Introduction
Summary of the book How Women Rise by Sally Helgesen and Marshall Goldsmith. Before moving forward, let’s briefly explore the core idea of the book. Imagine a world where women no longer feel the need to hide their achievements, silence their potential, or strive for impossible perfection. Picture a future in which female professionals stand tall, celebrate their talents, and lead teams toward extraordinary results. This book invites you to break free from the subtle habits that keep women from soaring. Inside these chapters, you’ll discover hidden patterns—like shrinking physically and verbally, overloading yourself to please everyone, or obsessing over perfection—that limit advancement. You’ll learn how to reclaim authority, channel your energy into strategic relationships, and communicate with purpose. Through relatable stories, gentle guidance, and practical insights, these pages nurture the confidence and clarity you need to step into positions of power. Ready to rewrite old narratives? Start turning the pages, and prepare to rise higher than ever before.
Chapter 1: Revealing the Unspoken Forces Preventing Women from Taking Credit for Their Wins .
Imagine sitting in a room where everyone praises your hard work, yet you still feel uneasy about claiming the spotlight. Many professional women know this feeling all too well. They deliver outstanding results, earn respect from peers, and consistently exceed expectations. However, when the time comes to say, Yes, I made that happen, they hesitate. Instead of confidently standing by their contributions, they dilute their accomplishments with language like, The team did it, or It wasn’t just me. This discomfort in embracing their role as an achiever is deeply rooted in longstanding social norms. It stems from old beliefs suggesting that women should remain humble, supportive, and understated, rather than proudly showcasing their individual talents. As a result, even brilliant female professionals struggle to highlight their value, missing out on opportunities to be noticed, promoted, and rewarded for the brilliance they bring to their work.
This reluctance to claim credit is not due to women lacking self-confidence. Instead, it often arises from internalized social expectations. For centuries, society has subtly encouraged women to focus on helping others shine rather than asserting their own worth. Girls grow into women who fear appearing arrogant, boastful, or overly ambitious. This fear is amplified by a professional environment that still carries traces of these outdated biases. Over time, a well-intentioned desire to be cooperative can morph into an unhealthy pattern of self-minimization. Because of this, women may inadvertently reinforce the idea that their contributions are not as significant as they truly are. This pattern is not just an individual struggle; it reflects a collective conditioning that has shaped how women present themselves in the workplace, making it harder for them to break through barriers and ascend to leadership roles.
The consequences of not owning one’s achievements extend far beyond personal discomfort. Imagine a manager who never acknowledges her breakthroughs, preferring to highlight the team and diminish her personal role. While this might seem polite, it can lower her professional profile and obscure her potential. Other decision-makers might overlook her talent for more vocal colleagues who appear confident about their abilities. Over time, this pattern can limit opportunities, promotions, and raises. It can also reduce trust among her team members, who may wonder why their leader doesn’t proudly represent their collective successes. Ultimately, downplaying accomplishments can send mixed signals about competence and readiness for greater responsibility. It sends a message, however unintentional, that a woman’s work, though stellar, doesn’t warrant front-stage recognition, paving the way for others who are more comfortable claiming the spotlight to advance ahead of her.
To overcome this subtle and deeply ingrained habit, women must practice rethinking the story they tell themselves. Instead of feeling guilt or awkwardness in stating their achievements, they can learn to communicate successes as simply and naturally as stating facts. Emphasizing one’s role is not bragging—it is ensuring that contributions are properly acknowledged. This might mean preparing in advance how to mention accomplishments or even seeking feedback from mentors who can guide them in striking a balance between modesty and assertiveness. By becoming aware of these internal barriers and taking intentional steps to reshape their self-presentation, women can gradually break free from a pattern that keeps them hidden in the shadows. In the long run, this shift in perspective empowers them to step forward, earn promotions, secure leadership positions, and inspire others by standing confidently behind their achievements.
Chapter 2: Freeing Yourself from the Burden of Pleasing Everyone to Unlock Your Professional Power .
Many women grow up learning that pleasing others is a sign of goodness and worthiness. From a young age, they are often rewarded for cooperation and gentleness, praised for deferring to adults, and discouraged from voicing contrary opinions too strongly. This early conditioning becomes a habit that continues into adulthood, especially in the workplace. While being accommodating and empathetic can foster strong relationships, the desire to please at all costs can become a limitation. Instead of confidently expressing their needs or declining unnecessary tasks, women might say yes to everything and everyone. This pattern can leave them overcommitted, undervalued, and overwhelmed. Rather than being seen as generous teammates, they risk appearing hesitant leaders, unable to set boundaries. In a professional environment that demands assertiveness, constantly striving to please others can quietly erode career progression and personal well-being.
This drive to please is often mistaken as politeness or conscientiousness. However, it can trap women in a cycle of putting everyone else’s needs first. For example, a woman might accept extra assignments that do not advance her career simply because she dreads disappointing a colleague. Over time, this can lead to burnout and resentment. It also prevents her from dedicating energy to strategic work that could raise her profile or broaden her influence. Instead of rising through the ranks, she remains stuck, weighed down by the expectations of others. Organizations sometimes reinforce this pattern by placing women in helper roles, where their success depends on always being accommodating. While cooperation is important in any setting, overusing it in place of clear self-advocacy can halt forward momentum and hinder a woman’s ability to lead confidently.
To break free, women need to shift their mindset around approval. Rather than relying on external validation, they can learn to measure their worth by their competence, creativity, and authentic contributions. This might involve practicing the art of saying no more frequently, even if it feels uncomfortable at first. Over time, declining requests that do not serve personal growth or career goals becomes liberating. It sends a clear message: I value my time, my expertise, and my progression. By building the courage to disappoint someone occasionally, a woman can create the necessary space to excel in more meaningful ways. Establishing priorities and communicating them with clarity and kindness allows her to redirect energy toward tasks that build her professional reputation and capabilities. Ultimately, cutting back on people-pleasing can lead to increased recognition, promotions, and a healthier balance between work and personal life.
Learning to value oneself beyond the role of pleaser requires patience and self-compassion. Sometimes it means unlearning old lessons, challenging internal narratives, and trusting that one’s worth does not depend solely on making others happy. It can help to start small: respectfully declining a trivial assignment or expressing a differing opinion in a team meeting. Each step creates a new pattern, gradually replacing the old habit of over-accommodation with a more balanced sense of assertiveness. As women become more comfortable setting boundaries, they discover that respect and admiration from colleagues do not vanish; rather, these colleagues come to view them as strong, decisive, and dependable leaders. In the end, minimizing the urge to please grants women the freedom to direct their careers strategically and shape their professional identities on their own terms, rather than living inside others’ expectations.
Chapter 3: Escaping the Trap of Over-Expertise to Propel Yourself Up the Professional Ladder .
Many women mistakenly believe that the key to advancement is becoming the go-to expert in their current role. They work tirelessly, hone their craft, and achieve flawless outputs, hoping that undisputed skill will naturally lead to promotions. While mastery is admirable, over-investing in expertise can become a hidden trap. When a professional woman dedicates countless hours to perfecting details and proving her worth through relentless work, she risks becoming indispensable exactly where she is. Instead of signaling readiness to handle broader responsibilities, she becomes known as the reliable doer who can’t be spared from her niche tasks. This pattern can stall her progress, as managers often prefer to keep high-performing experts in place rather than promote them. By focusing solely on depth within a single role, she may inadvertently lock herself out of bigger opportunities that require strategic thinking and leadership.
The root of this behavior often lies in a desire to dispel doubts about competence. Women, especially in male-dominated fields, might feel pressured to prove they truly deserve their position. To counter skepticism or past sexist remarks, they overcompensate by delivering flawless results. Yet this strategy can undermine their chances at long-term growth. Rather than being seen as dynamic professionals ready to navigate complex challenges, they risk appearing as specialists confined to a narrow scope. The corporate world values employees who can adapt, oversee teams, and guide strategic decisions. Excessive focus on perfect execution in one role can send the wrong message: that a woman excels at doing the work rather than leading the work. Over time, colleagues and superiors may overlook her leadership potential, typecasting her as a doer rather than the visionary she aims to become.
A key factor in rising through the ranks is building relationships and showcasing a broader set of skills. Working in isolation, tirelessly perfecting technical tasks, can prevent women from networking, cultivating mentors, and participating in projects that stretch their capabilities. Without strong professional connections, it becomes harder to be recognized for larger leadership roles. Over-expertise can thus become a comfort zone—safe, predictable, and controlled—but it rarely paves the way to top-level advancement. To reach higher positions, women need to step outside their comfort zones, embrace new responsibilities, and gain confidence in their capacity to influence people, not just tasks. Instead of pouring all energy into flawless execution, they can allocate time to develop soft skills, communication strategies, and understanding the big-picture goals that drive organizational success. This shift helps others see them as leaders rather than mere specialists.
The path forward involves a willingness to let go of total perfection in one area and invest in broader growth. This doesn’t mean delivering sloppy work; it means recognizing that career development requires balancing detail-oriented mastery with visionary thinking and strategic relationship-building. By doing so, women can step into roles where they guide teams, shape policies, and inform high-level decisions. Seeking out mentors who encourage a holistic approach to career growth can be invaluable. It might mean volunteering for cross-department projects or initiating conversations with executives to understand broader company priorities. Over time, these actions transform a woman’s image from a behind-the-scenes worker bee into a confident leader with potential to rise. Embracing a more balanced approach to skill-building allows women to break free from the over-expertise trap and step boldly into a future filled with elevated opportunities.
Chapter 4: Standing Strong and Taking Up Space: Overcoming the Urge to Physically and Verbally Shrink .
In many professional settings, women unconsciously make themselves smaller. They tuck their feet beneath chairs, keep their arms tight against their bodies, and carefully arrange belongings to occupy as little space as possible. On the other side, men often sprawl comfortably, claiming physical territory with ease. This difference in body language sends subtle signals about confidence and authority. Women’s habit of minimizing themselves is not just a physical posture—it reflects internalized beliefs that they should be agreeable, non-threatening, and unobtrusive. Over time, these subtle habits can influence how colleagues and superiors perceive them. A woman who consistently appears physically withdrawn may unintentionally convey uncertainty, reluctance, or lack of leadership presence. Although no one is consciously judging a person solely by how she sits, these nonverbal cues can accumulate, shaping workplace dynamics in surprising and disempowering ways.
Verbal habits also play a significant role. Women often temper their statements with phrases like This might sound silly, but… or I’m not sure if this is important… Such disclaimers, meant to come across as modest and open-minded, can undermine the strength of their ideas. Instead of appearing thoughtful, they may seem uncertain. Over time, repeatedly using softening language conditions others to treat their input as less authoritative. Combined with physically shrinking behaviors, these verbal patterns make it harder for women to claim a full presence at the table. Just as physical posture sends nonverbal messages, hesitant words set a tone that can limit one’s influence. By minimizing both their physical and verbal presence, women unknowingly signal that they are not fully ready or eager to stand out as leaders.
Overcoming these ingrained patterns involves becoming more aware of body language and choice of words. For example, sitting up straight, spreading out materials confidently, and speaking in a clear, direct voice can instantly shift how one is perceived. This doesn’t mean adopting aggressive poses or yelling over others. Rather, it’s about resisting the instinct to disappear and learning to project calm assurance. When women choose words that convey conviction—saying I believe this approach can help us rather than Maybe we could try this if no one minds—they assert their expertise and value. Practicing this consciously at meetings, presentations, and everyday interactions helps establish a new normal. While it might feel unnatural at first, these small behavioral changes gradually build comfort in taking up space, both physically and verbally.
The benefits of this shift can be profound. As women project more confidence, colleagues learn to respect their contributions, listen more attentively, and consider their insights seriously. Over time, people recognize them as self-assured professionals who can lead teams, propose innovative ideas, and handle challenges effectively. These changes also impact women’s self-perception. By aligning body language and speech with their true abilities and knowledge, they learn to trust themselves more deeply. This heightened self-trust reflects back in stronger performance, clearer communication, and greater professional satisfaction. Breaking the habit of shrinking, both physically and verbally, is about reclaiming the space one deserves. It means discarding outdated notions that a successful woman must be quiet and contained. Instead, it embraces the truth that taking up room—both literal and figurative—is an essential step toward reaching higher positions and full potential.
Chapter 5: Shattering the Chains of Rumination: Learning to Let Go and Move Forward .
Picture yourself replaying a past mistake in your mind, over and over. You wonder, Why didn’t I say something else? or What if I had chosen a different approach? This repetitive cycle is known as rumination—dwelling endlessly on regrets and missteps. While both men and women can get stuck in this mental loop, women are often more inclined to turn inward, blaming themselves and dissecting every detail. Instead of finding solutions, this habit drains energy and clouds judgment. Rumination feeds self-doubt, making errors seem more significant than they really are. It can hinder taking risks, voicing opinions, or embracing challenges in the future. Rather than fueling growth, it traps a woman in her own thoughts, causing her to miss opportunities, stall progress, and grow more anxious about her capacity to succeed.
This inward-directed regret can have serious emotional impacts. Research suggests chronic rumination is linked to depression and decreased problem-solving ability. When someone is stuck replaying a difficult scenario, they invest less effort into forging ahead and more into agonizing over what went wrong. It becomes a mental maze with no clear exit, stirring up emotional turmoil that weakens self-confidence. Women who ruminate may also hesitate to seek promotions or try new assignments, fearing that any future misstep will be a source of endless mental torment. In the workplace, this can result in reduced productivity, strained relationships, and stalled professional growth. By spending too much time on negative internal dialogues, a woman can lose sight of her strengths and unique talents, ultimately limiting her own potential to rise and excel.
Breaking free from rumination involves developing strategies to acknowledge mistakes without becoming consumed by them. One way is to set time limits: allow yourself a brief period to think about what went wrong, identify lessons, and then move on. Another approach is to reframe errors as stepping stones for improvement rather than personal failings. Instead of dwelling on what you did poorly, focus on what you can do better next time. Seeking external perspective—talking to a trusted mentor, colleague, or friend—can also help put things into proportion. They can remind you that everyone makes mistakes and that these experiences are normal parts of learning. By actively guiding your thoughts toward constructive reflections and forward-looking plans, you prevent rumination from taking over. Gradually, you train your mind to treat setbacks as opportunities rather than permanent barriers.
Over time, reducing rumination helps women reclaim their mental energy. This frees them to focus on growth, innovation, and confident decision-making. They feel lighter and more flexible, able to shift gears quickly and adapt to changing circumstances at work. Instead of feeling paralyzed by past errors, they can use those experiences as fuel for future achievements. Breaking the cycle of rumination builds resilience and steadiness—qualities that employers, teams, and clients value in leaders. This shift also leads to improved emotional well-being, making women more likely to step up and shape their careers proactively. By moving beyond the mental replay of old issues, women open space for fresh ideas and bold actions. In essence, leaving rumination behind allows them to rise, take on new responsibilities, and approach the future with courage and clarity.
Chapter 6: Shedding the Heavy Burden of Perfectionism to Embrace Courage and Growth .
The relentless pursuit of perfection might sound admirable, but it often stands in the way of progress. Many women believe they must present flawless work, never make mistakes, and consistently exceed every standard to prove their worth. This perfectionism starts early, as girls are praised for neatness, good behavior, and high grades, while boys are allowed more leeway to explore, take risks, and break a few rules. Over time, these expectations turn into internal pressure. Women strive to dot every i and cross every t, terrified that even a minor slip might confirm doubts about their capabilities. While aiming high can motivate excellence, an all-consuming need for perfection can freeze initiative and discourage bold moves. After all, real career growth often requires risk-taking, and perfectionism kills the courage needed to embrace uncertain opportunities.
When women try too hard to avoid mistakes, they become hesitant to voice unconventional ideas or step into unfamiliar roles. Fear of failing publicly—especially in a culture that scrutinizes female errors more harshly—can paralyze creativity and ambition. Ironically, perfectionism does not guarantee flawless outcomes. Instead, it consumes precious energy that could be spent learning new skills or exploring more strategic responsibilities. Over time, this mindset restricts advancement because leadership roles demand adaptive thinking, rapid decision-making, and acceptance that no path is ever entirely risk-free. Clinging to perfection narrows the scope of what women believe they can achieve, making them overly cautious and slow to seize opportunities that require stepping outside comfort zones. Instead of soaring up the career ladder, they remain confined to safe, predictable tasks, never testing their true potential.
Breaking free from perfectionism means redefining success as growth rather than flawlessness. This shift can start with small changes: a willingness to hand in a report that’s thoroughly researched but not endlessly polished, or the courage to propose an unconventional solution without having every angle figured out. By seeing mistakes as valuable lessons instead of irreparable failures, women become more resilient. Accepting that perfection is unattainable doesn’t lower standards; it sets realistic expectations. This approach encourages them to experiment, learn from feedback, and adapt quickly. Over time, they grow more comfortable with uncertainty and better equipped to handle higher-level responsibilities that demand creative problem-solving. Embracing imperfection also aligns with real-world conditions—economies shift, industries evolve, and great leaders know when to pivot. Letting go of the perfection myth unlocks genuine innovation and genuine confidence.
As women embrace a healthier mindset about performance, they free themselves to take bigger leaps. Instead of waiting until they are 100% sure, they move forward at 80% and refine as they go. This resilience and adaptability become noticeable strengths that build trust with colleagues and supervisors. Others will see a leader who can handle pressure, learn from setbacks, and guide a team through unpredictability. Most importantly, women who relinquish the perfectionism burden discover a more satisfying professional life. They feel energized by progress, not exhausted by endless polishing. They savor achievements as genuine milestones, not just as relief from pressure. Over time, these changes translate to opportunities for advancement, since organizations seek leaders who can navigate complexity without crumbling under unrealistic expectations. Discarding perfectionism thus becomes a strategic advantage on the journey toward personal and professional growth.
Chapter 7: Widening Your Professional Circle: Using Strategic Relationships to Gain Visibility and Influence .
Expertise, diligence, and reliability are essential qualities, but without a network of allies, mentors, and advocates, career growth can stall. Too often, women remain so focused on executing their tasks perfectly that they forget to invest in building meaningful relationships at work. In reality, advancement often depends on who knows your name, who has seen you shine, and who can vouch for your potential. Professional connections open doors to projects that stretch skills, leadership development programs, and direct introductions to decision-makers. While maintaining strong performance is critical, being visible and well-connected helps ensure your talents are recognized. This isn’t about manipulating people; it’s about learning to share your work more broadly, support colleagues, and let others see the value you bring. Such steps gradually shape the reputation of a woman as a person with leadership promise.
Building these connections means stepping outside comfort zones. For instance, volunteering for cross-functional initiatives allows women to work alongside individuals from different departments and gain exposure to a wider audience. Engaging in mentoring relationships—both by seeking mentors and eventually mentoring others—can broaden insights and enhance credibility. Attending conferences, workshops, and networking events fosters conversation and collaboration, potentially leading to new opportunities. Strengthening ties with influential figures can also be subtle: offering to help with a team-wide presentation, sharing an industry article that might interest a department head, or simply asking a senior executive for a quick coffee meeting to learn from their experiences. Over time, these intentional acts of connection shift how people perceive a woman’s role in the organization. She is no longer just a diligent worker, but a professional actively shaping the company’s future.
Developing a network doesn’t mean losing authenticity. In fact, sincere curiosity and genuine respect are the foundations of lasting professional relationships. By listening attentively, celebrating others’ successes, and showing appreciation, women can build a support system based on trust rather than superficial exchange. Over time, allies become sounding boards for new ideas, mentors offer guidance during challenging transitions, and colleagues recommend one another for promotions. These relationships counteract potential biases or misconceptions that can occur when a woman’s capabilities remain hidden behind silent, perfect work. Instead, her supporters can highlight her strengths in meetings where she isn’t present, champion her initiatives, and ensure her voice is heard. This supportive network not only helps her advance but also fosters a community of mutual uplift, where more women find opportunities to rise together.
As women strengthen their professional ties, they gain the confidence and influence needed to move upward. They become known not just for impeccable execution but also for leadership qualities—encouraging teamwork, driving innovation, and communicating vision. These attributes form a compelling case for promotions, raises, and invitations to high-level discussions. Over time, strategic relationships help women transcend roles that keep them locked in place. Being part of a broader professional fabric allows them to see new paths forward, identify mentors who navigated similar obstacles, and become mentors themselves. The visibility gained ensures that when significant projects arise, their names come to mind as natural choices for leadership. By viewing networking and relationship-building as integral to growth—rather than optional extras—women position themselves to stand confidently in spaces of influence and guide their careers toward their highest aspirations.
Chapter 8: Communicating with Impact: Transforming from Excessive Talk into Strategic Expression .
Communication style matters. While conversation helps build connections, too much talk can dilute messages. Some studies suggest women may speak more words per day than men. This isn’t inherently wrong; it can foster closeness, understanding, and empathy. However, in certain professional arenas—like boardrooms or high-level negotiations—lengthy explanations or excessive details can be misconstrued as uncertainty or lack of confidence. Being known for conciseness can enhance how seriously people take one’s contributions. Communicating with clarity and brevity can project authority and competence, making superiors and peers more inclined to listen carefully. Instead of perceiving talkativeness as friendly chatter, decision-makers may see it as indecisiveness. Learning to channel communication energy into crisp, well-planned statements is crucial. By carefully choosing words, cutting unnecessary fluff, and focusing on key points, women can elevate their presence in important discussions.
This shift doesn’t mean silencing yourself. It means knowing your purpose before you speak. Is your goal to inform, persuade, solve a problem, or secure agreement? By defining the intention, you ensure every sentence contributes to the desired outcome. Similarly, preparing key talking points in advance—especially for critical meetings—strengthens the quality of input. Rather than rambling or thinking aloud, you present reasoned arguments and concrete examples. Practicing this approach can feel awkward initially, but it soon becomes second nature. Over time, colleagues and managers notice that when you speak, you provide value. This can boost your credibility, encourage others to see you as a serious candidate for leadership, and expand your influence. Strategic communication isn’t about talking less just for the sake of it; it’s about talking smarter.
As women refine their communication style, they discover surprising benefits. Meetings become more productive when everyone’s input is succinct and impactful. Senior leaders respect those who can get straight to the heart of an issue, making decision-making faster and more effective. This efficiency often leads to greater opportunities, as people trust that you respect their time and can deliver insights without unnecessary clutter. On a personal level, mastering strategic brevity builds confidence, because you learn to trust your own judgment about what matters and what can be trimmed away. Being concise doesn’t mean losing warmth or empathy. You can still acknowledge others’ perspectives, but you do so thoughtfully, without wandering off track. Ultimately, developing this skill teaches you to think more critically about your words, turning communication into a powerful tool rather than a casual habit.
With practice, strategic communication becomes a hallmark of your professional brand. People recall that your contributions move projects forward, clarify confusion, and help resolve conflicts. You gain a reputation as someone who can crystallize complexity into clear, actionable guidance. Over time, this enhanced credibility can translate into promotions, bigger projects, and a seat at decision-making tables. Leaders want team members who can articulate visions and directions with precision. This newfound strength complements other shifts—like valuing accomplishments, balancing cooperation with assertiveness, and building networks of allies. Together, these changes enable women to rise in their organizations and industries, cutting through old patterns that once held them back. By refining how they speak, women give themselves another powerful tool in their journey toward professional advancement, showing the world they can influence outcomes through well-chosen, confident, and purposeful words.
All about the Book
Discover transformative strategies in ‘How Women Rise’ to overcome self-limiting behaviors. This empowering guide helps women achieve leadership success and break through barriers, inspiring professional growth and personal breakthroughs in today’s competitive world.
Sally Helgesen and Marshall Goldsmith are renowned leadership experts, authoring bestsellers that empower individuals to maximize their potential and cultivate effective leadership strategies.
Executive leaders, HR professionals, Management consultants, Mentors and coaches, Women in corporate roles
Leadership development, Networking events, Personal growth workshops, Book clubs focused on empowerment, Public speaking engagements
Gender bias in the workplace, Imposter syndrome among women, Challenges in women’s leadership ascent, Work-life balance for female professionals
Success is not just about what you accomplish, but also about what you inspire others to do.
Sheryl Sandberg, Melinda Gates, Indra Nooyi
Top 10 Business Book of the Year, Leadership Book Awards – Best Leadership Book, Women’s Business Enterprise National Council Book Recognition
1. How can you enhance your visibility at work? #2. What strategies help in overcoming self-doubt? #3. How do you leverage your strengths effectively? #4. What is the importance of seeking feedback regularly? #5. How can you build a supportive network? #6. Why is setting boundaries essential for success? #7. How should you communicate your accomplishments confidently? #8. What role does resilience play in career advancement? #9. How can you embrace risk-taking in opportunities? #10. What are effective ways to mentor other women? #11. How can you navigate office politics successfully? #12. Why should you focus on solutions, not problems? #13. How do you create a personal brand? #14. What methods help in developing emotional intelligence? #15. How can you manage work-life balance better? #16. Why is collaboration vital for women’s success? #17. How should you approach difficult conversations at work? #18. What strategies help in cultivating leadership skills? #19. How can you advocate for yourself and others? #20. Why is it important to celebrate your achievements?
How Women Rise, Sally Helgesen, Marshall Goldsmith, women empowerment, leadership skills for women, professional growth for women, overcoming self-limiting beliefs, self-improvement for women, career advancement, female leadership, personal development, workplace success for women
https://www.amazon.com/How-Women-Rise-Twelve-Skills/dp/1119471306/
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