Don’t Wait For Permission

Leadership has never been a level playing field. Women who rise to the top do so not just by demonstrating competence but by consistently exceeding expectations, navigating biases and overcoming the unspoken rules that shape career trajectories. This is not for the faint of heart.  To up the ante further, as the recent pushback against DEI initiatives gains momentum—under the argument that they’ve undermined merit-based advancement—many women in senior roles are feeling renewed pressure to justify their place, validate their achievements and prove, once again, that they’ve earned their seat at the table.

Yet, the data has never been clearer: Women in leadership deliver results. A McKinsey & Company report shows that companies with diverse leadership teams are 39 percent more likely to outperform competitors. Harvard Business Review research finds that women score higher than men in 17 of the 19 leadership capabilities that differentiate top-performing leaders—including emotional intelligence, collaboration and resilience. Despite these advantages, the “broken rung” at the first step into management remains the biggest barrier to women advancing, with men still being promoted at higher rates.

If the business case for women in leadership is so strong, why do so many still hesitate to step forward, advocate for themselves or seize opportunities? It’s not a lack of ability—it’s often a lack of self-belief.

If we want to see more women in senior leadership roles, we must first close the courage gap. And that starts with three fundamental shifts.

1. Own Your Value

Your difference is your strength. Stop downplaying it.

Jane Fraser, CEO of Citigroup and the first woman to lead a major Wall Street bank, has spoken about the power of leading authentically rather than conforming to outdated expectations. “I lead with humility and humanity. That’s how I build trust. That’s how I get results.”

Karen Lynch, former CEO of CVS Health—then the highest-ranked company on the Fortune 500 led by a woman—echoes this, emphasizing the importance of embracing what sets you apart. “The best leaders bring their whole selves to work. Authenticity fosters trust, and trust drives performance.”

Yet, many women continue to second-guess their instincts, over-crediting their teams, under-crediting themselves and assuming they need to prove just a little more before they truly belong.

I’ve fallen into this trap myself. Early in my career, I focused more on the experience I didn’t have rather than the expertise I did. I undervalued my insights, assuming that others had more knowledge or authority. I’ve since learned that this pattern is widespread—studies show that women are more likely than men to underestimate their own competence, even when their performance is equal or superior.

The reality is, you don’t have to lead like a man to be a great leader. The most effective leaders leverage their unique strengths—empathy, collaboration, resilience—qualities that women consistently bring to the table. So, stop waiting for someone else to recognize your worth. Own it.

2. Defy Your Doubts

That voice in your head? If you’re like many women, that voice is urging you to pull back at the moments you need to lean forward. Even the most accomplished leaders have battled self-doubt. Indra Nooyi, former CEO of PepsiCo, has openly shared how she struggled with moments of insecurity. But as she put it: “If you sit around waiting for the perfect moment, you’ll never do anything. Jump in. Figure it out.”

Yet, many women hesitate. A Hewlett-Packard study found that men apply for jobs when they meet 60 percent of the qualifications, while women wait until they meet 100 percent. And research published in The Atlantic found that women are more likely to attribute their success to external factors—hard work, help from others—while men are more likely to credit their own abilities.

I’ve seen this time and again in my work with female executives. Despite their intelligence, talent and experience, many hesitate to raise their hands for new opportunities—not because they aren’t capable, but because they don’t feel 100 percent ready.

Here’s what I tell them: You are ready. Confidence isn’t something you wait for—it’s something you build by taking action despite your fear.

3. Take the Chance

The space between what you’re capable of and the actions you’re taking? That’s your courage gap. And the only way to close it is to step forward—before you feel fully prepared.

Mary Barra, CEO of General Motors, took the top job in a male-dominated industry and transformed the company’s vision for the future. Her advice? “Do every job you’re in like you’re going to do it for the rest of your life, and demonstrate that ownership mentality.” In other words, step up fully—don’t wait for permission.

As Oprah Winfrey famously said, “You get in life what you have the courage to ask for.” Yet too often, women hesitate. They wait for the right moment, for more certainty, for permission. But the reality is, the best leaders don’t wait until they feel 100 percent ready—they step forward and figure it out as they go.

If you look at any woman who has shattered barriers—whether it’s Mary Barra redefining the future of the auto industry or Roz Brewer, former CEO of Walgreens Boots Alliance, leading one of the largest global pharmacy chains—you’ll see someone who took risks before she had all the answers. 

Courage is a decision, not a feeling

Women in leadership have never had the luxury of waiting for things to be fair. But we do have the power to decide how we show up.

We can own our value, silence our doubts and take the chance—even when it scares us. Because courage isn’t about being fearless—it’s about refusing to let fear dictate our future.

So, if you’ve been playing small, consider this your permission slip to stop. The world needs you—fully, unapologetically, courageously YOU.

Now, go own it. If you don’t bet on yourself, who will?