Leadership
Why executive presence is a tighter tightrope for women
The quality evaluators call presence is real, unspecific and gendered; the evidence says to treat it as a skill set, not a personality transplant.
The current edition
Leadership
Leadership profiles women running teams, companies and organizations: the route to the role, decisions made in it, resistance encountered, and reasons some step away. Coverage includes board representation figures and promotion data. For readers who lead now or intend to, and want candor rather than encouragement.
Profiles of women heading organizations, covering how they reached the role, what they changed, what it cost, and why some of them chose to leave.
Leadership
Managing up when your boss underrates your work
Being underrated is usually an information problem, not a verdict; managing up is the practice of correcting the record with evidence.
Leadership
Operations roles are an underrated path to the top for women
Operations builds the measurable record boards promote on, and the function's lower profile works as an advantage for anyone blocked in more crowded pipelines.
Leadership
Giving hard feedback as a new boss without gender blowback
Research shows women leaders face more challenge and less benefit of the doubt; specific, documented, behavior-first feedback lowers the risk.
Leadership
How to chair meetings that end in decisions
Meetings drift when no one owns the decision; a chair who names the decision, the decider and the deadline can cut meeting time sharply.
Leadership
How women managers run hybrid teams without burning out
Hybrid work raised the coordination load, and research shows it landed unevenly on women managers; structure, not stamina, is the working answer.