Name: How women can achieve more prominent roles in their organisations
Uploaded: 2022-09-23T12:58:07.827Z
Duration: 273.12
Description: Sterling Ingui, Amber Hall and Ivy Ross make the case for how women can reach leadership roles. Based on their career journeys, these three leaders answer talent strategies to achieve better.

How women get more prominent position in organisation.vtt

English

{{00:00:09}}
What kind of advice, or strategies,
might you be able to offer women

{{00:00:37}}
to help them achieve more prominent
roles in their organizations?

{{00:00:41}}
Tap into your essential self,
like be fearless to be yourself.

{{00:00:45}}
And often it's hard for us to promote
ourselves or talk about ourselves.

{{00:00:51}}
It's interesting.

{{00:00:52}}
I think there was a design
competition or technology competition.

{{00:00:59}}
I think it was, I won't say who it
was, but it was, the young woman

{{00:01:04}}
who ran it, came to me one day
and said, Ivy, it's crazy that no

{{00:01:06}}
women are winning these awards.

{{00:01:09}}
And we looked, luckily now, when
you can enter things online, you

{{00:01:15}}
could see where they would drop
out of the applications like

{{00:01:19}}
abandoning the shopping cart.

{{00:01:21}}
And it was at the point where it,
it asked, tell us what greatness

{{00:01:26}}
basically you have done or achieved.

{{00:01:28}}
And it was like, somehow it intimidated
them because that's where they

{{00:01:32}}
all abandoned the application.

{{00:01:34}}
And so I think this idea we have to
get comfortable with talking about

{{00:01:39}}
our achievements, you know, I think
it's just not something that's in

{{00:01:44}}
our means or our genes as much.

{{00:01:48}}
So my advice would be to be proud
of those achievements and just

{{00:01:53}}
start practicing articulating it
and to be fearless to be yourself.

{{00:01:59}}
If you think about growing
your career, it's a strategy

{{00:02:02}}
at the end of the day, right?

{{00:02:03}}
And so actually having a
strategy, actually having

{{00:02:08}}
a plan I think is, is key.

{{00:02:09}}
And I think there's a couple elements
that make that strategy successful.

{{00:02:13}}
One, knowing what you bring, knowing
what you, through your education

{{00:02:18}}
or through your experience,
where you truly create value

{{00:02:20}}
that someone else can't provide.

{{00:02:22}}
And then saying, what are my areas of
growth that I need to really harness?

{{00:02:30}}
And I find that the more junior
you are in career, the more okay

{{00:02:34}}
it is to make mistakes, right.

{{00:02:36}}
And to try and try and try again.

{{00:02:37}}
So I have found with my own career
and for others, try more roles

{{00:02:42}}
sooner rather than later, because
if you, when you're eager and you're

{{00:02:46}}
young, oftentimes that means there
might not be a family involved.

{{00:02:50}}
There may just be more
flexibility to travel or whatever.

{{00:02:53}}
Go get those experiences because I
find in organizations that's often

{{00:02:57}}
what they assess you from, is not
just the education that you bring,

{{00:03:01}}
but the experiences that you have
that set you apart from others.

{{00:03:04}}
And so for me, I recommend,
you know, know what you

{{00:03:08}}
bring and, and exploit it.

{{00:03:10}}
Cause that's what you're good at.

{{00:03:11}}
But on the other side, where you
need to grow, you need to find people

{{00:03:14}}
within an organization that are
either willing to let you work on a

{{00:03:17}}
project or willing to let you take
on a role where you can grow and

{{00:03:20}}
expand your capability so that when
they're comparing you to someone else,

{{00:03:25}}
they see you as a cross-functional
multidisciplinary thought leader within

{{00:03:29}}
an organization versus you just kind
of built your expertise in this role?

{{00:03:33}}
I think that there's, there's
something to be said for, you know,

{{00:03:35}}
expert to wanna grow, you know just
up the chain in that one field and

{{00:03:40}}
that's totally fine, but I think
more and more because our consumers

{{00:03:43}}
dynamic, and so as the product, you
know, now becoming more dynamic,

{{00:03:47}}
I think the leaders have to too.

{{00:03:49}}
And so I think the more you can
spend time having exposure to other

{{00:03:53}}
parts of the business, one, it helps
you build empathy because then you

{{00:03:56}}
can be a better business person
or business partner at the table.

{{00:03:59}}
But then also I think strategically
when you're making tough decisions,

{{00:04:03}}
you've thought about some of the
other aspects of the company that

{{00:04:06}}
I believe make you a better leader.

{{00:04:09}}
I think, first I would ask women to
not think of themselves as a woman in

{{00:04:15}}
marketing or a female in technology.

{{00:04:17}}
But think about all of the skills
and expertise you bring as an

{{00:04:21}}
individual and as a leader, and
focus on those and bring those

{{00:04:25}}
forward in their conversations.

What kind of advice, or strategies,
might you be able to offer women

to help them achieve more prominent
roles in their organizations?

Tap into your essential self,
like be fearless to be yourself.

And often it's hard for us to promote
ourselves or talk about ourselves.

I think there was a design
competition or technology competition.

I think it was, I won't say who it
was, but it was, the young woman

who ran it, came to me one day
and said, Ivy, it's crazy that no

And we looked, luckily now, when
you can enter things online, you

could see where they would drop
out of the applications like

And it was at the point where it,
it asked, tell us what greatness

And it was like, somehow it intimidated
them because that's where they

And so I think this idea we have to
get comfortable with talking about

our achievements, you know, I think
it's just not something that's in

So my advice would be to be proud
of those achievements and just

start practicing articulating it
and to be fearless to be yourself.

If you think about growing
your career, it's a strategy

And so actually having a
strategy, actually having

And I think there's a couple elements
that make that strategy successful.

One, knowing what you bring, knowing
what you, through your education

or through your experience,
where you truly create value

And then saying, what are my areas of
growth that I need to really harness?

And I find that the more junior
you are in career, the more okay

So I have found with my own career
and for others, try more roles

sooner rather than later, because
if you, when you're eager and you're

young, oftentimes that means there
might not be a family involved.

There may just be more
flexibility to travel or whatever.

Go get those experiences because I
find in organizations that's often

what they assess you from, is not
just the education that you bring,

but the experiences that you have
that set you apart from others.

And so for me, I recommend,
you know, know what you

But on the other side, where you
need to grow, you need to find people

within an organization that are
either willing to let you work on a

project or willing to let you take
on a role where you can grow and

expand your capability so that when
they're comparing you to someone else,

they see you as a cross-functional
multidisciplinary thought leader within

an organization versus you just kind
of built your expertise in this role?

I think that there's, there's
something to be said for, you know,

expert to wanna grow, you know just
up the chain in that one field and

that's totally fine, but I think
more and more because our consumers

dynamic, and so as the product, you
know, now becoming more dynamic,

And so I think the more you can
spend time having exposure to other

parts of the business, one, it helps
you build empathy because then you

can be a better business person
or business partner at the table.

But then also I think strategically
when you're making tough decisions,

you've thought about some of the
other aspects of the company that

I think, first I would ask women to
not think of themselves as a woman in

But think about all of the skills
and expertise you bring as an

individual and as a leader, and
focus on those and bring those

Expert Insight

Sterling Ingui, Amber Hall and Ivy Ross make the case for how women can reach leadership roles. 
Based on their career journeys, these three leaders answer talent strategies to achieve better.

medium_https_2F2Fblogs-images.forbes.com2Frimmaboshernitsan2Ffiles2F20172F112FIvy_Ross_010_Web640sq.jpg

small_https_2F2Fblogs-images.forbes.com2Frimmaboshernitsan2Ffiles2F20172F112FIvy_Ross_010_Web640sq.jpg

thumbnail_https_2F2Fblogs-images.forbes.com2Frimmaboshernitsan2Ffiles2F20172F112FIvy_Ross_010_Web640sq.jpg

https_2F2Fblogs-images.forbes.com2Frimmaboshernitsan2Ffiles2F20172F112FIvy_Ross_010_Web640sq.jpg

Ivy Ross

Vice President of Design for Hardware Products 

thumbnail_SterlingIngui-285x300.png

xsmall_SterlingIngui-285x300.png

SterlingIngui-285x300.png

Sterling Ingui 

VP Business Information Security   

large_amber-79288a1507ae4681fecdf8c738aca308.jpg

medium_amber-79288a1507ae4681fecdf8c738aca308.jpg

small_amber-79288a1507ae4681fecdf8c738aca308.jpg

thumbnail_amber-79288a1507ae4681fecdf8c738aca308.jpg

amber-79288a1507ae4681fecdf8c738aca308.jpg

Amber Hall

Strategic Foresight Manager 

Introduction

Ivy Ross said, "Be fearless to be yourself".
Women have to get comfortable to promote themselves and talk about their achievements.

Chapter 1: Ivy Ross

Having a strategy is key to growing your career. 
For Amber Hall the elements of this strategy could be:
Knowing what you bring
Knowing your areas of growth 

Chapter 2: Amber Hall

Instead of your industry or your role, think about the skills and expertise you bring to  your organization. 