Overcoming patriarchy through mentorship and confidence-building

𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗶𝗻𝗴 𝗪𝗼𝗺𝗲𝗻 𝘁𝗼 𝗥𝗲𝗰𝗹𝗮𝗶𝗺 𝗧𝗵𝗲𝗶𝗿 𝗖𝗿𝗲𝗱𝗶𝘁 𝗮𝘁 𝗪𝗼𝗿𝗸: 𝗔 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵 Over the years, I’ve had the privilege of #mentoring some brilliant women professionals, who are not just talented but deeply dedicated to their work. Yet, many of them have approached me feeling demotivated, not because of a lack of skills or opportunities, but because their contributions were being overshadowed or outright claimed by others. This isn’t just about #confidence; it’s about #fairness & the #courage to set #boundaries. One mentee, a high-performing manager, shared how her ideas were routinely presented as someone else’s in meetings. Another was disheartened after months of leading a project only to see the credit given to a peer. Their stories resonated deeply because 𝘁𝗵𝗶𝘀 𝗶𝘀𝗻’𝘁 𝗮𝗻 𝗶𝘀𝗼𝗹𝗮𝘁𝗲𝗱 𝗶𝘀𝘀𝘂𝗲. According to Harvard Business Review, 82% of professionals experience credit-snatching, & for many, it directly impacts their career progression. Through the mentoring process, I've helped them develop strategies to reclaim ownership & ensure their contributions were recognized. Here are some strategies that worked: 1. 𝗖𝗹𝗮𝗶𝗺 𝗬𝗼𝘂𝗿 𝗪𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗖𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲 One mentee began sharing weekly progress emails with her manager & team, clearly outlining her contributions. This simple step not only increased transparency but also ensured her work was visible to key stakeholders. 2. 𝗦𝗽𝗲𝗮𝗸 𝗨𝗽 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰𝗮𝗹𝗹𝘆 During a team meeting, another mentee confidently reclaimed her idea when someone else tried to take credit. She said, “I’m glad this was brought up, it’s something I explored when I worked on XYZ. Here’s how I think we can take it forward.” It wasn’t confrontational, but it was firm. 3. 𝗕𝘂𝗶𝗹𝗱 𝗮 𝗦𝘂𝗽𝗽𝗼𝗿𝘁𝗶𝘃𝗲 𝗡𝗲𝘁𝘄𝗼𝗿𝗸 I guided another of my mentee to cultivate allies; peers who could amplify her voice in meetings & advocate for her when she wasn’t in the room. This not only boosted her confidence but also created a stronger team dynamic. 4. 𝗢𝘄𝗻 𝘁𝗵𝗲 𝗦𝗽𝗼𝘁𝗹𝗶𝗴𝗵𝘁 Many women hesitate to showcase their achievements, fearing they’ll appear boastful. But 𝗰𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗶𝗻𝗴 𝘄𝗶𝗻𝘀 𝗶𝘀𝗻’𝘁 𝗮𝗿𝗿𝗼𝗴𝗮𝗻𝗰𝗲; 𝗶𝘁’𝘀 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽. I urged a mentee to volunteer for presenting team results at a leadership forum. Her presentation was so impactful that she became the go-to person for similar opportunities. The transformation in my mentees has been inspiring. From feeling sidelined to becoming confident advocates for their work, they’ve proven that taking ownership is empowering. 𝗕𝗲𝘄𝗮𝗿𝗲: There's a thin line between standing up for self & self promotion. However, remember that you deserve to be seen & acknowledged for your efforts. As mentors, leaders, & colleagues, it’s on us to foster a culture where no one has to fight for what they’ve earned. #Mentorship #WomenAtWork #Leadership #CareerGrowth #Goals2025

Why do talented women from marginalized communities still struggle to access leadership roles? At LedBy Foundation, we ask this question every day—not as a theoretical debate, but as a real challenge that Indian Muslim women face in the workplace. The answer is layered: a lack of representation, unconscious bias in hiring, and networks that remain closed to those without privilege. So, how do we solve this? LedBy creates access: Through mentorship, executive coaching, and industry connections, we bridge the gap between talent and opportunity. LedBy builds confidence: Our women don’t just gain skills; they learn to navigate spaces where they were once invisible. LedBy measures impact and iterates: 80% of our program graduates secure jobs and continue in the workforce, and 40% step directly into leadership-track roles—proving that systemic change starts with focused interventions. Leadership development doesn’t happen by accident—it happens through access, mentorship, and opportunity. Programs like ours are proving that when barriers are removed, talented women thrive in leadership roles. The next generation of leaders needs to come from those who are given a fair shot. If you believe in inclusive leadership, let’s talk. Because talent is everywhere, but opportunity isn’t—yet. #Leadership #Diversity #Inclusion #LedByFoundation

If you're in a male-dominated field, you've probably heard: “You have to work twice as hard.” But hard work alone isn't enough. Here's what actually helps you thrive 👇 1️⃣ Own your expertise, don't wait for validation. Many women hesitate to speak up until they feel 100% qualified. Men don't wait, they take space. 👉 Instead of saying: “I think this might work,” say: “Based on my experience, this is the best approach.” Confidence isn't about knowing everything, it's about backing what you do know. 2️⃣ Build a powerful inner circle. Success isn't a solo game. You need allies, not just colleagues. 👉 Find mentors who challenge you. Build relationships with decision-makers. Collaborate with women in your industry. Your circle shapes your opportunities. 3️⃣ Speak up even when it's uncomfortable. Being the only woman in the room can feel intimidating, but silence isn't an option. 👉 Prepare talking points before meetings. Challenge ideas with facts. If interrupted, reclaim your time: "Hold on, I’d love to finish my thought before we move on." Your voice isn’t optional. It’s necessary. 4️⃣ Negotiate without apologizing. Women tend to ask for opportunities. Men often expect them. It’s time to change that. 👉 Don’t say, “Would it be okay if I got a raise?” Say, “Based on my results, I’d like a pay adjustment.” You don’t owe gratitude for fair pay. You deserve it. 5️⃣ Turn bias into strategy. Reality check: bias exists. But you can make it work for you. 👉 If you’re underestimated, surprise them with results. If you’re labeled too ambitious, own it and deliver. If you’re not invited to the table, pull up your own chair. Let bias fuel your success, not block it. 6️⃣ Elevate other women. True success isn’t about thriving alone, it’s about opening doors for others. 👉 Recommend women for leadership roles. Acknowledge their ideas in meetings. Advocate for fair policies. When women support women, industries shift. ✨ Thriving isn’t about fitting in, it’s about standing strong in who you are and making space for others to rise with you. How do you make your voice heard? 💬 #WomenInLeadership #CareerGrowth #LeadershipDevelopment #Empowerment #CareerAdvice

How does mentoring help young women forge meaningful careers in sustainability? 💚 Yesterday, I facilitated a check-in with our Catalyse Change CIC mentors, now halfway through our programme, supporting young women into sustainability and climate careers. It was a powerful space to reflect on what’s working, what’s challenging, and what makes mentoring transformational. 💚 A huge shout-out to our incredible Catalyse Change mentors! 🙏🏽 As their extraordinary generosity, care and thoughtfulness shone through! 💚 Here are 7 key insights and strategies they shared : 1. Normalising self-doubt and building confidence - Lack of confidence comes up again and again. Mentors found that normalising this - and sharing their own early-career doubts - helped mentees feel reassured and less alone. - Career growth was reframed as a series of small steps outside the comfort zone, rather than a single overwhelming leap.  2. Reflecting achievements back Mentors actively “held up the mirror,” reminding mentees of what they’ve already achieved, e.g., new roles, leadership courses, and personal growth. Making their strengths visible helped counter self-criticism and build a more positive self-view.  3. Challenging perfectionism and ‘A-grade only’ thinking Several mentors noted that high standards are becoming a blocker. By naming perfectionism directly and encouraging “good enough” and bite-sized goals, progress felt more achievable and less pressured. 4. Reframing sustainability  Mentors helped demystify sustainability by mapping existing skills - finance, engineering, communications, project management - into purpose-led roles. Breaking down jargon reduced anxiety and helped make green careers feel far more accessible. 5. Values-based work to address burnout and self-belief Revisiting core values revealed that wellbeing-protective values such as joy, rest, and balance weren’t being honoured. Setting goals aligned to values - not just performance - supported confidence and resilience in a much more sustainable way. 6. Small, safe steps into visibility  Rather than “big scary moves,” mentors encouraged manageable risks, paired with visioning exercises and perhaps a guiding word or mantra. This helps to create motivation without overwhelm. 7. Permission to change goals.  Making it clear from the outset that it’s ok to change or slow down their goals. Helps reduce shame and performance pressure, making them more willing to show up and try. The common threads? Normalising doubt. Making strengths visible. Shrinking the risk. And anchoring growth in values and well-being - not just output. The time, care and wisdom our voluntary mentors pour into our Catalyse Change CIC programme never fails to amaze me. It’s what makes this work so special and genuinely life-changing for the women involved. Thank you, mentors. We couldn’t do this without you! 🙏🏽 #Mentoring #GreenCareers #Sustainability Picture: Catalyse Change mentors and mentees at 2024 graduation.

"You gave me permission to think bigger." That's what Sarah told me, six months after our first coaching session. She was a mid-level treasury manager at a global bank. Brilliant at execution. Invisible to leadership. The problem wasn't her capability. It was that no one was advocating for her in rooms she wasn't in. We worked on three things: 1. Increasing her confidence 2. Building her internal network strategically 2. Making her work visible to decision-makers Three months later, she was tapped for a transformation programme she didn't even apply for. Someone finally saw what she'd been doing all along. Here's what most people don't know: Less than half of organisations offer meaningful mentorship programmes for women. Women receive less manager advocacy than men. Fewer mentors preparing them for senior roles. This isn't about confidence or ambition. It's about access. Mentorship isn't a nice-to-have. It's how careers actually progress. If you're a senior leader, ask yourself: Who are you advocating for when they're not in the room? If the answer is always the same type of person, that's the problem. Women don't need to be braver. They need sponsors who open doors.

For many women, stepping into leadership comes with unique challenges: breaking barriers, overcoming biases, and sometimes battling self-doubt. I’ve walked this path from my early days in the military to becoming an entrepreneur, coach, and advocate for veterans and women leaders. One thing I’ve learned is that leadership isn’t about perfection; it’s about purpose, confidence, and impact! The reality? Women are still underrepresented in leadership roles. According to research, while women make up nearly half the workforce, only about 27-29% hold senior leadership roles globally. But the good news? The narrative is changing, and we all play a part in rewriting it. Here’s what I've learned (the hard way) and how women can break barriers and lead with confidence: 1️⃣ Claim Your Space Don’t wait for permission to lead. Show up, speak up, and own your expertise. Confidence grows when you trust your abilities. Practical Tip: Prepare before key meetings or opportunities—knowledge is a powerful confidence booster. 2️⃣ Find Mentors and Allies This one here has helped me tremendously! No one succeeds alone. Surround yourself with mentors, peers, and allies who believe in you and challenge you to grow. Practical Tip: Actively seek out mentorship opportunities or join communities that align with your goals. 3️⃣ Develop a Growth Mindset Every failure is a stepping stone ("fail forward"). Embrace challenges as learning experiences that build resilience and character. Practical Tip: Reflect on setbacks to uncover lessons and focus on progress over perfection. 4️⃣ Advocate for Yourself and Others Be your own biggest advocate (because no one will), and lift others as you rise. True leadership is about creating opportunities for others. Practical Tip: Start small—highlight the contributions of a colleague or suggest inclusive practices in your workplace. 5️⃣ Lead Authentically Authenticity is your greatest strength. Lead with your values, and you’ll inspire others to do the same. Practical Tip: Identify your core values and let them guide your decisions and leadership style. Every woman has the potential to lead with confidence BUT it starts with believing in yourself and taking intentional steps forward. Together, we can break barriers, shift narratives, and pave the way for the next generation of women leaders. What strategies have worked for you or the women you admire? Let’s share and inspire each other to lead with confidence and purpose. Here are some of the most confident and powerful women I have ever met and worked with and still learning from. #Leadership #WomenInLeadership #Empowerment #GrowthMindset #BreakingBarriers #LeadHERshipAcademy #REWIRE

Confidence is not something you either have or don’t have. It is something you build the same way you build strength. After mentoring hundreds of women in engineering, manufacturing, business and leadership, I see the same pattern again and again. People don’t struggle because they are weak. They struggle because nobody ever taught them how confidence actually works. Here are the 5 rules I teach when someone tells me “I know what I should do, but I don’t feel confident.” 1. Confidence comes from evidence, not thinking Your brain believes what it has seen before. If you have never spoken in the meeting, your brain thinks it is dangerous. If you do it 5 times, your brain thinks it is normal. Confidence grows from proof, not from positive thinking. 2. Preparation removes fear faster than motivation Most people try to feel confident first. Confident people prepare first. Before any meeting, write 3 bullets: • my point • my example • my question Clarity reduces anxiety. 3. The longer you stay silent, the harder it feels to speak Your nervous system gets louder the longer you wait. Say one sentence early, even something small. Once you are in the conversation, confidence follows. 4. Confidence is built in small actions, not big moments People think confidence comes from big success. In reality, it comes from small repetitions. One question. One opinion. One post. One conversation. Repeated enough times, this becomes identity. 5. Use the mentor rule: do the thing before you feel ready Nobody feels ready. Not in the beginning. Not in leadership. Not in public speaking. Not in business. You become ready by doing. Today’s confidence exercise: Before the end of the day, do one thing you have been overthinking for a week. Send the message. Ask the question. Speak up once. Share the idea. Small action → small proof → real confidence. From mentoring experience, the biggest confidence blocker is usually one of these: Overthinking Fear of judgement Waiting to be perfect Not feeling prepared Which one is yours? Katerina | Developing leaders who last