Andrea Marsh, a London-based resilience coach, has spent years observing a troubling pattern: highly capable women often hesitate to step into leadership roles. In a recent interview, she explained that this hesitation stems from deep-rooted societal conditioning rather than a lack of skill. According to Marsh, many women feel they need to be 100% ready before applying for a promotion, while men often apply when they meet only 60% of the criteria.
The Confidence Gap and Its Roots
Marsh attributes this phenomenon to the 'confidence gap,' a concept supported by research showing that women underestimate their abilities compared to men. She notes that from a young age, girls are often praised for being perfect, while boys are encouraged to take risks. This conditioning carries into adulthood, making women more cautious about putting themselves forward. 'Women are socialised to be perfect, and that perfectionism can be paralysing,' Marsh said.
Real-World Impact in the Workplace
The impact is significant: a 2021 study by Lean In and McKinsey found that for every 100 men promoted to manager, only 87 women are promoted. For women of colour, the numbers are even lower. Marsh stresses that this isn't about fixing women but about changing systems. 'It's not that women lack ambition; it's that the workplace often penalises them for displaying it,' she explained.
Strategies to Overcome Hesitation
Marsh offers practical advice for women who want to lead. First, she recommends reframing failure as a learning opportunity. 'Instead of asking 'Am I ready?', ask 'What can I learn from this?'' she suggests. Second, she advises building a support network of peers and mentors who can provide honest feedback. Finally, she encourages women to practice self-advocacy by tracking and celebrating their achievements. 'Keep a brag file,' she said. 'It's not arrogance; it's evidence of your value.'
The Role of Organisations
Marsh also calls on companies to create more inclusive environments. This includes offering leadership training specifically for women, ensuring diverse slates for promotions, and addressing unconscious bias in hiring. 'Organisations need to meet women halfway,' she said. 'If they only promote those who self-promote, they'll miss out on a wealth of talent.'
