The Future Demands Ambitious Women
By Sonia Vora
All Credit Kiritvora AI
The Feedback That Changed Everything
“You’re too ambitious.”
It was my first job in HR. I had just returned from a high-stakes project in India—one no one else wanted, but I embraced. The launch was a success, but in my first review, my manager said, “Two of your peers mentioned you’re too ambitious. I don’t think it’s an issue, but you should be aware.” I left the room carrying those words like a weight. I began shrinking—toning down ideas, hesitating in meetings. But deep down, I knew ambition wasn’t a flaw. It was my fuel. A trusted colleague helped me see that what I needed wasn’t to tone down, but to stand up. That day, I stopped shrinking and started owning my ambition.
“Ambition isn’t a flaw. It’s a spark. And I refuse to dim it to make others comfortable.”
“You’re Too...” — What Women Still Hear
Too aggressive. Too emotional. Too quiet. Too much. These aren’t critiques. They’re control tactics. We’re not too much—we’re too real for a system built on conformity. These labels aren’t about leadership. They’re about fear—fear of women who dare to lead differently. Let’s stop twisting ourselves into pretzels to fit broken molds and start smashing the molds instead.
“Being ‘too much’ is only a problem for those who benefit when women play small.”
The Truth About Women Leaders
And yet, only 10% of Fortune 500 CEOs are women. This isn’t about qualifications. It’s about power structures afraid of change.
“We don’t need to fix women. We need to burn down the barriers that keep them out.”
Women score higher than men in initiative, resilience, and results.
(Zenger & Folkman)
One woman in the room shifts perceptions of fairness and raises expectations.
(Dr. Mansi P. Joshi)
Women-led startups deliver 2x more ROI per dollar than male-led ones.
(Katie Abouzahr, Matt Krentz, John Harthorne, and Frances Brooks Taplet)
The Link Between Empathy and Resilience
“Change doesn’t come from silence. It comes from brave, persistent noise.”
- Sponsor and mentor fiercely. Don’t just advise—advocate.
2. Challenge lazy feedback. “Too ambitious” is not a metric.
3. Speak up—especially when it’s inconvenient. Be the echo that amplifies unheard voices.
4. Make the rules transparent. Hidden ladders don’t lead to real equity.
5. Design work that works. Flexibility is a foundation, not a favor.
6. Demand data. Use it as a flashlight, not a fig leaf.
My Mother’s Story: A Legacy of Courage
“She ran up the stone stairs to medical school with no money and little time, only to find her father waiting, freshly arrived from army duty, saying: ‘I am proud of you. And I brought the money you need.”
My mother, underestimated by family and system alike, still carved out a legacy in medicine. She didn’t wait for permission. She claimed space. Her strength lives in every woman who decides to rise, no matter who says she shouldn’t.
“When someone believes in you, everything changes. When you believe in yourself, so does the world.”
Why I Speak on This Topic
I’ve sat in global boardrooms and breakout rooms. I’ve seen ambition dismissed and brilliance overlooked. I speak on women in leadership because I’ve lived what happens when we’re silenced—and I know what’s possible when we’re not.
“Empowered women don’t ask for seats—they build their own damn tables.”
When we uplift each other, we don’t just change boardrooms—we rewrite the rules.
Invite Sonia Vora to speak on Women in Leadership.
She brings heart, heat, and a roadmap for leadership that doesn’t ask for permission.
All Credit Kiritvora AI