The Hidden Scorecard: Building Influence for Women Leaders Who Get Passed Over - 025

Adaeze Iloeje-Udeogalanya⁠⁠ tackles a frustrating paradox for high-achieving women in STEM: why do they get passed over for leadership roles despite exceptional performance? She reveals that the very habits that build expertise—being thorough, showing your work, and letting data lead—can signal a lack of leadership to senior executives. They aren’t evaluating your expertise; they assume it. Instead, they are using a hidden scorecard to assess your judgment, conviction, and ownership. Key TakeawaysThis episode unpacks that scorecard and provides a crucial communication shift: stop informing and start leading.Vague Feedback is a Red Flag: Phrases like "you’re not quite ready" or "work on your executive presence" are often signs that leaders can't articulate the real issue: you are signaling yourself as an expert, not a leader.The Expert vs. Leader Mindset: As an expert, you show your work and present options. As a leader, you synthesize information, form a conviction, and own a decision. Senior roles require the latter.The Hidden Scorecard: Leaders are looking for specific signals: Do you have a point of view, or just options? Do you hold your position under pressure? Do you own the decision, or hand it back to the room?Inform Less, Lead More: The solution is to shift your communication. Instead of walking through all the data, lead with your conclusion. State your recommendation clearly and confidently.FAQsQ: I always get great performance reviews. Why am I still stuck?A: Excelling at your current role proves you are a great operator or expert. To advance, you must demonstrate the qualities of the next role. This involves signaling leadership through decisive communication, not just delivering more results.Q: Isn’t it irresponsible to make a recommendation without showing all the data first?A: It’s about focus, not omission. Your leaders trust you have done the analysis. They need your judgment to cut through the complexity. You can always provide the data if asked, but you must lead with your strategic conclusion.Q: What is one immediate action I can take?A: Before your next high-stakes meeting, write down the single sentence: "My recommendation is ______." Practice saying it. When it’s your turn to speak, lead with that statement to frame the conversation and signal ownership.Timestamps[00:55 - 02:43] The problem: Why high-performers get stuck with vague feedback.[02:52 - 05:14] Case Study: Nadia, the expert who wasn’t seen as a leader.[05:15 - 06:58] The rules that get you promoted (and why they change).[06:59 - 08:46] The crucial shift: From showing your work to owning your decisions.[08:47 - 10:39] Your one-thing action plan: "My recommendation is..."Connect with African Women in STEM on Social Media:⁠⁠⁠⁠⁠⁠⁠⁠Follow Adaeze Iloeje-Udeogalanya on LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow African Women in STEM on LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow African Women in STEM on Instagram ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join the African Women in STEM Membership⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Visit the African Women in STEM Website⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Watch Adaeze Iloeje-Udeogalanya's ⁠⁠⁠⁠⁠⁠TEDX Talk⁠⁠⁠⁠⁠⁠ on YouTube⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Decision-Level Advisory Application | Fill this Form >>⁠