Casey Coleman’s Post

Women IT leaders on their climb to the top : Is NOW their time? Three accomplished women leaders in tech — Lorissa Horton (SVP and CPO for Webex at Cisco), Tamecka McKay (CIO for the City of Ft. Lauderdale), and Debbie Stephens (Deputy CIO of the USPTO) — recently spoke about their experiences rising to leadership positions in the male-dominated IT industry. All three shared eye-opening perspectives on what enabled their success, from the importance of early exposure to tech, to key moments where advocacy and sponsorship from others opened doors, to the power of bringing your whole, authentic self into leadership. A few key insights stood out: 🚀 Foster interest early. Seeing women in tech early on played a pivotal role for both Horton and McKay. We need to show girls and young women that tech is a viable, rewarding career path. 🚀 Confidence is key. Stephens noted that women often undervalue their skills compared to men when considering stretching opportunities. Believing in your value and ability to learn on the job is critical. 🚀 Sponsorship matters. McKay recalled an instance where a CIO stood up for her in a room of directors, refusing to let her be relegated to admin work. Advocates can dramatically shift perceptions. 🚀 Lead authentically. All three emphasized the power of bringing their whole selves to work - as partners, mothers, daughters, community members. Normalizing our complex lives makes for better leaders and culture. While the path isn't easy, these women prove it's possible. It starts with belief in our value and involves courage, commitment, and community. Together we can pave the way for more women to advance into IT leadership roles. We'd love to hear your thoughts and experiences! What's helped you climb in your career or advocate for other women? Happy Valentine's Day to all our fans and followers all over the world!💙 #womenintech #techleaders #bloffintechnologies

Breaking barriers in tech leadership: why aren’t more women in the C-suite? In reality, the field is becoming more inclusive than ever, thanks to an increased emphasis on collaborative, empathetic leadership and improved work-life balance. So why do women only comprise ~30% of the tech C-suite? Paige Francis recently shared an insightful article in Forbes addressing this issue. She notes that the growing accessibility of tech leadership is often not communicated effectively to aspiring women leaders. Many women still believe these roles aren’t a possibility for them, closing the door to leadership opportunities before they can open. At a time when increasing diverse leadership in tech is more important than ever, organizations must proactively offer these opportunities to team members with strong leadership potential. I highly recommend Paige’s article to any fellow leaders passionate about enhancing tech leadership opportunities within their organizations and the industry at large: https://lnkd.in/g2BEpawx

I recently took a 3-month break from social media to engage in meaningful conversations with 300 women and 40 leaders about the #gendergap in tech. I focused on understanding: 1. The barriers and challenges women currently face in the industry and their future prospects 2. The biggest challenges organizations foresee as #DEI budgets are being cut Here are some of my findings: - Hundreds of women eager to enter the tech workforce are struggling to find opportunities - Toxic workplace cultures are driving women away - Women have limited access to #mentors within organizations - There is a lack of clear direction or support for career progression - Managers and senior leaders are given DEI initiatives without measuring ROI - #Diversity and #inclusion efforts are still often treated as tickbox exercises - Leaders need to step up to meet the needs of their people While technology advancements and new products are exciting, it’s the people who give every company a competitive edge. Remember 👉 Companies are nothing without their people - invest in them. 👉 Talent is everywhere - great minds are living, studying, and working in areas you may not be exploring. 👉 Diversity breeds innovation - bringing in people from different backgrounds and cultures can transform your organization. I’ve learnt so much from spending time with leaders in the tech industry. A quote from my mentor and good friend Jacqueline de Rojas CBE has always stuck with me: “There is no silver bullet; the cavalry is simply not coming. So, it falls to each and every one of us to play our part.” I'll be sharing more from my research over the next few weeks. #GenderGap #TechIndustry #WomenInTech #CareerProgression #Innovation #Leadership #DiversityAndInclusion

Two weeks ago, I had a GREAT time discussing workplace perspectives, generational culture, and career journeys during the Women in Tech Conference for a Career Growth Summit’s Fireside Chat! First, I want to thank the dynamic Marah Edelen who helped guide this conversation! Every person—regardless of age, gender, heritage, upbringing, or creed—has a unique, valuable perspective to offer. And as leaders, it’s our responsibility to help their wisdom and talents shine. There are too many misconceptions about generations … from Gen Z to Baby Boomers …and we need to be clear – no one is ever too young or too old to learn. In fact, diverse perspectives are what keep us all thriving, innovating & #evolving. How teams are harnessing these perspectives is really the key. Many people feel undervalued, left behind and unseen by their team leaders. According to HP’s Work Relationship Index, 66% of knowledge workers said they’d opt to get paid less to work somewhere with emotionally intelligent leadership. Investing in these practices – tapping into diverse potential, is how leaders and teams can remain resilient and sustain #innovation. #FutureReady Excited to share more in the weeks to come! #Leadership #Diversity #WomenInTech

Share your thoughts... Ok here goes I have actively been reaching out to Female Leaders in tech to understand their journey with getting into tech. I met an incredible women last week who gave me an insight on how females usually deter away from leadership / C-level roles and she runs a network and mentors women to take those leadership roles. Female leaders bring diverse perspectives, foster inclusive environments, and inspire future generations, leading to better decision-making and organisational success. But here's the shocking part... Women only make up around 25-30% of the workforce in tech-related fields and that doesn't even counter in if they are leaders or not 😯 There are many companies including Corecom Consulting that have a focus on supporting Women in Tech so we are going in the right direction but still have a long way to go. If you would like support with attracting females into your tech teams then please reach out and I will be happy to help. Likewise, Corecom Technology Academy allows companies to give females and other underrepresented people a chance to get into tech without experience. If this is a route you would like to consider when growing I can set up a call. P.S. Anyone else struggle to post on LI? Me too 😀 #corecomconsulting #womenintech #femaleleaders

🖤 Women in Tech Leadership 🖤 Being a woman in Tech myself, creating your own success can be challenging at times. Interested in learning how to forge your own path? Take a deeper look at these essential steps to successfully move the needle as described by the following amazing women leaders at Verizon: Lynn Cox, Chief Network Officer Julie Slattery, SVP, Core Engineering & Operations Yolanda Stancil, SVP, Field Operations 1. Leading with Confidence and Vision → Find Someone to Believe in You ↳ Someone who sees something in you that you didn’t see in yourself. ↳ Someone who can help motivate and shape your leadership style. → Stand Out in a New Field ↳ To be seen and heard, be strategic to make your mark. ↳ Volunteer for the challenging opportunities. These are great opportunities to elevate yourself as a problem solver and to hone those skills that are critical for advancing in your career. → Foster Change for the Next Generation ↳ Identify potential in others, create opportunities for them to demonstrate their talent, and coach them through their journeys. 2. Empowering Women in Tech → Discover What’s Possible ↳ Invest in programs that introduce technology and STEM at school and in our communities. → Leverage Tools for Overcoming Challenges ↳ Build a tribe of mentors, sponsors and other supporters who offer unfiltered feedback, crucial support, and cheer loudly and proudly no matter the win. → Make an Impact from the Inside ↳ Create an inclusive environment where everyone feels they belong and have a voice at the table to express their ideas. ↳ Help equip other women with the skills and capabilities to become leaders and achieve their personal and professional goals. 3. Increasing Representation through Diverse Perspectives → Opening Doors ↳ Be the person who can help discover others’ strengths and where they might be able to add value to the business, help guide their decisions on expanding their skill set, identify growth opportunities, and step into new roles. ↳ Learn by watching your mentors and sponsors lead in highly technical roles, observe the questions they asked, the culture they created for their teams, and how they solved problems. → Recognizing and Overcoming Biases ↳ Once you recognize moments where bias is occurring, demonstrate how you would respond so others can learn from your example. → Moments to Shine ↳ Invite others into your network and opportunities like high-profile projects and meetings to gain broader exposure. P.S. For all the Women in Tech Leaders out there, what resonates most with you? What advice would you add? Thanks for reading! Find this helpful? Please share with others. ♻️  Follow Emily Rossetta 🖤 for daily insights between 8:00am - 8:30am Eastern Time. Credit: Verizon | The Cut

American tech/business leaders: Given the current Kamala buzz, you may get the wrong impression about how torch-passing should happen. But: the truth is: *The Biden Method* RARELY WORKS in business for advancing women. (To put a fine point on it: Kamala Harris’s success energizing her base, assembling a VP pick, and stepping up is IN SPITE OF the *messy*/urgent way her boss handed her the torch…) ————- HOW TO (actually) ADVANCE WOMEN (ie. So that they are skilled in the job and trusted by peers/public when it’s time for them to lead.) Key lessons from my time helping tech advance women for success (as always, it’s backed up by research*): 1. START EARLY AND PUBLICLY: Kickstart mentorship day one, not last minute. Help her garner acceptance and recognition among their peers and the public well before any leadership positions become available. Encourage her to start embodying her leadership self 1-2 roles from now *by treating her* with that level of respect. And encouraging others to do the same. 2. ASSIGN HIGH-IMPACT STRETCH PROJECTS: Challenge women with assignments that push their comfort zones, expand their networks, enhance their visibility, and equip them with the necessary skills for future leadership roles. Ensure you are there for thought partnership. Match her with a collaborator the first few times. Let her make mistakes (assure her it’s normal!) and learn from them. Remove any low-status/unpaid “office housework” initiatives that are sapping her time. 3. CO-CREATE A DEFINED PATH FOR GROWTH: Work with her to explicitly co-create a clear pathway for her advancement. Discuss her goals for timelines and share realistic opportunities for career progression; fund her skill development to supplement on-the-job learning. Explain why others got promoted to build awareness of what it takes. Fight for her timely advancement, as necessary. Track race/gender of all promotions/hires to ensure bias isn’t plaguing the path. 4. ENSURE UNWAVERING 360 DEGREE SUPPORT: Build in continuous clear, tough, kind managerial feedback (the kind that helps people grow). Champion her work and have her back when she is not in the room. Ensure she has deeply supportive work connections (such as to affinity groups or a work “bestie”). Overtly check-in about that; make introductions. *McKinsey and LeanIn.org’s Women and the Workplace Report ——— If you have the feeling that you could be embracing a more proactive approach that sets women up for success from the start, And you want help, Let’s talk. I help tech -and other male majority companies -create a culture where women thrive and lead with confidence. Reach out today. :) Let’s hop on a call. hello@femilyonthego.com

Women in tech, and women CIOs in particular, are still vastly underrepresented. But the fact remains that women are often better collaborators than men, both within and outside the enterprise, due to stronger negotiation skills. Here are five examples of how women can play meaningful roles to create a more team-centric culture and a become better collaborators. https://buff.ly/4fw2mBH #WomenInBusiness #leadership #teamwork #collaboration #workplace

Big Tech continues to lay off people right and left Start-ups and small to medium tech and biotech companies, on the other hand, are dying for the right talent to propel them forward, innovate, and capitalize on this market. -WHICH IS EXACTLY WHY THIS POST IS SO IMPORTANT! - Look at your retention rates for women in your company. You may find the number alarming. Tech's biggest challenge isn't attracting women in leadership, it's keeping them. This is catastrophic! Women drive 70-80% of all consumer purchasing through buying power and influence. Without women to lead and shape your business strategy and product/service development, I guarantee you're losing appeal & opportunities with these powerhouse consumers. It doesn't take much to hold on to your best and brightest women—and if you're experiencing high turnover, it’s not them, it’s you. Luckily, there’s something you can do 🍀 Noteworthy has proven and specialized programs for the upcoming and existing women leaders on your teams. Our solutions build visibility, authority, impact, & fulfillment. Women operate better, build greater success, are happier & THEY STAY! Which is exactly why top CEOs in engineering, tech, and biotech companies have brought us in to: 1. Develop EQ & soft skills of their highly technical women 2. Hone next-level leadership skills to support powerhouse women in male-dominated industries. 3. Build the authority, confidence, & influence of the women leaders they're grooming to take over their companies. We help companies understand where and why they are losing their high-impact, high-performing talent, and then we help them fix the problem. Ready to strengthen your company from the inside out—and leave a better world in their wake? Schedule a strategy call TODAY. 👉 Click the link in my profile headline. #womenintech #womeninSTEM #leadershipsuccess #noteworthysolutions

𝐆𝐈𝐑𝐋𝐒 𝐈𝐍 𝐈𝐂𝐓 | 𝐃𝐄𝐁𝐔𝐍𝐊𝐈𝐍𝐆 𝟓 𝐌𝐘𝐓𝐇𝐒 𝐀𝐁𝐎𝐔𝐓 𝐖𝐎𝐌𝐄𝐍 𝐈𝐍 𝐈𝐓   Yesterday, we addressed a popular myth women's leadership in tech. Today, Banisha from our Digitalisation Team shares her truth, debunking Myth 1 and highlighting the unique strengths women bring to IT leadership. 𝐌𝐲𝐭𝐡 𝟏 𝐝𝐞𝐛𝐮𝐧𝐤𝐞𝐝: "Women do not have the leadership qualities needed for tech management."   𝐁𝐚𝐧𝐢𝐬𝐡𝐚 𝐜𝐨𝐮𝐧𝐭𝐞𝐫𝐬 𝐭𝐡𝐢𝐬 𝐛𝐲 𝐬𝐡𝐨𝐰𝐜𝐚𝐬𝐢𝐧𝐠 𝐭𝐡𝐞 𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐨𝐟 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐬𝐭𝐲𝐥𝐞𝐬 𝐰𝐨𝐦𝐞𝐧 𝐨𝐟𝐟𝐞𝐫: One of the popular myths about women in IT that I have debunked is " Women lack the leadership qualities for tech management". In my role as a leader of a tech team, I can share that women bring diverse leadership styles that are inclusive, empathetic, and decisive, driving high performance and innovation within tech teams.   Join us as we count down to 𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐆𝐢𝐫𝐥𝐬 𝐢𝐧 𝐈𝐂𝐓 𝐃𝐚𝐲, celebrating the women who break barriers and inspire change. Stay with us as we continue to dismantle outdated myths and celebrate the vital contributions of women in IT.   #BDOSolutions #GirlsInICT #DiversityInTech #EmpowerWomen #MythsAboutWomenInIT