Leadership is more than just a title - it’s a journey shaped by strategic decisions, personal growth, and an ability to adapt to challenges. This journey can be even more intricate for women, particularly in male-dominated industries like technology and finance. It requires professional understanding and the ability to navigate systemic biases, balance personal and professional responsibilities, and foster inclusive organisational cultures. But remember, it's a journey you can shape and control.
In this article, we delve into the milestones, challenges, and strategies that define the leadership journey for women in corporate environments. Drawing on my extensive experience with over three decades in IT leadership, digital transformation, and inclusive management, we offer insights and actionable steps for women aspiring to leadership roles. We will also explore the critical role that technology, diversity, and continuous learning play in shaping the future of leadership, paving the way for a more inclusive and forward-thinking corporate world.
Every leadership journey is unique, but critical milestones often set the stage for long-term success. For me, two pivotal moments that propelled me to the C-Suite were embracing digital transformation and fostering inclusive leadership. These experiences highlight how aligning oneself with transformative trends and building diverse teams, where each member is valued and integral to the journey, can accelerate career progression and solidify one’s leadership standing.
Digital transformation has become a critical lever for growth in modern business. With industries rapidly adopting cloud computing, AI, data analytics, and automation, leaders who champion technological innovation set themselves - and their organisations - apart. Embracing this transformation is not just a choice, it's a necessity in today's corporate world, and understanding its significance will keep you ahead of the curve.
I recall how leading digital initiatives was a game-changer for my career. By driving digital transformation, I brought innovation to the forefront, positioning the organisations I worked with ahead of their competitors. This focus on cutting-edge technology not only allowed me to lead significant projects that directly contributed to business success but also inspired me to push my boundaries, earning recognition and solidifying my path to leadership.
Mastering technology and leading digital initiatives is an essential strategy for women looking to enter leadership roles. As businesses across all sectors become increasingly dependent on technology, leaders who can successfully navigate and implement these changes are positioned to make significant strategic contributions.
The second milestone in my journey was my focus on inclusive leadership. "Diverse teams are critical for fostering innovation and delivering more holistic strategies," she notes. Inclusive leadership is about increasing diversity in numbers and ensuring that all voices are heard and valued in decision-making processes.
Inclusive leaders prioritise building teams with varied backgrounds, experiences, and perspectives. This diversity helps organisations navigate complex challenges, fosters creativity, and enhances decision-making by bringing together multiple viewpoints. Promoting such a culture allowed Aparna to build stronger teams and implement more innovative solutions, which was crucial in her ascent to the C-Suite.
By embracing digital transformation and inclusive leadership, women can be leaders who drive change and build resilient, forward-thinking organisations.
For many professionals, the transition into leadership can seem daunting - especially for women who may face additional barriers. However, with the right strategies, breaking through these barriers and carving a successful path into leadership is possible. These strategies combine self-awareness, continuous learning, networking, and strategic action.
The first step in any leadership journey is understanding yourself. Leaders must be acutely aware of their strengths, weaknesses, and areas for growth. Self-awareness allows leaders to make more informed decisions, build on their competencies, and address gaps hindering their progress.
I emphasise that self-assessment should be an ongoing process. "Leaders must regularly evaluate their skills, leadership style, and career goals. This ensures that they are aligned with the role's demands and the future direction of their industry."
Conduct Regular Self-Assessments: Reflect on your recent experiences and identify what went well and where improvements can be made. Use feedback from peers, mentors, and team members to better understand your leadership style.
In the rapidly changing world of business and technology, continuous learning is a non-negotiable requirement for leaders. The most effective leaders stay ahead of trends, continuously update their skill sets, and confidently adapt to new challenges.
I highlight the importance of embracing lifelong learning as a core leadership value. The corporate landscape constantly evolves, driven by new technologies and market shifts. Leaders who commit to continuous learning are better equipped to navigate these changes and lead with foresight.
Networking is often described as the backbone of career growth and essential for women aspiring to leadership. Professional solid relationships can provide mentorship, open doors to new opportunities, and offer support through challenging times.
I stress the value of both mentors and sponsors in her career. Finding a mentor who has walked a similar path can provide invaluable guidance and insight. On the other hand, sponsors are critical for advocating and helping you gain visibility and access to higher-level roles.
Leadership is ultimately about action - about taking on roles, projects, and challenges that demonstrate one's ability to lead, deliver results, and drive change. Women who aspire to leadership should actively seek opportunities to lead high-impact initiatives within their organisations.
Leadership isn’t just about managing people - it’s about making strategic contributions to the organisation. Whether you lead a digital transformation project, manage a high-stakes client, or develop a new business strategy, you must show that you can drive tangible outcomes.
Despite progress in gender diversity, systemic barriers still prevent many women from reaching leadership positions. While some organisations have made strides in promoting gender equality, others still treat it as a checkbox activity rather than a genuine commitment to change.
Progress has been made, but there's still a long way to go. For some organisations, gender diversity is more about optics than actual change. The key is ensuring diversity is embedded as a core value, not just a box to tick.
For women to overcome these barriers, they must address individual and systemic challenges. Here are a few ways to navigate systemic biases and create pathways to leadership:
Even the most successful leaders experience moments of uncertainty - times when the path forward seems unclear, or career progression hits a plateau.
These moments, while challenging, are natural in any leadership journey. When uncertain about the next step, I take a step back to reassess the situation. Breaking down the challenge into smaller parts helps me refocus and regain clarity.
My approach underscores the importance of resilience and adaptability in leadership. Leaders who can navigate uncertainty are often better equipped to lead through change and adversity. Here are a few ways to manage career plateaus:
Looking ahead, the future of leadership will be defined by two core factors: inclusivity and innovation. As businesses face increasingly complex challenges - whether in technology, global competition, or workforce dynamics - leaders who prioritise these values will be better equipped to drive long-term success.
Leadership is not a destination - it’s a continuous journey of learning, evolving, and leading with integrity. By embracing challenges, fostering inclusivity, and staying ahead of innovation, women can break barriers and redefine leadership in today’s world.
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Disclaimer: The views and opinions expressed in the articles are those of the author and do not necessarily reflect the policy or position or the opinion of the organization that she represents. No content by the author is intended to malign any religion, ethnic group, club, organization, company, individual, or anyone.