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Time and again, I’ve encountered incredibly capable women being perceived as lacking a commanding presence. This perception can be career-limiting because executive presence is deemed crucial for inspiring trust and motivating teams. Today, I want to unpack this notion and explore how every one of us can project power in our roles by embracing our big boss energy.
Women often face a double bind: we're expected to be nurturing and excel in soft skills, yet we also need to assert ourselves to be seen as leaders. If we adopt traditional leadership styles, we might be judged negatively for not being feminine enough. Conversely, if we stick to more stereotypically feminine styles, we might not be seen as leaders. This conflicting expectation makes it tough to navigate the leadership landscape.
How do we hold these conflicting truths? By understanding that being a female leader doesn’t mean compromising on our strengths. It means defining what big boss energy looks like for each of us, owning our path, and confidently stepping up when necessary.
Creating big boss energy begins with understanding our purpose – knowing what drives us. This clarity fuels our motivation and confidence, allowing us to step out of our comfort zones and assert our presence. It’s not about being loud or aggressive, but about being visible, sharing our ideas, and projecting a commanding presence.
Now, a commanding presence doesn’t mean being one-dimensional. It's about having a toolkit of skills that can be adapted to different situations. Emotional intelligence, confidence, and strong communication skills are vital. Women can command a room and lead effectively while staying empathetic and genuine to who they are.
Consider leaders like Jacinda Ardern, former PM of New Zealand, who led with strength in a very untraditional way. She showcased how to lean into one's true self and still command respect and achieve great outcomes.
So, how do we create this commanding presence and get noticed as leaders? Understand your purpose and align it with your team's vision. Communicate clearly and compellingly to engage and inspire action. Non-verbal communication also plays a significant role – your body language and energy can make a substantial impact.
We also need to be willing to push past our comfort zone. Women often fear being seen as domineering, resulting in them playing it too safe. Confidence grows from stepping out of comfort zones and practising assertiveness without aggression. It's about building capability incrementally – no one wakes up fully confident one day; it’s a process of continual growth and resilience.
Ultimately, cultivating big boss energy means standing confidently in who we are, showing up with self-awareness, and understanding our motivations. Bringing energy and enthusiasm to our roles, we become powerful forces, shifting perceptions and driving impact.
So, as we conclude, take a moment to think deeply about who you are and what that strong, confident version of you looks like. And remember leadership isn't about titles or positions. It’s about our energy, presence, and ability to effect change.LINKS:
Connect With Me:
Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
Website: https://www.rebeccabangura.com/
LinkedIn: https://www.linkedin.com/in/rebeccabangura/
Instagram: https://www.instagram.com/iamrebeccabangura/
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What leadership shadow are you casting on your team?
Are you even aware of the tone you’re setting in the workplace, and how it might be affecting the organisation?
As leaders, we really do have the power to create a positive work environment - as well as a toxic one. However, we often don’t realise just how impactful our habits, actions and overall leadership style can be on those around us.
By understanding what your leadership shadow is, you can begin to intentionally create one that aligns with who you want to be and how you want to influence others in your team, organisation and in your industry.
So, what is a leadership shadow?Essentially, it's how a leader's behaviours, actions and decisions cast a shadow over their team, which ultimately influences organisational culture and performance. Our shadows often have both positives and negatives and because we’re in the middle, we don't necessarily see the amount of influence and impact we have.
Today, we'll explore developing an awareness around what our leadership shadow is and how to use it to create a strong, cohesive and high-functioning team.The concept of a leadership shadow was developed by Pine Street, part of Goldman Sachs's leadership development team, and it comprises four key elements: what I say, how I act, what I prioritise and how I measure.
We’ll also explore three key components from a practical standpoint:
1. Role Modelling
2. Behavioural Impact
3. Communication Styles
Intentional cultivation of a positive leadership shadow starts with self-awareness and reflection. Although developing self-awareness is challenging, it can be achieved through self-reflection, feedback, assessments and regular check-ins.
So, what does your leadership shadow look like right now? What are its positive and negative aspects? I encourage you to seek feedback from those around you to gain insights you may not see.
Remember, we are all a work in progress. Being transparent about your journey fosters support and encourages others to think about their own leadership shadow. When everyone is aligned and working towards the same goal, that's when we see incredibly strong leaders and cultures that achieve sustained results.
LINKS:
Connect With Me:Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
Website: https://www.rebeccabangura.com/
LinkedIn: https://www.linkedin.com/in/rebeccabangura/
Instagram: https://www.instagram.com/iamrebeccabangura/
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Saknas det avsnitt?
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Have you ever felt trapped by your own high standards, constantly striving for flawless performance but finding yourself exhausted and unfulfilled? You're not alone. Many women working in male-dominated fields like property and construction grapple with the relentless pursuit of perfection.
That’s why I want to break down what perfectionism is, what it isn’t, and the grim consequences it can have. Don’t worry though, I’ll also be sharing three practical tips to help you break free from its grasp.
What Is Perfectionism?
Perfectionism is the tendency to set excessively high standards for oneself and to strive for flawless work. This goes hand in hand with critical self-evaluation and a constant concern about others' opinions. In our professional realms, this often manifests in over-preparing and an extreme attention to detail, which can drive dissatisfaction and burnout.
The implications of perfectionism are extensive. It keeps us entrenched in procrastination, avoiding risks, and staying within our comfort zones. This impasse limits our potential and opportunities—straining not just our stress levels but also our relationships and overall productivity. Speaking from personal experience as a recovering perfectionist, I know how easy it is to spend too much time planning and to hesitate in delegating tasks—a habit that ultimately stunts our growth.
So, how can we move away from this perfectionist mindset and start taking more impactful action? Here are three tips to help you break free from perfectionism:
1. Focus on High-Value Work
Shift your focus to high-value tasks—those that are critical to your role and cannot be delegated. Eliminate tasks that don't add value, and delegate where possible. For example, while preparing a presentation, you might focus on crafting the key messages and desired outcomes, while a junior team member handles formatting.
2. Set Boundaries Around Time and Effort
Planning and adhering to time constraints is essential. According to Parkinson's Law, work expands to fill the time allocated to it. Therefore, setting definite time limits for tasks can prevent perfectionist tendencies from taking over. You’ll also need to accept that not everything has to meet an A+ standard; sometimes B or B- work is perfectly adequate.
3. Practise a Growth Mindset
Our careers are a journey, and every day we have opportunities to improve. Embrace feedback, review what worked and what didn’t, and make necessary adjustments. Show up intentionally with a growth mindset, understanding that discomfort is part of the process, but it will lead to exponential career growth and fulfilment.
I know letting go of perfectionism isn’t as easy as I’ve made it sound. It’s difficult and uncomfortable - trust me, I've been there. But once you start releasing the need for everything to be perfect, you'll find you have so much more time and energy for the stuff that really matters.
LINKS:
Mid-Year Check-In Guide
Connect With Me:
Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
Website: https://www.rebeccabangura.com/
LinkedIn: https://www.linkedin.com/in/rebeccabangura/
Instagram: https://www.instagram.com/iamrebeccabangura/
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When I first started navigating my career, I was like many others—relying heavily on the support and guidance of those closest to me. My immediate circle of friends, family, and colleagues played a crucial role in my development.
But as I ventured further into my career, I realised something unexpected: the people who know us best, while loving and supportive, often limit us with their perceptions of who we've been, rather than who we can become.
We all have those moments where we yearn to break free from our comfort zones. Whether it’s nominating ourselves for that prestigious award, vying for a major promotion, or pivoting to a completely new career path, it’s these critical junctures that require us to look beyond our immediate circle. In today's episode, I break down the differences between close and loose connections.
At the end of the day, the journey to a successful and fulfilling career is not just about what you know but also about who you know. And sometimes, it’s the looser connections that make all the difference. They bring fresh perspectives and new opportunities that your close connections, for all their love and support, might inadvertently shield you from.
LINKS:
Mid-Year Check-In Guide
Connect With Me:
Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
Website: https://www.rebeccabangura.com/
LinkedIn: https://www.linkedin.com/in/rebeccabangura/
Instagram: https://www.instagram.com/iamrebeccabangura/
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I see it time and time again.
Women who are passionate, driven, and ready to make a significant impact in their careers often find themselves at a crossroads. They aspire to have fulfilling and rewarding careers, yet when asked what exactly they want or what their focus is, they draw a blank.
The advice I give my clients is to know your focus. Simplify your focus so you can amplify your results. This clarity is the key to having a remarkable and successful career. I usually ask my clients one crucial question: "What do you want to be known for?" Most people have never stopped to really think about this. They don’t know what they’re great at, what they do better than others, or what unique value they bring that sets them apart.
When we step into the workforce, we aim to check all the boxes, proving our capability and building the necessary skillset and knowledge for our profession. While this approach secures us a job, it doesn't necessarily open doors or make us stand out.
It's particularly important to know your focus as you advance in your career, especially after the initial five to ten years when you start stepping into more significant roles. By intentionally deciding what you want to be known for and channelling your energy toward it, you can distinguish yourself and be recognised.
Embracing this clarity can be uncomfortable because it demands stepping out of our comfort zones, taking risks, and facing fears of failure and embarrassment. Our brains resist simplifying our focus, distracting us with the potential for immediate gratification from tasks we already know how to do.
Take a project manager. One who is good at their job ticks all the boxes and can be relied upon. But a project manager with exceptional interpersonal and stakeholder relationship skills? They stand out. People say, "Put them in a room with anyone, and they'll manage the situation and create a positive outcome, even amid conflict."
Simply put, being good is not enough. You want to be known for something specific. This requires intention and focus, which extends beyond merely doing your job—it’s about developing a personal brand and skillset that makes you a go-to person in your industry.
If you’re feeling stuck or unsure about your next career move, I encourage you to get clear on your focus. Remember, there are no absolute right or wrong career decisions, only different paths. Your focus might change over time, and that’s okay. What’s important is having that clarity now to shift your trajectory and aim higher.
LINKS:
Mid-Year Check-In Guide
Connect With Me:
Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
Website: https://www.rebeccabangura.com/
LinkedIn: https://www.linkedin.com/in/rebeccabangura/
Instagram: https://www.instagram.com/iamrebeccabangura/
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Do you ever find yourself waiting for someone else to recognise your potential before you take the next big step in your career? You're not alone. Waiting for external validation is the biggest thing I see holding women back in their careers, and it’s understandable.
It feels good to have someone acknowledge our achievements, and we feel safer with a pat on the back or words of encouragement. However, if we’re looking to others for permission, we end up playing small. Not only will it be difficult to progress, but it can cause frustration, dissatisfaction in our work, and even resentment towards colleagues and superiors.
Imagine that a job is posted within your organisation for your dream role, but no one has approached you about it. You could take this to mean you aren’t good enough for the role. This feeling of inadequacy might cause you not to apply for the job, or to apply half-heartedly.
On the other hand, if you focus on your excitement about the opportunity, you’re more likely to put in 100%. You’ll have the energy to prepare a great application, ask questions, and connect with the decision-makers. Even if you don’t land the job, you’ll have made a lot of progress in this process.
Now we know the statistics: women make up only 12.5% of the property and construction workforce, and women in trades are a mere 3.5%. To truly increase women’s participation in our industry, we need to stop waiting for positions of power and instead take the initiative to advocate for ourselves.
Yes, this is hard, but no one else is going to do it for us. We need to take ownership of our lives and careers to move them forward in line with our goals. Many women find this challenging because we are often taught to put others’ needs before our own. But, if we want to step into our full potential, we need to give ourselves permission to succeed without looking for external validation.
So, think about what it will take for you to step up and lead in your career, life, and organisation. Reflect on what you need to believe about your abilities and the obstacles in your path. I support women every day in facing these challenges, so I know it’s possible for you too. If you need support, feel free to reach out to me on LinkedIn. I’m excited to see what you can achieve when you stop waiting for permission.
LINKS:
Mid-Year Check-In Guide
Connect With Me:
Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
Website: https://www.rebeccabangura.com/
LinkedIn: https://www.linkedin.com/in/rebeccabangura/
Instagram: https://www.instagram.com/iamrebeccabangura/
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I speak to women all the time who feel stuck in their careers. They dream of making a big impact in the world and achieving great things, but they don't know how to move forward. If you can relate to this feeling, stay tuned because today I’m sharing how to take those significant leaps and move the needle forward so you can realise that rewarding and fulfilling career you've always dreamt of. First, I want to highlight the three main reasons why I see women feeling stuck in their careers:
1. Ambition Without Direction: Many of you have grand career aspirations and want to make an impact, but you aren’t sure how to get there. Without a clear roadmap, the journey can seem daunting and unachievable, so it’s easier to just stay put.
2. Self-Doubt and Lack of Motivation: Some women get stuck in their careers because they feel unmotivated, undervalued, and unsure of themselves. This self-doubt, and maybe even imposter syndrome, doesn’t just impact your work but all areas of your life.
3. Work-Life Imbalance: Taking on too many commitments or chronically working long hours will take a toll on your health and your relationships. You end up depleted, with no time or energy for things outside of work.
These issues are even more prevalent for women working in male-dominated industries like property. Not only do women have to overcome significant biases in the workplace, but they are also often held to a higher standard than their male counterparts. This frustrating environment leads to burnout and is the reason many women leave for other industries.
But it’s essential to remember that change will come if more women stay in the industry, rise through the ranks, and become the role models they didn’t have. I know it’s a tall order, but by showing up and contributing to this change, we can also achieve the fulfilling careers we dream of.
So, how do we do that? The key is to create a strategic, career plan and that means stepping back to think about your career from a broad, long-term perspective.
1. Develop a roadmap that integrates your career goals, personal values, and desired lifestyle.
2. Develop the ability to seize opportunities in real-time, and stay committed to continuous learning, and personal growth.
3. Identify what you are good at and where you need improvement.
4. Build a network that surrounds you with people who support your goals.
A strategic career plan is different from a short-term career or development plan. While short-term plans focus on specific milestones, a strategic plan sets long-term goals and creates a vision for your future. Think about what you want to achieve in your career over the next 10 or 20 years. Focus on your values and create systems to support them. Define what meaningful action looks like for you and take steps to align your efforts with your long-term goals.
If you need help getting started with your strategic career plan, reach out to me on LinkedIn. I’m happy to give pointers and get those creative juices flowing. You've got this, my friend. Enjoy the process, and I look forward to seeing you thrive.
LINKS:
Mid-Year Check-In Guide
Connect With Me:
Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
Website: https://www.rebeccabangura.com/
LinkedIn: https://www.linkedin.com/in/rebeccabangura/
Instagram: https://www.instagram.com/iamrebeccabangura/ -
Recently at bootcamp, I had the chance to celebrate with my trainer, Justin, who has been in the personal training business for 14 years. That's no small feat given that most businesses don't make it past their fourth year. Additionally, surviving through COVID-19 and maintaining a loyal client base is remarkable.
So I asked Justin about the keys to his success, and his response was golden: “Don't let the highs get too high, and don't let the lows get too low." I think this is great advice, knowing from personal experience how easy it is to fall prey to emotions when things aren’t going well.
Justin also pointed me towards Roger Federer’s Dartmouth speech, where he speaks perfectly to the idea that consistency, persistence and resilience are key to enduring success.
Today, I’m talking about the invaluable lessons learnt from Federer’s speech and how we can implement these essential aspects in our careers and personal lives to reach the excellence we desire.
We’ll explore how ‘effortlessness’ is a myth that can be detrimental to our growth, and the reality of practice and commitment being the foundations of becoming who we aspire to be.
We live in a society that craves instant gratification, but true excellence requires embracing the grind. It's about doing the boring, tedious tasks each day, and being okay with the awkwardness and discomfort that come with growth. Just as a pianist can't perform a concerto without years of practice, we can't excel without putting in the time and effort to hone our skills.
When we let go of the unrealistic expectation to be perfect and instead focus on showing up and improving incrementally, we make significant strides toward our goals. Life, whether it's balancing work and family or aiming for professional excellence, is a journey filled with failures and successes. Embracing this process frees us to enjoy the moment and commit to continuous growth.
So, take time to reflect on what you want to achieve, why it matters and make the commitment to persistently show up for yourself. This will not only improve your life, but the lives of those around you.
Your voice and impact as a leader are needed in the world. Why shouldn't it be you?
LINKS:Roger Federer Speech
Mid-Year Check-In Guide
Connect With Me:
Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
Website: https://www.rebeccabangura.com/
LinkedIn: https://www.linkedin.com/in/rebeccabangura/
Instagram: https://www.instagram.com/iamrebeccabangura/
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Imagine standing out in your field, not just as another competent professional, but as an undeniable force that cannot be ignored. Today, I want to share the secret behind making that leap. Whether you’re navigating a career shift, striving for leadership, or simply pushing the boundaries of your personal growth, this is your blueprint for greatness. So, buckle up—because we're about to embark on a journey from good to great, uncovering what it really takes to be exceptional.
To be exceptional, we need to take control of how we show up and the standards we set for ourselves. There’s a saying I love: "Be so good that they can't ignore you." It places the power back in our hands, allowing us to decide our paths and the heights we wish to reach.
Of course, a crucial part of this is visibility. Especially as women, we need to proudly claim our achievements and own our accomplishments. Otherwise, we can fade into the background and become a stepping stone for other people to reach their goals.
Another important lesson is to stop waiting for permission. Exceptional people don’t wait to be asked; they step into roles and drive impact because they can and because they want to. If you’re here, reading this, I imagine you’re one of those driven individuals.
So how do we break through the barrier of being just good to step into greatness and exceptionalism?
The first part of this journey is recognising where we are at this moment. This involves understanding our strengths and recognising our weaknesses from both our perspective and the feedback of others. This can feel daunting, but it’s necessary. Most people go through life with blinkers, preferring not to face harsh realities. But true greatness comes from taking the good, the bad, and the ugly and using it to fuel forward progress.
Being exceptional isn’t about quick fixes. It’s about showing up every day, regardless of how you feel and consistently putting in the effort to improve by even just 1%. This incremental improvement compounds over time and leads to significant progress.
One strategy I’ve embraced is Alex Hormozi’s rule of 100. Spend a hundred minutes each day or perform a hundred actions that target a key area for improvement. For example, if you aim to build your network, reach out to 100 people daily. I know it sounds intense, but this commitment to repetition is what drives excellence.
For me, I made a commitment to wake up at 5:15 am every day to exercise. It was difficult to begin with but now that I’ve been going for months it’s become a normal part of my routine. Seeing the progress, I’m making and enjoying the benefits of this change has made it easier and more joyful
So, what is the one thing you need to focus on to move the needle in your career? Is it a habit, a behaviour, or a skill you need to develop? I’d love to hear what your focus will be, so drop me a note on LinkedIn. I’ll be there cheering you on, knowing that with focus and commitment, you will be exceptional.
LINKS:
Mid-Year Check-In Guide
Connect With Me:
Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
Website: https://www.rebeccabangura.com/
LinkedIn: https://www.linkedin.com/in/rebeccabangura/
Instagram: https://www.instagram.com/iamrebeccabangura/
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Despite being highly competent, women in leadership often encounter unique challenges that can stymie their professional growth. These habits, which might have served us well early in our careers, can actually become corrosive once we get to a certain point. They can derail us from taking that next step and being the impactful leader we really want to be.
Today, I’m doing something a little bit different and reviewing a book that left such an impression on me that I believe every woman who leads in a male-dominated industry should read.
How Women Rise: Break the 12 Habits Holding You Back from Your Next Raise, Promotion, or Job by Marshall Goldsmith and Sally Helgeson identifies 12 habits that could be holding women back in their careers, and I just know that you will resonate with at least one or two of these habits as we go through them.
Not only is it important to identify areas that are keeping us from our true potential, we need to take action to combat them and create new ones.
I’ll take you through the following key habits that may be holding you back, and some practical strategies to help you propel your career to the next level:1. Reluctance to Claim Your Achievements
2. Expecting Others to Notice and Reward You
3. Overvaluing Expertise
4. Building Rather Than Leveraging Relationships
5. Failing to Enlist Allies6. Putting Your Job Before Your Career
7. The Perfection Trap
8. The Disease to Please
9. Minimising Yourself
10. Being Too Much
11. Rumination
12. Letting Your Radar Distract You
As we talk through each habit, I want you to take note of which ones are keeping you stuck, and how you might take action to break them. Whether it’s working with a coach like me or talking to a colleague who can help, take practical steps to create new ways in which you approach your career in leadership.
Remember, we all struggle with habits that negatively affect us from time to time. It’s what we choose to do to move ourselves forward that matters most.LINKS:
Mid-Year Check-In Guide
How Women Rise: Break the 12 Habits Holding You Back from Your Next Raise, Promotion, or Job
Connect With Me:
Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
Website: https://www.rebeccabangura.com/
LinkedIn: https://www.linkedin.com/in/rebeccabangura/
Instagram: https://www.instagram.com/iamrebeccabangura/
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Imposter syndrome is real, but I often hear my clients stand behind imposter syndrome as a catch-all explanation for why things feel difficult.
It’s when we dig a little deeper that we often find it’s not imposter syndrome at all - it’s that we aren't properly prepared or really doing what it takes to create the results we want.
This topic comes on the back of a number of conversations I've had with my clients recently. I want to say at the outset, these are all incredible women who are doing important work within the industry.
But time and time again, I see people confusing imposter syndrome for simply being underprepared. So how do you know whether you’re experiencing genuine imposter syndrome, or if you’re underprepared for the task at hand?
In this episode, we’ll talk about what imposter syndrome really is, how to become more organised in your day-to-day life, and the necessary steps to transform your mindset into one of self-belief and confidence.
It’s important to acknowledge that there will be a varying degree of self-doubt any time we’re pursuing our goals or stepping beyond our comfort zone. However, it's crucial to distinguish between healthy self-doubt that keeps us striving for excellence, and the paralysing fear that comes from feeling unprepared.
Now, I get it - we’re all busy, and it’s not always possible for things to go according to plan. But the truth is, we control what we do and how we show up. It’s only when we take ownership of our own preparation - or lack thereof - that we can really start to change our mindset to one of self-belief and confidence. What’s important is to make sure you have done everything you could possibly do to set yourself up for success.
If you find yourself constantly battling with feelings of inadequacy, this episode offers a new way to look at things that will empower you to tackle challenges head-on. By shifting our focus from battling imposter syndrome to enhancing our preparedness, we can unlock new levels of confidence and career satisfaction.
LINKS:
Previous episode mentioned: Dealing with Imposter Syndrome
Mid-Year Check-In Guide
Connect With Me:Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
Website: https://www.rebeccabangura.com/
LinkedIn: https://www.linkedin.com/in/rebeccabangura/
Instagram: https://www.instagram.com/iamrebeccabangura/
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No one likes to hear this, but it's true: the biggest barrier to your success is you.
Admitting and accepting this may be uncomfortable, but it's essential for taking ownership of your situation and driving meaningful change. When we own our circumstances, we move from a passive state—where things happen to us—to an active state, where we're in control and back in the driver's seat.
Today’s episode is a juicy one, where we’ll explore the common barriers that keep us from our true potential, and some ways to combat the subconscious limiting beliefs that hold us back.
Taking Responsibility
Making excuses: we’ve all done this. This is where we rationalise our own inaction or failures by attributing them to all the external factors that are beyond our control. In this space, we're just shedding the responsibility and deferring the outcome to other people. And when we do that, any success that happens is almost incidental. It’s important to own our own mistakes, recognise where we can do better and take back control of our own progress.
Identifying Barriers
The barriers to our success boil down to several key obstacles. Making excuses and rationalising inaction due to external factors is common, but it defers responsibility. Inaction, often driven by overwhelm, keeps us stagnant. We may get stuck in planning without moving to execution, or focus on low-value tasks instead of strategic goals. Limiting beliefs, deeply embedded in our subconscious, also restrict our growth. These beliefs need to be identified and reprogrammed to drive positive outcomes.
Moving Forward
To move forward, it's vital to acknowledge our limiting beliefs and consciously work to rewrite these stories. While this process may be uncomfortable, it empowers us to define who we want to be and set ourselves on an upward trajectory. It's about showing up, taking consistent actions and refining our processes over time. I encourage you to challenge unhelpful thoughts and take proactive steps so you can break free from your comfort zone and achieve the success you deserve.
Remember, those who have achieved the results you aspire to aren't inherently more special or capable—they've simply taken action. It's possible for you too. Get honest with yourself about where you are, where you want to be and what it will take to get there.
I'd love to hear from you and support you on your journey, so come join me over on LinkedIn and share with me your biggest barrier so we can work through it together!
LINKS
Mid-Year Check-In Guide
Connect With Me:Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
Website: https://www.rebeccabangura.com/
LinkedIn: https://www.linkedin.com/in/rebeccabangura/
Instagram: https://www.instagram.com/iamrebeccabangura/
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With nearly two decades in project management and development, I can tell you firsthand that the property and construction industry is tough. And unsurprisingly, it’s even tougher for women.
As someone who specialises in supporting women within the property and construction industry, I’m passionate about discovering how we best attract, retain and develop women in this space.
So today, we’re exploring the often misunderstood world of women's development programs and debunking the common misconceptions about their purpose and effectiveness.
What are Women’s Development Programs?
Women’s development programs often encompass a wide range of initiatives aimed at fostering growth, skill development and empowerment. Contrary to what you might think, they’re not all just about preparing women for leadership roles. They can be more broadly about equipping women at all stages of their career with the tools they need to succeed. I take you through the benefits of these programs, such as building strong professional networks and creating a safe space to discuss challenges unique to women.
Addressing Specific Challenges
A frequent critique of women's development programs is the idea that they’re redundant because of the existence of gender-neutral leadership and development programs. And while I absolutely agree that gender neutral programs are invaluable, they do not address specific challenges faced by women, such as unconscious bias, the lack of female role models and the unique work-life balance problems we often come up against. Women's development programs fill this gap with tailored content that addresses specific barriers, supports women to overcome systemic obstacles and helps them achieve the professional development they might get through a mixed gender setting. The truth is, women's development programs play a critical role in levelling the playing field.
The Power of Diversity
Yes, women’s development programs empower women in the workplace - but this doesn’t just have an impact on the individual level. It has the opportunity to benefit the organisation - and even the industry - as a whole. We know that diversity is what drives innovation, and will allow organisations to stay sustainable and competitive in the future. With inclusive workplaces being six times more likely to innovate and twice as likely to meet their financial targets, I’d say any initiative that supports women to contribute fully and help shift the gender mix in leadership is more than worthwhile.
I think it's important to acknowledge that women's development programs are not just about providing equal opportunities for women. They are actually about harnessing the untapped potential that can drive significant growth and innovation in our traditionally male dominated industries of property and construction.
So, here’s to closing the gender gap in leadership and in turn, creating what we all want to see - a much more inclusive and profitable construction industry!
Connect With Me:
Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
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Men, we need you. If we want to continue to be a thriving, sustainable, and profitable industry, we need to get more women into this industry and strive for gender equity. The only way we are going to get there is if we have the support of male allies to help drive that change.
The Changing Landscape
Recently, I was at a NAWIC event, where we were discussing and sharing stories. Someone asked me, "Is the industry changing? Are we actually seeing positive outcomes for women in the industry?" The answer isn't straightforward. There are days, weeks, and months where I see positive steps in the right direction—people engaging in meaningful conversations and initiatives gaining traction and creating positive results. But there are also times when it feels like all that hard work is being reversed. It often feels like it’s two steps forward and one step back.
The Role of Male Allies
When we talk about gender equity, we appreciate that organisations and leaders want to be seen as driving change. Most of these people have good intentions, but intentions will only get you so far. This is where we need leadership—CEOs and executive teams to champion gender equity. Women have been advocating for changes that address systemic issues for decades with varying levels of success. But in the last 50 years, not much has shifted fundamentally. Men continue to hold the majority of positions of power, especially in the property and construction industry.
The Challenges Women Face
1. Gender Stereotypes: Young people perceive construction and property as spaces for men.
2. The Broken Rung: The barrier where women struggle to step into that first leadership role.
3. The Leaky Pipeline: The gradual loss of women through different stages of their career, particularly when considering starting families.
4. The Glass Cliff: Women are more likely to be placed into leadership roles during times of crisis and instability.
5. The Second Shift: Unpaid domestic labour and responsibilities that often fall on women, on top of their paid employment.
Steps to Being a Male Ally
Here's how you can be an effective male ally:
1. Awareness: Recognise the existence of gender inequity and understand the systemic barriers.
2. Advocacy: Use your voice and position to promote gender equity and push for organisational and industry change.
3. Empathy: Actively listen to women’s experiences and validate them without judgement
4. Concrete Action: Take tangible steps like mentoring, sponsorship, and pushing for equitable policies.
5. Accountability: Hold yourself and others responsible for perpetuating the issues surrounding gender inequality.
6. Continuous Learning: Stay educated on gender issues, remain open to feedback, and be prepared to adapt and change.
The Long Game
Being a male ally means engaging in issues and having often hard and uncomfortable conversations to understand the real lived experiences of women in the industry. It’s not a tick-box exercise or a short burst of activity. This is a long game. Show up day in and day out, hold that standard, drive change, and keep repeating until we achieve our goal.
As I said, we need you. We need men in our industry to drive this change because, as women, we will not get there on our own.
Connect With Me:
Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
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I recently spoke with a powerful woman in our industry, and we talked about the progress we've made. There are so many more opportunities for women than there used to be. But even with all these openings, women still hesitate to step into leadership roles. It's like there's an invisible barrier stopping them from grabbing that promotion or stepping into the spotlight.
And you know what? I think I've cracked the code. It all boils down to self-worth.
Unlike self-confidence or self-esteem, self-worth is about recognising our inherent value as human beings, independent of external circumstances or others' opinions. It's about believing that you are worthy of respect, recognition, and all the incredible opportunities this industry has to offer.
Now, I know what you're thinking. Our industry hasn't exactly made women feel valued. The gender pay gap is a glaring example, and let's not even get started on the way society undervalues stay-at-home mums. These messages can chip away at our self-worth over time which makes us doubt our abilities and downplay our achievements.
Maybe you find yourself constantly crediting your mentors or sponsors for your success, instead of owning it yourself. While it is important to acknowledge the support we’re given, we need to be loud and proud about ourselves. The same goes for accepting awards or promotions. It's not about feeling obligated to "pay it forward" or somehow prove you deserve it. It's your moment to celebrate your achievements. You earned it!
So how do we break free from this? I like to think of it as a success trifecta: self-worth, confidence, and visibility.
1.) Knowing who you are, what you want, and what success looks like on your terms is a strong foundation for success.
2) Believing in your abilities and your resilience to keep growing and take on challenges.
3) Let people see your skills and ideas! Don't be afraid to speak up and share your expertise. That's how you build credibility and recognition.
Becoming the best version of yourself takes time and effort, but trust me, it's worth it. So step out of your comfort zone. Explore your relationship with self-worth. Seek out opportunities to grow and be recognised. The property and construction industry needs your unique voice and your incredible talent!
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The construction and property industry is a powerhouse, but for women, navigating this sector can feel like climbing a wall with no footholds. Systemic challenges—from ingrained stereotypes to inflexible work-life balance models—create a landscape that often pushes women to the sidelines.
In our previous episode, I discussed many of the systemic challenges that women face. Today I am breaking down how to work towards fixing the system.
This isn't just about fairness; it's about untapped potential. A more inclusive construction industry is a stronger construction industry.
Here are some key areas where we can work together to dismantle the barriers and create a space where women can thrive.
Shattering the Stereotype Ceiling: Construction sites are no longer the exclusive domain of hard-hat-wearing men. Women are excelling in every facet of the industry, from wielding power tools on the ground floor to leading visionary projects in the executive suite. Building a Strong Foundation for Retention: Attracting new female talent is vital, but retaining the talent we already have is just as crucial. Alongside initiatives like "Next Generation by Urban Core" that focus on bringing new women into the field, let's not forget the experienced women who can bring their skills and perspectives to the table today.Investing in Visibility and Education: Showcasing the achievements of women in construction is a powerful tool. Combine this with accessible training and development programs – from cadetships and micro-credentials to mentorship opportunities – and you've got a recipe for empowering women to not only enter the construction industry but flourish within itRethinking Work-Life Balance: The current system disproportionately burdens women with childcare and domestic responsibilities. We need to see a shift towards gender-neutral parental leave policies and increased participation from fathers. Additionally, exploring alternative work models like a five-day work week can benefit everyone's well-being.Eradicating Bias: Gender bias can creep into the recruitment process, with unconscious prejudice influencing who gets hired. By removing identifying information from CVs, hiring managers can focus on qualifications, not assumptions. Openly acknowledging bias in performance reviews allows for self-reflection and course correction. Remember, bias is ingrained, but awareness is the first step to overcoming it.The Power of Mentorship and Sponsorship: Mentorship, coaching, and sponsorship are all crucial for career development, especially for underrepresented groups. Sponsorship, in particular, requires male allies to champion women's advancement within their organisations.By working together, we can break down the barriers that hold women back in construction. It's a journey, but the destination is a stronger, more equitable industry for everyone.
Connect With Me:
Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
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The journey towards gender equality is riddled with obstacles that hinder progress and limit opportunities for women. The first step to tearing these barriers down is to identify and understand them, so today I’m sharing some of the biggest systemic challenges I see women facing.
Gender Bias and Stereotyping
Although things for women have greatly improved, gender bias and stereotypes still run deep under the surface of many organisations. Traditional gender roles and societal expectations can overshadow individual abilities and preferences, which then influence hiring decisions, promotions, and daily interactions in the workplace. These biases impact not only women's career advancement but also contribute to the underrepresentation of women at all levels of organisations.Maternity and Family Bias
Many women face barriers and discrimination in the workplace when they balance their career with motherhood. Assumptions about women prioritising family over work can impede their professional growth, leading to challenges in promotions and credibility. This bias also forces women to make difficult choices between their families and careers, perpetuating the gender gap in senior roles.Lack of Representation
The lack of representation of women at senior and executive levels within organisations reinforces stereotypes and limits the aspirations of future generations of women. If they can’t see other women in those roles, it is difficult to picture themselves there. This problem is especially bad in industries like construction and real estate, where women hold only a fraction of leadership roles.Workplace Culture and Harassment
From overt sexual harassment to subtle forms of discrimination, workplace culture can be unwelcoming and hostile, especially in male-dominated industries like construction. Exclusion from informal networks, being spoken over in meetings, and derogatory graffiti on job sites are just a few examples of the challenges women face in these environments.Wage Inequality and Career Progression Barriers
Many industries, especially in male-dominated industries like construction, do not have pay equity. They have men in higher-paying roles, and women are relegated to lower-paid administrative positions. A significant factor in this is “the broken rung” which refers to it being more difficult for women to take the first step into management than it is for their male counterparts.The path to gender equality is complex and challenging but by addressing the barriers in our way, we can pave the way for a more inclusive and equitable industry. Tune in to our next episode for part two of this conversation where I’ll share strategies for breaking down barriers and driving meaningful systemic change.
Connect With Me:
Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
Website: https://www.rebeccabangura.com/
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Today, we’re continuing our conversation around the gender pay gap. Last week, we delved into the complexities of this issue, and now I want to look to the future and how we can close it. I’m going to share five actionable steps you can take to drive equality, whether you're tackling it individually or organisationally.
Step 1: Building the Business Case for Gender Equality:
We know how beneficial gender equality will be for women, but businesses exist to make money. If we want them to work towards gender equality, we’ll need a clear outline of the ways it can benefit them. One consistent finding for research has been that diversity drives better decisions that lead to increased productivity and profitability. In short: organisations with diversity perform better.Step 2: Securing Leadership Commitment:
Leaders have a strong influence on workplace culture, so if they aren’t on board with new initiatives, they can easily fail. This is why it’s essential to get leadership committed to gender equity strategies. Then they can set clear objectives, supply resources, and act as a role model, which sets the stage for success.Step 3: Developing a Comprehensive Strategy:
Once you have a strong business case and leadership on board, you’ll need a comprehensive strategy for addressing the gender pay gap. Start by thinking about the current state of the organisation and the specific considerations it will need. It’s more than just “how can we close the gender pay gap”.
It could be how can we mainstream flexible working? How can we promote professional development in our team? How can we apply a gender lens to our policies? Identifying these focus areas is a crucial step in building a more inclusive and diverse workplace.Step 4: Fostering an Inclusive and Supportive Culture:
Many people are uncomfortable with change, but this doesn’t mean we should leave them behind. Taking the time to have thoughtful honest conversations can show people the way forward isn’t scary but beneficial for everyone. This requires a strong foundation of trust that allows people to ask questions and be authentic.Step 5: Continuous Monitoring and Accountability:
Continuous monitoring and accountability are key components in closing the gender pay gap. If we aren’t paying attention to our progress, it’s easy to fall off track completely and not realise it for a long time. We need businesses to set ambitious goals and to speak openly and frequently about them.By embracing these actionable steps, organisations and individuals can create a more inclusive, equitable, and diverse workplace. So let's continue this journey together, striving for a better future.
Resources:
WGEA Gender Equality Strategy Guide - https://www.wgea.gov.au/sites/default/files/documents/2019_WGEA_GE_Strategy_Guide.pdf
Five Dysfunctions of a Team - https://www.amazon.com.au/Five-Dysfunctions-Team-Leadership-Fable/dp/8126522747
Connect With Me:Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
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Picture this: for every dollar a man pockets in Australia, a woman is left with just 78 cents in her purse.
It’s an unfortunate reality according to recent reports that highlight a gender pay gap of 21.7% across the nation. These figures serve as a stark reminder of the amount of work we still need to do to achieve pay equity in the workplace.Open conversations are incredibly powerful tools for change, so I want to talk about the gender pay gap with you. I know there’s a lot of data on this subject and that it can be overwhelming so this episode will give you an overview. By the end, you will be better equipped for future episodes on this topic and hopefully ready to have meaningful conversations about the gender pay gap in your own life.
So, what is the Gender Pay Gap?
There are a lot of different ways to measure this, but my source is the Workplace Gender Equality Agency (WGEA). According to them, the gender pay gap is “a measure of how we value the contribution of men and women in the workforce.” This can be communicated as a dollar amount (78 cents on the dollar) or a percentage (21.7%), but whichever way it’s a representation of the difference in earnings.I like WGEA’s assessment of the gender pay gap because I believe it gives a more comprehensive overview than other sources like the Australian Bureau of Statistics (ABS). Some of the biggest differences are:
The WGEA looks at all organisations with more than 100 employees, where the ABS gets its data from a sample. The ABS solely looks at base pay, but the WGEA considers other forms of remuneration like bonuses, benefits, and overtime. The ABS excludes data from part-time or casual workers, whereas the WGEA them in. This is especially important when you consider we have more women in these roles.Benefits of Addressing the Gender Pay Gap:
First and foremost, if we had pay equity it would be incredibly beneficial for all women. It might be hard to visualise when we’re talking small numbers like 78 cents, but when you take that across our weekly pay, our annual income, or our lifetime earnings - it’s much easier to see women are losing out on huge amounts of money. It’s money that could be used to help women escape situations like homelessness or domestic violence. The benefits go beyond women though. The gender pay gap is estimated to cost the Australian economy 52 billion dollars. Imagine what could change if that wasn’t the case! There are countless more reasons why we need to address this issue and I’ll touch on more of them in future episodes.
LINKS:Connect With Me:
Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
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LinkedIn: https://www.linkedin.com/in/rebeccabangura/
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Ambition is not a dirty word.
As leaders and as women in a male-dominated space, we often struggle to articulate what it is we are working towards, or we have disempowering beliefs about what is possible for ourselves. We allow ourselves to be held back because we don’t want to be seen as ambitious and the negative conceptions that come with that.
But there’s only one way to get past this. We need more ambitious women to step up as leaders and break through the stigma to pave the way for more women to follow, and that’s what we’re talking about in today’s episode.
The Stigma of Ambitious Women
So why is ambition in women often perceived so negatively? Well, a huge culprit here is traditional gender roles where women are meant to be nurturing and supportive. These gender roles, which are still entrenched in society, expect women to prioritise other people, especially their families.
If a woman is ambitious and doesn’t have a family she can be labelled unfeminine. If a woman is ambitious and does have a family, she will be labeled selfish or neglectful.
None of that is true though. We all have the right to live our lives in the way we want and we shouldn’t need to justify our ambition or our choice to start a family or not.Challenging Perceptions and Redefining Success
So it’s clear women are facing unique challenges when expressing ambition, but what can we do about it? I believe it’s crucial that we start having conversations about our ambitions, our career advancement, and the impact we are having in our industry. That authenticity can inspire others to take steps toward their goals. It shows what is possible and helps redefine what it means to be an ambitious, focused, successful woman.We only have so much time on this earth, we can’t afford to let other people shape our paths or hold us back. If we do, we’re letting down the people we could be helping and ourselves. So, I hope this episode gives you the confidence to embrace your ambitions, to share them with others, and to pursue them fearlessly.
LINKS:Connect With Me:
Exceptional Leadership Framework: https://www.rebeccabangura.com/5-step-framework-to-exceptional-leadership
Book your strategy call: https://calendly.com/rebeccabangura/get_in_touch
Website: https://www.rebeccabangura.com/
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