Strategies to reshape invisible work for women

🎣 “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....

Important work by Amy Diehl, PhD and Leanne Dzubinski PhD on why women are often wrongly assumed to be in a supportive rather than leadership role and how folx of all genders can help minimize the harm done when women leaders are assumed to be in supporting roles. "Role incredulity" is a form of bias where women are mistakenly assumed to be secretaries, nurses, teaching assistants, administrative assistants, etc. instead of leaders, doctors, professors, etc. When role incredulity occurs, women must spend extra time and energy to assert their role and often to prove themselves. Drs. Diehl and Dzubinski share a number of easy-to-implement strategies that help reduce role incredulity: ✅ Making name and title introductions standard in all settings in which individuals may not know each other well. ✅ Using auto-generated signatures in company email systems that include names, position titles, and credentials. ✅ Announcing promotions over companywide email and introducing those who are promoted with their new titles in all meetings for a set period of time. ✅ Instituting a culture where everyone wears a name tag or ID badge that includes position titles. ✅ Adding position titles to the name display on web conferencing platforms, and issuing nameplates with position titles for desks and door labels in physical offices. ✅ Using images of people — of all races and genders — in various positions in promotional materials, and make sure your company is living into these representations in its promotion and hiring practices. I have lost count of the number of times I've experienced role incredulity- from my time as a faculty member to the many leadership roles I've held. Fortunately, I've also lost count of the times folx of a wide variety of gender identities have intervened, "Actually, Brandy is leading this project." "Dr. Simula is actually the lead instructor for the course, not a teaching assistant." I've also been fortunate to have fantastic mentoring around how to introduce myself in ways that both feel authentic and comfortable for me and help circumvent role incredulity bias. Grateful to all the researchers and advocates working to identify and minimize bias, the many mentors and allies who have made a significant difference for me personally, and eager to create a world in which all humans can show up and do the work without jumping through all manner of hoops before we can even get to the work. #WomenLeaders #WomensLeadership #WomenInLeadership #WomenAtWork #GenderEquality -- As always, thoughts and views are my own and do not represent those of my current employer.

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.

You didn’t fall behind. You just became invisible in a room you helped build. That’s not failure. That’s a signal. You don’t need a new job. You need your power back. Top performers don’t leave because they stop feeling motivated. They leave because they stop feeling impactful. I see it all the time. Talented leaders slowly disconnect not because the work changed, but because they became invisible in their own story. 53% of high performers say their work goes unnoticed by decision-makers. That invisibility? It’s not your fault. But it is your cue to lead differently. Here’s how to re-energize your visibility and impact ↳ without switching jobs: 1/ Make One Bold Move ↳ Say no to what doesn’t grow you. ↳ Volunteer for that stretch assignment. ↳ Your value is in your choices. 2/ Start a “Silent Impact portfolio” ↳ Track your behind-the-scenes wins. ↳ Log the fires you put out. ↳ This is your secret influence portfolio. 3/ Gather Impact Intelligence ↳ Ask two trusted peers, “Where do you see my unique value?” ↳ Their answers reveal your blind spots. ↳ Use them to amplify where you shine. 4/ Own Your Leadership Moments ↳ Identify one crisis you quietly navigated. ↳ Name the leadership skill you used. ↳ Visibility isn’t bragging, it’s owning your impact. 5/ Create a Strategy Hour ↳ Block 60 minutes weekly for strategic thinking. ↳ No distractions. No guilt. ↳ Your calendar should reflect your worth. Feeling undervalued isn’t a cue to leave. It’s a call to lead differently. You don’t need a new job to reclaim your power. But you do need to see, and showcase, your own worth. If you’ve ever felt invisible in a room you helped build: This is your signal to rise. Remember: Do the same for someone else. 🔖Tag a leader who elevates others. ➕ Follow Loren Rosario - Maldonado, PCC for career insights without the fluff Source: Workhuman, Human workplace index: the price of invisibility, 2024

"Just work hard, do a good job, and you’ll get noticed." That advice may have worked 30 years ago. Today? It’s a career-limiting belief. I’ve met so many smart, hard-working professionals — especially in HR and women in leadership — who are quietly delivering results… but wonder why they continue to be passed over for promotions or growth opportunities 💣 Here’s the hard truth: You can be great at your job and still be invisible. Not because you’re not valuable, but because no one knows what you want or the type of opportunities that excite and challenge you. Doing good work is the foundation. But opportunity comes when people know who you are, what you stand for, and what you want more of. That’s not bragging. That’s intentional career management. Here’s how you can shift from passive to proactive in your career: * Define your direction. What do you want more of? What lights you up? Start there. * Make your aspirations known. Don’t assume your boss or stakeholders are mind-readers. (They’re not.) * Share your strengths in action. In meetings. In 1:1s. On LinkedIn. Start telling the story you want others to tell about you. * Say yes to stretch opportunities. They’re often the proving grounds for visibility and growth. If you don’t share what you’re capable of — and what you want to be doing more of — someone else will define that for you. And you may not like their answer. ✳️ Hard work matters. But clarity, communication, and visibility are what move careers forward. Stop waiting to get picked. Start building your career on purpose. What would you add that might help someone else get unstuck?

To anyone who ever felt invisible at work: 𝗜 𝘀𝗲𝗲 𝘆𝗼𝘂. 🔸 The meetings where you weren’t heard, the ideas someone else took credit for, the times you had to work twice as hard for half the recognition. 𝗜 𝗸𝗻𝗼𝘄 𝗵𝗼𝘄 𝗵𝗲𝗮𝘃𝘆 𝗶𝘁 𝗳𝗲𝗲𝗹𝘀. It’s frustrating to pour effort into your work and feel like 𝘯𝘰 𝘰𝘯𝘦 𝘯𝘰𝘵𝘪𝘤𝘦𝘴. To speak up and be ignored, only to watch someone else say the same thing and get praised for it. To do exceptional work and still feel unseen when it matters most. But I’m here to tell you: 𝗬𝗼𝘂 𝗮𝗿𝗲 𝗻𝗼𝘁 𝗶𝗻𝘃𝗶𝘀𝗶𝗯𝗹𝗲. 🔺 If your contributions are ignored, make them undeniable. - 𝗗𝗼𝗰𝘂𝗺𝗲𝗻𝘁 𝘆𝗼𝘂𝗿 𝘄𝗶𝗻𝘀. Keep track of the projects you led, the problems you solved, and the impact you created. Bring them up in performance reviews, in meetings, or even casually in conversations with leadership. - 𝗦𝗽𝗲𝗮𝗸 𝘂𝗽 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰𝗮𝗹𝗹𝘆. If your ideas are dismissed, find moments where they can’t be ignored, back them with data, say them with confidence, and don’t let others take ownership of your work. - 𝗙𝗶𝗻𝗱 𝘆𝗼𝘂𝗿 𝗮𝗹𝗹𝗶𝗲𝘀. If your voice isn’t being heard in certain rooms, connect with people who will advocate for you in spaces you may not have access to. ⚠️ 𝗬𝗼𝘂 𝗵𝗮𝘃𝗲 𝘁𝗼 𝗯𝗲 𝘆𝗼𝘂𝗿 𝗼𝘄𝗻 𝗮𝗱𝘃𝗼𝗰𝗮𝘁𝗲 𝗳𝗶𝗿𝘀𝘁. If you don’t assert your value, it’s easy for others to overlook it. And if you’ve done the work, spoken up, and still aren’t being recognized, then maybe the environment might be the problem. At that point, the most empowered choice isn’t to stay where you aren’t valued, but to find a place that does 🙏🏻 Because while you can’t control every system, you 𝗰𝗮𝗻 control where you choose to put your energy. You’ve got this ✨

On Episode 37 of The Grace Period, I'm addressing the topic of professional housework. Professional housework is the invisible labor that keeps law firms and legal departments functioning, yet it often goes unrecognized and falls disproportionately on women, junior attorneys, and lawyers from underrepresented backgrounds. This inequitable distribution leads to burnout and creates retention problems as the people doing this critical but unrewarded work become exhausted and devalued. So, this week, we talk about: • Professional housework includes scheduling meetings, tracking deadlines, sending calendar invites, committee work, and administrative tasks • These tasks are mission-critical but rarely recognized in compensation or promotion decisions • Research shows this work disproportionately falls on women, junior attorneys, and diverse lawyers • The uneven burden leads to disengagement and higher turnover of talented professionals • Track your non-billable administrative work in your firm's billing system • Leaders should examine who's doing this work and distribute it more equitably • Make this work visible by discussing it in team meetings and performance reviews 🔥✌🏻♥️

🚀 You Work Hard, Deliver Results… So Why Are You Still Stuck? You’re the go-to person on your team. The one who gets things done, meets deadlines, and delivers high-quality work. Yet, while others get promoted, you’re left wondering: What am I missing? Being exceptional at execution is just the first step. To move into strategic leadership, you need to: ✅ Shift from doing the work to driving impact ✅ Speak the language of business outcomes, not just tasks ✅ Make sure leadership sees your contributions in the right context ✅ Seek mentorship and sponsorship to accelerate your growth ✅ Ask for clear, actionable feedback—and hold leadership accountable for supporting your development Vague feedback from managers is a red flag. If you hear things like “You need more executive presence” or “You’re not strategic enough,” or "You are not a leader", don’t let it go unchallenged. Ask: 🔹 What does that look like in action? 🔹 What specific behaviors would demonstrate that growth? 🔹 How can I take on opportunities to develop these skills? Your leaders should be invested in your success. If they truly want to see you grow, they will help define what success looks like—and stay accountable in supporting your development and giving you those opportunities. What does this mean for women? Many women are conditioned to believe that hard work alone leads to recognition. We’re taught to be helpful, reliable, and patient, while men are often encouraged to be bold, ambitious, and proactive from the start. But, the issue is that you cannot play by either rule without being perceived as aggressive or naïve. I’ve been there. I’ve seen talented people stay stuck because they didn’t make the shift. And I’ve helped others break through this invisible barrier by supporting and sponsoring them. Waiting to be noticed doesn’t work. Ask for projects that have real visibility and promotion opportunities. You don’t need to change who you are—you need to advocate for yourself, seek clarity, and step into leadership now. 🔥 If you feel undervalued, overlooked, or stuck at the same level and you are ready to move from high performer to strategic leader, read my article below. Also, see what you can expect from your manager in the previous post. And if this resonates with you, comment below: What’s one challenge you’ve faced in getting to the next level? What’s one piece of vague feedback you’ve received? Drop it in the comments, and let’s break it down together. #HighPerformer #Strategic #Impact #ManageUp #Manager #Sponsor #AskForIt #SpeakUp