Strategies for Women to Secure Stretch Assignments

The most powerful career growth rarely happens in a training room. It happens in the crucible of a stretch assignment. You’ve felt the itch of stagnation. The work is comfortable, the tasks are familiar, but the spark is gone. You're executing, but you aren't expanding. The fear whispers: "What if I'm not ready? What if I fail?" So, what’s the bridge from comfortable competence to exhilarating growth? The intentional pursuit of stretch assignments. This isn't about waiting for your manager to see your potential. It's about proactively designing challenges that pull new skills out of you. It’s the difference between being pushed by the anxiety of stagnation and being pulled by the vision of who you become. Here’s a framework for crafting your own growth project: 1. 𝐈𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝐭𝐡𝐞 𝐓𝐞𝐧𝐬𝐢𝐨𝐧: Pinpoint the exact skill you crave. Is it leading a client presentation? Analyzing a new data set? Don't just say "leadership." Be specific. Feel the friction of not having it. 2. 𝐃𝐞𝐬𝐢𝐠𝐧 𝐭𝐡𝐞 𝐂𝐨𝐧𝐭𝐚𝐢𝐧𝐞𝐫: Your stretch must have clear edges. Define the outcome, the timeline (a 90-day "sprint" works wonders), and the resources. This turns a vague wish into a tangible project you can almost touch. 3. 𝐒𝐞𝐜𝐮𝐫𝐞 𝐀𝐢𝐫 𝐂𝐨𝐯𝐞𝐫: Inform your manager: "I want to develop [skill] by leading [mini-project]. I have a plan and will keep you updated. I'd appreciate your support." This shows initiative, not insolence. You can hear the respect in that conversation. 4. 𝐒𝐜𝐡𝐞𝐝𝐮𝐥𝐞 𝐭𝐡𝐞 𝐑𝐞𝐟𝐥𝐞𝐜𝐭𝐢𝐨𝐧: This is the secret sauce. Each Friday, write down: What did I try? What felt awkward? What would I do differently? This reflection is where true learning crystallizes. 𝐒𝐭𝐨𝐩 𝐰𝐚𝐢𝐭𝐢𝐧𝐠 𝐟𝐨𝐫 𝐩𝐞𝐫𝐦𝐢𝐬𝐬𝐢𝐨𝐧 𝐭𝐨 𝐠𝐫𝐨𝐰. 𝐘𝐨𝐮𝐫 𝐧𝐞𝐱𝐭 𝐬𝐤𝐢𝐥𝐥 𝐢𝐬 𝐡𝐢𝐝𝐢𝐧𝐠 𝐣𝐮𝐬𝐭 𝐛𝐞𝐲𝐨𝐧𝐝 𝐲𝐨𝐮𝐫 𝐜𝐮𝐫𝐫𝐞𝐧𝐭 𝐜𝐨𝐦𝐟𝐨𝐫𝐭 𝐳𝐨𝐧𝐞. 🔔 𝐅𝐨𝐥𝐥𝐨𝐰 me Diane for daily frameworks. ♻️ 𝐑𝐞𝐩𝐨𝐬𝐭 if this resonates with you. #GrowthMindset #CareerDevelopment #StrategicInitiative #ProfessionalGrowth #LeadershipDevelopment #Coaching #LinkedInCommunity #MomentumCoachingWithDi

85% of Promotions Go to Women Who Speak Up with Confidence You know what’s wild? I’ve seen it happen firsthand. I’ve met qualified, skilled, and hardworking women— But still stuck. Why? Because they stay quiet in meetings. And louder (often less qualified) voices take the spotlight. → The reality?   If you’re not speaking up, you’re getting left behind. → For every 100 men promoted, only 81 women move up. → Women hold 59% of master’s degrees but make up only 29% of C-suite roles. → Over time, 1 million women fall behind mid-career due to missed promotions. It’s not about competence. It’s about visibility. 📌 Here’s how to break the cycle: 1️⃣ Use the “Power of Firsts” in Meetings Speaking early makes you more memorable and influential. 💡 Pro tip: If you’re nervous, prepare one insightful question or comment in advance. 👉 Example: Instead of waiting for the right moment, say: “I was thinking about the client data from last week—have we considered segmenting by industry for deeper insights?” Why it works: This shows initiative and positions you as a thought leader. 2️⃣ Master the “Executive Presence” Hack Women are often interrupted more frequently. Combat this by using deliberate pauses and assertive language. 💡 Pro tip: When interrupted, pause and hold eye contact before continuing—it signals authority. 👉 Example: If someone cuts you off, calmly say: “I’d like to finish my point.” Why it works: This reclaims your space with confidence. 3️⃣ Leverage Strategic Self-Promotion Women tend to downplay their achievements, but self-promotion is a career accelerator. 💡 Pro tip: Share data-backed wins when highlighting your achievements. 👉 Example: Instead of saying, “I helped with the project,” Say: “I led the project that increased client retention by 35% in six months.” Why it works: Quantified results make your impact undeniable. 4️⃣ Ask for High-Value Assignments Women are often offered low-visibility, low-impact tasks. Break the cycle by actively requesting P&L roles or strategic projects. 💡 Pro tip: In your next review, ask: “What would it take for me to lead a revenue-generating initiative?” Why it works: P&L ownership fast-tracks your leadership path. 📌 Look, Your Voice = Your Power So, the next time you think, “What if I’m not good enough?” Ask yourself instead, “What if I am?” These are just a few techniques I teach in my program to help women break barriers and secure the promotions they deserve. 👉 If you’re ready to stop being overlooked and start owning your seat at the table, type “I’M READY” in the comments. I’ll personally reach out and help you accelerate your career. #WomenInLeadership #ExecutiveWomen #SpeakUp #ConfidenceAtWork #CareerGrowth #VisibilityMatters

💥 After 20 months building THE ELEVATE GROUP , working with thousands of mid- to senior-level women across the globe, I need to say something that many won't like but need to hear: 90% of women are damn good at their jobs. But far too many are still trapped in a quiet victim loop Before you scroll past thinking “Not me,” let me show you what it actually sounds like: • “Our culture is just toxic” • “I’m too exhausted to network after hours. • “My manager doesn’t even understand what I do.” • “We’re a flat organization. There’s nowhere to grow.” • “HQ in London doesn’t take regional roles seriously.” • “I’d go for it, but I’ve seen what they do to women who ask.” • “There’s never been a brown woman promoted to VP here.” • “I’m excellent, but I’m not into self-promotion, it is not who I am.” • “The real decisions are made at the bar after work, and I don’t drink.” You’re not wrong. ❌ But you’re not moving either. Yes, the system is unfair. Yes, men often get a head start. Yes, HQ does favor its own. But repeating the injustice is not a strategy. You don’t get promoted for narrating the power gap. You get promoted by navigating it. Your promotion work begins after your actual work ends. The women who break through VP and above? Here’s what they’re doing differently: ⚡ They study quarterly earnings reports to understand what keeps their execs up at night - and speak that language. ⚡ They schedule calls with US peers at 10 PM Asia time because proximity to power > personal comfort. ⚡ They volunteer for the messy, cross-functional stretch assignments others avoid because they know value is built in discomfort. ⚡ They don’t wait for mentors. They build reciprocal networks that exchange visibility & information. ⚡They track the metrics that keep the CEO awake, not their immediate boss. Are they exhausted? Often Are they rewarded overnight? Rarely. Are they playing the game by male rules? Sometimes. Yet, they refuse to outsource their power to systems or managers. They don’t waste energy resenting the rules. They channel it into mastering the moves that matter. If you recognize yourself in any of those 10 quotes above, it doesn’t make you weak. It makes you honest. So ask yourself honestly: How badly do you want it? Because this isn’t about waiting for fairness. It’s about doing the work only the top 0.01% are willing to do One of those moves is getting sponsored. If you’re serious about making that leap, join me and Uma in "The Power of Sponsorship" 📅 June 26, 7:30 PM Singapore Time 🌍 Open globally 🔗 Link in Comment We’ll unpack: • How we got sponsored in our own careers • The game behind closed-door promotions • How to speak so your name echoes after you leave the room 📩 Can’t join live, sign up to get the full recording + distilled summary afterward. 📣 Come. Ask. Challenge us. Or just listen. But don’t stay quiet in the waiting room of your own career. 👊 Because you deserve more than that