Spotlight, Please: Why Women Need More Exposure at Work and How to Gain Visibility
On a recent video call, I was met with a wide smile and a firm request: “Helen, please help Jana* speak up more in meetings and take the lead on projects where her input would be most welcome.”
It’s an ask I have received many times in my coaching practice when it comes to helping women improve their executive presence and increase their visibility at work. What I hear from leaders is that their female employees are getting talked over, shying away from contributing in meetings, not volunteering to join working groups…the list goes on.
Of course, I could spend time unpacking the environment in which this occurs, where organisational barriers hinder women’s professional growth. A research study by George Washington University found that men interrupted 33% more often when they spoke to women than to men. Then we also have the issue of ‘hepeating:’ for example, when a woman says something in a meeting that goes utterly unnoticed, only to be applauded or agreed with once a man repeats the exact same thing. (I hope this is a rare occurrence in your circles!)
And men aren’t the only ones to blame. There is also Tall Poppy Syndrome at play, where women sometimes default to squashing each other rather than singing each other’s praises. The more accomplished an individual becomes, the more likely she is to face aggressions — not only from those in senior roles, but also from peers. We find ourselves competing rather than complimenting each other.
All to say: I think it’s important to revisit how we can support women to stay in the spotlight at work. Exposure is an essential part of everyone’s career growth. It’s not self-promotion for ego — it’s about opportunity, access, and growth. Sadly, women are often told to not be too much, too loud, or too proud. For years, I would wait in meetings for the exact right moment, listening to others in awe, then hold back my own contribution for fear of not sounding as smart or clear (I think I am much better now, but forever a work in progress!). But if we are to grow, deliver, and drive change within organisations and beyond, we must be heard.
Part of the work requires giving ourselves grace and showing others how we intend to be more impactful. The hardest conversation you will ever have is not with your manager or a difficult peer: It’s the one you will have with yourself. One of my coaching clients recently admitted she was not moving forward on an opportunity to gain more visibility — not because of skill or time, but because of her internal negative chatter. What if I seem like too much? Too pushy. Not ready. What if I say something shallow? She was unable to weave a new narrative. I often say that our stories are our trenches. When we play them on repeat, we dig deeper. It’s exhausting, and we forget to look up. Exposure does not come from digging a tunnel; it comes from a thoughtful dose of risk-taking.
Dim the Dialogue
That inner voice often says: Wait your turn. Don’t be a show-off. You’re unprepared. Let’s take ourselves out of the conversation. So, the first step to gaining more visibility is to dim that fear-based dialogue.
Name the script you hear in your head.
Thank it for trying to protect you.
Ask: What would the wiser version of me say right now? Or: What would I tell a younger version of myself?
Say the updated script out loud!
Peer to Ear
Sometimes, partnering up with a peer can help you muster up the courage to speak. Here are some ways to help each other raise the bar:
Ask a colleague who speaks up with ease how they prepare for meetings and handle interruptions.
Join a task force, an ERG, or a cross-functional committee where your voice adds value.
Volunteer to present team results or share a short learning at a lunch & learn.
Pair up with a meeting ‘buddy’ and prep some talking points you could each contribute.
Walk and Talk
Sally Helgesen, author of How Women Rise: Break the 12 Habits Holding You Back From Your Next Raise, Promotion, or Job, talks about one of the limiting factors to increasing exposure: waiting around and expecting others to notice your contributions, rather than sharing them. So, this is your invitation to:
Keep a log of your wins.
When speaking about teamwork, take the opportunity to expand upon your specific role within the team. In that manner, you give everyone the credit whilst also underlining your specific contribution.
When you’re in-person at work, walk the corridor and connect with others. This might sound obvious, but physical visibility is important too — you stay in people’s minds with a simple ‘hello’ or conversation.
Visibility leads to opportunity. People cannot support what they cannot see. The head down, hard work approach is not enough — especially in hybrid workplaces. Do not wait for credit to find you. Put your hand up and let people know where you can add value. Exposure is not pushy. It is participation. It is choosing to be part of the conversation. Often visibility starts with giving yourself permission to be seen. Start by telling yourself: I have an idea worth sharing. You do not have to be the loudest voice in the room, but you do deserve to be heard. You owe it to yourself and the women who walk in your footsteps.
*name has been changed
with joy,
