Leadership Positions Research Articles

Status of Women Police in India: An Analytical Study of Uttar Pradesh State Police

Despite a number of efforts by the Government to increase the representation of women in police, it has continued to be relatively sluggish. The Government's data shows that there were a total of 2,17,026 women in police forces, which made up 10.5 percent of the entire police force in the country. Very few women police are recruited for leadership positions. The reasons behind the lesser representation of women police in the police department include the working conditions, societal status of women, recruitment rules, retention and promotion discrimination, inadequate infrastructure, and the police image in society etc. Article 355 of the 7th Schedule of the Constitution of India mandates the Union to safeguard each State from both internal and external disturbances. The responsibility for public order crimes and law enforcement falls under the State's jurisdiction, as designated by Article 246 of the Constitution. Therefore, each State has to establish a police force capable of enforcing laws, maintaining public order, and ensuring the safety of its citizens. The United Nations report underscores the importance of women in the police force, noting that the current ratio of 137 police per lakh population falls short of the required 181 police per lakh population. The United Nations recommends a ratio of 222 police per lakh population, a goal that we are currently far from achieving. The present paper provides police data along with the strength of the women police in India. This also highlights the various committees' recommendations for women's policing and the development of the police force through equality and quality of women working in the police system. Some crucial suggestions and recommendations have been provided to increase the recruitment of women in police organisations.

Women, Leadership, and Ordination in the Anglican Church in Nigeria

Paul’s injunction in 1 Corinthians 14:26-40 has often been used to restrict women from holding certain leadership positions in the Church. This paper examines 1 Corinthians 14:26-40 in light of the female ordination debate in the Anglican Church in Nigeria. Through an exegetical study of the text, Paul’s perspective on women is demystified. To understand the place of women in the Church using scriptural texts, this article examines the perspectives of egalitarian theory, complemen­tar­ian theory, and liberation theology. The latter is included because it aims at interpreting biblical texts in a liberational way — Scripture is meant to deliver humans from all kinds of bondage and not to enslave. Exegesis is accompanyied by an examination of leadership roles of women in Igbo Traditional Religion, in which women are recognized as priestesses. The place of women in leadership in Igbo Traditional religion is pertinent to this work. Biblical texts are necessarily interpreted from the perspectives of human experience — including African women’s experiences. This article discovers through exegetical study of 1 Corinthians 14:26–40 that Paul was correcting a problem in the Corinthian church rather than hindering women from participating in the worship service or serving as leaders in the church. The Church should thus stop using the text to silence women or restrict them from holding certain leadership positions.

Penolong yang Sepadan menurut Kejadian 2:18 terkait Perdebatan Kepemimpinan Wanita dalam Gereja

The text of Genesis 2:18 is one of the passages debated by Complementarians and Egalitarians regarding the role of women as "helpers." Complementarians believe that the role of a helper indicates the functional subordination of women to men. According to them, Adam and Eve are spiritually equal, but Eve is not equal to Adam in function because she is his helper. For this reason, Complementarians refuse to place women in positions of leadership in the church. On the other hand, Egalitarians believe that women should have the same opportunities as men, including in church leadership. This study aims to analyze Genesis 2:18 in relation to the debate on women's leadership in the church. The method used is exegesis, to uncover the meaning according to the original author's intent when the text was written. The results of this study indicate that the helper provided by God is not a subordinate, but a partner. Women were created as partners to help their husbands so that God's mandate could be fulfilled through the unity of the two. This context applies to the household, not the church. Therefore, this role should not be used to prohibit women from teaching and leading in the church.

Usage of Technologies: Essential in Leading to Up-gradation of overall System of Education

In educational institutions of all levels, all the members, irrespective of their job positions in the hierarchy are making use of various types of technologies. The individuals in leadership positions, administrative staff members, technical assistants, librarians, educators and students are making use of various types of technologies. As a consequence of making use of these, the job duties and responsibilities can be put into operation in a well-organized and satisfactory manner. The internet is a prominent source that is utilized on a comprehensive basis. Hence, the utilization of different types of technologies is regarded as vital in doing well in one’s job duties and generating desired outcomes. Furthermore, these are facilitating in leading to up-gradation of overall system of education. Hence, in order to be successful, it is necessary to acquire an efficient understanding of all types of technologies. Furthermore, one will be able to lead to up-gradation of motivation and concentration levels towards tasks and activities. In addition, honing of confidence levels is essential in doing well in one’s job duties and generating desired outcomes. One of the important aspects is, individuals should not be overwhelmed by the feelings of apprehensiveness and vulnerability. In this manner, they will be able to overcome all types of impediments. Therefore, it is well-understood, usage of technologies is essential in leading to up-gradation of overall system of education. The main concepts that are taken into account in this research paper are, understanding the meaning and significance of usage of technologies, understanding the technologies utilized in educational institutions and benefits of technologies.

THE ROLE OF INNOVATION STRATEGY IN ENSURING SUSTAINABLE DEVELOPMENT OF THE ENTERPRISE

The article discusses the role of innovation strategy in ensuring sustainable development of the enterprise. At this stage of economic development, organizations are provided with a huge number of opportunities that can be used to develop entrepreneurial activity. Rapid changes in the external and internal environment contribute to the fact that enterprises have to adapt to new conditions, as well as develop strategies for innovative business development. In this regard, the ability to develop innovative strategies is becoming a key competency that allows you to competently manage an enterprise. Competition between companies is becoming more intense, only enterprises that can develop the most effective innovative strategies will be able to take and maintain leadership positions. The role of innovation is manifested in ensuring the success of business in the long term. Innovations contribute to increasing the competitive position of the organization. Innovative strategy allows companies to take their business to a new level. It defines promising areas of development of the company, assesses its innovative potential and level of investment attractiveness, allows you to establish new areas of cooperation, helping the business to remain competitive. The development of an effective innovation strategy will allow the company to take a leadership position that will allow it to stay in today's highly competitive world. Industrial development is a priority sector for any state. Industry ensures the country's independence from a number of imported goods, provides jobs, and promotes economic stability. Any developed state will take measures to develop industry. But the industrial sector is quite complex for doing business, because it requires significant resources at the start of work, a set of skills and knowledge, and a high level of technical equipment. Against the background of the importance of the industrial sector for the life of the state as a whole and the complexity of implementing entrepreneurial tasks in this area, the formation of a concept for the sustainable development of industrial enterprises is of particular relevance. The constituent components of the sustainable development of industrial enterprises should be ensured both at the macro and micro levels. Financial and economic components of the sustainable development of industrial enterprises at the macro level imply the presence of the following factors. Ensuring the investment attractiveness of the country. Attracting foreign investors is one of the ways to ensure the sustainable development of industrial enterprises, as well as the growth of the state's economy. Development of an appropriate monetary and credit policy. A number of factors influence the sustainable development of industrial enterprises: the level of inflation, the availability of credit resources, the volume of money circulation. In the absence of effective mechanisms for maintaining stability in the monetary and credit sphere, the implementation of the directions of the concept of sustainable development of industrial enterprises is also impossible. Thus, sustainable development of industrial enterprises is one of the most important areas of work of the state authorities. The concept of sustainable development of industrial enterprises includes a number of components, some of which are already being actively implemented. Also, the concept of sustainable development of industrial enterprises should include a number of measures that contribute to increasing the profitability of the company's activities and take into account the specifics of its activities. Keywords: innovation, innovation process, innovative development, innovation strategy, enterprise, strategic management, competitiveness.

Intersectionality and Feminist Theory: A Framework for Understanding and Teaching Social Construct and Healthcare Policy

The continuing nursing shortage throughout the United States has affected all aspects of the healthcare sector, particularly nursing leadership. As the Baby Boomer generation of nurses retires, the profession is primed to need more experience, advocacy, and leadership. This leaves a critical gap for leaders who identify with and are wise to the factors that influence the dynamic power relationships inherent to American history. As the country continues to become increasingly diverse, women and minorities in leadership continue to be underrepresented. In one of the most significant threats to women’s health, the recent overturning of the Supreme Court landmark case, Roe v. Wade, has highlighted the marginalization of women and people of color that is deeply embedded in the nation’s history. The lack of women and minorities in leadership positions in healthcare that has resulted from vast power imbalances, gender stereotyping, discrimination, and patriarchal structures must be addressed. Intersectionality theory offers a lens through which to understand these factors of power for all nurses. Nurse leaders can understand complex social constructs and be prepared to address power relationships that inform healthcare policy.

Between Politics and Expert: Institutional Transposition and the Admission of Economic Bureaucrats into Party Elite in China

ABSTRACT Red and expert are two differing principles in organizing the political lives of the Chinese government. This study transcends conventional characterizations of the red-expert relationship as either one-sided domination or mere co-existence, exploring its hybrid manifestations and dissecting the nuanced intersections. To this end, this article analyzes the Chinese Communist Party’s recruitment strategy, particularly focusing on the assimilation of economic experts. Utilizing a dataset featuring high-ranking economic bureaucrats, the study reveals the intriguing mechanism of ‘institutional transposition’ used for reconciling institutional contradictions. This mechanism assesses economic policy professionals based on politically transposed criteria, leading to the promotion of economic bureaucrats with unique career attributes, notably specialists with broad organizational experiences, into key political leadership positions. The deployment of ‘generalist specialists’, this article proposes, bridges gaps within a fragmented bureaucracy and coordinates specialized ministries. This article exemplifies a partial adaptation of the Party and a pragmatic approach towards reconciling conflicting institutional logics.

Польский дворянин армянского происхождения из Бессарабии во главе Ставропольской гу-бернии

The article is dedicated to the social and political activities of a Polish nobleman of Armenian de-scent from Bessarabia, namely the actual privy counselor Bronislav Mechislavovich Yanush-kevich. The authors of the article examine his work in three provinces of the Russian Empire: Bessarabia, Tambov, and Stavropol. The primary focus is placed on his role as the governor of the Stavropol province. The authors contend that the personnel policy of the Tsarist government took into consideration not only the class, confessional, but also the ethnic background of applicants for leadership positions within the regions. At the same time, the leader needed to be competent and loyal. When choosing governors and heads of regions, the authorities aimed to avoid the head’s kinship with the local populace, allowing them to follow their own policies in the governed territory. In this regard, in the Caucasus, a significant number of territorial leaders had non-national (German, Polish, etc.) origin. At the head of the Stavropol province, B.M. Yanushevich proved himself to be a «correct administrator». During the ten-year period of his governorship (1906-1915), the central territory of the North Caucasus became an economically prosperous and politically stable province in Southern Russia.

High-ranking officials of the plenipotentiary representative offices of the President of the Russian Federation in the federal districts: recruitment channels and careers

The article covers the analysis of the main recruitment channels for high-ranking officials of the plenipotentiary representative offices of the President of the Russian Federation in the federal districts. As the empirical basis of the study serves the biographical database, that includes information on 154 presidential bureaucrats as of April 2023. Recruitment of people from various socio-professional groups to the apparatus of the plenipotentiary representative offices reveals a number of trends caused by interacting push (specific features of the candidate's position and associated resources and interests) and pull (place in the power system and functional specialisation of the plenipotentiary representative offices, specifics of leadership positions in them, as elements of the opportunity structure, as well as personal connections) factors. One of the most important trends is militarisation: most officials of the plenipotentiary representative offices have work experience in law enforcement agencies and even spent there most of their previous careers. Recruiting security officials who are, in terms of career, “ideal-typical” federal officials and professionally socialised within the framework of rigid, centralised hierarchies probably strengthens the autonomy of the plenipotentiary representations from actors and interests external to federal power, including regional administrations, that these bodies are called upon to control. The logic of autonomisation is also in line with the fact that one of the main suppliers (especially direct) of key officials of the plenipotentiary representations is the Presidential Administration, first of all, the apparatus of the representations themselves. However, a significant minority of presidential officials have experience working in regional administrations (especially among deputies and assistants to plenipotentiaries), as well as in business, both public and private (especially among plenipotentiaries and their deputies). At the same time positions in these structures rarely serve as a direct springboard to a key position in the plenipotentiary representations. Finally, the role of legislative bodies as a channel for recruiting presidential officials is insignificant. In general, the author's findings are consistent with the results of previous studies, indicating the relative stability of recruitment trends.

IN TERMS OF ORGANIZATIONAL BEHAVIOR A BIBLIOMETRIC RESEARCH OF LEADERSHIP 4.0 WHICH IS A REFLECTION OF INDUSTRY 4.0

The Industry 4.0 revolution refers to the digital transformation of industry. The significance of the Industry 4.0 revolution is further enhanced by the advent of new technologies concomitant with this revolution. The technologies of Industry 4.0 include artificial intelligence, the Internet of Things, big data, and cloud computing. Organizations that adopt these technologies can adapt to the Industry 4.0 revolution and gain a competitive advantage. By means of Industry 4.0 technologies, it is possible to save resources used in production and to produce products with better quality and different features. Organizations that fail to leverage these technologies will be unable to reap the benefits of the Industry 4.0 revolution, potentially leading to a disadvantage in the competitive landscape. It is therefore crucial for organizations to adopt Industry 4.0 technologies. It is imperative that employees possess the requisite knowledge, skills, and abilities to utilize Industry 4.0 technologies. Those in leadership positions are able to exert influence and direct the knowledge, skills, and abilities of employees. Consequently, the pivotal factor in the implementation of Industry 4.0 technologies within an organizational context is leadership. The concept of Leadership 4.0 posits that leaders possess distinctive advanced knowledge, skills, and abilities that enable them to influence employees and facilitate the utilization of industry 4.0 technologies within the organization. Leadership 4.0 serves as an indispensable conduit for the transfer of industry 4.0 technologies within organizational settings. Leadership 4.0 plays a pivotal role in preparing organizations for the advent of industry 4.0. Consequently, the successful integration and utilization of industry 4.0 technologies within organizations hinges upon the effectiveness of Leadership 4.0. This study aims to elucidate the impact of Leadership 4.0 on employee outcomes. In accordance with the objective, a bibliometric analysis of the studies on Leadership 4.0 in the Web of Science (WOS) database was conducted using the VOSviewer program.

You Can't Be What You Can't See: The Progression of Women in Otolaryngology-Head and Neck Surgery.

Objective: To examine trends in the gender composition of residents and faculty in Otolaryngology-Head and Neck Surgery residency programs in the United States and to investigate the correlation between women's representation in leadership positions and the proportion of women faculty and residents. Methods: A literature review was first performed to analyze trends in the gender composition of residents and faculty in Otolaryngology-Head and Neck Surgery (OHNS) residency programs. Current residency programs were then identified using the Electronic Residency Application Service 2023 Participating Specialties and Programs website. The following data was collected from each program website: gender of associated medical school dean, gender of department chair, gender of residency program director, and total number and gender of fellowship directors, faculty, and residents. Wilcoxon rank sum test and Fischer's exact test were used to analyze relationships between the number of women in leadership positions and the proportion of women faculty and residents. Results: An increase in the number of women chairs, residency program directors, residents, and faculty over the past decade is documented across published literature. One hundred twenty-three current academic residency programs were identified. Women accounted for 42%, 30%, 27%, and 8% of current residents, residency program directors, faculty, and department chairs, respectively. Department chair gender was significantly correlated with number of women faculty (P = .01). Any women in a leadership position were correlated with a statistically significant increase in median percent of women faculty (P = .006). Conclusion: Further understanding of how the mentorship of women promotes gender equity is necessary to promote gender diversity in OHNS.

An Analysis of Women's Roles and Positions in geopolitical organizations

Driven by the global movement for gender equality, women's participation in various fields has gradually increased. This paper describes the evolution of women's roles and status in geopolitical organizations and their current status, and analyzes women's participation in geopolitical organizations, their proportion and positions in leadership, and their influence in policy making. Although the status of women in these organizations has improved, they still face many challenges such as gender stereotypes and inequality. Strategies for promoting the development of women's roles and status in geopolitical organizations include four aspects: formulating and implementing gender equality policies, promoting gender-balanced recruitment and promotion mechanisms, enhancing women's participation in decision-making processes, and establishing women's networks and support systems. These strategies are intended to further promote gender equality in geopolitical organizations and enhance organizational diversity and decision-making quality.

Передумови становлення радянської номенклатури в УСРР в 1919-1924 рр.: історичний контекст

The aim of the article is to clarify the historical context and reasons for the formation of the Soviet nomenclature in the Ukrainian SSR in 1919 – 1924. The research methodology is based on a combination of general scientific (analysis, synthesis, deduction) and special-historical (historiographical scientific analysis, structural-systemic) methods with the principles of historicism, objectivity, scientificity, and evidence. The scientific novelty of the work lies in the fact that using the above-mentioned methods in combination with scientific principles, the authors analyze the process of formation of the Ukrainian nomenclature as a systemic whole, consisting of elements (each element corresponds to a corresponding field of activity), on top of which a super-system is built as a peculiar basis, namely: the form of formation of the Russian nomenclature in the RSFSR (according to which nomenclature is formed in the Ukrainian SSR). Conclusions. Formation of the nomenclature in the Ukrainian SSR occurred as a result of the direct intervention of the Bolsheviks. To form the Ukrainian nomenclature, the Bolsheviks used methods of physical intervention and influence, which was accompanied by the expulsion of Ukrainian communists outside the republic and the appointment of communists from the center (RSFSR) to leadership and vacant positions in the government and communist party in the Ukrainian SSR.

The positive impact of women leadership in public sector settings: A case example in Virginia's state mental health system.

The role of psychology (and ergo, psychologists) within the public sector has shifted considerably over the preceding decades to include increasingly versatile and psychology-adjacent leadership positions. This publication focuses on brief leadership stories within a state mental health system, with an emphasis on the unique roles that women psychologists have advocated for over the years. The authors provide foundational knowledge of this state's mental health system in order to spotlight the ongoing need for effective leadership within this organization, identifying common ethical and public administration challenges, and ultimately using a structured questionnaire with women psychologists within this system to highlight their leadership roles. These stories expand upon the education and training they felt foundational to their growth in these roles, how they advocated for change and navigated organizational challenges, and how they hope their role can inspire junior (women) psychologists to take increasingly active roles in public service leadership. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Breaking Barriers: The Struggles and Prospects of Women Leadership in the Gusii Region

Women in the Gusii region of Kenya have struggled to access leadership positions, particularly in politics, where no woman has been elected as a Member of Parliament for over 50 years. This article examines the historical reasons for the exclusion of women from leadership, including cultural practices, the impact of colonialism, and entrenched patriarchal systems. It also explores the challenges women face today, such as cultural norms, financial constraints, and stereotypes that limit their opportunities for success. The study employed both primary and secondary research methodologies. Primary data was gathered through oral interviews with key informants, including women leaders, political aspirants, and personal assistants to female politicians. Secondary data was sourced from books, academic journals, and other relevant literature. The data was analyzed qualitatively, using thematic analysis to identify recurring patterns and themes. The results highlight recent progress in gender equality movements and Kenyan laws that support women in leadership. It also discusses the experiences of a few women who have broken barriers and achieved leadership roles. Finally, the article suggests strategies for increasing women's participation in leadership, focusing on education, policy reforms, and shifting cultural attitudes

Race and Sex Disparities Among Emergency Medicine Chief Residents

Physicians who belong to minoritized racial and ethnic groups remain underrepresented and underpromoted. Serving as a chief resident is an important position of leadership and prestige, and indicates a benchmark for future professional success. However, it is unknown if disparities in race and/or sex exist in the chief resident selection process. To describe race, ethnicity, and sex of emergency medicine (EM) chief residents and determine the association of racial identity and the intersectionality of race and sex for selecting chief residents in US emergency medicine departments. This cohort study analyzed data collected from the Association of American Medical Colleges and the Electronic Residency Application Service in the graduating classes of 2017 and 2018. Data were analyzed between December 2021 and January 2023. Relative risk (RR) of selection for chief residency for Black, Asian, and Hispanic EM residents in comparison with White counterparts. Among 3408 studied residents, 738 (21.7%) served as chief resident (2253 male [66.1%]; 451 Asian [13.2%], 144 Black [4.2%], 158 Hispanic [4.6%], 239 more than 1 race [7.0%], 46 other [1.3%], and 2370 White [69.5%]). Of chiefs, 81 (11.0%) identified as Asian, 17 (2.3%) as Black, and 26 (3.5%) Hispanic. Asian residents were 78% (95% CI, 63%-96%) as likely to be promoted to chief resident compared with White peers, and Black residents were 51% (95% CI, 32%-80%) as likely as White residents. In our fully adjusted model, racial differences remained significant for Black residents, who were half as likely as white residents to be selected for chief residency (adjusted risk ratio [aRR], 0.55; 95% CI, 0.36-0.82). Overall, White women were most likely to be selected for chief residency and 20% more likely to be selected than White men counterparts (aRR, 1.20; 95% CI, 1.03-1.39). In comparison, women underrepresented in medicine (a category that included residents identified as Black, Hispanic, American Indian or Alaskan Native, and Native Hawaiian or Other Pacific Islander) were least likely to be selected for chief promotion, and 50% as likely to be selected for chief resident compared with White men (aRR, 0.50; 95% CI, 0.06-0.66). In this 2024 nationally representative study of EM residents, chief promotion was lower among residents identifying as Asian or Black, and in particular, women underrepresented in medicine. This study's findings suggest further review of chief resident selection process by residency programs and accreditation bodies is needed to ensure workforce equity for promotion and opportunities for leadership.

Women coaches leadership development programme: an evaluation study of programme effectiveness.

Women's sport has been experiencing continuous growth, yet the low levels of women coaches in the United Kingdom (UK) suggests that the sport is missing out on potential talent. Guided by empirical research, a women-only leadership development programme was designed and implemented by UK Sport to a cohort of 20 coaches from January to June 2021. The main characteristics of the programme included raising awareness of gender bias while at the same time focusing on women coaches' leadership purpose and skills within a safe environment that supports coaches to build their leader identity. Kirkpatrick's (1998) four-level model was employed to guide the evaluation of programme effectiveness: reactions, learnings, applications and results. Interviews were conducted with 17 participating coaches. Content analysis of the qualitative data revealed five general categories (a) evaluations were mainly positive highlighting the aspects of the programme they liked, enjoyed and made most impression onto them; (b) learnings that impacted their work directly and immediately emerged as was the importance of on-going development; and (c) the majority of the women desired progression and transitioning to senior coach leadership positions was felt within their grasp; nonetheless, (d) challenges emerged and were described as organisational (e.g., recruitment, remuneration) and personal (e.g., work-life balance, childcare). Overall, the effectiveness of the programme was captured in its capacity to raise awareness, develop knowledge, build connections, and inspire so much so that its effects translated to many of these women moving to more senior leadership positions post-programme. Practically, this evaluation highlights that investment in individual coaches is part of the systemic change required to bring about gender balance in the coach workforce.

Small states’ diplomacies: changes in women’s descriptive representation in the Baltic states’ foreign services (1991–2021)

ABSTRACT By tracing gender inequality in the top leadership positions in the Baltic Ministries of Foreign Affairs and at ambassadorial levels over the past 30 years, this article provides the first historical and empirical comparison of women’s representation in the three Baltic foreign services, identifying where women have been and are presently positioned. Our examination also reveals patterns in how the Baltic diplomatic corps’ composition has changed over time, and where and why change is not visible. This empirical research draws on unique datasets collected by the authors of all Baltic ambassadorial appointments for the 1991–2021 period.

Effect of Knowledge Succession on Business Continuity of Community-Based Organizations in Kitui County, Kenya

Business continuity is the ability of a business enterprise to outlive the dream bearers who began it, so it can continue thriving long after the people who began it have left. Knowledge succession is the ability of a dream bearer to groom another or several others to continue the good work they began when they started the business. This study wishes to add a pool of knowledge by addressing the effect of knowledge succession on business continuity. The context the study was done in is Community-based organizations (CBOs) in Kitui County, Kenya. The study applied cross-sectional survey research. The unit of analysis was 228 CBOs in Kitui County while the unit of observation was 228 chairmen of CBOs. The study used Taro Yamane formula to derive a sample size of 145 participants. Primary data was collected using hand delivered questionnaires. Data was analyzed for descriptive and inferential statistics. The descriptive statistics reviewed a high agreement with the statement on knowledge succession with an overall mean of 4.12 which implied that the organization prepared the employees for future leadership positions. Regression analysis between knowledge succession and business continuity indicates a beta coefficient of 0.404 and a p-value of 0.001 suggesting that knowledge succession had a significantly positive effect on the continuity of CBOs in Kitui County. The findings imply that knowledge succession plays a critical role in the continuity of CBOs in Kitui County. The study recommends using digital knowledge management systems, and mentoring fresh employees to enhance their versatility.

Cultivating authentic voices: a roadmap for aspiring women leaders

ABSTRACT The article features a virtual panel discussion between the author and three women who hold leadership positions. Their discussion reflects on factors contributing to their leadership roles and career success. Some common themes like relationship building and teamwork emerged. Their discussion adds richness by providing context and personal experience. They discuss several other such themes: to engender trust, to be adaptable, and to be willing to learn, etc. The panelists go on to recommend strategies to overcome potential gender biases: knowing the audience, sticking to facts, projecting confidence, etc. They highlight key factors like relationships, authenticity, continuous learning, mentorship, preparation, and self-confidence that enabled these leaders to overcome obstacles and achieve career success. This article helps readers better understand the reasons behind these factors.