The Only Woman in the Room: How to Make Your Voice Heard in Leadership while Breaking Barriers
- Monique Powell
- Mar 5
- 9 min read
Breaking Barriers, Owning Your Space
You step into the conference room. The air is thick with decision-making energy—executives, stakeholders, high-powered voices filling the room. You scan the table, take a deep breath, and there it is: you’re the only woman in the room.
Let’s get one thing straight—you’re not there to check a diversity box. You’re not a “female hire.” You’re there because you earned it.
But let’s also be real: the landscape is shifting. The conversation around diversity, equity, and inclusion (DEI) has been louder than ever, yet recent rollbacks in corporate DEI initiatives have put progress in jeopardy. In 2023, more than 1 in 3 companies dialed back their DEI efforts (Harvard Business Review, 2023), and political tensions have pushed organizations to reassess, rebrand, or outright abandon DEI programs (Forbes, 2024).
So what does that mean for you? It means that if you're a woman in leadership, you may feel the unspoken pressure to prove you belong. But let me tell you: you don’t have to prove what’s already true.
Despite making up nearly 47% of the workforce, women still hold:
10.4% of CEO positions in Fortune 500 companies.
28% of leadership roles in STEM fields.
Less than 25% of executive leadership roles in finance, tech, and government (McKinsey & Company, 2023).
So yes, we’ve made progress. But the challenge isn’t just about getting a seat at the table—it’s about making sure your voice carries weight once you’re there.
If there’s one thing I’ve learned, it’s this:
If you aren’t convinced you belong in the room, you won’t convince anyone else.
This isn’t about blending in—it’s about showing up, speaking up, and making your mark. You’re not just there to participate in the conversation—you’re there to shape it.
Let’s talk about how to own your space, command respect, and make sure that when you speak, people listen. Because the best way to shatter glass ceilings? Turn them into steppingstones.
The Women Who Paved the Way: Owning Their Presence & Power
Women in history didn’t wait for permission to lead. They spoke up, took action, and made their voices matter—despite resistance, bias, and systemic barriers. Their stories aren’t just history; they’re playbooks for leadership that every woman can draw from today.
Here are three trailblazers who broke ceilings, challenged norms, and left lessons in leadership, resilience, and strategic influence:
Katherine Johnson
(The Human Computer Who Launched Us into Space)
Legacy: A mathematician at NASA, Johnson’s calculations were critical to the success of the Apollo 11 moon landing and the safe return of astronauts. She was one of the first Black women in her field, working in a segregated office where her intelligence was often overlooked—until her work proved indispensable.
Lesson for Today’s Leaders: Master your craft so thoroughly that your work speaks louder than the bias against you. Johnson didn’t demand a seat at the table—she became so valuable that NASA couldn’t afford to ignore her. In high-stakes environments, competence is your strongest currency.
Actionable Insight:
Be over-prepared for key meetings and decisions.
Let data, results, and logic amplify your voice.
Position yourself as the go-to expert in your field.
Mary Barra
(The First Female CEO of a Major Global Automaker)
Legacy: In 2014, Mary Barra became the first woman to lead a major global automotive company, breaking into one of the most male-dominated industries. Under her leadership, GM has shifted toward electric vehicles (EVs), sustainable innovation, and workplace inclusivity. She has also navigated GM through crises, including the recall scandal early in her tenure, proving her resilience and ability to lead under pressure.
Lesson for Today’s Leaders: Leadership isn’t about where you come from—it’s about where you take your organization. Barra worked her way up from an entry-level job at GM, proving that expertise, strategic vision, and grit matter more than gender or background.
Actionable Insight:
Embrace innovation. Barra is pushing GM toward an all-electric future—showing that leaders must anticipate change, not react to it.
Own your mistakes and fix them. After inheriting a massive vehicle recall crisis, she took full accountability and focused on solutions.
Build credibility through expertise. She knows the industry from the ground up, which gives her authority in decision-making.
Shirley Chisholm
(First Black Woman in Congress)
Legacy: In 1968, Shirley Chisholm made history as the first Black woman elected to the U.S. Congress, representing New York’s 12th congressional district. But she didn’t stop there—just four years later, in 1972, she became the first Black woman to run for the Democratic presidential nomination, defying both racial and gender barriers. Her campaign slogan? “Unbought and Unbossed.”
Chisholm wasn’t just a trailblazer—she was a force. She fought for racial and gender equality, social justice, and policies that supported marginalized communities. Throughout her career, she championed minimum wage increases, education reform, and healthcare access, proving that leadership isn’t about fitting in—it’s about standing up.
Lesson for Today’s Leaders: You don’t need permission to lead—if the door isn’t open, build your own entrance. Chisholm refused to be silenced or sidelined. She understood that real change doesn’t happen by waiting—it happens by pushing forward, even when the odds are stacked against you.
Actionable Insights for Women in Leadership:
Be bold and unapologetic about your ambitions. Chisholm ran for president when few thought a Black woman could. She did it anyway.
Stay true to your values. Her career was defined by fearless advocacy, not political convenience.
Use your platform to create change. Chisholm didn’t just hold a position—she used it to challenge inequality.
Think PMO’s Maxims & Leadership Playbook: Owning Your Space with Confidence
March is Women’s History Month, a time to honor the women who have broken barriers, challenged norms, and reshaped leadership across industries. But history is still being written. As a woman in leadership today, you are part of that story. Owning your space is not just about being in the room—it is about making an impact once you are there.
At Think PMO, we believe leadership is not about fitting in, it is about standing out with purpose. These maxims and strategies will help you command respect, amplify your voice, and leave a lasting impact in every leadership space you step into.
If You Are Not Convinced You Belong in the Room, You Will Not Convince Anyone Else
Confidence is contagious. If you hesitate or second-guess yourself, others will too.
Own your presence, speak with certainty, and trust your expertise. People will believe in your leadership when you do.
Think PMO Tips:
Start with a strong posture. Stand tall, make eye contact, and project confidence.
Speak in definitive statements. Say, “I believe we should move forward with this plan because...” instead of “I think this might work.”
Prepare before key discussions. Knowledge and preparation build confidence.
It Is Not About the Dress and Heels; It Is About Being Well-Put Together
Your appearance is a reflection of your attention to detail and preparation.
You do not need to wear expensive clothes, but you do need to look intentional and polished.
Think PMO Tips:
Dress for the role you want, not just the one you have.
Pay attention to details—well-maintained clothing, neat hair, and a professional look matter.
First impressions last. People form opinions in the first few seconds of meeting you—make them count.
Speak with Confidence, Even When You Do Not Feel It
The way you speak shapes how people perceive you.
Confidence in your voice is just as important as confidence in your ideas.
Think PMO Tips:
Lower your pitch slightly. Studies show lower-pitched voices are perceived as more authoritative.
Eliminate filler words. Cut out “um,” “I think,” and “you know.”
Pause for emphasis. Own the moment and let your words land.
You Do Not Have to Be Anyone Else, Be You
Diversity in leadership is about perspective, not just representation.
Your background, experiences, and insights bring value—do not dilute them.
Think PMO Tips:
Leverage what makes you unique. Your perspective is an asset.
Identify your leadership style and own it. Whether you are analytical, visionary, or people-driven, authenticity builds credibility.
People follow leaders they connect with, not imitations of someone else.
Support Your Evidence Without Explaining Too Much
Women often feel the need to over-explain to gain validation. Do not fall into that trap.
Say what needs to be said and trust that your expertise stands on its own.
Think PMO Tips:
Lead with results. Instead of saying, “I think this is a good approach,” say, “Our last campaign increased revenue by 15 percent, and here is how we can scale that further.”
Use the power of three. People remember ideas best when presented in sets of three. Keep your reasoning structured and concise.
Stop seeking permission to lead. Say what needs to be said, then let the room respond.
A Trailblazer Must Be Tenacious—Push Through the Hard Times
Leadership comes with resistance, setbacks, and criticism. The best leaders do not let obstacles define them.
If no one is challenging you, you are not pushing hard enough.
Think PMO Tips:
Expect resistance. If you are breaking barriers, there will be pushback. Keep going.
Turn rejection into strategy. Use every “no” as an opportunity to refine your approach.
Have a strong “why.” Your mission should be bigger than any obstacle you face.
Tips for Men in a Room with One Woman: Encouraging Diversity While Valuing Performance
Diversity in leadership is not just about representation—it is about leveraging different perspectives to make better decisions. If you are a man in a room where only one woman is present, your role in fostering inclusivity is critical. However, it is equally important to remember that she is not there because of her gender—she is there because she earned it. Your actions can help create an environment where her voice is valued, respected, and heard without making her feel tokenized.
Here are practical ways to encourage diversity while reinforcing performance-based leadership.
Acknowledge Expertise, Not Just Presence
Women in leadership do not need validation for being in the room, they need their ideas and contributions taken seriously.
Recognize their expertise the same way you would recognize anyone else’s—through the value they bring, not their identity.
What to Do:
If she presents a solid idea, acknowledge its merit: “That is a strong point, let’s explore that further.”
Avoid statements that highlight her gender instead of her work, like “It’s great to have a female perspective.”
Treat her insights with the same weight and respect you would give to a male colleague’s contributions.
Check Your Unconscious Bias
Unconscious bias can shape interactions in ways you may not notice.
Studies show that women are interrupted more often than men, their ideas are sometimes credited to others, and they are held to higher performance standards.
What to Do:
Pay attention to who speaks the most in meetings and whether interruptions disproportionately happen to women.
If someone repeats an idea she previously mentioned, say: “That builds on what she said earlier—let’s revisit her point.”
Ensure feedback is performance-based, not personality-based. Instead of saying “You are too aggressive”, frame it as “Let’s refine how we communicate this strategy.”
Amplify, Do Not Speak Over
Women do not need men to speak for them. They need the same amplification men receive in professional settings.
Some environments make it harder for a single voice to be heard—helping amplify that voice without overshadowing it makes a difference.
What to Do:
If she is interrupted, redirect the floor back to her: “I would like to hear her finish her thought before we move on.”
If her idea is dismissed but later repeated by someone else, say: “That was the same idea she mentioned earlier, let’s revisit her original point.”
Use your own influence to back strong ideas: “I completely agree with her perspective—this aligns with our goals.”
Encourage Leadership Opportunities
If she is the only woman in the room, chances are there are not enough women in leadership overall.
Fostering an inclusive environment means creating space for more women to lead, present, and make decisions.
What to Do:
When selecting team leads, panelists, or decision-makers, ensure gender diversity is present.
If leadership opportunities arise, recommend based on expertise, not comfort zones: “She led a similar project successfully—she would be a great choice for this initiative.”
Offer mentorship or sponsorship where appropriate, focusing on performance and career growth rather than just inclusion efforts.
Treat Women as Equals, Not Exceptions
Avoid overcompensating by singling her out or making gender the focus of interactions.
The goal is not to create special treatment—it is to ensure equal treatment.
What to Do:
Do not assume she speaks for all women—treat her as an individual, just as you would with a male colleague.
Avoid making statements like “We need a woman’s take on this”—instead, ask for her insight based on expertise.
Give constructive feedback just as you would to a male colleague—being overly cautious can be just as harmful as being dismissive.
Final Thoughts: Lead with Confidence, Influence with Purpose
Women in leadership are not there to check a box—they are there because they have earned it. The real challenge is not just getting a seat at the table, but ensuring that your voice carries weight when you get there.
Leadership is about persistence, strategic influence, and the ability to push through resistance—but no leader succeeds alone. Building a strong support system can accelerate your growth and expand your influence in meaningful ways.
Ways to Gain Support and Strengthen Your Leadership:
Find a Mentor or Sponsor – A mentor provides guidance and advice, while a sponsor actively advocates for you in leadership circles. Seek someone who has navigated similar challenges and can offer strategic insights.
Build a Network of Allies – Connect with peers, mentors, and executives who value diverse leadership and can amplify your voice. A strong network increases visibility and opens doors to new opportunities.
Pay It Forward: Mentor the Next Generation – As you rise, lift others up with you. Mentoring solidifies your expertise and helps build a culture of inclusion for future women leaders.
Join Leadership Groups & Associations – Professional groups like Women in Technology, Lean In Circles, or industry-specific leadership forums provide resources, networking, and support to navigate executive roles.
Own Your Personal Brand – Your reputation as a leader extends beyond the boardroom. Share insights, speak at conferences, publish articles, or contribute to industry discussions to establish yourself as a thought leader.
Leadership is not just about occupying space—it is about shaping the conversation, driving impact, and creating pathways for others. Lead with confidence, influence with purpose, and leave a legacy that empowers future leaders.
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