Strategies to escape the visibility trap for women

🤏🏼 It takes so little for men to be trusted as leaders 🤏🏼 And it takes so little for women to be questioned as one. When I took my first Senior Director role in Germany, deep in the male-dominated automotive world, my future boss and I had a quiet heart-to-heart. “Jingjin, in this world, women in power are seen in only two ways: The Victim or The Villain. There is no third option, at least not yet. Which one you choose will define your entire leadership path.” I said I’d be a Victor. Naively believing performance alone would protect me. It didn’t. Because Leadership isn’t just about competence. It’s about perception. And perception for women is often rigged. 🔻 Be firm → You're a bitch 🔻 Be soft → You're weak 🔻 Be nurturing → You're not tough enough 🔻 Be assertive → You’re intimidating 🔻 Be collaborative → You lack authority 🔻 Show ambition → You’re self-serving 🔻 Set boundaries → You’re difficult 🔻 Show emotion → You’re unstable Meanwhile, men doing the exact same things? They’re seen as confident, visionary, and decisive. The game isn't fair, but it can be hacked. 💥 Here’s how I’ve learned to play it smarter, not smaller: 1. Stop aiming to be liked. Aim to be trusted.    Likability is a moving target. Respect isn’t.     2. Use duality to your advantage.    Be warm in tone, cold in logic.    Kind in delivery, fierce in boundaries.    That’s power wrapped in emotional intelligence.     3. Make allies before you need them.    Don’t wait until you're under fire.    Visibility without relationship capital = exposure.     4. Own the label, then flip it.    “Yes, I’m intense. That’s how we hit targets others thought were impossible.” Say it before they do, and reclaim it.     👊🏽 We don’t need to lead like men to be effective. But we do need to stop believing the myth that doing good work will be enough. Until we shift the system, we must strategically shape how we're seen within it. So here’s my new leadership mantra: You can care deeply and lead fiercely. You can be emotional and effective. And power isn’t a dirty word, when it’s used to lift others up. What label have you been given that you’re ready to flip? #Leadership #WomenInLeadership #WorkplacePolitics #RealTalk #ExecutivePresence #RewriteTheRules

We've been conditioned to believe that "good" women make themselves smaller: speak softer, apologize more, defer quicker. But being a leader isn't about shrinking to fit other people's comfort zones. It's about expanding to fill the role that your vision, expertise, and impact deserve. And yet, we still catch ourselves minimizing our contributions in meetings, hedging our statements with "I think maybe..." and literally making ourselves smaller by slouching. We've been taught to be grateful for crumbs when we should be setting the table. That's space abdication. Women: your discomfort with taking up space is someone else's comfort with you staying small. Every time you shrink, you're not just limiting yourself; you're modeling limitation for every woman watching. And trust me, they're watching. (And if you're reading this, you're watching me so I'd BETTER take up space.) Taking up space isn't about becoming aggressive or adopting masculine behaviors (though there's nothing wrong with those either, if they're authentically you). It's about showing up as the full version of yourself, with all your ideas, insights, and yes, your strong opinions intact. Here's your roadmap to claiming your rightful space: 1. Speak first in meetings. Not after you've heard everyone else's thoughts and carefully calibrated your response. Lead with your perspective, then listen and adapt. 2. Stop hedging your expertise. Replace "I'm not an expert, but..." with "In my experience..." You didn't accidentally end up in a leadership role. 3. Take up physical space. Sit forward, not back. Gesture naturally. Use your full vocal range. (I've been accused of not having an "inside voice". Oh well!) Your body language should match the size of your ideas. 4. Own your wins publicly. When someone asks how the project went, don't say "the team was amazing." Say "I'm proud of how I led the team to deliver X results." 5. Interrupt the interrupters. "Let me finish that thought" is a complete sentence. So is "I wasn't done speaking." Your leadership isn't a consolation prize or a diversity initiative. It's a business imperative. The world needs what you bring, but only if you're willing to bring all of it. #womenleaders #communication #executivepresence

Many of my coaching clients are uncomfortable with self-promotion, even though it's essential to building the visibility needed to power their career success. If this rings true for you as well, take heart. There are meaningful ways to showcase your contributions and build your professional presence without feeling like you're bragging. Here are a few strategies to consider: 🎊 1. Share Your Wins Collaboratively Instead of focusing solely on your achievements, highlight how your team’s efforts contributed to success. For example, in a meeting, you might say, “Our team’s collaboration on [Project Name] really made an impact. I’m particularly proud of how we addressed [specific challenge].” This shows leadership and gives credit to others. 👀 2. Volunteer for High-Visibility Projects Offer to take on tasks or projects that involve cross-functional teams or public presentations. This puts your work in front of a broader audience and establishes your expertise without explicitly “tooting your own horn.” 💡 3. Ask Thoughtful Questions Speaking up in meetings doesn’t always mean sharing your own ideas. Asking insightful questions about ongoing initiatives shows you’re engaged, strategic, and invested in the organization’s goals. 📈 4. Document and Share Results Create concise updates on your projects to share with your manager or team. For example, you could write a quick email or slide deck summarizing outcomes and lessons learned from a recent initiative. This keeps others informed and reinforces your value. 🤝 5. Build One-on-One Relationships Visibility isn’t just about public recognition. Building strong relationships with colleagues and leaders through regular check-ins or coffee chats can help ensure your contributions are recognized organically. Visibility doesn’t require loud self-promotion. By focusing on collaboration, thoughtful communication, and consistent results, you can gain the recognition you deserve while staying true to your authentic self. #visibility #careerstrategies #authenticity

A highly qualified woman sat across from me yesterday.   Her resume showed 15 years of C-suite experience. Multiple awards. Industry recognition.   Yet she spoke about her success like it was pure luck.   SEVENTY-FIVE PERCENT of female executives experience this same phenomenon.   I see it daily through my work with thousands of women leaders. They achieve remarkable success but internally believe they fooled everyone.   Some call it imposter syndrome. I call it a STRUCTURAL PROBLEM.   Let me explain...   When less than 5% of major companies have gender-balanced leadership, women question whether they belong.   My first board appointment taught me this hard truth.   I walked into that boardroom convinced I would say something ridiculous. Everyone seemed so confident.   But confidence plays tricks on us.   Perfect knowledge never exists. Leadership requires:   • Recognising what you know • Admitting what you miss • Finding the right answers • Moving forward anyway   Three strategies that transformed my journey:   1. Build your evidence file Document every win, every positive feedback, every successful project. Review it before big meetings. Your brain lies. Evidence speaks truth.   2. Find your circle Connect with other women leaders who understand your experience. The moment you share your doubts, someone else will say "me too."   3. Practice strategic vulnerability Acknowledging areas for growth enhances credibility. Power exists in saying "I'll find out" instead of pretending omniscience.   REALITY CHECK: This impacts business results.   Qualified women: - Decline opportunities - Downplay achievements - Hesitate to negotiate - Withdraw from consideration   Organisations lose valuable talent and perspective.   The solution requires both individual action and systemic change.   We need visible pathways to leadership for women. We need to challenge biased feedback. We need women in leadership positions in meaningful numbers.   Leadership demands courage, not perfect confidence.   The world needs leaders who push past doubt - not because they never experience it, but because they refuse to let it win. https://lnkd.in/gY9G-ibh

In tech leadership, especially as women, there's a stubborn myth that if we simply work hard enough, someone will eventually recognize our efforts and "reward" us with the promotion or opportunity we deserve. Let me be clear: no one is coming to hand you your opportunities—it's up to you to claim your space. The most successful women in tech don’t wait for permission or formal invitations. They confidently step forward, unapologetically own their achievements, and actively create opportunities for visibility. If you want to advance your career, here’s how to stop waiting and start owning your seat at the table: 1. Document your wins: Keep a running list of your achievements—problems solved, measurable impact, and meaningful contributions. This is more than a brag sheet; it’s your toolkit for advocating powerfully when opportunities arise. 2. Speak in statements, not questions: Notice how often you phrase your ideas tentatively. Replace phrases like “I think maybe...” with confident statements: "The data shows this approach will boost our conversion rates by 15%." 3. Create your own platforms: Don’t wait for someone else’s invitation. Launch your blog, organize internal knowledge-sharing sessions, or propose that speaking engagement or panel discussion. Visibility isn’t granted—it’s claimed. Taking up space isn't about ego; it's about ensuring diverse, important perspectives (like yours) are represented in key industry conversations. When you advocate confidently for yourself, you pave the way for those following behind you. Ask yourself this: Where have you been waiting for permission instead of boldly claiming your space? What small but powerful step can you take this week to change that? Have a lovely weekend! #WomenInTech #FutureOfWork #5xminority

Since the start of 2025, I’ve talked with multiple executive women who describe themselves the same way: 🧰 “I’m the Swiss Army knife.” 🧯 “They drop me into fires.” 📦 “I keep getting moved laterally to fix broken teams or projects, but I’m never moved up.” Here’s what I want to say to you: Being the person who can fix it all is not the same as being the person who is seen, valued, and rewarded for her expertise. Yes, it shows your capability, adaptability, leadership. But it can also signal (to others) that you’re so useful where you are that no one’s thinking about your growth. If this is you, try this reframe: 🔁 Instead of “I’m good in chaos,” say: 👉 “I’m known for leading through ambiguity and driving transformation during critical inflection points.” 🔁 Instead of “They always move me where I’m needed,” say: 👉 “I’ve built a track record of solving complex problems across departments, now I’m ready to lead from the top.” You’re not “too good where you are to move.” 💪You’re too valuable not to be in the room where strategic decisions are made. And if your current org can’t see that? You may need to start building visibility somewhere else - where you’re viewed as more than the most reliable tool in the drawer. If this post hit a nerve, you’re not alone. And you’re not stuck. You’re just under-recognized, and it’s time to change that. #executivewomen #careergrowth #leadershipbranding #midcareerstrategy #executivevisibility #womeninleadership

Being a woman of color in tech today means navigating barriers that most people don’t see, or acknowledge: ❌ Not being recognized or promoted despite exceptional performance. ❌ Lacking sponsors to advocate for your growth. ❌ Being overlooked for not being the loudest voice in the room. ❌ Battling imposter syndrome fueled by biases and societal pressures. ❌ Feeling judged for being an immigrant or having an accent. And if you are wondering if this is real - they are. Because I have experienced these challenges myself, and these are the same challenges people have shared with me - challenges they go through daily. Unfortunately, the recent wave of anti-DEI rhetoric doesn’t help and is a stark reminder of how fragile progress can feel. Here’s the hard truth: we can’t fix the system overnight. But we can take meaningful steps to advocate for ourselves, grow our careers, and create spaces where we can thrive. Here are four strategies that have helped me- and the women I’ve worked with - navigate these challenges: 1️⃣ Find supportive environments  Your work environment and the people around you shape your career more than you might realize. And it’s not worth your time to work for a company where you constantly feel undervalued. 💡 Tips you can use: During interviews, ask to meet potential teammates and leaders. Pay attention to how they communicate and whether they align with your values. Also, find companies whose leadership is composed of people from diverse backgrounds. 2️⃣ Overcome imposter syndrome Imposter syndrome thrives when we internalize the biases and pressures around us. But your voice and perspective matter - now more than ever. 💡 Tips you can use: Keep a “wins journal” to track accomplishments, feedback, and moments of impact. It’s a powerful tool when self-doubt creeps in. Reframe self-doubt: Remember, imposter syndrome often affects high-achievers - it’s a sign of growth, not failure. 3️⃣ Advocate for your work Visibility isn’t just about being seen - it’s about making sure your work has the impact it deserves. Advocacy starts with sharing your contributions and amplifying others. 💡 Tips you can use: Advocate to get high-impact projects. Do them well and share updates and socialize your work in meetings, Slack, or email - but focus on outcomes and the value it can add to others, not on bragging. Advocate for others. Praise your colleagues publicly and be the example you want to see. Finally, say yes to stretch projects, even if they intimidate you. The learning is worth it. Seek out workshops, coaches/mentors, peer groups, and circles to expand your skills. Surround yourself with supportive, smart, conscientious people. Practice stepping into discomfort one step at a time. The road ahead isn’t easy, but let's support each other. 👉 What is something that's worked best for you? #WomenInTech #ProductMarketing #CareerGrowth #DEI #Empowerment

Whether we identify as privacy specialists or healthcare regulatory experts, overvaluing one's expertise is a path to nowhere. While expertise certainly provides entree to the proverbial table in some meetings, gaining mastery of every detail at the expense of other sources of authority and influence is certain to keep a permanent seat there out of reach. If you don't want to be known as solely a workhorse, ditch the mastery mindset. This is Habit 3 that Sally Hegelsen and Marshall Goldsmith advise women to drop if they seek to advance. On mastery and expertise, they advise: * Though expertise may give you intrinsic rewards and provide some recognition, mastery of every detail is only a strategy for keeping the job you have * While a certain level of expertise is table stakes, positioning yourself for your dream job requires visibility, trust and readiness for a challenge * Cultivating expertise at the expense of other types of organizational power will trap you on a treadmill of higher expectations with lower rewards Per Helgesen's research, expertise is only one of four types of power wielded by those who soar to the top. The other three types of power? 1. Connections - the kind you don't build at your desk - invest in making allies and catching up with former colleagues 2. Charisma - or, as the kids are calling it, "rizz" - this is the personal authority and confidence you inspire in others and it grows as your reputation for expertise grows - if you master ways of listening and speaking that inspire loyalty and trust 3. Position - this is the power to decide by virtue of your position, it will come - but first, you need to learn to influence by virtue of your personal authority, not your positional authority - this is easier with allies and sponsors in your corner I'm writing this, having learned the hard way. While I was staying at the office until 7:30pm every night, my colleague was visiting the gun club with our male colleagues, going to happy hours and over drinks and shooting, learning about high-visibility assignments that eventually led to her promotion and oversight of a team of consultants working on the next victory claimed. I am not advocating taking up golf, frequenting gun ranges or following inauthentic pursuits. For me? I found a #MomsRunThisTown/ #SheRunsThisTown group, I started friendly wagers on who made it to Bachelorette hometown dates and which characters survived a season of Game of Thrones... most importantly, I reached out beyond an immediate ask or follow-up. When you get off the mastery treadmill, make time for connections and authentic outreach and share your expertise, trust and influence follow. For the rest of the habit series, follow Marlyse McQuillen, AIGP, CHPC, CIPP/E. If you found this valuable, repost and share with your colleagues who may benefit. VC: @racingdotcome IG #LawyerintheLoop, #AuthenticLeadership, #RegulatoryNinja, #HowWomenRise, #SallyHelgesen, #MarshallGoldsmith

Hard work ≠ Recognition. But let's get real for a moment. I used to believe that hard work alone would get me noticed. I thought if I kept my head down, delivered results, and exceeded expectations, the recognition would naturally follow. But here’s the hard truth: visibility is the bridge between effort and opportunity. If people don’t know the value you bring to the table, they won’t think of you when it’s time for promotions, leadership roles, or new opportunities. Here are 3 simple steps to start building visibility: 1. Own Your Wins ↳ Speak about your accomplishments with context and confidence. ↳ Instead of saying, “I worked on a project,” share the impact: "I led a project that saved 20 hours of manual work per week, increasing efficiency by 25%." 2. Expand Your Opportunities ↳ Volunteer for high-profile, cross-functional projects or stretch assignments sponsored by senior leaders. ↳These opportunities not only showcase your skills but also introduce you to key stakeholders across the organization. 3. Align Your Work with the Bigger Picture ↳When sharing your contributions, tie them to company goals or team success. ↳ Example: "Our team reduced project delivery time by 15%, helping the company hit its Q3 targets early." Remember: Hard work matters, but visibility amplifies its impact. Your time, your energy, your dedication deserve recognition. Not invisibility.

Too many women mistake visibility for performance. They believe that to be seen, they must overcompensate. Smile more. Apologize often. Cushion their brilliance so it feels less threatening. But here is the paradox: the harder you perform, the less power you carry. Performance pleases the room, but it drains the leader. Presence is different. Presence does not come from trying to be liked. It comes from being anchored in who you are, clear on what you bring, and steady enough not to shrink when the atmosphere is heavy. I have seen women transform entire rooms not by being the loudest, but by being the clearest. Not by performing perfection, but by being real, prepared, and aligned. Leadership power is not in the performance. It is in the presence. And presence is built when you stop playing to the room and start owning the authority you already carry.