The truth is leadership today is harder than ever. Work is fast-paced, expectations are high and constant busyness is mistaken for real progress. Add to that the unique challenges women face in the workplace, and it’s easy to see why so many struggle to move forward in a way that feels both meaningful and sustainable…and true to themselves.
So, what gets in the way? And how can female leaders break free from this cycle to create real impact?
What Holds Women Back from Making an Impact?
📌 The ‘Prove Yourself’ Trap
Women in middle management often feel pressure to prove their worth through hard work, reliability and getting things done. Studies show that women are more likely to be assigned non-promotable tasks. That’s work that keeps the organisation running but doesn’t lead to career growth (Harvard Business Review, 2022).
Instead of focusing on high-impact leadership work, women end up doing more, but not necessarily leading more.
📌 Lack of Space to Think and Strategise
Between back-to-back meetings, endless emails, and daily demands, there is little room for strategic thinking. Research by Microsoft (2023) found that the average employee spends 57% of their time communicating (and that not necessarily in the most effective manner) and only 43% actually working (on what matters most).
For middle managers, this number is likely even higher, leaving little time to step back and lead with intention.
Here’s why:
1. The “Squeezed” Position
Middle managers are caught between top-down demands from senior leadership and bottom-up needs from their teams. This means they must constantly translate strategy into execution while also managing people, solving problems and responding to ever-changing priorities.
Executives focus on big-picture strategy.
Individual contributors focus on executing tasks.
Middle managers must juggle both—doing the work and leading others.
According to a study by Harvard Business Review, middle managers spend 35% to 50% of their time on administrative tasks—time that could be spent on strategic thinking.
2. Meetings, Meetings, and More Meetings
Middle managers are often overloaded with meetings, as they are expected to:
Attend senior leadership meetings to stay aligned on company goals.
Host team meetings to provide guidance and direction.
Sit in cross-functional meetings to collaborate with other departments.
A Microsoft study found that managers spend 62% of their workweek in meetings, leaving little time for deep thinking.
3. The Pressure to Be Available
Middle managers are often seen as the go-to problem solvers in an organisation. Team members turn to them for guidance, approvals, conflict resolution and support. This constant availability creates:
Reactive leadership: Solving problems as they come instead of proactively shaping the future.
Decision fatigue: Where too many small decisions drain mental energy needed for strategic thinking.
4. The Operational Trap
Because middle managers are often promoted for being great at execution, they are still expected to roll up their sleeves and get things done. They are rarely given the luxury of stepping back to purely focus on leadership and strategy.
Research by McKinsey found that only 10% of a middle manager’s time is spent on strategy, compared to 50% for senior executives.
How to Break Free?
Block “thinking time” on your calendar and treat it as a non-negotiable meeting.
Say no to unnecessary meetings—not every discussion needs you.
Empower your team—instead of always being the decision-maker, encourage autonomy.
Shift from execution to influence—focus on guiding, not just doing.
But let’s come back to what holds women back from making an impact.
📌 Fear of Taking Up Space
Despite being just as capable as their male peers, women are often socialised to stay in the background, avoid risk and not draw too much attention to themselves.
This can lead to:
Hesitation in speaking up in meetings
Holding back from challenging ideas or driving bold initiatives
Not asking for opportunities or promotions
The result? Their impact is smaller than it could be, not because of lack of ability, but because of unspoken workplace expectations.
📌 The Double Burden of Work and Home Life
Women still take on more unpaid labour at home. According to the OECD, women spend more than twice the amount of time on unpaid work (childcare, housework, elder care) compared to men.
This means female leaders often carry a heavier mental load, making it harder to invest the extra time needed to network, strategise or develop their leadership.
So, How to Create More Meaningful Impact as a Leader?
If you are feeling stuck in middle management, the way forward isn’t about working harder. It’s about leading differently. Here’s how:
1. Shift from ‘Getting Things Done’ to ‘Making Things Happen’
To make a bigger impact, shift from doing the work to shaping how the work is done.
Ask yourself:
Am I focusing on high-value work that actually moves the business forward?
Where can I delegate, automate, or stop tasks that don’t serve my leadership growth?
How can I create more influence rather than just working harder?
2. Create Space for Strategic Thinking
Leaders who make an impact don’t just react—they think before they act.
Try this:
Block out time in your calendar for strategic thinking. Use this time to reflect on challenges, opportunities, and key decisions.
Challenge the idea that you always need to be available. Busy does not mean effective.
Take care of yourself! By that, I don’t mean nail and hair appointments. Although, they can offer a lovely break too. I am talking about me-time, nutrition, movement, sleep, fun and joy in life, connections, etc.
3. Speak Up and Take Up Space
Women are less likely than men to self-promote, push for opportunities or position themselves as experts. A LinkedIn study found that men apply for jobs when they meet only 60% of the qualifications, whereas women wait until they meet 100%.
The takeaway? Start before you feel ready.
Speak up in meetings, even if your idea isn’t fully formed.
Ask for that promotion, project or opportunity, even if you’re unsure.
Challenge workplace norms that keep you in the background.
4. Build Influence Beyond Your Job Title
Your impact doesn’t just come from your official role—it comes from how people see you and trust you.
To build influence:
Strengthen relationships with key decision-makers and mentors.
Position yourself as a thought leader—share insights, ask challenging questions, and drive discussions.
Be clear on your leadership brand—what do you want to be known for?
5. Redefine Success on Your Terms
Many women measure success by how much they accomplish rather than the impact they create.
Instead of asking, “Did I get everything done?”, ask:
“Did I focus on what really matters?”
“Did I lead with clarity and purpose?”
“Did I make a meaningful contribution?”
By shifting from output to impact, you move from being busy to being truly influential.
Final Thoughts
Stepping up as a leader isn’t about working longer hours or doing more. It’s about creating space, owning your expertise, and leading with intention.
The challenges are real, but they are not permanent. You have the ability to shape your leadership and make an impact—but it starts with changing how you approach your role.
If you’re ready to lead with more clarity, confidence, and real impact, let’s talk. I help female leaders in middle management step into leadership that works on their terms.
#WomenInLeadership #LeadershipGrowth #DoLessAchieveMore #StepUp
