5 Key Skills For Women to Kickstart their Career Progression

Rachel Holloway, the Chief Executive & Founder of Partners for Reform, shared her insights at the Women in Public Sector Leadership Conference. Rachel is an executive coach and educator specialising in management and leadership. She is skilled at inspiring enthusiasm for learning and development and passionate about helping emerging female leaders position themselves for seniority.

Rachel has over 20 years of experience serving governments and international organisations worldwide, including the United Nations, the Organisation for Economic Co-operation and Development and the Governments of Vietnam, Morocco, Montenegro, and Peru. She brings her understanding of multicultural and functional teams and an acute understanding of the power our individual contributions bring.

In her comprehensive workshop, she delved deeply into key areas critical to career progression, flexible working, burnout prevention, and communication skills for women in the workplace. Each of these areas was explored with practical strategies, research insights, and thoughtful reflections on gender dynamics in professional settings.

Here are 5 Skills for Career Progression:

1. Strategic Influence for Growth

Rachel Holloway began her workshop by addressing the importance of strategic influence for career growth. Women, despite being half of the world’s population and working two-thirds of the world’s working hours, face significant economic and leadership disparities. According to research she presented, women earn just 10% of global income and own less than 1% of global property (UN Women). This stark imbalance highlights the need for systemic change and greater advocacy for gender equality in the workplace.

To overcome these barriers, Holloway emphasised that women need to focus on asserting themselves strategically. She described “strategic influence” as the ability to position oneself effectively within an organisation, not just by working hard but by making oneself visible, building networks, and gaining access to key decision-makers. This requires identifying growth opportunities and positioning oneself to seize them. The idea is not just to advocate for equality but to actively engage in leadership development, leveraging the fact that organisations with higher female leadership are proven to be more profitable and more people-oriented.

2. Flexible Working and Work-Life Balance

A major focus of the workshop was the increasing importance of flexible working arrangements. Holloway highlighted research indicating that flexible working has moved from being a “nice-to-have” to a necessity, particularly for women. She shared that nearly 6% of employees in 2022 changed jobs because of a lack of flexibility, and 12% left their profession entirely for the same reason (CIPD). This represents millions of people globally, underlining how critical workplace flexibility is for retaining top talent.

Holloway encouraged attendees to reflect on what flexibility means to them personally and how they can negotiate for it in their careers. Flexibility could include a variety of working arrangements, such as:

• Remote working (full or part-time)
• Adjusting start and end times to accommodate personal needs
• Compressed hours (working full-time hours over fewer days)
• Job-sharing or part-time roles tailored to personal life stages

She also addressed the Employment Relations (Flexible Working) Act 2023, which was passed in the UK, allowing employees to make two requests for flexible working per year and obligating employers to respond within two months. While this legislation is a positive step, Holloway highlighted that cultural shifts are still needed to make flexible working a standard practice rather than an exception. The onus is on both employees to assert their needs and organisations to view flexibility as a productivity-enhancing approach, not a compromise.

3. Burnout Prevention

Burnout is an issue that Holloway described as increasingly common, particularly following the challenges brought on by the COVID-19 pandemic. She referenced several studies, including one from Deloitte in 2020, which revealed that 77% of professionals had experienced burnout in their current job. The World Health Organization also recognises burnout as an “occupational phenomenon,” further elevating its significance in the workplace.

Burnout manifests in various forms, such as:

• Overload burnout: Caused by an overwhelming workload or intense pursuit of success, which leads to chronic stress and exhaustion.
• Under-challenge burnout: Occurs when individuals feel unstimulated or unengaged by their work, leading to boredom and disconnection.
• Neglect burnout: Results from a feeling of helplessness or lack of agency, where individuals believe their efforts make no difference, fostering a sense of resignation and withdrawal.

Holloway stressed the importance of recognising the early signs of burnout, such as fatigue, lack of motivation, and emotional exhaustion, and acting on them before they escalate. Practical tips for avoiding burnout included:

• Setting boundaries between work and personal life.
• Taking regular breaks to maintain energy levels.
• Cultivating interests outside work to maintain a sense of balance.
• Building strong support networks in the workplace and at home.

She also encouraged attendees not to “push through” burnout but rather to seek help, whether from managers, HR, or mental health professionals, to address the causes and mitigate its impacts.

4. Confidence and Communication in the Workplace

One of the most significant themes of the workshop was the issue of confidence. Holloway pointed out the disparity in feedback that women receive in the workplace compared to men. Women are often told to “be more confident,” without specific guidance on how to develop that confidence or where to focus their efforts. In contrast, men are typically given specific, actionable feedback on how to improve a particular skill or area of work. This generalised advice often leaves women feeling inadequate or unsure of how to progress.

She also addressed gendered communication differences. Holloway explained that women tend to use more words, be more tentative in their speech, and often soften their messages with phrases like:

• “I was wondering if…”
• “Does that make sense?”
• “Maybe we could try…”

While these phrases can be seen as polite or empathetic, they can also undermine the strength of women’s messages, making them appear less confident or assertive. Holloway advised women to speak with clarity and confidence, avoiding language that dilutes their authority.

Imposter syndrome was another important topic. Holloway described imposter syndrome as a pervasive issue, particularly for high-achieving women who often feel they are undeserving of their success. She shared the research of Pauline Clance and Suzanne Imes, who coined the term in the 1970s, noting that many women feel like “frauds” despite their accomplishments. Holloway encouraged attendees to recognise that confidence is situational, and that with experience and self-awareness, women can grow more confident in their abilities over time.

5. Negotiation and Advocacy

In the final section of the workshop, Holloway provided practical tips for negotiating in the workplace. She stressed that negotiation is a critical skill, not just for salary or promotions, but for everyday workplace interactions. Whether it’s negotiating workload, flexible working, or leadership opportunities, knowing how to effectively communicate one’s needs is essential.

Her key negotiation strategies included:

• Being clear and specific about your goals: When asking for something, whether a raise or flexible hours, clarity is crucial. Specific requests are more likely to be granted than vague ones.
• Practising your ask: Holloway encouraged attendees to practice negotiation scenarios with friends, mentors, or colleagues to feel more confident during actual discussions.
• Seeking more than you expect: In negotiations, starting with a higher request often leads to better outcomes. She advised women to ask for slightly more than they expect to receive to create room for compromise.
• Not accepting the first offer: Accepting an initial offer without negotiation may signal inexperience. Holloway advised taking time to consider offers and counteroffers thoughtfully.

Working with Women Advance Their Careers

Rachel Holloway’s workshop was a comprehensive guide for women looking to advance their careers, improve their workplace conditions, and develop essential leadership and communication skills. From advocating for flexible working and preventing burnout to building confidence and mastering negotiation, the workshop equipped attendees with the tools to take charge of their professional lives and break through the barriers that often hold women back in the workplace.

Holloway’s key message was clear: Women have the power and ability to thrive in their careers, but they must assert themselves strategically, develop their leadership skills, and take proactive steps to create balance in their professional and personal lives.

This was presented at the Women in Public Sector Leadership Conference. For the latest insights on this topic, please see our latest event below.

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