Empowering Female Leaders in Tech: Strategies for Success
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Chapter 1: Navigating Challenges as a Female Leader
In the tech industry, the phrase "All women experience imposter syndrome" often surfaces, dismissing the unique struggles women face. A male coach once suggested that a client of mine address her feelings of inadequacy, but she challenged him, asserting her concerns stemmed from being underrepresented. This encounter highlighted a troubling misconception that all women face the same issues.
Imposter syndrome can sometimes indicate that you're in a challenging environment where growth is possible. Feeling a bit out of your depth often means you're in the right place, surrounded by individuals from whom you can learn. I recently facilitated two leadership groups for women and participated in a Clubhouse discussion on "How Women Advance in Tech Leadership," where shared experiences underscored the persistent bias women encounter in corporate settings.
As an Asian woman in tech, I recognize that my experience differs from that of women of color or those for whom English is a second language. While I contend with sexism, the intersection of race and gender presents a more daunting landscape for many, particularly Black and LatinX women (I delve deeper into this in "My Asian Privilege").
My client referenced a compelling article from Harvard Business Review by Ruchika Tulshyan and Jodi-Ann Burey, titled "Stop Telling Women They Have Imposter Syndrome." This piece bridged my understanding of imposter syndrome and the systemic biases women and people of color face. It’s common for high-achieving individuals to feel out of place when starting a new role, and this sensation often intensifies for women and minorities. The article notes that while white men often find their confidence bolstered over time, women frequently face continual doubts about their competence.
As we navigate the aftermath of movements like #MeToo and #BlackLivesMatter, it's crucial to advocate for changes while also thriving in our current circumstances. Here are three key themes I emphasize with my clients—women, people of color, and immigrants—to help them progress in their careers.
Section 1.1: Acknowledging Systemic Bias
It's vital to recognize that bias is woven into the very fabric of our workplaces. You're not imagining the gaslighting incidents; they are real, and countless others share similar experiences. You don’t need to change when someone labels you as aggressive or overly emotional. As a designer, I create solutions within established systems, much like how we navigate our professional environments, which are often dominated by white males.
While some individuals may have the energy to challenge the system head-on, others might be too exhausted to do so. It's essential to understand that everyone is doing their best within these constraints, and it's okay to acknowledge the biases that exist.
Subsection 1.1.1: Identifying Your Leadership Strengths
Understanding your unique leadership strengths is crucial in this biased landscape. Western leadership ideals often favor extroversion and confidence. However, you possess distinct qualities shaped by your personality and experiences. Embrace and develop these traits, experimenting with different leadership styles that resonate with your identity.
Section 1.2: Cultivating Relationships
Building connections is fundamental. In our professional lives, even in virtual settings, relationships are invaluable. I guide my clients to focus on three areas for relationship-building:
- Find Your Tribe: Seek out individuals who make you feel secure and accepted. This could be colleagues who share your background or interests. As your network evolves, continue to cultivate these connections, and don't hesitate to explore online groups like Moms in Tech and Elpha.
- Identify Allies: Look for peers or mentors who can support you. Observe their behavior in meetings to determine if they could be sympathetic to your experiences. Many allies are willing to help amplify your voice.
- Build Trust with Key Collaborators: Develop open relationships with those critical to your success—your boss, teammates, and collaborators. Sharing your stories can foster mutual understanding and encourage others to open up.
Bonus: Guidance for Allies
During our Clubhouse discussion, a male ally inquired about how he could support his female colleagues. We suggested several strategies:
- Amplify Voices: Encourage quieter colleagues to share their thoughts and address interruptions when they occur.
- Point Out Bias: If you notice disparities in how colleagues are treated, gently address it in private or in group settings. Asking reflective questions about biases can foster awareness.
- Provide Support: Follow up with colleagues after meetings to validate their contributions and experiences.
Bottom Line
In the male-dominated tech industry, countless women and people of color have shared their stories of struggle and resilience. To thrive as a female leader, remember that you are not alone. Embrace your strengths and prioritize building relationships. There are allies out there, and together, we can create a more equitable environment.
The first video titled "Women in Tech: Advice from Five Female Leaders" offers valuable insights from experienced women in the tech industry. They share their journeys and provide guidance for navigating challenges in a male-dominated field.
The second video, "Women in Leadership: why we need more women at the top" features Melinda Keys discussing the importance of female representation in leadership roles and the positive impact it has on organizations.
Hello! I'm Tutti Taygerly, your host. With over 20 years in product design and technology leadership, I left Facebook in 2019 to focus on coaching. My weekly writings explore design and coaching topics. Interested in how coaching can enhance your life? Learn more!