I frequently talk about the greatest challenges in my career and they often stem from self-imposed fears, particularly a fear of failure and risk aversion.
These hurdles we create internally are usually more significant than any external obstacles. I would focus more on why I wouldn’t be able to do the job, rather than the expertise I could bring to it. It shows that our mindset has a dramatic effect on the opportunities we pursue, and I have had to work on changing this mindset over the years.
When it comes to the potentially intimidating situation of often being the only woman in the room, I have learnt to shift my focus to what I bring to the table rather than what I lack compared to my male peers. This mindset has allowed me to be more confident and effective in my role, silencing the internal doubts that once held me back.
Advocacy
When I first started out and joined the financial services sector, I didn’t really have a specific career path in mind, I just knew I enjoyed my work experience in the industry. I certainly didn’t see myself as a Managing Director but having the right people around me really helped me to believe in myself. As I have climbed the ladder and moved into business and tech consultancy, I have begun to understand that each step is ‘just another job’, which is an easy thing to say and does not disregard the immense responsibility, but like any other position, it comes with challenges that can always be managed.
I am lucky enough to have worked with managers that have really rooted for me, and this is something I have tried to do within my team. There is a need for advocacy—not just mentorship—for women in tech. While mentorship is valuable, true change happens when leaders actively advocate for women, pushing for their inclusion in leadership development programmes and vouching for their abilities.
I recently put three women from the Ireland branch of emagine forward for its Pioneer Programme, a leadership development initiative. They may not have been first to volunteer for the opportunity but once they realised they had the right skills and qualities, they were excited to be selected.
This active advocacy is what truly drives progress. Advocacy is where you put your own name on the line to support the progression of others. I urge leaders to push for more female representation, even when it means challenging the status quo.
Leadership styles
Times are changing and leadership styles have evolved over the past two decades, particularly in ways that benefit women and the skills we bring to the table. Business used to follow a stiff structure and tended to be very hierarchical, but today’s most successful companies emphasise collaboration, empathy, and genuine care for employees. These are qualities that are often particularly pronounced in women. This leadership style also benefits everyone, as collaboration and empathy get the best out of people.
My journey and perspective as a female leader in tech have given me valuable lessons to share with both current and aspiring leaders. Ultimately, a leader’s job is to help employees overcome internal doubts and reach the goals they want to achieve. In the case of advocating for women, this also serves to enhance inclusivity in the sector.
