How to Navigate Workplace Communication as a Woman

I have been excluded from "office circles" throughout my career. And almost all women I speak to, have had the same experience. I used to think it was my fault that I wasn't a part of the so-called 'boys club'. So I pushed harder to prove I was worth getting invited. I recall pouring effort into preparing presentations and documents, supporting my reports with data, and handing them to my manager, doing everything right by the advice - because others failed to see my worth. I was respected, but I was always made to feel like an outcast. Even when I reached product executive positions. Today, I advise women in tech what I wished I had done back then: ↳ Create your own table. You're not the only one feeling like you don't belong. Instead of trying hard to 'impress', try finding your tribe. ↳ Go direct. Ask for opportunities. And don't just take no for an answer. Ask your manager, then lead, then VP, then CEO, if need be. Show people that you'll take up space and you won't be sidelined. ↳ Find an ally in the org and bring up the unconscious bias to them. I was so afraid to tell my manager what was happening, but once I did, they realised how they had been making me feel. And to all leaders reading this, become more intentional about creating belonging in the workplace. A good start is asking yourself, "Who else should be included in this discussion? Who am I missing and why?" ---- Share this post ahead so we can spread the message. #womenintech #womeninproduct #diversityandinclusion

One of the communication challenges that my female clients wrestle with is how to “merge” into a work conversation that’s already happening — especially a conversation of male counterparts. In addition to our work exploring the mindsets and cultural norms that make interrupting feel like it’s not an option (which it is), we discuss enrolling allies in the meeting who will, at best, invite you into the conversation or, at least, notice when you’re trying to merge in. We also practice merging phrases such as: “Excuse me. I have something to add.” “I’m going to interrupt here. I want to share my perspective.” “Before you move on, I have something to share…” “Wait a sec; I haven’t spoken yet.” “Bill? I have something to say on this.” In your next meeting, please notice who might be trying to merge into the discussion — and invite them in. “Allie, did you have something you wanted to say?” #communication #leadership #womenleaders #DEIB #genderequity #meetings #allyship

A man does it: leadership. A woman does it: attitude? Can we talk about this? One of my clients, a brilliant design leader, relocated from South America to Europe. She’s experienced. Strategic. Solution-oriented. But lately? Every time she: Drives initiatives Pushes for clarity Suggests better metrics. She hears: “𝘠𝘰𝘶’𝘳𝘦 𝘣𝘦𝘪𝘯𝘨 𝘵𝘰𝘰 𝘢𝘨𝘨𝘳𝘦𝘴𝘴𝘪𝘷𝘦.” “𝘠𝘰𝘶 𝘯𝘦𝘦𝘥 𝘵𝘰 𝘴𝘰𝘧𝘵𝘦𝘯 𝘺𝘰𝘶𝘳 𝘢𝘱𝘱𝘳𝘰𝘢𝘤𝘩.” It’s disorienting. And unfortunately? It’s not uncommon. I’ve heard this story from clients in North America, Europe, Asia, Latin America. The pattern holds. → When a man leads assertively, he’s confident. → When a woman does it, she’s difficult. We call it cultural misfit. Or misalignment. Or lack of emotional intelligence. But what it really is? A discomfort with how leadership looks when it doesn’t match the mold. So how do we navigate this? 💬 𝐅𝐨𝐫 𝐰𝐨𝐦𝐞𝐧 𝐚𝐧𝐝 𝐮𝐧𝐝𝐞𝐫𝐫𝐞𝐩𝐫𝐞𝐬𝐞𝐧𝐭𝐞𝐝 𝐥𝐞𝐚𝐝𝐞𝐫𝐬: → Reframe your “aggression” as clarity → Speak about your intent before presenting ideas → State the ‘why’ behind the ‘what’: “𝘐’𝘮 𝘴𝘶𝘨𝘨𝘦𝘴𝘵𝘪𝘯𝘨 𝘵𝘩𝘪𝘴 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘪𝘵 𝘢𝘭𝘪𝘨𝘯𝘴 𝘸𝘪𝘵𝘩 [𝘴𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘤 𝘨𝘰𝘢𝘭].” 💬 𝐅𝐨𝐫 𝐦𝐞𝐧 𝐚𝐧𝐝 𝐩𝐞𝐞𝐫𝐬 𝐢𝐧 𝐩𝐨𝐰𝐞𝐫: → When someone’s labeled “too much,” Ask: “𝘛𝘰𝘰 𝘮𝘶𝘤𝘩 𝘧𝘰𝘳 𝘸𝘩𝘰?” → Give feedback that separates tone from substance → Amplify voices that are often asked to shrink Leadership doesn’t come in one tone, one accent, or one communication style. But the systems we operate in still reward what looks familiar. That’s the real tension. Not ambition. Not confidence. Not communication. Perception. And the only way we change perception…. Is by naming it. Challenging it. And choosing not to shrink from it. Have you seen this happen in your org? Or experienced it yourself? Let’s talk about it. 👇 P.S. What’s one communication habit you’ve had to adapt over time? Also, here's a lil surprise announcement: https://lnkd.in/efRVzxy2