Strategies for Women to Handle Unexpected Challenges

Early in my career, when I shared the story of a workshop that completely bombed (an email announcing layoffs arrived in everyone's inbox during day 1 lunch of a two-day program -- and I had no idea how to handle this), three women immediately reached out to share their own "disaster" stories. We realized we'd all been carrying shame about normal learning experiences while watching men turn similar setbacks into compelling leadership narratives about risk-taking and resilience. The conversation that we had was more valuable than any success story I could have shared. As women, we are stuck in a double-bind: we are less likely to share our successes AND we are less likely to share our failures. Today, I'm talking about the latter. Sharing failure stories normalizes setbacks as part of growth rather than evidence of inadequacy. When we women are vulnerable about their struggles and what they learned, it creates permission for others to reframe their own experiences. This collective storytelling helps distinguish between individual challenges and systemic issues that affect many women similarly. Men more readily share and learn from failures, often turning them into evidence of their willingness to take risks and push boundaries. Women, knowing our failures are judged more harshly, tend to hide them or frame them as personal shortcomings. This creates isolation around experiences that are actually quite common and entirely normal parts of professional development. Open discussion about setbacks establishes the expectation that failing is not only normal but necessary for success. It builds connection and community among women who might otherwise feel alone in their struggles. When we reframe failures as data and learning experiences rather than shameful secrets, we reduce their power to limit our future risk-taking and ambition. Here are a few tips for sharing and learning from failure stories: • Practice talking about setbacks as learning experiences rather than personal inadequacies • Share what you learned and how you've applied those lessons, not just what went wrong • Seek out other women's failure stories to normalize your own experiences • Look for patterns in women's challenges that suggest systemic rather than individual issues (and then stop seeing systemic challenges as personal failures!) • Create safe spaces for honest conversation about struggles and setbacks • Celebrate recovery and growth as much as initial success • Use failure stories to build connection and mentorship relationships with other women We are not the sum of our failures, but some of our failures make us more relatable, realistic, and ready for our successes. So let's not keep them to ourselves. #WomensERG #DEIB #failure

The Real Reasons Women are Exiting the Workforce As a senior leader at the intersection of policy, product, and advocacy, I've witnessed a critical trend that demands our attention. I've witnessed, firsthand, a disheartening trend: accomplished women, poised for leadership, choosing to exit the workforce. This exodus isn't due to a lack of ambition or capability but stems from systemic challenges that remain unaddressed. Top 3 Reasons Women are Quitting: 1/ Burnout Epidemic: Balancing high-stakes professional roles with personal responsibilities often leads to chronic stress and exhaustion. Many women find themselves at a breaking point, questioning whether enduring this relentless pressure is sustainable.The absence of adequate support systems exacerbates this fatigue, making the option to step away seem like the only viable solution. 2/ Comfort Zone Trap: Many talented women are paralyzed between known mediocrity and unknown potential. The fear of breaking away from 'comfort' keeps them stagnant. 3/ Stagnation in Career Advancement Despite their dedication and expertise, numerous women encounter barriers that hinder their progression into senior leadership roles. This glass ceiling not only stifles their professional growth but also diminishes their motivation to remain within organizations that fail to recognize and reward their contributions. I recall a conversation with a mentee—a brilliant product manager and mother of two. Despite her exemplary performance, she felt perpetually on the brink of burnout, unseen in her aspirations, and constrained by an inflexible schedule.Her story is not unique but echoes the experiences of many. The solution I proposed to her focused on three critical strategies: 1/ Speak to your manager about a flexibility and office timings that allow her to balance professional responsibilities with family needs. Manage your time more effectively and wisely 2/ Create a career progression plan in the current job that identifies opportunities available for exceptional impact and a future promotion, to break the stagnation she found herself in 3/ Contribute to organisation wide initiatives that establish open communication channels and implement policies that support work-life balance, in turn helping others through the same dilemma. This demonstrates commitment to her and her organisations collective success. Women aren't just leaving jobs—they're making powerful statements about workplace culture. It's imperative that we, as leaders and organizations, confront these challenges head-on. Creating structured mentorship opportunities can provide women with guidance, support, and advocacy, helping them navigate career challenges and advance into leadership roles. Mentorship isn't just support—it's survival. Your Turn: >> What trends have you noticed contributing to this issue, and >> How can we collaboratively create a more inclusive and supportive workplace for all?

Let's be real: How many of us have felt that pit in our stomachs before walking into a meeting where we know we'll be the only POC? Or experienced the frustration of being mistaken for another WOC in the office? Or walked into work feeling confident and looking fly, all while bracing for the attempt to touch our hair or inevitable inappropriate comment? These aren't just "minor inconveniences." They're symptoms of larger issues that jeopardize our mental health, career trajectories, and sense of self. The stats paint a stark picture: - Black women make up a mere 1% of executives in S&P 500 companies. - Only a handful of WOC have raised significant venture capital funding. - We constantly battle what researchers call "double jeopardy"––facing harsher judgment for the same mistakes as our peers. But here's what I want you to remember: Your mental health is not negotiable. Your wellbeing is not a luxury. It's the foundation of your power, creativity, and ability to break through barriers every single week. So how do we protect ourselves without giving up on our ambitions? Here are seven strategies: 1. Know you can leave: Your talent deserves respect. 2. Find adaptive coping strategies: Manage stress and protect your mental health. 3. Keep building your support network: Seek out other WOC, join professional organizations, connect with mentors. 4. Plan your exit strategy: Know your options. 5. Document: Keep records of accomplishments and any inappropriate incidents. 6. Cultivate sponsors: Look for influential advocates for your career advancement. 7. Practice self-compassion: Give yourself grace and space. Remember, we're not merely surviving in these spaces––we're redefining them. Your presence matters. Your visibility is power. That's why I'm more convinced than ever that we need spaces to gather, heal, and strategize together. Spaces free from the White, male, mainstream gaze. Imagine a virtual sanctuary where you can: ✨ Process workplace challenges with other WOC who truly get it ✨ Learn strategies for maintaining mental health in challenging environments ✨ Access resources on recognizing and combating workplace bias ✨ Connect with coaches dedicated to uplifting women of color If this resonates, let's connect. Your experiences will shape this community into the supportive space we all deserve. Your mental health is your power source. Guard it fiercely, nurture it compassionately, and never be afraid to put it first. You are seen. You are valued. And you are so much more than the battles you face at work. Together, we can keep rewriting the narratives and building the inclusive work communities we deserve.

Neither of my parents went to college. I did, and following my dream to be a teacher, I studied elementary education. However, life had other plans for me, and my career took an unexpected turn into the world of business. I discovered a passion for it. I worked hard, and knew I was making meaningful contributions. But my unconventional path weighed on me. As a young woman, I couldn't shake the worry that someone would eventually tap me on the shoulder and say, "Hey! We caught you! You don't really belong here." The fear stayed with me until I heard a professor from Kellogg speak at a Women's Foodservice Forum and I learned there's a name for that feeling: Impostor Syndrome. Realizing that I wasn't alone in this experience was transformative. It boosted my confidence and made me recognize how much societal expectations had influenced my self-perception. That awareness was liberating. Years later, I had the honor of sharing my own story at that very same event—a full-circle moment that I deeply cherished. You can watch it here: https://lnkd.in/eqP_SKpM But it's frustrating to know that nearly 80% of women still struggle with low self-esteem in the workplace. So, what can we do? Here are 5 strategies that have worked for me: • Keep a "Fan File" of your wins. Revisit it when self-doubt creeps in. • Avoid comparisons. Let your unique strengths be your guide. • Focus on your strengths and sharpen them. • Build a support network that pushes you to grow. • Embrace "Go-Learn-Iterate." Failure is part of the journey. And, in case no one's told you yet: You belong here. You're doing great. And we need you to take your seat at the table!

“Nothing I do seems like it’s enough.” That was the hot topic in one of our recent Leadership Edge sessions. Every woman who shared it had a version of the same story: → Doing the job of two people after a layoff → Running at 150% with a lean team → Navigating reorgs, new managers, shifting goals → Trying to deliver results without clear direction All while quietly fearing they might be performance managed or worse, next in line to be let go. Most advice sounds helpful on the surface: ▷ Set firmer boundaries ▷ Manage your calendar better ▷ Show how much you're already doing But doing all the “right things” while the chaos stays the same? It starts to feel like you are the problem. I recommend women ask themselves: "How do I move through this strategically without burning out or disappearing?" In the session, I shared strategies I've adopted over the course of my career to get the recognition I deserve without losing myself: ↳ Assume leadership might not have answers yet. The chaos you feel? It might exist at the top, too. This perspective creates room to stop expecting clarity that isn’t coming yet. ↳ Don’t wait for clarity, create it. Try: “Here’s how I’m progressing based on our last convo. If anything shifts, happy to realign.” ↳ Leave 10–15% space for pivots and name the tradeoffs. When new work shows up, say what it displaces. Out loud. Don’t let tradeoffs stay invisible. ↳ Show (not just tell) what’s on your plate. Forget status updates. Use visuals: a pie chart, a timeline, a capacity bar. It makes the invisible work visible. Because when the system’s unclear, your power comes from showing how you think inside the mess. You. are. enough. You don't need to overburden yourself to prove that you're worthy of getting promoted or recognized. Have you ever been in this situation? How did you navigate it? ---- 🔔 Follow me, Bosky Mukherjee, for more insights on breaking barriers for women in tech leadership. #leadership #womenleaders #cxos #womenintech #womeninbusiness

Day 29 Tip of #WomensHistoryMonth: One hour of investing in yourself can change your life. As promised, I’m hosting a private session to share a resource I use to help women plan their careers. If this sounds helpful, message me and I’ll send you the details. Now, on to ways you can invest an hour in yourself to change your life. Create Your Plan B Whether you’re in a role, in transition, or running your own business, things can shift—fast. Having a Plan B doesn’t mean you’re not committed. It means you’re prepared. A new skill, side project, or alternate path can give you the flexibility to move forward when the unexpected happens. Research shows that people with contingency plans demonstrate greater resilience and are more likely to adapt successfully to career disruptions. Maintain Five Strong Career Connectors Your next opportunity may not come from a job board—it may come from a conversation. I recommend having at least five strong connections you can reach out to for insight, advice, or leads. Make your circle diverse—the more support and perspective you have when it counts, the better. Keep these relationships close, authentic, and reciprocal. Studies on social capital indicate that diverse and active professional networks increase career mobility and job satisfaction. Anchor Yourself with a Mantra When things get overwhelming, your mindset matters. Mantras can be quotes, lyrics, texts from books—anything that inspires or motivates you. Choose ones that speak to you and let them guide you. Psychological research shows that positive self-affirmation and personal mantras help reduce stress, increase confidence, and enhance goal-directed behavior. Build a Financial Plan That Reaches Beyond 12 Months Money gives you choices. Too many talented women limit themselves because of short-term financial pressure. Plan ahead—think about savings, investments, building credit, or creating an additional stream of income. It’s not too late to start having conversations that set you on your path forward. Studies show that women who actively plan their finances report greater confidence in decision-making and long-term financial security. Build a Personal Board of Directors Mentorship is powerful, but having a small group of trusted advisors can be transformational. Think of 3–5 people you respect and trust: a mentor, an industry leader, a peer who pushes you, someone who understands your financial goals. This is your sounding board—and your support system. Research from the Center for Talent Innovation shows that professionals with diverse personal advisory groups are more likely to achieve leadership roles and report higher job satisfaction. These strategies are grounded in both experience and research. They’ve helped me—and many women I work with—navigate change, seize opportunity, and move forward with purpose. #Leadership #LeadershipDevelopment #CareerDevelopment #ProfessionalDevelopment

Micro-aggressions eat away at confidence daily. They're subtle. They're persistent. They're exhausting. I've faced them countless times as a female CEO. The interruptions in investor meetings. The explaining of my own expertise back to me. The attribution of my ideas to male colleagues. These moments matter. But our response matters more. Here are 6 strategies I use to address them effectively: 1. The "I noticed" approach.    It creates awareness without blame.     2. Asking clarifying questions "Could you explain what you meant?" It reveals bias through curiosity.     3. Sharing impact respectfully "When that happens, I can't fully contribute."     4. Establishing expertise calmly, "I've actually led this area for five years."     5. Building a support network "Let's hear Sarah finish her point first." Allies can amplify your voice. 6. Choosing battles wisely. Some moments deserve immediate address. Others require strategic timing.     These approaches preserve professional relationships. Whilst also: Creating space for growth. Protecting your peace. Which strategy would help you most right now? ♻️ Repost to help someone in your network. _ 👋🏽 I'm Radha Vyas, CEO & Co-Founder of Flash Pack, connecting solo travelers on life-changing social adventures. Follow for daily posts on the journey!

Work can sometimes be unpredictable. And when issues feel beyond my control, I know how easy it is to get frustrated. I've found power in focusing my energy 𝘸𝘩𝘦𝘳𝘦 𝘪𝘵 𝘮𝘢𝘵𝘵𝘦𝘳𝘴. This is what I do to manage stressful and unpredictable moments at work: 𝐈 𝐢𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝐰𝐡𝐚𝐭 𝐈 𝐜𝐚𝐧 𝐚𝐧𝐝 𝐜𝐚𝐧'𝐭 𝐜𝐨𝐧𝐭𝐫𝐨𝐥. List down the factors that are within your sphere of influence and those that are not. For example, you can control your attitude, your actions, your communication, and your priorities. But you can't control other people’s opinions, decisions, or behaviors, the market trends, or the weather. 𝐈 𝐟𝐨𝐜𝐮𝐬 𝐨𝐧 𝐰𝐡𝐚𝐭 𝐈 𝐜𝐚𝐧 𝐜𝐨𝐧𝐭𝐫𝐨𝐥. Once you've identified what you can control, direct your attention and energy to those factors. For example, you can control how you respond to a challenge, how you plan your tasks, how you collaborate with your colleagues, and how you manage your time. Focusing on what you can control will help you feel more empowered, confident, and productive. 𝐈 𝐥𝐞𝐭 𝐠𝐨 𝐨𝐟 𝐰𝐡𝐚𝐭 𝐈 𝐜𝐚𝐧'𝐭 𝐜𝐨𝐧𝐭𝐫𝐨𝐥. Trying to control what is beyond your reach will only cause you more stress, frustration, and anxiety. Instead of worrying about what you cannot change, accept the reality of the situation and adapt to it. Letting go can also help you reduce your negative emotions and cope better with uncertainty. 𝐈 𝐬𝐞𝐞𝐤 𝐬𝐮𝐩𝐩𝐨𝐫𝐭 𝐰𝐡𝐞𝐧 𝐈 𝐧𝐞𝐞𝐝 𝐢𝐭. You don’t have to deal with stressful and unpredictable moments at work alone. You can reach out to your colleagues, friends, family, or professional help for advice, feedback, or emotional support. Talking to someone who understands your situation or has gone through similar experiences can help you gain new perspectives, insights, and solutions. What will you put your energy into today?

You have to advocate for yourself.👇 On the phone with a distraught client last week, I was reminded of the assumptions we make and how doing this holds us back. The stress can put our stomach in knots - only to find out later it was a simple misunderstanding. Here’s my client’s story + 3 lessons: Julie (name changed) was told by her boss (by text) that he didn’t want her on a project anymore. She immediately thought her boss didn’t trust or respect her anymore, and started ruminating: “How could this be? He’s always praised me for my work. What is this about? Does he think I’m incompetent?” Julie wasn’t going to address it (problem #1!) because of her fear of what she would hear. In their next conversation, her boss revealed the reason he wanted her off that project: to give her visibility on a bigger project! This was completely unexpected, and cleared everything up with a simple conversation. Anything similar ever happened to you? And what advice would you offer Julie if this were to happen again? Let’s look at some lessons from this. 1. We can’t control our boss’s behavior (saying that over text?! Come on, now), but we can control our own. At minimum, say something, such as “Hey, boss, what was your reasoning for taking me off that project?” or “help me understand your logic…” Before getting tied up in knots with assumptions, address it head on. You’ll likely find out helpful information that clears a lot up before you go losing more sleep. 2. Tell your boss what you need. “Boss, if you have important direction to offer regarding new or revised responsibilities, I’d like to get that information in a conversation rather than a message over text. Does that work for you?” And depending on your relationship, you could say “Hearing that by text with no context made me think you might have an issue with my performance, so being able to hear it in conversation would be beneficial.” or “Hearing that by text left me with more questions…” 3. Know your triggers and respond appropriately. If you tend to question yourself or think you’re the problem (would love to help you overcome this, btw!), be aware of that when you get a message that doesn’t land well. Ask another trusted colleague, friend or coach how they would’ve received it. That objective perspective can be incredibly insightful. For someone who isn’t triggered the same way you are, the message will be received differently. We all hold baggage from our past that informs our present. Always remember that no one will care as much about your career as YOU do, so you have to advocate for yourself. Don’t expect anyone else to, and when you ask, ask with confidence. If you’d like help with advocating for yourself, this is exactly the type of support women get in The Power House, a mastermind for executive women in hospitality that meets twice/month. Reach out if you’d like to explore it!