Women in Tech, and beyond: Embracing uncertainty and driving change in leadership

Uncertainty is often perceived as a risk in leadership, but it can be a decisive advantage for women in tech. The most successful leaders, regardless of gender, don't just embrace ambiguity; they use it as a launchpad for growth and innovation. In an industry constantly evolving, the ability to navigate change is a competitive edge.

Uncertainty can create opportunities for women in tech to step into roles and projects beyond their comfort zones, even when they don't tick every box. I've been there myself - moving between product and sales, tackling unfamiliar regulatory landscapes, and figuring things out as I went. Embracing the unknown builds resilience, adaptability, and leadership presence—qualities that distinguish leaders in competitive environments.

How women navigate uncertainty matters, and the proper support can make all the difference. Businesses can play a key role in opening doors and providing meaningful support for women investing in their growth.

Representation in leadership

One of the most significant barriers to women's stepping into leadership is the lack of visible role models. Representation matters, and organisations must ensure that growth and advancement opportunities are accessible to all. Diversity in leadership doesn't happen organically and requires deliberate action at the highest levels. Companies that are transparent about the skills, experiences, and performance benchmarks for leadership create a more straightforward, more equitable path forward.

Diverse leadership isn't just about fairness—it's a business imperative. By fostering an inclusive environment, organisations can tap into diverse perspectives that spur innovation and unlock the full potential of their workforce, driving stronger performance and long-term success.

Technical and emotional skills needed for the future

With AI and automation redefining the workforce, the most successful leaders will integrate technical understanding with human-centered leadership. Strategic adaptability will be critical, as leaders need to pivot quickly in response to technological shifts. This means embracing continuous learning, staying ahead of emerging trends, and experimenting with new working methods.

Equally important is the ability to make data-driven decisions. As AI becomes more embedded in business operations, leaders must develop a mindset where data underpins most strategic choices. Those who can assess risks, identify opportunities, and translate data into meaningful business outcomes will set themselves apart.

However, technical expertise alone won't be enough. Emotional intelligence and the ability to influence will be even more valuable as automation takes over routine tasks. Leaders who can build high-performing teams, foster collaboration, and create inclusive work environments will drive real impact. Women in tech who develop these capabilities—combining agility, analytical thinking, and strong people leadership—will future-proof their careers and shape the next era of leadership.

Be a sponsor, not just a mentor

Mentorship provides guidance, but sponsorship creates opportunities. A mentor offers advice, but a sponsor actively advocates for a woman's career advancement, championing her for promotions, key projects, or leadership roles. Senior executives play a crucial role in sponsorship by identifying high-potential women and ensuring they gain visibility where it matters. Recommending capable women for challenging, high-impact roles can make all the difference.

Leaders who champion women in rooms where they are not yet present help create pathways that lead to lasting impact and career growth. Sponsorship is not just about advancing individuals; it's about building a more inclusive and dynamic leadership pipeline.

Innovation in everything

A discussion paper by the Australian Government found that 54% of families reported women as the primary caregivers, while only 4% reported men in that role. This disproportionate share of unpaid care limits women's career progression, often forcing them into part-time employment or career breaks.

The traditional model of leadership as a linear, uninterrupted progression doesn't account for this reality. Supporting career flexibility—such as re-entry programs, part-time leadership roles, and career pauses without penalty—would allow more women to stay on track for executive roles.

At its core, tech is an industry built on innovation. We must extend this mindset to leadership and move towards a more equitable workplace. By embracing change, fostering sponsorship, and measuring meaningful progress, we can unlock the full potential of women in tech leadership and drive lasting transformation across the industry.