{"id":58435,"date":"2025-03-12T12:01:16","date_gmt":"2025-03-12T12:01:16","guid":{"rendered":"\/accr952\/3-top-tips-for-women-leaders-self-promotion\/"},"modified":"2025-03-12T12:01:16","modified_gmt":"2025-03-12T12:01:16","slug":"3-top-tips-for-women-leaders-self-promotion","status":"publish","type":"product-content","link":"https:\/\/www.mindtools.com\/accr952\/3-top-tips-for-women-leaders-self-promotion\/","title":{"rendered":"3 Top Tips for Women Leaders to Get Comfortable with Self-Promotion"},"content":{"rendered":"

You\u2019ve likely heard of the gender pay gap, but how about the gender self-promotion gap?<\/p>

It might be no surprise to learn that research shows women are significantly less likely than men to rate their achievements highly and speak out about them \u2013 even when they know they\u2019ve done a great job. [1]<\/p>

There are plenty of reasons for this, from cultural expectations that women should be modest, to the fact that leadership is still largely male-dominated, making women more hesitant to claim their successes. The result? Women often miss out on the recognition, opportunities and promotions they deserve.<\/p>

But here\u2019s the good news: you don\u2019t need to become a loud self-promoter to be seen. If you\u2019ve made it to leadership, you already have great self-advocacy skills, so it\u2019s just about refining them.<\/p>

With a few subtle mindset shifts, you can ensure that your work gets the recognition it deserves, in a way that feels natural and authentic. By doing so, you don\u2019t just benefit your own career; you also play your part in closing the self-promotion gap a little more, inspiring the women around you to claim their own successes too.<\/p>\n\n

3 Tips for Promoting Yourself Authentically<\/strong><\/h2>\n\n\n\n

1. Beat the \u201cDouble Bind\u201d<\/strong><\/h3>\n\n

Picture this: two women are asked to present their monthly results in a leadership meeting.<\/p>

The first, Anna, confidently highlights her contributions and how her decisions led to a successful outcome. Afterward, she overhears a colleague describe her as \u201cself-important.\u201d<\/p>

The second, Kari, deflects praise and focuses only on her team\u2019s hard work. Later, she\u2019s told that she \u201clacks executive presence<\/a>.\u201d<\/p>

Both women have fallen into the double bind: a bias where female leaders are either seen as \u201ctoo assertive\u201d or \u201cnot assertive enough.\u201d To navigate this, we need to shift the focus from “self” to “impact.”<\/p>\n\n

Let\u2019s Act:<\/strong><\/h3>\n\n