In theory, performance matters. In practice, it's not always the deciding factor.

And so some people are protected though this, of course, this is never the official line.

This protection is not necessarily the result of anyone's deliberate and conscious decision, though that can be the case. It also comes about through the cumulative effect of the many small decisions we all make - each one individually defensible - that add up to a pattern: it would be uncomfortable, complicated, or politically costly to address an issue involving this particular person. And so we put up and shut up. But should we?

Five things that will help you explore the often-overlooked art of following and why it may be just as important as leadership itself.

There is such power in reframing our language. A simple move from “I can’t” to “I’m not prepared to” shifts you from a position of anxiety and burnout to one of control and agency. Read more and try it….

Two concepts from negotiation and mediation scholarship—positions and interests—offer a powerful lens for navigating professional challenges, particularly for women working in the complex, often hierarchical environments of universities. Understanding the difference between the two can shift you from adversarial standoffs toward creative problem-solving, and help you advocate for yourself without burning bridges you may need later.

Ever wondered what difference gender makes to your experience of finding yourself in the Drama Triangle? The Drama Triangle is a classic coaching technique for individuals who find themselves in conflict. It maps a "power game" with three primary roles—Victim, Persecutor, and Rescuer—which individuals often subconsciously adopt, causing them to feel stuck, helpless, or frustrated in their personal and professional relationships. In this blog, we add gender into this mix and consider how the structures of reward and recognition in universities push women inevitably into Rescuer mode, or helpless Victim, whilst simultaneously facing jeopardy if they occupy that of Persecutor. The biog offers ways of reconfiguring these roles to enable women to flourish in their careers.

We often forget the quiet power of being ordinary. Most of us won’t fly off a half‑pipe, clutch a gold mask, or sprint down a pitch with a roaring stadium behind us and that is completely okay. If there were no ordinary, there could be no extraordinary. So these 5 things are dedicated to celebrating the beauty of an ordinary life.

Just be yourself” sounds empowering — until you’re a woman leading in a university, juggling expectations you never signed up for. This blog explores the authenticity paradox: why the most grounded leaders aren’t always the most transparent ones. Drawing on research by Marian Izzat White, Valerie Stead and Carole Elliott, it shows how strategic emotional labour helps leaders stay true to their values, even when their feelings must take a back seat. From protecting teams to surviving toxic environments, it’s a refreshing, honest look at professionalism, gendered expectations, and what authenticity really means. If you’ve ever questioned your “work face,” this will resonate.

Want to know how to navigate the politics of your workplace? Then watch out for lies and bullshit. This Women-Space blog sets out the kinds of lies you are likely to encounter and how to navigate them to ensure you are never caught out.

Discover the do’s and don’ts of writing a compelling leadership CV for women in academia. Learn how to showcase impact, lead with clarity, and position yourself for senior leadership roles in universities.

Discover the essential power keywords that elevate academic leadership CVs, especially for women in senior leadership roles navigating executive leadership transitions. This blog offers strategic support for women by aligning CV language with high-impact terminology.

Navigate university restructuring with confidence and land the role that advances your career. Whether you're applying for a promoted post within your institution or pivoting to a new university entirely, these 10 strategies will help you present your best professional self and demonstrate why you're exactly what they need during uncertain times. If you're a mid-career woman navigating these choppy academic transitions, you're not alone—and you're more prepared than you think.

Have you ever wished you had better control over your emotions—whether it's a strong feeling clouding your judgment, emotional reasoning like catastrophising, or an unexpected outburst that catches you off guard? These moments can leave us feeling embarrassed, withdrawing from others, and adding layers of stress through self-criticism. Instead of letting emotions overwhelm us, we can use neuroscience to understand them and respond in a more constructive way.

Currently high in the book charts is Mel Robbins’ “Let Them Theory”.  At the core of Robbins’ theory lies an age-old coaching principle: change your thinking, and you change how you feel, what you do, and ultimately, what you achieve.  This is such a simple model that can have transformative effects and can be found in the work of many other models provided by, for example, Brene Brown, Stephen Covey and Brooke Castillo. The core message is change your thought and you can change your life.

The most simple ways of breathing and the smallest movements can make an enormous difference to our sense of wellbeing. Emma King brings us three techniques you can do now. You will be surprised at the difference this makes.

How are imposter syndrome, self-limiting thoughts and social conditioning entangled. Ally Victoria Shepherd provides deep insight into how we come to think particular kinds of thoughts because of our class and gender.

Is it time for allies to step up? Dr Marie Sams discusses what real allyship looks like and what holds people back. She talks about how allyship takes courage and offers five steps that leaders can take now.

As DEI faces a backlash, some have proposed that we should focus on fairness instead. This perspective moves away from categorical representation and instead emphasizes setting all individuals up for success while protecting against discrimination. Is fairness simply a rehashing of existing initiatives or is it a vital new approach to equity and inclusion?

In times of intense change, how do you hold on to your values? Distinguished Professor Sarah O’Shea shows how Stephen Covey’s Circles of Concern and Influence provide a useful framework for where best to focus your energy.