Career Visibility Techniques

Six women headed to space yesterday in what Blue Origin is calling a historic all-female crew. But as a woman who's navigated male-dominated spaces throughout my career, I'm deeply conflicted about what this moment represents. The symbolism of the world's first "glam" space crew: The crew includes Lauren Sánchez (Bezos's fiancée), Katy Perry, Gayle King, civil rights activist Amanda Nguyen, producer Kerianne Flynn, and former NASA scientist Aisha Bowe. It's a diverse group of accomplished women, which in itself feels significant. Yet I can't stop thinking about Katy Perry's words: "Space is going to finally be glam. Let me tell you something. If I could take glam up with me, I would do that. We are going to put the 'ass' in astronaut." This framing raises complex questions about representation: 1. The mixed message problem: When Elle magazine proudly notes this will be "the first time anyone has been to space with their hair and makeup done," are we celebrating women's access to space or reducing their presence there to appearance? 2. The "exceptional woman" paradox: While highlighting accomplished women is important, does the celebrity focus perpetuate the idea that women need to be exceptional to earn their place in traditionally male domains? 3. The coded language concern: Would we ever describe an all-male crew as "putting the 'ass' in astronaut"? Does this language reinforce the idea that women's achievements must be packaged with femininity to be palatable? What genuine progress might look like: True representation isn't just about having women present—it's about changing the fundamental structures that have limited women's access. The first woman in space, Valentina Tereshkova, flew solo in 1963. Six decades later, should we be celebrating that women can now access space with their "hair and makeup done," or should we be asking why women remain severely underrepresented in aerospace engineering, astrophysics, and astronautics? The questions I'm wrestling with: → Is this reinforcing stereotypes while appearing to break them? The focus on glamour and appearance sends mixed messages about what female achievement looks like and what we should celebrate. → Does representation matter even when packaged in problematic framing? Perhaps getting more girls and women interested in space through any means is progress—even if the messaging is imperfect. → When women enter male-dominated spaces, must they choose between being "one of the boys" or leaning into hyper-feminine presentation? Is there room for authentic self-expression? → Is this moment a genuine step forward for women in space, or primarily a calculated distraction in the billionaire space race that co-opts feminist language for commercial gain? What do you think? Share your perspective below 👇 Photo: Blue Origin ♻️ Found this helpful? Repost to share with your network.  ⚡ Want more content like this? Hit follow Maya Moufarek.

🎣 “They didn’t even cc me.” Yumi, a senior marketing director, discovered her billion-dollar product had been repositioned without her. Eighteen months leading the project. Then, overnight, it reported to someone else. 🧊 She didn’t mess up. She wasn’t underperforming. She just wasn’t.... there. Not at the executive offsite. Not at the Friday “golf and growth” circle. Not at the CEO’s birthday dinner, her peers casually got invited to. 🏃♀️ She was busy being excellent. They were busy being bonded. 🍷 When she asked her boss about the change, he looked puzzled: “You’re usually aligned with the bigger picture, so we assumed it’d be fine.” 🧩 Translation: Yumi was predictable and available, but not powerful enough to be consulted. Women are told to “build relationships.” Men build alliances. Women maintain connections. Men maintain relevance in power circles. It’s not who likes you. It’s who says your name when you’re not in the room. 🕰 And let’s be honest: the real decisions about budget, headcount, and succession are made off-the-clock and off-the-record. 📌 How do you stop getting edited out of influence? 1. 🗺 𝗧𝗿𝗮𝗰𝗸 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹 𝗽𝗼𝘄𝗲𝗿 𝗺𝗮𝗽 𝗡𝗼𝘁 𝘁𝗵𝗲 𝗼𝗿𝗴 𝗰𝗵𝗮𝗿𝘁    the shadow organization. Who gets early previews? Who influences without title? Write it down and update it monthly.     2. 📣 𝗔𝘂𝗱𝗶𝘁 𝘆𝗼𝘂𝗿 𝗻𝗮𝗺𝗲-𝗱𝗿𝗼𝗽 𝗰𝗼𝘂𝗻𝘁    If three senior leaders haven’t mentioned you this month, you’re invisible to power. Fix it with pre-wires, brief wins memos, and sponsor loops.     3. 🏛 𝗧𝗮𝗸𝗲 "𝗪𝗼𝗿𝗸" 𝗼𝘂𝘁 𝗼𝗳  “𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴”    Skip passive panels. Show up where strategy happens: QBRs, investor briefings, offsite planning, cross-functional war rooms. Ask to observe; then add value.     4. 🔁 𝗕𝘂𝗶𝗹𝗱 𝗮 𝗯𝗮𝗰𝗸𝗰𝗵𝗮𝗻𝗻𝗲𝗹 𝗼𝗻 𝗽𝘂𝗿𝗽𝗼𝘀𝗲    Recurring 1:1s across functions to co-design plans, not “catch up.” Influence travels faster sideways than up.     5. 🚨 𝗕𝗲 𝘄𝗵𝗲𝗿𝗲 𝗮𝗯𝘀𝗲𝗻𝗰𝗲 𝗵𝘂𝗿𝘁𝘀    If you vanished for two weeks and nothing stalled, you’re not central enough to promote. Attach your work to decisions, not tasks.     🧨 If this feels raw, it’s because it is. Brilliant women are being rewritten out of their own stories, not for lack of performance, but for lack of positioning. 🎤 That’s why Uma and I are hosting a live online workshop on the 2nd. Oct: 👉 𝗛𝗼𝘄 𝘁𝗼 𝗕𝗲 𝗦𝗲𝗲𝗻 𝗮𝗻𝗱 𝗛𝗲𝗮𝗿𝗱 𝗮𝘁 𝗪𝗼𝗿𝗸 A practical session to help you build strategic visibility, engineer sponsorship, and get your work into the rooms where decisions are made. 🔗 Join here: https://lnkd.in/g3sec2pN 🚪 Come if you’re done waiting to be recognized. Or let them “assume you’d be aligned,” too....

As International Women’s Day nears, we’ll see the usual corporate gestures—empowerment panels, social media campaigns, and carefully curated success stories. But let’s be honest: these feel-good initiatives rarely change what actually holds women back at work on the daily basis. Instead, I suggest focusing on something concrete, something I’ve seen have the biggest impact in my work with teams: the unspoken dynamics that shape psychological safety. 🚨Because psychological safety is not the same for everyone. Psychological safety is often defined as a shared belief that one can take risks without fear of negative consequences. But let’s unpack that—who actually feels safe enough to take those risks? 🔹 Speaking up costs more for women Confidence isn’t the issue—consequences are. Women learn early that being too direct can backfire. Assertiveness can be read as aggression, while careful phrasing can make them seem uncertain. Over time, this calculation becomes second nature: Is this worth the risk? 🔹 Mistakes are stickier When men fail, it’s seen as part of leadership growth. When women fail, it often reinforces lingering doubts about their competence. This means that women aren’t more risk-averse by nature—they’re just more aware of the cost. 🔹 Inclusion isn’t just about presence Being at the table doesn’t mean having an equal voice. Women often find themselves in a credibility loop—having to repeatedly prove their expertise before their ideas carry weight. Meanwhile, those who fit the traditional leadership mold are often trusted by default. 🔹 Emotional labor is the silent career detour Women in teams do an extraordinary amount of behind-the-scenes work—mediating conflicts, softening feedback, ensuring inclusion. The problem? This work isn’t visible in performance reviews or leadership selection criteria. It’s expected, but not rewarded. What companies can do beyond IWD symbolism: ✅ Stop measuring "confidence"—start measuring credibility gaps If some team members always need to “prove it” while others are trusted instantly, you have a credibility gap, not a confidence issue. Fix how ideas get heard, not how women present them. ✅ Make failure a learning moment for everyone Audit how mistakes are handled in your team. Are men encouraged to take bold moves while women are advised to be more careful? Change the narrative around risk. ✅ Track & reward emotional labor If women are consistently mentoring, resolving conflicts, or ensuring inclusion, this isn’t just “being helpful”—it’s leadership. Make it visible, valued, and part of promotion criteria. 💥 This IWD, let’s skip the celebration and start the correction. If your company is serious about making psychological safety equal for everyone, let’s do the real work. 📅 I’m now booking IWD sessions focused on improving team dynamics and creating workplaces where women don’t just survive, but thrive. Book your spot and let’s turn good intentions into lasting impact.

She said yes to every single project. Yet, she was overlooked for the promotion. They said: “She’s irreplaceable.” “We’d be lost without her.” But when it came time to lead the next big thing - She wasn’t even on the list. Over the past decade working in women’s leadership, I’ve seen this story play out far too often. Women staying in roles long past their expiration. Not because they lack clarity - But because they’ve been conditioned to confuse loyalty with worth. Loyalty to a team. To a leader. To a company culture that praises their reliability... But never promotes their vision. So how do you ensure you’re valued - not just used - for all that you bring to the table? Here are 5 practical, research-backed strategies I’ve seen top performers consistently use: ✅ Be Known for Vision, Not Just Execution ↳ “She delivers” is solid. ↳ “She sets the direction” is strategic. ↳ Build a reputation rooted in foresight - not just follow-through. ✅ Document and Distill Your Wins ↳ Don’t wait to be noticed. ↳ Capture and communicate your impact consistently. ↳ Think: outcomes, initiatives, feedback snapshots. ↳ This becomes your proof of value during reviews, promotions, or pivots. ✅ Speak the Language of Business ↳ Translate your work into metrics that matter: revenue, retention, growth, efficiency. ↳ When leaders see your contribution tied to business outcomes, you shift from “nice to have” to “can’t afford to lose.” ✅ Build Cross-Functional Credibility ↳ Influence isn’t built in silos. ↳ Make your value visible across teams. ↳ When multiple departments rely on your insight, you become a strategic connector - not just a contributor. ✅ Create Strategic Allies, Not Just Mentors ↳ Power isn’t just about performance - it’s about proximity to influence. ↳ Nurture relationships with decision-makers, peer champions, and collaborators. Influence grows through meaningful connection. The truth is - being essential isn’t the same as being seen. You can be deeply loyal to others - and still loyal to your own growth. These shifts aren’t just career strategies. They’re acts of self-respect. Because when you decide to lead from alignment, not obligation - You stop waiting to be chosen. And start choosing yourself. 💬 Which of these strategies feels most relevant to where you are right now? I’d love to hear in the comments below. ♻ Repost if you believe it’s time to stop rewarding quiet loyalty - and start recognizing conscious leadership. 🔔 Follow me, Bhavna Toor, for more. 📩 DM me to bring our holistic leadership development programs to your organization - that are a powerful combination of inner-work and real-world strategy.

Yesterday I led a workshop for women in private equity, and one theme kept surfacing: self-advocacy feels impossible when you’re already fighting to belong. It's the paradox these women face every day. They need to speak up more to get noticed, but when they do, they risk being labeled “aggressive.” They need to promote their wins, but they’ve been socialized to let their work speak for itself. They need to build relationships and visibility, but the informal networks often happen in spaces where they’re not invited. Nevertheless, self-advocacy isn’t optional, especially for women working in male-dominated industries. Research shows that women’s contributions are systematically attributed to others, that our ideas need to be repeated by men to be heard, and that our expertise is questioned more frequently than our male colleagues’. Self-advocacy isn’t about being pushy or aggressive. It’s about being intentional with your voice and strategic about your visibility. Here are four concrete ways to advocate for yourself starting today: 1. Master the “credit redirect” When someone repeats your idea, immediately respond with: “Thanks, John. I’m glad you’re building on the solution I proposed earlier. Let me expand on that framework…” This reclaims YOUR ownership while maintaining professionalism. 2. Document your wins in real-time Keep a “victory log” on your phone. After every meeting where you contribute, jot down what you said and any positive responses. Reference these specifics in performance reviews and promotion conversations. 3. Practice strategic amplification Find one trusted colleague who will amplify your contributions in meetings. Agree to do the same for them. When they share an idea, respond with: “Sarah’s point about the data analysis is exactly right, and it connects to…” This mutual support system works. 4. Lose the “self-shrinking” language.  Stop saying “I’m sorry to bother you.” Stop saying “Maybe we could…” Stop saying “I’m wondering if…” Stop saying “I’ll make it quick.” Take up space. Make your mark. Trust that you and your ideas are worthy of other people’s time, energy, and attention (and most certainly your own as well.) The reality is that in many industries, we’re still fighting to be heard. But we don’t have to fight alone, and we don’t have to wait for permission to advocate for ourselves. Your ideas deserve to be heard and you deserve credit for the value you bring. What’s one way you’ve learned to advocate for yourself at work? The women in yesterday’s workshop had some brilliant strategies to share too. #womenleaders #privateequity #womeninmaledominatedindustries

My client landed 4 job offers without applying. He thought it was “luck” to be found by recruiters on LinkedIn. It wasn’t luck, here’s my LinkedIn tactic (steal it) Before this, He was applying everywhere with no responses. Anxiety started to kick in. Whether what others say about “No local experience, no chance” is true. This is when he reached out to me. I got him to shift his job search to LinkedIn. →We went all-in on researching profile optimisation techniques. →Followed top recruiting companies in his industry →And revamped every section of the profile. Then, when recruiters started messaging for jobs that were not advertised. He had to ask “How did you find me?” Their response was: They ran a search, list of 10-15 people came up on the search results “Your headline was catchy” So they clicked on his profile. His 𝐡𝐞𝐚𝐝𝐥𝐢𝐧𝐞 - Procurement Specialist | Data-driven Insights | Warehouse Operations | SAP ERP | I Help Companies Streamline Procurement Processes to Improve Cost Savings & Profits His previous headline - Procurement Specialist at ABC Company Did he get the job? Yes Was it advertised on Seek or other job sites? Only after they offered him the contract. Here’s the thing: You might have all the skills to get that job But if you are waiting for a job alert to come into your inbox, You’re missing out. Don’t think of your job search as: Apply for jobs → Get interviews Instead, focus on getting that “first click” on your profile. → More profile visitors → More conversations → Opportunities to get interviews before the job is advertised #jobsearch #linkedinoptimization #linkedintips #linkedinjobs #elevarcareercoaching ------------------------------------------------------------------------ P.S. What is your current headline? Comment below and I will show a way to optimise it.

Can you #inpsireinclusion if you are invisible at work? The theme for International Women's Month is Inspire Inclusion and since Friday LinkedIn has been flooded with posts from women, IWD events, conferences etc. But what happens at the end of March? While there are structural and institutional dynamics that prevent the inclusion of women in the corporate arena, there are also personal choices we make as women that ultimately, though perhaps unintentionally, lead to our exclusion. Here are a few and what we can do about it going forward 1. Eliminate the vicious cycle of self doubt, impostor syndrome and invisibility- the more we doubt our expertise, feel unworthy or ‘lucky’ to be in the positions we hold, the less likely we are to show up, powerfully. As women we are constantly in the ‘prove our worth’, space with our heads buried in work. But buried things dont get seen and are automatically excluded. Instead let us own the spaces we are in and show up for ourselves and other women who need to see us to know it is possible. 2. Understand networking isn't a dirty word- I’ve yet to find a successful female leader who doesn't have a powerful network of strategic sponsors, mentors, allies and a high level board of advisors. It doesn't happen overnight but we all need people to succeed. Having the right people around you who are aware of the phenomenal work you do is key for inclusion. 3. Amplify the voices of other women- We must strategically amplify the voices of women at all levels. From meetings, kitchen cabinet conversations right to the Boardroom and not only in March. Give women you know the kudos they deserve. Amplify her ideas in meetings, put her forward for speaking engagements, dont count her out because she has a young family. Notice and publicly reward deserving women, especially those who find it difficult to self advocate. 4. Build your self advocacy muscle- No one can talk about the work you do like you. Why? You have a unique combination of skills, experience and expertise. Even if a specific topic has been discussed multiple times, you can still add a level of nuance to the conversation. We must advocate for ourselves, tell people about the opportunities we need, throw our hat in the ring and not be afraid to share what we know in the spaces that matter. This is how we can build inclusion for ourselves and others. 5. Show up as female leaders- As women we underestimate the role we play as signposts for younger women. When I was at a career crossroads, I found women, both near and far, who helped me navigate my own career decisions. I am eternally grateful that they were visible and authentic with their stories of life and career. If the theme #inspireinclusion will have any lasting impact beyond March 31st, you and I will need to continue to show up and include ourselves while also creating spaces for the women that come after us. What other ways can we continue to #inspireinclusion beyond 2024 #IWD2024

How I hope the #iwd2024 theme of ‘Count Her in: Invest in Women. Accelerate Progress.’ meets action: >> BANISH THE GAP Every company with a gender pay gap – and we’re going to know most of your names in February when the Workplace Gender Equality Agency publishes the data – closes it by Dec 2024. >> MEN AS ALLIES More men actively mentor, sponsor and champion their female counterparts so those women can progress their careers/businesses faster. More men step in when they see discrimination/bias/abuse, to take the load off women. >> FIX SYSTEMS, NOT WOMEN We banish any ‘fixing women’ discussions when talking about gender pay and retirement gaps, and instead focus on fixing systems. >> SHARE THE LOAD Every large company with an *extended unpaid* (usually 1-2 years) parenting leave option encourages dads to take it up, sending the clear message that unpaid caring work is to be shared between parents and is not just the domain of mums. >> SUPER ON PARENTING LEAVE Every big company follows the lead of those good folks who’ve done it already and opts to pay super on paid parenting leave for all parents. Do it now so you look good, before it’s a legislated requirement. >> VISIBLE ROLE MODELS Every education department in the country fixes the dearth of female role models in high school science curricula and textbooks per IncludeHer …then audits the same across all curricula and textbooks, and all year levels, fixing any gaps they find. >> SCALING FACTORS Grant providers acknowledge the gender pay gap’s impact on the ability to save matched funding and introduces a scaling factor to account for that handicap. >> ADJUST FOR BIAS Investors, including angels and VCs, use a personal checklist in all pitches to ensure that for every prevention (downside focused) question they ask a prospective female founder, they also ask *at least* one promotion (upside focused) question to adjust for bias. >> 10%+ VC TO FEMALE FOUNDERS Equity Clear publishing its members' investment-by-gender performance sparks massive action to get more investment into businesses led by female founders and teams, and the percentage of investment in those businesses exceeds 10% within a year. >> DAD + DAUGHTER MONEY CHATS I’d like every father to talk to their daughters about investing. How you do it, what the risks are, and how you manage them included. Don’t talk about their spending habits. Show them the power of compounding and let that motivate them to save. ------------- Notice how none of those are actions for women alone to do. I’m not saying I want women to be better savers and better investors. They are already good at those things. …they just need more income to save and invest. I’m not saying I want women to ask for more pay rises, or investment, or apply for more grants. They already do. …they’re just awarded them less often than men are. Let's fix it ALL. Pics with fab women: Kat Ross and Sandra Tuohy at Women in Technology WA Inc. (WiTWA)!

Many of my coaching clients are uncomfortable with self-promotion, even though it's essential to building the visibility needed to power their career success. If this rings true for you as well, take heart. There are meaningful ways to showcase your contributions and build your professional presence without feeling like you're bragging. Here are a few strategies to consider: 🎊 1. Share Your Wins Collaboratively Instead of focusing solely on your achievements, highlight how your team’s efforts contributed to success. For example, in a meeting, you might say, “Our team’s collaboration on [Project Name] really made an impact. I’m particularly proud of how we addressed [specific challenge].” This shows leadership and gives credit to others. 👀 2. Volunteer for High-Visibility Projects Offer to take on tasks or projects that involve cross-functional teams or public presentations. This puts your work in front of a broader audience and establishes your expertise without explicitly “tooting your own horn.” 💡 3. Ask Thoughtful Questions Speaking up in meetings doesn’t always mean sharing your own ideas. Asking insightful questions about ongoing initiatives shows you’re engaged, strategic, and invested in the organization’s goals. 📈 4. Document and Share Results Create concise updates on your projects to share with your manager or team. For example, you could write a quick email or slide deck summarizing outcomes and lessons learned from a recent initiative. This keeps others informed and reinforces your value. 🤝 5. Build One-on-One Relationships Visibility isn’t just about public recognition. Building strong relationships with colleagues and leaders through regular check-ins or coffee chats can help ensure your contributions are recognized organically. Visibility doesn’t require loud self-promotion. By focusing on collaboration, thoughtful communication, and consistent results, you can gain the recognition you deserve while staying true to your authentic self. #visibility #careerstrategies #authenticity

Ma'am my manager is steeling credit for my work ? A Client's Story & Action Plan..... A talented female client recently confided in me about a frustrating situation: her manager kept taking credit for her work. This is a scenario many women face, and it can be especially disempowering considering societal norms around female self-promotion. Here's what I advised her (and what YOU can do if you find yourself in a similar situation): 1. Breathe & Assess: Before reacting, take a step back. Is this a one-time incident or a pattern? Recognize your frustration, but channel it into proactive steps. 2. Be Your Own Champion: Document Everything: Don't rely solely on memory. Keep a record of your contributions. Emails with ideas, drafts with timestamps, and project notes are your allies. 3. The Art of the "FYI": Subtly keep higher-ups informed. When sending project updates or successes to your manager, consider copying relevant colleagues or leaders. This creates a paper trail of your involvement. 4. The "Credit Correction" Conversation: If it happens again, address it with your manager privately. Focus on facts ("In the meeting, you mentioned...") and suggest a more accurate portrayal of events. Practice beforehand to feel confident. 5. When All Else Fails, Elevate: If the behaviour persists and these steps don't work, consider talking to HR or a trusted senior leader to discuss your concerns. 👉 Remember: 🎊 Your contributions are valuable! Don't be afraid to advocate for yourself professionally. 🎊Document your achievements and build a network of supporters. Feeling Stuck? If this resonates and you need help navigating the situation, reach out in the comments or DM me. Let's discuss how to get you the recognition you deserve! Follow Sadhanaa Giri ☀ for more #womeninleadership #selfadvocacy #workplaceissues #linkedinlearning #manager #leadershipcoaching #executivecoaching LinkedIn LinkedIn Guide to Creating LinkedIn Social Impact LinkedIn News India