Interrupting behavior toward female leaders

💔 “The Brilliant Woman Who Was Interrupted 7 Times in 5 Minutes” During a leadership workshop, one of my clients shared something that stayed with me. Her voice broke a little as she said: 👉 “I counted… seven times in five minutes. They cut me off. By the end, I just gave up speaking.” I watched her eyes as she spoke. They weren’t just narrating an incident—they were telling the story of exhaustion. She described the scene in detail: The sharp tone of the first interruption. The laughter after the second. The shuffling of papers as if her words didn’t matter. By the fourth, her shoulders slumped. By the seventh, silence swallowed her brilliance. That moment pierced me. Because she didn’t just lose her voice in that meeting—she lost an opportunity to influence. And the room lost the chance to hear an idea that could have shaped strategy. 🚧 The Obstacle Gender bias doesn’t always announce itself. It creeps in quietly. In how often a woman is cut off. In how her ideas are overlooked until someone else repeats them. In how she’s told—implicitly or explicitly—to “be patient, wait your turn.” And here’s the truth: brilliance shouldn’t need permission to exist. 💡 How I Helped as a Communication Skills Trainer We worked on three things: ✔️ #AssertiveCommunication – rehearsing responses to interruptions that were firm but professional. ✔️ Power phrases – short, sharp lines that create space and command attention. ✔️ #ExecutivePresence – voice control, body language, and the subtle shifts that make people pause and listen. ✨ The Transformation At her next boardroom meeting, she walked in differently. She wasn’t waiting for permission. She wasn’t hoping not to be interrupted. She was ready. She didn’t just speak. She owned the table. And the most powerful part? The very people who had once interrupted her… leaned in, took notes, and listened. 🌍 The Learning As leaders, we must recognize that #GenderBias in communication is not imaginary. It’s real. It’s silent. And it shapes careers every single day. That’s why assertiveness training isn’t optional for women leaders. It’s #Leadership. It’s #Survival. It’s #Power. ⸻ 🔑 For Leaders Reading This: Have you ever witnessed brilliance being silenced in your boardroom? The bigger question is—what did you do about it?

38% of women are regularly interrupted at work. (McKinsey & LeanIn, 2024) I have experienced it myself more than once. And it is a hot topic in my coaching sessions. The thing is, every time you let disrespect slide, It chips away at your confidence, authority, and influence. Here are 7 subtle signs of disrespect and how to respond with confidence to reclaim your authority. 1. They talk over you ↳ It sends the message that your voice holds less value. ✅ “Let me finish my thought, and then I’m happy to hear you. 2. Your ideas are ignored until repeated by someone else ↳ It erases your contributions and gives others credit for your ideas. ✅ “Thanks for bringing that up, it’s the same point I raised earlier.” 3. They dismiss your feelings as “too sensitive.” ↳ It undermines your professionalism and emotional intelligence. ✅ “I’m raising this because it matters, not because I’m emotional.” 4. They ignore your emails or updates ↳ It delays progress and makes your work invisible. ✅ “Hi.. I need your input by [specific date] to move forward.” 5. They use condescending language (“you don’t understand”) ↳ It undermines your credibility and confidence. ✅ “I understand perfectly. Let’s get back to the point.” 6. They take credit for your work ↳ It steals recognition that could lead to promotion. ✅ “Glad you shared that. As you know, I developed it last quarter.” 7. They exclude you from key meetings ↳ It limits your exposure and influence. ✅ “Can you help me understand the decision to leave me out of that discussion?” You don’t need to get louder to be heard. You need to get clearer about what you will and won’t tolerate. Which of these have you experienced? ♻️ Repost to support colleagues setting boundaries at work. 🔔 Follow Fatou Seck Mathon for more.

"𝗪𝗵𝘆 𝗗𝗼 𝗪𝗼𝗺𝗲𝗻 𝗮𝘁 𝗪𝗼𝗿𝗸 𝗔𝗹𝘄𝗮𝘆𝘀 𝗗𝗶𝘀𝗹𝗶𝗸𝗲 𝗠𝗲?" That was the opening line of a letter I read recently. A man, writing with confusion and hurt, described how things repeatedly went wrong with women bosses. Irritation would build, misunderstandings would multiply, and eventually, he'd find himself fired. He wondered if it was his race, his cultural background (where men traditionally dominate), or simply bad luck. I've heard variations of this story - and not just from men. What I've consistently noticed as a leader and a coach is that these situations feature plenty of finger-pointing but minimal self-reflection. Research shows that 𝟳𝟱% of workplace conflicts stem from communication breakdowns, not actual disagreements about goals or values. When we feel misunderstood, our default is to blame others rather than examine our own communication patterns. When patterns repeat across different environments and relationships, the most powerful question shifts from "Why are they like this?" to "𝘞𝘩𝘢𝘵 𝘮𝘪𝘨𝘩𝘵 𝘐 𝘣𝘦 𝘥𝘰𝘪𝘯𝘨 𝘵𝘩𝘢𝘵'𝘴 𝘭𝘢𝘯𝘥𝘪𝘯𝘨 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘵𝘭𝘺 𝘵𝘩𝘢𝘯 𝘐 𝘪𝘯𝘵𝘦𝘯𝘥?" This self-inquiry isn't about assuming guilt or denying others' potential biases. It's about choosing growth over being right. Real progress happens when we 1) Seek 𝗴𝗲𝗻𝘂𝗶𝗻𝗲𝗹𝘆 𝗵𝗼𝗻𝗲𝘀𝘁 feedback, even when uncomfortable (if it doesn't sting a little, it's probably not the feedback you need most) 2) Pay attention to 𝗲𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗶𝗺𝗽𝗮𝗰𝘁, not just words (studies show 𝟵𝟯% of communication is non-verbal) 3) Recognize how 𝗽𝗼𝘄𝗲𝗿 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀 across gender and culture shape interactions. For example, a male team member might interrupt his female manager during meetings without realizing it carries different weight than when he interrupts male colleagues. Research shows women are interrupted 𝟮.𝟵 times more often than men in professional settings, and when a woman is in authority, these interruptions can undermine her leadership in ways the interrupter never intended. The most successful professionals I’ve worked with understand that good intentions don't automatically cancel poor impact. I've watched careers stall because people defended their intent too vigorously. But I've also seen 𝘳𝘦𝘮𝘢𝘳𝘬𝘢𝘣𝘭𝘦 𝘵𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘢𝘵𝘪𝘰𝘯𝘴 when curiosity replaced the need to be right & the need to win. Personally, the breakthroughs came for me when I approached misunderstandings with curiosity and not defensiveness. For example, what I saw as efficient problem-solving, others experienced as dismissal of their expertise. So, while we acknowledge the differences in how we are perceived and responded to based on cultural stereotypes, let’s also reclaim our agency and ask ourselves “𝘞𝘩𝘢𝘵 𝘮𝘪𝘨𝘩𝘵 𝘐 𝘣𝘦 𝘥𝘰𝘪𝘯𝘨 𝘵𝘩𝘢𝘵'𝘴 𝘭𝘢𝘯𝘥𝘪𝘯𝘨 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘵𝘭𝘺 𝘵𝘩𝘢𝘯 𝘐 𝘪𝘯𝘵𝘦𝘯𝘥?" #EmotionalIntelligence #Leadership #SelfAwareness

I watched a top female executive apologize three separate times in one meeting last week. Not for mistakes—for having opinions. After 20+ years working with women leaders, I've uncovered an uncomfortable truth: 80% of women's leadership communities focus on "fixing women" rather than fixing broken systems. • "Speak up more in meetings" • "Be more assertive (but not too assertive)" • "Here's how to navigate office politics" The subtext? The system is fine. You're the problem. I fell into this trap early in my career. I attended workshops on executive presence, voice modulation, and "strategic visibility." I practiced power poses in bathroom stalls before big meetings. I thought I needed fixing. What I actually needed was to recognize that the game itself is rigged, not my ability to play it. This revelation changed everything about how I approach leadership development for women. When I created herSpace at oxygen4Leadership, I built it on this core principle: Women don't need fixing. Systems do. Our community: • Identifies systemic barriers embedded in "normal" workplace practices • Provides collective strategies for challenging these structures • Creates safe spaces for authentic leadership without constant self-monitoring • Celebrates your strengths rather than highlighting perceived "deficiencies" The executive I mentioned? In our session today, we didn't work on her "apologetic communication style." Instead, we mapped the meeting dynamics that created an environment where she felt compelled to apologize for contributing. The solution wasn't in her behavior. It was in addressing the system. Have you noticed yourself trying to "fix" your leadership style to fit a broken system? What would change if you redirected that energy toward changing the system itself? If you're tired of communities that subtly blame women for not advancing, join us at herSpace. We're building something different - Link in the comments. #WomenInLeadership #SystemicChange #AuthenticLeadership #HerspaceLeadership #GenderEquality

Why are women still taken less seriously, even when they’re saying the same thing as a man? In Japan, gender roles are deeply rooted, so this question hits especially hard. Mary Ann Sieghart’s book, "The Authority Gap," is extraordinary. I found myself saying OMG to myself, again and again. It’s one of the most insightful books I’ve read on gender and power. It explains how men are assumed to have authority, while women must earn it, repeatedly. Even highly competent women are interrupted more,  doubted more, and promoted less. It’s not because they lack confidence. It’s because the world is still framed To see leadership and credibility as male by default. And it’s not just men doing this. Women are also socialized into these norms and may unconsciously judge other women through a male lens. That’s what makes the authority gap so persistent: we’ve all internalized it. And that's why we need to talk about it openly. In Japan, these dynamics often show up quietly, but clearly. ▪️ In meetings, women are still asked to take notes, even when they outrank others. ▪️ Assertive women are called “too strong,” “emotional,” or “not feminine enough.” ▪️ Female experts are rarely featured in the media, even when equally or more qualified. ▪️ Women often adjust tone, wording, even appearance, just to be heard. ▪️ Even other women may second-guess them, without realizing it. This isn’t just about visibility. It’s about who gets heard. And who we’re conditioned to believe. The good news? We can close the gap. Sieghart argues we can do it within a generation—if we take action. That starts by questioning how we define authority. ✔️ Pause and really listen when a woman speaks. ✔️ Focus on the content, not style ✔️ Reflect on your instinctive reactions—who you trust, and why. ✔️ Redesign leadership norms so women don’t have to mimic men to be respected. In Japan, especially, this means creating space for diverse expressions of power. It means shifting from “changing how women act” to reframing what authority looks like. Have you seen this dynamic in your workplace? Would love to hear your reflections, especially in the context of Japan. ---------------------------------------------------------- I help brands evaluate, enter, grow, and succeed in Japan.  Follow Timothy Connor here for regular insights.

How to speak up without getting shut down I watched a smart woman get shut down in 12 words. What I wish I'd told her afterward. Sarah raised a big compliance issue in our client meeting. The response? "You're being too negative again." Three days later, her male coworker said the exact same thing. The CEO's reaction? "Great catch, Tom. This is exactly what we need." Same words. Different gender. Totally different outcome. The data backs this up: → Women get interrupted 33% more often → 50% of women leaders get called "intimidating" → Only 26% feel their input really matters Yet companies with women in leadership do 25% better financially. The secret isn't talking less. It's talking differently. How to speak up without getting shut down: 1) Instead of: "That approach has serious flaws" → Try: "Building on that, let's also consider..." 2) Instead of: "I'm worried about this decision" → Try: "Our data shows 31% higher risk with..." 3) Instead of: "Customers won't like this" → Try: "To boost retention, let's test..." 4) Instead of: "I disagree with this plan" → Try: "What if we made this stronger by..." 5) Instead of: "This won't work" → Try: "Based on our last audit, this approach..." 6) Instead of: "You're missing something big" → Try: "To make sure we cover everything..." 7) Instead of: "I think you're wrong" → Try: "Have we thought about how this affects..." 8) Instead of: "That's a bad idea" → Try: "To avoid regulatory issues..." 9) Instead of: "That's not how we do things" → Try: "Let's see how this fits our process..." This isn't about making your voice smaller. It's about making sure people actually listen. I've seen women go from being ignored to becoming the person everyone asks for advice. The difference? They learned to speak in a way that gets heard. But here's the thing: If you try these approaches and you're still getting shut down, that's not about your communication style. That's valuable information about your company's culture. And maybe it's time to find a place that actually wants to hear what you have to say. Your ideas are too important to be dismissed. What phrase will you try in your next meeting? _______________________________ ♻ Repost to share with a woman who should be heard. 👉Follow Stephanie Eidelman (Meisel) for more ideas about how to get noticed and make an impact. 📫 Subscribe to my free newsletter, The Career Edit to get strategies tailored by career stage to accelerate growth. (https://hubs.la/Q03dY9_n0)

Getting interrupted is more than frustrating. It subconsciously eats away at your confidence, especially when it happens repeatedly. But there are ways to address people when they interrupt you to make your voice heard. As someone who has experienced this throughout my career, and who coaches people who deal with the same thing, I know how important it is to speak up. Here are some tips that have helped me and others: - Acknowledge the interrupter: Politely and confidently acknowledge the interrupter, look directly at them, and ask if you can finish your thought. - Set boundaries: Establish boundaries with the interrupter and make it clear that their interruptions are not acceptable. - Speak up: Use a firm yet polite tone and speak confidently to ensure that your voice is heard. Remember, your perspective is valuable. By addressing an interrupter you are showing up as a leader, setting an example that being interrupted isn't ok, and your voice will be heard. I am here to help. #shareyourperspective #speakconfidently #setboundaries

Raise your hand if you’ve been interrupted mid-sentence - especially in a meeting full of men. 🙋🏽♀️ It happens more often than we’d like to admit. Women are often interrupted, ignored, or talked over, and it can feel frustrating, demoralizing, and exhausting. But it doesn’t have to be this way. Here's how you can assertively take back the conversation and maintain control: 1. Pause: Don’t just keep talking. Pause, make eye contact, and say something like, “I’d like to finish my thought,” or “I wasn’t done speaking.” This sets a boundary without aggression. 2. Be silent: If someone interrupts you, let there be a brief moment of silence. This gives you space to reassert control and shows confidence in your words. 3. Repeat: If you’re cut off, calmly restate your point and say, “As I was saying…” This gently reminds everyone that your contribution deserves to be heard. 4. Use your body language: Be intentional with your posture. Sit up straight, hold your ground, and use confident gestures to reinforce your presence in the conversation. 5. Involve others: If the interruptions continue, invite others into the conversation to back you up. You can say, “I’d love to hear your thoughts on this, [name], after I finish.” Remember: You belong at the table, and your voice matters. Interruptions don’t show how credible you are. They show that others need to respect your boundaries. And you need to be confident in setting them. Don’t let anyone take that away from you. P.S. Have you experienced being interrupted in meetings? How do you handle it?

I love being called a “difficult woman”. Over 12 years at Zomato and leap.club,  I — like many other opinionated women — have been labeled this more times than I can count. What people usually mean is — we don’t let things slide, we ask hard questions, we hold our ground. The truth is: every workplace needs more difficult women. Because 'difficult' really translates to: > speaking with clarity > seeking permission > saying no without guilt > protecting your time > calling out interruptions + biases Here are a few things I’ve learned learnt + unlearnt (without being rude): 1. Use clarity, not permission Instead of “I was just thinking…” or “Maybe we could…” - say: 👉 Here’s what I propose based on xyz data. 👉 I’ve considered the following options, and this is the direction that makes sense for us. 2. Anchor needs in impact When I follow this plan, this is when we’ll be done, this is what could break, this will need extra effort from the team and we won’t be scrambling last-minute. Frame it around outcomes, not preferences. 3. Call it out — calmly but definitely If interrupted: 👉 Let me finish that thought — I’ll keep it quick. 👉 I’d like to complete my point before we move on. Irrespective of who is interrupting. Bad managers will always move on, I promise you. 4. Boundaries without guilt When a last-minute task drops in: 👉 I can pick this up, but that means X moves to next week — want to realign priorities quickly? Clear is not rude. Assertive is not aggressive. Direct is not difficult. And if being “difficult” means pushing work forward, creating space for others, and not shrinking yourself — wear that badge proudly I'd say! 🏆