Realizing Overlooked Potential as a Woman

Here's a secret from my time in HR: When we wrote job posting descriptions, our "Qualifications" list was a best-case scenario. We hoped we could find someone who checked all the boxes, but SO MANY TIMES we did not. We found better. We found exceptional talent we couldn't NOT hire. We hired for motivation, drive and ideas. We hired because we HAD to have the person on our team. Sometimes, they only met 50% of the criteria. We loved their potential. Maybe they didn't have the advanced degree or the full 10 years of experience or the project management (or whatever) experience we wanted, but we had to have THEM. So, stop self-rejecting for roles you can't stop thinking about and apply anyway, even if you don't meet all the qualifications. Many of us have heard LinkedIn's research study that evaluated gender-based job application activity. It showed that women will wait until they meet 100 percent of the job qualifications, while men wait until they meet 60 percent before applying. This holds many women back from fully expressing their full potential, whether it be not applying for a job that you know you’d rock or simply keeping quiet in meetings when you have brilliant ideas that could solve big problems. Ultimately, this self-rejecting keeps you in roles you are OVER qualified for at a lower pay rate. Consider this your permission slip to apply for the role that you can't stop thinking about today.

In my earlier career, I supported stress engineers. Their job was to push materials to the limit, ensuring they could withstand incredible pressure without breaking. Funny thing is, I now realise I’ve become a type of stress engineer—except I work on leaders & their careers. Because so many of the women I support do the same thing to themselves. They push through. Stretch & stretch, balancing everything: careers, families, life. With an internal narrative “I just need to push through to the weekend”. 💬”If I can just get through this project then I can ease up” 💬 “I’ll get chance for a PROPER break on my holidays which isn’t too long to wait” Often, only taking action when they’re about to crack—or already have. Take Amelia. She came to me so burnt out she could barely think. Her career, once was her pride and purpose. She loved it, pouring all her energy into it. But by the time we met, she didn’t care anymore. She felt invisible, overlooked, and—let’s face it—disrespected. Her spark had faded under layers of self-doubt and life’s challenges. She was ready to walk away. But I could still see the real Amelia underneath it all. Just like the old story of the Buddha statue—where layers of plaster hid the shining gold beneath—her spark was still there, buried under exhaustion, stress, & perimenopause. To the outside world, she seemed fine. Like she was coping. Pushing through. But that’s not the same as thriving, is it? What Amelia needed wasn’t just a boost. She needed what I call the “4 Ps” (straight from my TEDX Talk - Menopause: Smashing the last glass ceiling): Purpose, Possibility, Potential, and People. She needed space to rediscover her purpose and potential, whilst learning how to build recovery and regeneration into every day. Fast forward 6 months, and she’s a force to be reckoned with. That old spark? It’s a bonfire now. She’s energised, visible, and thriving. She’s gone from feeling invisible to building her brand globally in her business, securing a mega bonus, and being offered a promotion. Most importantly, she’s stress-proofed her career with strategies that don’t just help her survive—they help her soar. She admitted to me that she doesn’t even recognise the old her, and cannot thank me enough for helping her make changes that will continue to reward her for life. Women like Amelia remind me why I do this work. Because you’re not here to cope or push through. You’re here to shine. (Amelia isn’t her real name for confidentiality) _________ Want to work with me? If you’re ready to step into your power as a leader, reclaim your energy, & thrive at work & at home, let’s make it happen. Learn more about the Impactful Leader Mastermind here & book in a chat: https://lnkd.in/eQE9CuRb . Your next chapter starts now! Images: Sinead (a woman in her late forties with dark hair) taken at a peak stress moment, worn out and broken by perimenopause. And a more recent pic happy and healthy!

The difference between being overlooked and owning the room... a MICROSHIFT - sometimes, as tiny as a two inch shift in posture‼️ I watched her brilliant idea get ignored. Then she shifted her posture and everything changed. Your body speaks volumes before your voice utters a word. And in those boardroom moments that define careers, it might be saying all the wrong things. 🛑 Stanford research revealed something I've seen first hand:- Women leaders face a unique challenge men don't. 💯 We're judged on our body language FIRST, content SECOND. That judgment happens in just 3 seconds. Before you've shared a single brilliant insight. 🪤 The trap? We're expected to appear both authoritative AND approachable simultaneously. A balancing act I've coached hundreds of women through. But I've witnessed how small posture shifts create dramatic perception changes: ☑️ Being overlooked in meetings? ⭐ Drop your shoulders down, widen your stance slightly, and place palms flat on the table instead of hidden in your lap. Watch what happens next time. ☑️ Delivering tough feedback? ⭐ Keep your head completely still when making your key points. Women tend to nod while speaking, which signals agreement, not authority. ☑️ Preparing for a crucial pitch? ⭐ Try the "power posture reset" stand tall, shoulders back, arms slightly away from your body for just 2 minutes before entering. Science shows it actually changes your hormone levels! ❌ These aren't about becoming someone else. ☑️ They're about removing the physical habits that silently undermine your natural authority. I coached a brilliant finance director who couldn't understand why her strategic recommendations kept getting tabled. Her analysis was impeccable. The missing piece? Her body language displayed uncertainty through constant nodding, narrow posture, and hands hidden below the table. Three small posture shifts later, her next proposal was approved unanimously. The board chair actually commented on her "newfound confidence." Nothing in her expertise had changed. Only how she physically communicated it. 💫 Your intelligence deserves to be heard. Your ideas matter. Your leadership is needed. Which microshift will you try in your next high-stakes situation? I'd love to know. Share your comments 👇please. Share or repost if you think someone else needs to hear this. Follow me Arti Halai for more posts like this. 😊 #confidentcommunications #womenleaders

“Sara’s the obvious choice, but I’m concerned she’ll be overlooked for the promotion again.” I recently had a conversation with a C-suite male leader that really made me pause. It began with a simple concern—but what unfolded was a wake-up call about sponsorship. He was concerned that a highly capable female leader he’s worked with for years—someone with a stellar track record—was repeatedly getting overlooked for promotions, despite her contributions. Another executive role was opening up, and he feared the same outcome. Here’s how the conversation unfolded: Client: Sara is the obvious choice. But I’m concerned she’ll get passed over again. Me: That’s tough. Can I ask—are there leaders speaking about her in the rooms she’s not in? Client: Hmm… I don’t think anyone is, really. Me: Has she had any 1:1 conversations with other leaders in the C-suite? Any regular cadence? Client: No, not really. But she leads major initiatives and consistently delivers. They should know her by now. Me: They should. But do they? Has her name been spoken—clearly and confidently—as someone ready for the next step? Client: Not by me. I just assumed her results and track record made her the obvious choice. Me: That’s a common—and understandable—assumption. But in many environments, great work isn’t enough on its own. It often needs a credible voice to endorse and sponsor the talent. Me: What if you used your seat at the table to amplify her accomplishments? Made introductions? Provided visibility with key stakeholders? He paused. A moment of reflection. He hadn’t considered till that moment, how much access, endorsement, and sponsorship can shape a career— not because things had always come easily to him, but because some forms of visibility and advocacy often happen more organically for men. The barriers Sara faced—like many from underrecognized groups—were simply different. Fast forward: ✅ He began championing her name in the rooms that matter. ✅ He connected her with the CEO and CFO, and she established a regular 1:1 cadence. ✅ A few months later, she was promoted to COO! This is true for many leaders: We don’t always notice the obstacles we haven’t had to climb—until someone helps connect the dots. Not because we’ve ignored them, but because they’ve never been part of our lived experience. If you hold positional power, privilege, or platform—you also hold the ability to create access for someone who doesn’t. So the question is: ➡️ Who hasn’t been seen yet? ➡️ Who are you pulling up with you? ➡️ Whose name needs to be said today? #Leadership #Sponsorship #AllyshipInAction #WomenInLeadership #EquityInAction #PowerPrivilegePosition #CoachApproach #allyship #InclusiveLeadership #MakeRoom #Coaching #ExecutiveCoach

Did you know that while women hold nearly 29% of senior leadership roles in S&P 500 companies, only 8.2% are CEOs? And in EdTech—an industry filled with talented women, many of whom transitioned from teaching—top executive roles like CEO, CRO, and CFO are still overwhelmingly held by men. When women do make it onto the executive team, they’re far more likely to be in HR or people-focused roles rather than in positions with decision-making power. A few years ago, a female candidate shared something that stuck with me. She told me that a CEO in our industry once said, “This is a man’s world.” When a leadership role opened at his company, she—highly qualified, experienced, and ready—threw her name in the ring. His response? “I just don’t see you having leadership qualities.” No explanation. No feedback. And then...he hired a less-qualified man. And while this story is frustrating, it isn’t new. So let’s flip the script. 🔄 I’ve read so many books on leadership, and here’s what I know—women do have leadership qualities. The kind that drive businesses forward. The kind that build strong, innovative teams. Their empathy allows them to lead with understanding, creating environments where people thrive. Their vulnerability fosters trust and connection, making them approachable and authentic leaders. Their big-picture thinking helps them navigate complexity and see opportunities others might miss. And their ability to build relationships—with employees, customers, and stakeholders—creates the kind of loyalty and collaboration that makes companies stronger. ✨ If you’re wondering whether you should apply for that leadership role—apply. ✨ If you’re debating asking for that raise—ask. ✨ If you’re waiting for permission to step up—this is it. ✨ If you’ve been talked over in meetings—speak up. ✨ If you’ve been made to doubt your leadership potential—own your worth. ✨ If you’re the only woman in the room—make sure you’re not the last. 👩💼 Women in EdTech, I'd love to hear from you! Have you ever felt overlooked for leadership? Let’s talk about it. #WomensHistoryMonth #WomenInLeadership #EdTech #EquityInLeadership #Leadership #WomenInTech

🚀 You Work Hard, Deliver Results… So Why Are You Still Stuck? You’re the go-to person on your team. The one who gets things done, meets deadlines, and delivers high-quality work. Yet, while others get promoted, you’re left wondering: What am I missing? Being exceptional at execution is just the first step. To move into strategic leadership, you need to: ✅ Shift from doing the work to driving impact ✅ Speak the language of business outcomes, not just tasks ✅ Make sure leadership sees your contributions in the right context ✅ Seek mentorship and sponsorship to accelerate your growth ✅ Ask for clear, actionable feedback—and hold leadership accountable for supporting your development Vague feedback from managers is a red flag. If you hear things like “You need more executive presence” or “You’re not strategic enough,” or "You are not a leader", don’t let it go unchallenged. Ask: 🔹 What does that look like in action? 🔹 What specific behaviors would demonstrate that growth? 🔹 How can I take on opportunities to develop these skills? Your leaders should be invested in your success. If they truly want to see you grow, they will help define what success looks like—and stay accountable in supporting your development and giving you those opportunities. What does this mean for women? Many women are conditioned to believe that hard work alone leads to recognition. We’re taught to be helpful, reliable, and patient, while men are often encouraged to be bold, ambitious, and proactive from the start. But, the issue is that you cannot play by either rule without being perceived as aggressive or naïve. I’ve been there. I’ve seen talented people stay stuck because they didn’t make the shift. And I’ve helped others break through this invisible barrier by supporting and sponsoring them. Waiting to be noticed doesn’t work. Ask for projects that have real visibility and promotion opportunities. You don’t need to change who you are—you need to advocate for yourself, seek clarity, and step into leadership now. 🔥 If you feel undervalued, overlooked, or stuck at the same level and you are ready to move from high performer to strategic leader, read my article below. Also, see what you can expect from your manager in the previous post. And if this resonates with you, comment below: What’s one challenge you’ve faced in getting to the next level? What’s one piece of vague feedback you’ve received? Drop it in the comments, and let’s break it down together. #HighPerformer #Strategic #Impact #ManageUp #Manager #Sponsor #AskForIt #SpeakUp

𝗦𝗵𝗲'𝘀 𝗴𝗿𝗲𝗮𝘁 𝗮𝘁 𝗵𝗲𝗿 𝗷𝗼𝗯, 𝗯𝘂𝘁 𝗜 𝗷𝘂𝘀𝘁 𝗱𝗼𝗻'𝘁 𝘀𝗲𝗲 𝗵𝗲𝗿 𝗮𝘀 𝗮 𝗹𝗲𝗮𝗱𝗲𝗿. That's what my VP told my direct supervisor when I was passed over for promotion. Again. For 10 years, I lived the classic introverted high-performer trap. You know the one - crushing your deliverables, getting glowing reviews from your boss, but somehow invisible when leadership opportunities came up. The first time it happened, I blamed the company culture. So I left. The second time, I blamed my manager. So I left again. The third time? That's when I finally faced the hard truth: yes, these companies had narrow definitions of leadership, but I was also part of the problem. I was hiding behind my introversion, using it as an excuse to stay in my comfort zone rather than learning how to leverage it as a strength. I wasn't just waiting to be discovered - I was actively blending into the background, thinking my work would speak for itself. Spoiler alert: it doesn't. I had been completely misunderstanding what it meant to have "leadership presence." It wasn't about becoming more extroverted. It was about learning to channel my introvert energy in ways that commanded attention and respect. Swipe through for the 6 subtle power moves that changed everything for me - and have helped my introverted clients finally break through to senior leadership. 👉 These aren't just tips. They're the exact strategies that helped me go from perpetually overlooked to actively sought after for leadership roles. [Save this post for when you're ready to stop being overlooked.] #IntrovertLeadership #WomenInBusiness #CareerGrowth #ExecutivePresence #ProfessionalDevelopment

Sometimes, it’s not a lack of skill or drive that holds women back from rising into leadership. It’s an old reputation that no longer fits who they are becoming. I’ve seen this time and time again with high-potential women: They’ve been in the organization for years, working hard and contributing meaningfully, and yet… they’re not getting promoted, not being seen. One of the toughest shifts is moving past how others used to see you. That’s why I encourage the women I coach to: - Reach out to their champions. - Ask what people actually say about them. - Look for patterns in how they’re being perceived. - And start intentionally shaping a new narrative. Reputation isn’t set in stone, but we do have to gather the data before we can shift it. Have you ever felt stuck behind an outdated reputation? What helped you move through it? #WomenWhoRise #LeadershipDevelopment #ExecutivePresence