assemble employee resource groups 
  • Provide training opportunities 
  • Start with the leadership team
  • Create effective recruitment strategies

Georgina Pawley, Founder, Life Body Health (PotentialSquared Advisory board member)

What are some of the biggest challenges that you have faced as a woman in the workplace, and how have you overcome them? 

Aside from earlier in my career, I was often the most senior female within my organisation which meant I had very little exposure to other female leaders day-to-day and no clear female role model. I think the best way to overcome this is to seek female mentorship outside of your organisation and be proactive in asking for help. The danger is we think others outside our organisation are too busy to support us, but most likely they are more than willing to help as they themselves understand the challenges and want to be part of the solution.

How have you balanced work and personal responsibilities, and what strategies have you found to be effective? 

Earlier in my career I was terrible at doing this, I just thought work was priority number one and so my personal life and wellness came second. Latterly, I appreciate how looking after yourself is paramount, so I tend to plan my days better and know where there is time to fit in either exercise or do a task that is important for me personally. I’ve also found that communicating with others better, for example telling them in advance that you will be offline at a certain time to go to the gym, and then logging-on later for unfinished business if it’s necessary. It means people respect that time you have allocated for yourself yet know you are still dedicated to the role. It also sets a precedent that they too can take important time for themselves. 

Have you ever struggled with imposter syndrome or self-doubt, and if so, how have you worked through it? 

Yes! The irony on this topic is that it doesn’t disappear however much you achieve. As you keep moving forwards and progressing out of your comfort zone, these feelings are there. For me personally, I find a useful exercise is to take time to reflect on what I have done in the past and how I have got to where I am today. For example, thinking through all the challenges and hurdles that I’ve overcome, remembering all the hard work and effort that I have put in helps me clarify that I am capable and able and I haven’t got here through fluke. I would also suggest again reaching out to someone who knows you well and share how you are feeling. There’s nothing better than a good friend or mentor to remind you of your strengths and talk through any doubts with you in an open and honest way.

What skills or qualities do you believe are most important for women to develop in order to succeed in the workplace? 

I think communication skills coupled with confidence. It’s so important that women feel they have a voice and that they can use it. So often women don’t speak up or share their ideas openly within a group for fear of being wrong, talked over, or just uncomfortable bringing attention to themselves. Developing skills that enable women to be more vocal and confident I think would have a huge impact.

Have you ever had a mentor or role model who has been particularly influential in your career, and if so, how did they support and inspire you? 

Earlier in my career I had a mentor who was my boss for a few years. He gave a lot of good advice, but I remember most what he said to me when he left the company: ‘If you want my job you’re going to have to ask for it. They (the company) want to give it to you but they don’t think you want it, so go and tell them you do before they hire someone else’. A classic situation where I needed to step up and vocalise my ambitions rather than wait for it to be given to me. 

Finally, what advice would you give to employers and managers who want to create a more inclusive and supportive workplace for women? 

Create a culture where everyone feels they can share without fear, create a support system for women to support other women, making female leaders accessible. This mentorship aspect is incredibly important and very impactful. Offer flexibility for women, encourage wellbeing and provide access and support for those juggling busy family lives and work. Build a culture of leadership so that women feel comfortable sharing outside challenges with their manager rather than try and hide things away that will eventually impact their ability to do their job effectively. 

Thoughts from Katherine Breuss, Head of Client Partnerships, PotentialSquared USA

Imposter Syndrome: When will I be found out? 

I am sure we have all had that feeling from time to time. After all, we are human. That little voice whispering self-doubt, criticism, and comparison. It loves to sabotage all the great work that we do. It stops us from moving forward and bringing our whole self to the table. This can be especially true for women in the workplace.

Imagine if you heard a loved one speaking that way about herself. Most of us would shut it down and list all the things she does well. We would encourage her to be proud and fully show up in the world. We would say things like, “I wish you could see yourself the way I do.” 

So why do we allow ourselves to speak that way internally? 

When I look at the imposter syndrome, all I see is fear, and what is causing this fear? I am not a psychologist, so I won’t pick apart why some hear this voice louder than others. Yes, we all have different upbringings and experiences that help shape who we are along with the extra pressures as a female at home and at work. I am not denying that, however, I am going to put that to one side and focus on what’s behind all of our experiences.

The imposter syndrome fear is based on a belief and behind that belief is an idea, a thought. When you think about what a thought really is, it’s not real. It is an ever-constant moving ticker tape that is full of invisible ideas. Those ideas do not come to life until we latch on and package them with a meaning. The beauty of this is that we can choose what to latch on, we can choose to let go, and we can choose to wrap it up with any meaning we want. 

When we see how our experiences are truly brought to life, there is less fear and more authenticity. Imagine what you could do and who you would bring to the table in this space. What if you were your own best friend instead of an imposter? How different would your thoughts be? What would you say to her? Would you respond as the ‘Critic’ or would it be the voice of ‘Compassion’ and ‘Understanding’. Your best friend should be you. So, next time when the imposter volume is turned up, bring forward compassion and understanding to guide your best friend.

We believe in empowering leaders and supporting women in leadership. From executive coaching to leadership academies, we provide the tools and guidance needed to help women reach their full potential. Speak to the team to find out more.

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