When I began my career in technology, I frequently was the only woman in the room.
In one early meeting, some visiting executives assumed I was there to serve coffee rather than to contribute to the discussion. Needless to say, I wasn’t an assistant; I was a key stakeholder. Fortunately, I never believed I did not belong at the table. That belief in my belonging, which stemmed from my parents raising me in a gender-neutral way as well as from my own early experiences and resilience, carried me from studying computer science when few women did to leading global product and technology organizations. Nowadays, the message that I share with female students and employees today is a reminder that high-tech is not only for a select few. Technology has advanced and will continue to advance because people are curious enough to step forward and bold enough to try. Stepping forward can be the hardest part, though.
Why so many women wait
Over decades of mentoring women at different stages of their careers, I have seen a pattern emerge in which women assess themselves against every requirement before applying for a role. If they do not meet all of the stated criteria, they hesitate to apply. Men, however, apply when they meet far fewer than the full criteria. This difference can shape careers. While organizations may want to consider how they frame open positions so as to attract a more diverse applicant pool, individuals also need to rethink how they measure their own readiness.
In the case of women, instead of focusing on gaps in skills or experience, they would be wise to focus on their foundation and on their adaptability. Do they have the core skills? Have they demonstrated that they can learn quickly? Are they willing to close any gaps through effort and discipline? I urge anyone I mentor to present themselves as confident, skilled, and ready to learn and grow. Those are the criteria that matter most.
Stretch with structure, not stress
Applying for or accepting a new opportunity before meeting 100% of applicable criteria does not mean saying yes without intention. A strong stretch opportunity builds on women’s strengths while encouraging them to step out of their comfort zone.
Ambition with a structured plan for growth will lead to success in a new role as well as to meaningful career progression. Throughout my leadership career, I have seen that strong skills, hard work, a willingness to learn, and the ability to operate as part of a team are what yield the greatest successes.
Handling imposter syndrome
Imposter syndrome often shows up right when people are growing in new directions. Responding to those feelings constructively helps to offset the stress of wondering whether or not you belong in your seat. Preparation builds confidence, as does just plain doing the work
Separating discomfort from incompetence helps, too. Discomfort happens when you’re operating at a new level. When you’re constantly learning and improving, you are not an imposter; you are simply developing.
I have always believed in leading with talent, regardless of gender. No one wants to be known as the ‘best woman engineer.’ Rather, we want to be known as the ‘best engineer’ – period. Focus on your contribution and on your performance, then let the work define you.
Remember, especially if you are early in your career, you do not need to meet every requirement on paper to try to advance. A foundation of strong skills, a willingness to learn, hard work, and the discipline to execute will carry you far. When you are in a room, know that you belong there. And if an opportunity stretches you, consider taking it – and then do the work to grow into it.
