An Interview With Vanessa Ogle
Sponsorship not just mentorship. While mentors are very important, sponsors who routinely advocate for women on their team are vital. For example, I worked with a client whose career shifted dramatically when a senior leader sponsored her for a leadership program, which changed her career trajectory and got her in front of the C-suite executives within a year and a half.
Despite strides towards equality, women remain underrepresented in leadership and management roles across various sectors. In this series, we would like to discuss the barriers to female advancement in these areas and explore actionable strategies for change. We are talking with accomplished women leaders, executives, and pioneers who have navigated these challenges successfully, to hear their experiences, tactics, and advice to inspire and guide the next generation of women toward achieving their full potential in leadership and management roles. As part of this series, we had the pleasure of interviewing Kamini Wood
Kamini Wood is an entrepreneur, author, speaker, human potential coach, and the host of the popular RiseUp — Live Joy Your Way podcast.
In her client work, Kamini focuses on helping high achievers overcome Imposter Syndrome and social anxiety, release trauma, break through limiting beliefs, build courage and confidence, set boundaries, address eating disorders, money mindset, Conscious Uncoupling, Calling in the One, and rediscover their authentic, joyous relationships with themselves.
Kamini is currently working on a Master’s Program in positive psychology at the University of Pennsylvania. She is also board-certified by the American Association of Drugless Practitioners.
In her bestselling book, Om: Life’s Gentle Reminders, Kamini shares a compilation of short inspirational stories designed to help us take in the moment and live a joyous, fulfilled life. https://kaminiwood.com
Thank you so much for doing this with us! Before we dig in, our readers would like to get to know you a bit more. Can you tell us a bit about your “backstory”? What led you to this particular career path?
My journey to becoming a human potential coach was shaped by my experiences as a high-achiever, a mom of five, and someone who has navigated complex personal challenges. Over time, I realized how often people, including myself, get caught in cycles of perfectionism, people-pleasing, or simply feeling stuck. Frequently, our thoughts have us prisoners to limiting beliefs about self. These realizations inspired me to dive into emotional intelligence, self-leadership, and personal development to grow and help others do the same. I’m passionate about assisting individuals to reclaim their sense of self, navigate life’s transitions, and thrive authentically. I aim to empower others to break free from old patterns, step into their strengths, and create a life that reflects who they are. And for women to find their voice and to be empowered in all aspects of leadership.
Can you share the most interesting story that happened to you since you began your career?
One of the most interesting moments in my career came during a consultation with a potential client. From the start of the call, he bluntly told me that he didn’t want to reach out but decided to do so anyway. His tone was dismissive; I might have taken it personally or second-guessed myself in the past. Or even further, I would have tried to convince him of my worth and to work with me. But this moment tested the self-leadership work I’ve committed to over the years. Instead of reacting emotionally, I stayed grounded, recognizing that his behavior wasn’t about me but rather a reflection of where he was in his life. It was a powerful reminder of the importance of practicing what I teach — staying rooted in self-awareness and resilience even in the face of discomfort.
Can you share a pivotal moment in your career that significantly influenced your path to leadership?
A pivotal moment in my career was when I decided to leave the business world and start my practice. It was both exciting and terrifying because, for the first time, I wasn’t relying on someone else’s structure or safety net — I had to trust myself fully. This shift required me to step into self-leadership in a way I hadn’t before, putting faith in my abilities, vision, and resilience. That moment taught me that growth often comes from leaning into discomfort and betting on yourself. It’s a lesson I carry with me in my work, helping others recognize their capacity to lead their lives confidently and with a sense of authenticity.
None of us are able to achieve success without some help along the way. Is there a particular person who you are grateful towards who helped get you to where you are? Can you share a story about that?
Hands down, the person I’m most grateful for is my mother. She has always been my greatest supporter, constantly reminding me of my tenacity, even when I doubt myself. What made her so impactful wasn’t just her encouragement but her ability to listen, and I mean really listen, and be a sounding board for whatever was on my mind. Her steady presence and belief in me gave me the strength to take bold steps in my life and career, knowing I always had a safe space to process and reflect. Her influence continues to inspire how I show up for others in my work and allows me to show unwavering support for those who choose to work with me.
Is there a particular book that made a significant impact on you? Can you share a story or explain why it resonated with you so much?
Man’s Search for Meaning by Viktor Frankl. It resonated so deeply with me because it emphasizes the power of choice, even in the most unimaginable circumstances. Frankl’s idea that we can’t always control what happens to us, but we can choose our response struck a chord with me personally and professionally. The book reminds us that we make meaning of things through our perspective, our thoughts, and how we respond. The book’s message has influenced how I approach challenges and guide others in reclaiming their power and purpose, even in the face of difficulty.
Do you have a favorite “Life Lesson Quote”? Do you have a story about how that was relevant in your life or your work?
“Between stimulus and response, there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom.” — Viktor Frankel
How have you used your success to make the world a better place?
I’ve used my success to give back by paying it forward and helping others on their journey. Whether guiding clients to reconnect with their authentic selves, mentoring those just starting their path, or creating tools and frameworks that empower people to lead fulfilling lives, my focus has always been on sharing what I’ve learned. Success isn’t just about personal achievements; it has always included how that can now help others.
Ok, thank you for that. Let’s now jump to the primary focus of our interview. According to this report, only about 31.7% of top executive positions across industries are held by women. This reflects great historical progress, but it also shows that more work still has to be done to empower women. In your opinion and experience what is currently holding back women from leadership and management?
In my opinion and experience, several factors still hold women back from leadership and management roles. A significant one is the lack of sponsorship, not just mentorship. While mentors provide guidance, sponsors actively advocate for women, opening doors to opportunities often critical for career advancement. Another barrier is the persistence of societal norms and biases — whether it’s the expectation for women to shoulder the majority of caregiving responsibilities or unconscious biases about women’s capabilities in leadership. For instance, if a woman is assertive, the unconscious bias leads others to think she is being aggressive. But if she is too kind, she is too passive and does not have leadership qualities. Additionally, structural issues like inequitable access to networking opportunities, unequal pay, and a lack of flexible workplace policies create hurdles that make it harder for women to rise to the top.
This might be intuitive to you but I think it will be helpful to spell this out. Can you share a few reasons why more women should become leaders and managers?
First, diversity in leadership leads to better decision-making. A multitude of research studies, time after time, show that teams with diverse perspectives are creative and impactful. Second, women often bring a collaborative and empathetic approach to leadership, creating inclusive environments where teams thrive. Currently, empathetic leadership is how companies see growth and profitability. Third, representation matters. When women see other women in leadership, it normalizes ambition and inspires the next generation to aim high. Finally, women leaders oftentimes prioritize policies that support work-life balance and equity, resulting in healthier workplaces.
Can you please share “5 Things We Need To Increase Women’s Engagement in Leadership and Management?”
1 . Sponsorship not just mentorship. While mentors are very important, sponsors who routinely advocate for women on their team are vital. For example, I worked with a client whose career shifted dramatically when a senior leader sponsored her for a leadership program, which changed her career trajectory and got her in front of the C-suite executives within a year and a half.
2 . Challenge societal norms. It is time to shift outdated narratives about women’s roles, what they should be doing, and what they are capable of. I worked with struggled with guilt over pursuing leadership because of societal expectations about being a “good mother.” By redefining what success looked like for her family and career, she stepped into leadership while modeling balance for her kids.
3 . Creating networking opportunities. Women often lack access to the same networking opportunities as their male counterparts, which hurts their career advancement. Leadership requires visibility, and creating spaces where women can connect with influential decision-makers is critical. I’ve facilitated workshops where women leaders networked and shared strategies, and these connections led to opportunities for collaboration and growth.
4 . Tackling the biases at play. Unconscious biases continue to create barriers for women in leadership. Whether it’s assumptions about women’s capabilities, emotional resilience, or commitment to work due to family responsibilities, these biases keep women from leadership opportunities. One client was overlooked for a leadership role until she advocated for herself and pointed out how bias shaped the decision-making process.
5 . Flexible policies that support balance. Workplace flexibility is essential for increasing engagement. I’ve worked with women who thrived in leadership after advocating for flexible work arrangements that allowed them to meet personal and professional demands without feeling stretched too thin. When organizations support this, more women can find themselves in more leadership roles because they are not scared of the trade-offs they have to make.
In your opinion, what systemic changes are needed to facilitate more equitable access for women to leadership roles?
Companies need to invest in education and awareness programs, such as unconscious bias training and inclusive leadership development.
What strategies have you found most effective in mentoring and supporting other women to pursue leadership positions?
One of the most effective strategies I’ve found for mentoring and supporting women in pursuing leadership positions starts with inner work. Helping women recognize and challenge their own limiting beliefs — like imposter syndrome or perfectionism — is essential. This inner work creates the foundation for confidence and resilience, allowing them to step into leadership authentically.
Once the foundational work is done, the focus shifts to external strategies. I guide women in articulating their achievements and advocating for themselves, a skill many find challenging. I also encourage building strong networks, emphasizing the importance of mentorship and sponsorship to access opportunities and resources.
Lastly, I align their goals with core values, ensuring they approach leadership clearly and purposefully. When women combine this inner work with external advocacy and support, they can step into leadership roles with authenticity and impact.
How would you advise a woman leader about how to navigate the challenges of being a woman in a leadership role within a male-dominated industry?
- For women navigating leadership in male-dominated industries, like my client in engineering, the journey often starts with finding your voice and building unshakable confidence. My client realized she was second-guessing herself, holding back in meetings out of fear her ideas wouldn’t be valued. We focused on the inner work — helping her recognize her expertise and own her seat at the table.
- From there, she challenged herself to contribute consistently in meetings, ensuring her voice was heard and her insights were recognized. Over time, this not only shifted how others perceived her but also how she saw herself. My advice: do the inner work to trust your expertise and intentionally put yourself in spaces where your voice matters. Consistency and courage in speaking up help shift perceptions and carve out your leadership presence in any room.
How do you balance the demand for authoritative leadership with the stereotypical expectations of female behavior in professional settings?
- Balancing authoritative leadership with stereotypical expectations requires challenging beliefs and biases. One has to start with the inner work to build confidence in one’s expertise and decisions so one doesn’t second-guess oneself. Communicate with clarity and conviction, avoiding unnecessary apologies or qualifiers. Set clear boundaries to protect your leadership style, and address biases professionally to shift perceptions. By engaging with a leadership approach and style that blends strength with empathy and collaboration, you demonstrate that authority doesn’t have to fit a stereotype — it can reflect your unique strengths.
You are a person of great influence. If you could inspire a movement that would bring the most amount of good for the greatest number of people, what would that be? You never know what your idea can trigger.
If I could inspire a movement, it would center on trauma-informed leadership and parenting, particularly for women stepping into positions of power. Women often face unique challenges — not only societal biases in the workplace but also the emotional toll of balancing professional ambitions with parenting expectations. This movement would foster emotional safety and resilience, both at work and home, by teaching leaders and parents how to lead with empathy, self-awareness, and intentionality.
Through my movement, there would be education around setting boundaries, leading authentically, and creating psychologically safe workplaces that empower everyone. For parents, it would provide frameworks to nurture emotional connection and resilience in their children without feeling beholden to perfectionism or guilt. This movement would create ripple effects by addressing both leadership and parenting through a trauma-informed lens.
How can our readers further follow your work online?
My website is: www.kaminiwood.com, and my socials are: www.Instagram.com/itsauthenticme, www.facebook.com/itsauthenticme, www.linkedin.com/in/kaminiwood
Thank you for these fantastic insights. We greatly appreciate the time you spent on this.
About The Interviewer: Vanessa Ogle is a mom, entrepreneur, inventor, writer, and singer/songwriter. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion allowed her to be one of the most acclaimed Latina CEO’s in the last 30 years. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Broadcom to bring innovative solutions to travelers and hotels around the world. Vanessa is the lead inventor on 120+ U.S. Patents. Accolades include: FAST 100, Entrepreneur 360 Best Companies, Inc. 500 and then another six times on the Inc. 5000. Vanessa was personally honored with Inc. 100 Female Founder’s Award, Ernst and Young’s Entrepreneur of the Year Award, and Enterprising Women of the Year among others. Vanessa now spends her time sharing stories to inspire and give hope through articles, speaking engagements and music. In her spare time she writes and plays music in the Amazon best selling new band HigherHill, teaches surfing clinics, trains dogs, and cheers on her children.
Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack, Instagram, Facebook, and X and of course on her website VanessaOgle.
Author Kamini Wood On How We Can Increase Women’s Engagement in Leadership and Management was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.