Women in Leadership: What It Takes to Thrive and Succeed

Women in Leadership: What It Takes to Thrive and Succeed

Désirée Galicher (Switzerland)

I’ll never forget the first time I coached a brilliant young executive who had just been promoted to a senior leadership role. On paper, she had everything: experience, education, accolades. Yet, in our first session, she confessed she felt invisible in meetings, unsure if her opinions carried weight, and worried that showing confidence might be perceived as arrogance. This tension is familiar to so many women stepping into leadership roles and it’s exactly why thriving at the top requires more than a title or a strong resume.

Despite the strides toward gender diversity, women leaders still face unique hurdles that can affect their performance, influence, and career trajectory. Understanding and addressing these challenges isn’t just a women’s issue, it’s a leadership imperative. In my experience coaching over a hundred women across industries, I’ve seen firsthand the factors that separate leaders who survive from those who truly thrive.

Building Influence through Behavioural and Strategic Skills

Leadership isn’t just about decision-making, it’s about influence. Women leaders often find themselves navigating expectations that are, at times, contradictory: be assertive but not aggressive, take initiative but remain collaborative. This is where behavioural and strategic leadership skills become critical.

I’ve guided coachees in honing their communication, presence, and decision-making so that their voice is heard and respected. One simple yet transformative shift is how women frame decisions. Leading with data, context, and clarity transforms influence from a perception to a tangible force. Strategic thinking, seeing beyond the immediate problem, connecting dots across teams, and anticipating organisational impact, builds credibility and ensures decisions land with authority.

Organisational Support Systems that Empower

Even the most talented leaders cannot succeed in a vacuum. Organisations that provide clear structures, empower decision-making, and cultivate inclusive cultures significantly improve women’s chances of thriving. During my coaching sessions, I often work with leaders to identify gaps in support, be it unclear reporting lines, lack of access to key projects, or subtle biases in resource allocation.

Empowering women isn’t about lowering expectations, it’s about giving them the tools, visibility, and authority to make an impact. I’ve seen companies implement mentorship circles, leadership shadowing, and cross-functional projects that give women both the experience and platform to shine. Organisations that invest in these systems reap the benefits in engagement, retention, and innovation.

Mentorship and Coaching: Accelerating Growth and Confidence

I’ve been coaching women for over twenty years, and one truth is universal: growth accelerates when women have mentors and coaches who challenge, support, and champion them. Mentorship provides guidance, networking, and sponsorship, while coaching dives deeper into mindset, behaviours, and personal leadership styles.

I recall working with a senior manager struggling to assert her ideas in executive meetings. Through targeted coaching, she learned to leverage her authenticity, anticipate objections, and craft concise, compelling narratives. Within months, she not only spoke confidently but became a recognised voice in strategic discussions. This is the power of coaching: it transforms potential into performance, fear into courage, and hesitation into action.

Balancing Visibility and Authenticity

One of the most delicate balances women leaders face is being visible without compromising authenticity. Leadership often requires standing in the spotlight, yet women frequently hesitate, concerned about perception or bias. Through coaching, I encourage women to identify and articulate their unique leadership voice, what I call “leading as yourself, not as a stereotype.”

It’s about showing up fully, bringing intellect, empathy, and conviction to the table, while managing perceptions intentionally. This balance isn’t innate; it’s learned, practiced, and refined. Women who master it gain influence, resilience, and the ability to shape organisational culture for the better.

Source: iCN Issue 54  (Coaching Practice & Innovation); page 42

About Désirée Galicher

Désirée Galicher doesn’t do “career coaching”, she transforms how women show up, lead, and make impact. For over 20 years, she’s helped ambitious professionals across North America, Europe, and Asia cut through chaos, claim their voice, and turn confidence into results. Her secret? A rare mix of strategy, structure, and unapologetic authenticity that empowers women to lead on their terms. Ready to stop waiting for permission and start owning your power? Discover more at desireegalicher.com.