ISHOO RAJAMOHAN COACHING

How can you communicate your credibility when you have nothing left to prove as a seasoned woman in leadership? When your knowledge, presence and achievements should speak for themselves, without question? Here are the two approaches I taught in my recent Director's Cut Roundtable on Closing the Credibility Gap: the egoic and the relational approach. The egoic approach instantly puts you on the back foot, while the relational approach diffuses the pressure on you to prove you

How can you communicate your credibility when you have nothing left to prove as a seasoned woman in leadership? When your knowledge, presence and achievements should speak for themselves, without question? Here are the two approaches I will be teaching in tomorrow's Roundtable: the egoic and the relational approach. The egoic approach instantly puts you on the back foot, while the relational approach diffuses the pressure on you to prove yourself. I will also lead a brief

How does doing too much cost you your professional reputation, rather than make you be seen as the person who can hold it all? I see it time and time again: the temptation faced by women working in majority male industries to overgive, overdeliver, prove their worth. Perhaps you want to display equal competence to male colleagues or other women whom you fear have greater access to opportunities than you. Sometimes the scarcity of opportunities to be visible (especially if you

Last year I was approached for coaching by someone whose work life balance had become untenable. My coachee was leading a high pressure project with a tight budget, and sometimes worked 7 days a week to get things done. This had been her work pattern since the Covid years, and yet she couldn't voice her struggles with how the schedule was impacting her and her loved ones. Maybe you can relate to this too: compromising on your needs and values in the short term, then allowing

Yesterday my fellow mentors and I met with potential mentees from the Master's in Entrepreneurship and Innovation programme at Lund University here in Sweden, where I have been a mentor since last year. A couple of them asked me what I was expecting from a mentee. They probably didn't expect me to say that I want them to lead as equals. These are after all, past, present or future leaders of companies and I see them as no less than that in our mentoring relationship. Becaus

Ever felt like you were not able to fully show up from a place of power in your relationship with your manager or team leader? Then managing up might be the skill that you need to learn. It is often an underdeveloped skill that more women working in majority male industries should lean into, in my opinion, as this only serves to amplify their impact and contribution to their teams, leading to the end outcome of greater success in your career, which you no doubt want to enjoy.

I had a great conversation with Sheryl Miller last week on women's journeys into leadership. We talked about how some of the leadership and career development advice out there really lands with women, why generic advice or one woman's path might not suit another's, and what can help women make decisions on how to shape their individual pathways into a senior role. Sheryl is an expert on ERGs, and we also had the opportunity to hear from a participant during our LinkedIn Live

Managing up is nothing more than building a strong, mutually beneficial relationship with your manager. And yet, the status quo can make women working in majority male industries can feel a certain lack of agency and ownership in influencing this relationship positively in their favour. But learning to manage up with confidence can be the difference between experiencing conflict or communication gaps at work, feeling unseen or under appreciated, and having the psychological s

We have a vulnerability issue in majority male industries. And it shapes how confident we as women feel about ourselves and our capabilities, and it informs how empowered we feel to show up as we are, without masking, being performative, or judging imperfection in ourselves and our careers. In this video I describe the alchemy that comes from facing your vulnerabilities or the darkest or weakest parts of you, and how it is the very thing that frees up your confidence. I also

This is a topic that brings about complex emotions in women because we are all living with the consequences of how that imbalance impact us and our careers. Naturally we respond with coping mechanisms to deal with things we have no control over, but some of these take more of our energy in the long term. In order to feel a sense of agency and movement in this dynamic, we can choose one of two ways to respond. This video looks at both responses and also why you should invest m

Directors, executives and founders, join me for a roundtable on Leading from the Feminine in Decision Making at lunchtime on Tuesday 29th September. In this month's session we explore the essence of feminine leadership in decision making, and how this is the crucial in shaping your organisation's strategy, culture and innovation when operating in a VUCA (volatile, uncertain, complex, and ambiguous) world. We will cover: - how we as women respond to uncertainty in the decision

For internationals in Greater Copenhagen: join me for a session on Rebuilding Your Career at International Citizen Days 2026 on Friday 25th September at 13:30pm. Here are all the details: https://icdays.kk.dk/programme/speakers-corner-rebuilding-your-career #ICD2026

You might not normally associate your sense of self worth with your confidence, but if you think about it, knowing you deserve to have what you want is the foundation for eventually achieving it. In other words, believing you deserve a seat at the table is the first step in creating a pathway to getting it. I share three ways in which I see self-worth issues present in women working in majority male industries and what external impression this creates about us. Helping women

This message is for you whether you have long-term plans to pitch for a promotion to your next leadership role, or whether you feel you are more than ready for career progression and are feeling disheartened that the right opportunity hasn't arrived yet. In this video I talk about three development gaps that you need to address today, no matter what career stage you might be at, plus how this can help you bypass the mid-career plateau that keeps women's careers stagnant in ma

This is a question that my coaching clients are bringing into our conversations, especially from those who are in the midst of rapid AI adoption within their organisations. But how do you prepare for such uncertainty in the world of work? Do you futureproof yourself in some way, and is that really possible? I share some perspectives on how, as a women working in majority male industries, you can manage your fears and insecurities that come up in the best way possible. _______

Viewing someone as a competitor does no favours for your confidence in your own capabilities and skills, which is why you should change how you view competition forever. While it's easy to be human and feel threatened or insecure or envious of someone who has succeeded at something that you would like to achieve or have for yourself, I need you to start thinking like a leader instead, and approach this dynamic in a more empowered way. I conclude the video with three mindset s

Why should you watch out for creating a leadership vacuum unintentionally in your leadership? In this video I share my own experience of how disruptive and unsettling it felt to be experiencing this dynamic as a team member. I believe that this is a crucial thing for leaders to prevent, especially in a woman-led team where our relationships with each other tend to be much closer, and less hierarchical. We also look at: what a leadership vacuum is: both in an organisational an

I know from coaching women working in majority male industries that they often display patterns of hyper-responsibility, which probably comes from the pressure that they face to look the part. Naturally this carries into all areas of their lives, which compounds their hyper-responsibility, but it is hardly a healthy or sustainable way to work and live, and an even less helpful way to lead a team through its challenges. In this video I ask you to reflect on this question over

As you slow down for the summer, I want to leave you with a story and a thought to reflect on: how do you normally work: do you go with or against the flow? Your answer to this seemingly simple question will highlight to you how well you manage your energy. Do you take on things that you don't need to, is hyper-responsibility a pattern you identify with, what is the better way forward? If you have ever approached or experienced burnout, then you have to watch out for these ki

Ever wondered how some women make it into senior leadership, even in majority male industries that are known for a gender gap at that level? More importantly, do you want to know how you can follow in their footsteps, while also creating a path that is sustainable for you and your personal circumstances or lifestyle choices? Perhaps you might have put yourself forward for a promotion in the past without success, or a clear roadmap of what knowledge or experience you will need