Member Opinion: How to improve leadership skills if you're a woman in the tech industry?

Effective leadership can spell the difference between a thriving organization and one that has to shut its doors for good. Never has this been truer than in today’s tech industry, which drives global innovation and pushes us toward the future at an almost scary pace.

The role of leaders within this sector extends beyond simply managing teams — they must inspire, innovate, and navigate an ever-changing landscape.

The stakes are particularly high for female tech leaders, who remain underrepresented in the industry – whether due to gender bias, the pressure of proving their competence in a male-dominated field, or other factors. But we’re not here to stir the pot or incite heated debate about gender equality in the workplace.

Instead, let’s explore some of the common challenges female leaders face, see how a woman’s touch contributes to strong leadership, and offer practical advice to both aspiring and accomplished leaders.

The journey of an executive and leadership coach can provide enlightening outlooks on the dynamic of professional environments you interact with. Mine has led me to consulting a top-management team comprising 2% women, where men generally avoided discussions about problems in relationship issues within and beyond the team. They’d focus specifically on business metrics for solutions instead of reflecting on the roots of the communication issues.

I encouraged the team members to openly discuss interpersonal conflicts and their underlying causes, rather than just focusing on solutions. Surprisingly, the men in the team didn’t have much to say as they didn’t see or want to raise interpersonal issues. The women did, however, leading the team to reflection and realization. Men admitted they’ve never observed business problems through the lens of professional relationships with colleagues.

This was a pivotal moment for the team’s development and relationship-building – all kicked off by a few women simply applying a bit of emotional intelligence to influence their whole professional community.

Just this one case from my personal experience is but a drop in an ocean of similar teams facing similar issues due to a lack of female leadership.

Although diversity alone doesn’t solve all business problems, teams with diverse leadership have proven to be more innovative, make better decisions, and ultimately drive better business outcomes. Businesses that don’t capitalize on it are missing out on unique perspectives and strengths that women bring to leadership roles.

So what are these strengths?

Tech leadership is demanding: you have to be able to guide, inspire, and manage teams in a rapidly evolving, competitive environment. Unlike traditional leadership, it requires a blend of technical and strategic expertise with a deep understanding of both people and processes. This includes but isn’t limited to:

• Technical Acumen
• Strategic Thinking
• Agility and Adaptability
• Effective Communication
• Emotional Intelligence
• Decision-Making
• Innovation and Creativity

While the specific leadership competencies are almost common knowledge, the fact that women lead in most of them isn’t.

Recent research analyzing thousands of 360-degree reviews demonstrates that women outperform men in 17 out of 19 critical leadership competencies and are seen as equally effective as men in leadership positions. They excel in taking initiative, demonstrating resilience, pursuing self-development, driving results, and maintaining high standards of integrity and honesty, while men have the edge in developing strategic perspective and possessing technical or professional expertise.

Women were also rated favorably in 84% of the commonly evaluated leadership competencies. Despite this, they often rate themselves lower than men when assessing their own abilities – particularly before the age of 25.

This suggests that while women are recognized as capable leaders by their colleagues, their advancement is often hindered by a lack of opportunity rather than skill.

Incorporating women into leadership roles can not only enhance organizational effectiveness and employee satisfaction, but also improve the leadership skills of their male counterparts through leading by example.

1. Networking and Relationship-Building

Historically, women excel in relationship-based metrics, which is another way of saying they’re more likely to care for their colleague as a person - according to Gallup’s Q12 survey. This tendency is rooted in their natural inclination toward building strong, empathetic connections and fostering supportive work environments – factors crucial for team cohesion.

2. Development and Growth

Lack of encouragement and growth opportunities lead to a decline in engagement among employees. Women leaders are known for their emphasis on mentorship and development, supporting their team’s growth, advancing careers, and inspiring men to adopt similar practices, which is vital for long-term engagement and job satisfaction.

3. Recognition and Appreciation

Meaningful recognition improves employee well-being and productivity, reduces stress, and prevents burnout. It’s harder to achieve in hybrid and remote work settings, but female leaders tend to make sure that all team members feel valued regardless of their whereabouts.

4. Showing Vulnerability and Building Trust

Displays of vulnerability and empathy often shown by women leaders build trust and safety within a team. These traits foster a healthy, supportive, and inclusive work environment.

5. Empathy and Emotional Intelligence

Navigating complex interpersonal dynamics is made easier with high emotional intelligence – a trait natural to women with an empathetic leadership style that contributes to a supportive workplace culture. Men who cultivate these skills are likely to experience improved team relationships and enhanced organizational performance.

In contrast, weak leadership can and likely will become detrimental to teams and even organizations, no matter how big the brand is.

• Kodak’s failure to adapt to the digital photography revolution was its one-way ticket to bankruptcy in 2012 – the consequence of poor choices made by the company’s leadership.
• Yahoo had a period of leadership instability in the early 2010s, with a lack of productivity, innovation, and a clear direction contributing to its decline and eventual acquisition by Verizon in 2017.
• Uber faced a major internal crisis in 2017 with allegations of toxic work culture and poor management practices prompting a full leadership overhaul.

From high employee turnover to reputation damages to having to close their doors, one would think organizations would be looking for strong leaders regardless of gender.

However, despite the aforementioned strengths they bring to the table, women leaders in the tech industry still encounter unique challenges that impact their career progression and effectiveness. Here are some key issues, supported by statistics and research:

1. Gender Bias

Statistics: According to a 2022 report by McKinsey & Company, women are significantly underrepresented in technical and leadership roles within tech companies. For example, only 24% of women hold executive roles in tech, compared to 32% in other industries.

2.Work-Life Balance Issues

Statistics: The 2022 Women in the Workplace report by McKinsey & Company highlights that 42% of women in tech consider leaving their jobs due to work-life balance issues, compared to 34% of men. Women in tech are more likely to juggle demanding work schedules with family responsibilities.

3. Underrepresentation

Research: A 2020 report from the Kaplan Institute for the Advancement of Education reveals that women are less likely to be promoted into leadership positions in tech compared to men. The study shows that women are often given fewer opportunities for high-visibility projects, which are crucial for career advancement.

4. Pay Disparity

Statistics: A 2022 Payscale report found that women in tech earn, on average, 9% less than their male counterparts. This wage gap persists even when accounting for factors like education and experience.

5. Lack of Mentorship and Sponsorship

Statistics: A 2021 Mentorloop survey found that 38% of women in tech report having limited access to mentors and sponsors, compared to 24% of men. This lack of support can hinder their professional growth and networking opportunities.

Regardless of the pitfalls and challenges of the industry, there’s no better way to have more women among its leadership than, well, being a good leader!

Improving leadership skills as a woman in the IT industry involves a combination of self-development, strategic networking, and practical experience. Here are some steps you can take:

1. Continuous Learning and Skill Development

• Stay Updated on Industry Trends: The IT industry evolves rapidly. Continuously learn new technologies, methodologies, and best practices to remain relevant and knowledgeable.
• Develop Leadership Skills: Take courses or attend workshops focused on leadership, communication, and management. Books and online resources like LinkedIn Learning can be beneficial.
• Seek Mentorship: Find a mentor who has navigated the challenges you might face. A mentor can offer guidance, share experiences, and help you avoid common pitfalls.

2. Build Confidence and Assertiveness

• Practice Public Speaking: Being able to articulate your ideas clearly and confidently is crucial.
• Develop Assertiveness: Learn to express your thoughts and opinions confidently and respectfully. This includes saying "no" when necessary and setting clear boundaries.
• Celebrate Small Wins: Acknowledge your achievements, no matter how small. This helps build self-confidence and reinforces your belief in your abilities.

3. Network Strategically

• Join Professional Groups: Engage with women in IT by joining organizations like Women in Technology International (WITI). These groups provide networking opportunities, resources, and support.
• Attend Conferences and Meetups: Participate in industry events to connect with peers, share experiences, and learn from others. This is also a great way to stay visible in your field.
• Build Relationships with Allies: Cultivate relationships with both male and female colleagues who can support and advocate for you in your career.

4. Seek Leadership Opportunities

• Volunteer for Leadership Roles: Whether in a project, team, or committee, volunteer to take on leadership roles. This provides practical experience and helps build your leadership portfolio.
• Lead by Example: Demonstrate your leadership skills by taking initiative, being accountable, and helping others succeed. Be the leader you would want to follow.
• Ask for Feedback: Regularly seek feedback from peers, supervisors, and mentors. Constructive criticism can help you identify areas for improvement and refine your leadership style.

5. Advocate for Diversity and Inclusion

• Promote Inclusivity: Use your leadership position to advocate for diversity and inclusion in your workplace. This not only benefits the organization but also helps create a more supportive environment for everyone.
• Mentor Other Women: Support and mentor other women in the industry. Sharing your knowledge and experiences can help others navigate challenges and build a stronger community.

6. Balance Technical and Soft Skills

• Hone Technical Expertise: Maintain a strong technical foundation while developing leadership skills. In the IT industry, technical competence is often a critical factor in leadership credibility.
• Cultivate Emotional Intelligence: Develop emotional intelligence to manage relationships, navigate office politics, and handle stress effectively. Being attuned to the emotions of others can enhance your ability to lead diverse teams.

7. Challenge the Status Quo

• Push Boundaries: Don’t be afraid to challenge outdated practices or suggest innovative solutions. Leaders often emerge by being the ones who push for positive change.
• Take Calculated Risks: Embrace opportunities that stretch your abilities. Taking calculated risks can lead to significant growth and demonstrate your leadership potential.

8. Balance Career and Personal Life

• Set Boundaries: Clearly define your work-life boundaries to avoid burnout. A healthy balance ensures sustained productivity and well-being.
• Seek Support Systems: Build a support network both at work and in your personal life to help manage the challenges of balancing leadership responsibilities and personal commitments.

By focusing on these strategies, you can strengthen your leadership skills, overcome challenges unique to the IT industry, and advance your career as a woman in tech.

Technology is all about the future: letting go of the old and obsolete to invite the new and efficient. So it’s high time for the tech industry to let go of gender bias and embrace the benefit of having women leaders stand alongside men, learning from each other and paving our way into better, more effective, and more humane work environments.

Although the challenges are still there they make the development of strong leadership skills not just beneficial, but essential. Women who excel in leadership can pave the way for more inclusive and equitable workplaces, inspire the next generation of female leaders, and contribute to the broader goal of gender parity in the tech industry.

After all, being a leader is also about turning challenges into opportunities. Take them!