Ever felt uneasy about a quota-based promotion?
You're not the only one.
Everyone feels it—especially the female leader being promoted into the role.
As a female leader, you don’t want to be pushed into a role just to meet a quota—you want to earn it based on merit.
You want to be valued and respected for:
• Who you are
• What you bring to the business
• Your leadership style, ideas, and contributions—past, present, and future
🎯 Targets vs. Meritocracy: Finding the Balance
An Australian Financial Review article last year highlighted how some companies force hiring targets on recruiters, creating ethical dilemmas.
Yes, targets matter—especially in male-dominated industries like STEM—because progress doesn’t happen without intentional action.
❌ But forcing last-minute hiring quotas is the wrong approach.
✔ The real solution? Build the talent pipeline early.
🚀 Meritocracy trumps targets. But targets are needed to build the pipeline.
This isn’t just about gender.
Replace "women" with any other dimension of diversity—background, ethnicity, education, thinking styles—and the answer is always the same: VALUE and RESPECT.
📢 Leadership isn’t manufactured overnight.
High-performing leaders aren’t created by pushing someone into a role to meet a quota.
They develop over time—with the right opportunities, coaching, and support.
So, how are you building your talent pipeline?
Avoid costly mistakes and follow the Four-Step Process in my guide to accelerating women into leadership roles and building a robust talent pipeline.
📩 Want a personalised copy? Message me, and I’ll send it your way.
For senior leaders navigating complex challenges, the journey to impactful leadership can feel daunting at times—but it doesn’t have to be walked alone. Anoop, with 30+ years of experience across three continents, a former Board member and CPO of a Fortune 10 company in Australia, and winner of the 2022 HR Leader of the Year award, advises senior leaders on making profound changes.