She has the title. The team. The achievements.
To everyone else, she’s made it. But when she closes her laptop at the end of the day or looks in the mirror before heading into a meeting, something feels off. Not broken.
Just…off.
If you’ve ever felt like the demands of leadership are pulling you in a hundred directions, you’re not alone. The higher you rise, the more blurred the lines become between your professional responsibilities and your personal life. And while many people talk about “work-life balance,” I prefer a different approach…work-life harmony.
AI is transforming our workplaces faster than we ever imagined. It’s reshaping how we work, who does the work and even the skills required to stay relevant.
For executive women and those aspiring to lead, AI isn’t just another tech trend…it’s a leadership issue. And one that comes with a critical risk: If we don’t act now, AI could shrink the leadership pipeline for women before it ever begins.
If you’ve ever thought, “I should be able to figure this out myself” of “Coaching is for people who are struggling”…you’re not alone.
I’ve coached hundreds of brilliant women, and I see the same thing over and over: they don’t hire a coach because they aren’t capable…they hire a coach because they are.
This week, headlines reported something alarming: women are steadily disappearing from leadership roles in tech and major social platforms.
At first glance, it might feel like a “tech sector problem.” But it’s not. The implications ripple far beyond Silicon Valley and affect every industry we touch.
“I said yes even when I wanted to say no. I skipped meals, worked through exhaustion and smiled while doing it.”
Sound familiar?
If you’ve ever said yes when you meant no…you’re not alone.
One of the most overlooked leadership skills…are boundaries.
For women in leadership, boundaries can feel like a double-edged sword. Set them, and you risk being seen as inflexible. Don’t set them, and suddenly your calendar, your energy and your well-being belong to everyone but you.
There’s a moment many women leaders can recall…that first post, podcast or public message where they finally decided to share their voice. It took courage. It took clarity. And for many, it took years to get there.
But today, even that moment of bravery is under threat.
We’ve celebrated more women entering leadership than ever before. And rightfully so.
But beneath the headlines, a quieter story is unfolding.
Women are leaving leadership pipelines at every stage…and we’re not talking about it enough.
This isn’t a pipeline issue. It’s a retention issue.
here’s a quiet crisis playout out behind boardroom doors.
Recent research shows:
56% of executives report being burned out
Nearly half of leadership teams have lost top talent due to chronic fatigue and disengagement
Women in leadership are disproportionately affected, especially those holding the “only” seat at the table
These findings come from the 2024 Women @ Work report by Deloitte, which continues to track the evolving workplace experiences of women globally.
For years, we’ve been told the problem is at the top.
The elusive C-suite. The final glass ceiling.
But what if the real issue isn’t just the ceiling?
What if it’s the ladder itself?
According to research, for every 100 men promoted from entry-level to manager, only 81 women are promoted, and the numbers are even lower for women of color. This is what’s known as the broken rung-the first step up that too many women are missing.
Let’s get one thing straight: Your reputation is not what people say about you.
It’s what people believe about you…when you’re not in the room.
And whether your realize it or not, you’re building it every single day.
In a world that constantly tries to put women in boxes…”too much”, “not enough”, “too ambitious”, “not read”…you have a choice. You can let others write the narrative…or you can own the pen.
Being the CEO of your own reputation means getting crystal clear on what you want to be known for…and backing that up with how you show up, communicate and lead. It’s not about polishing a brand. It’s about embodying your values. Consistently.
I’ve coached hundreds of brilliant women who tell me they’ll speak up after the next meeting, go for the promotion next quarter, invest in themselves next year. And when we dig deeper, the waiting isn’t about strategy. It’s about fear. About permission. About the myth that one day, confidence will just arrive.
