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Inspiring Women: Patricia Iglesias

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We conducted an interview with Patricia Iglesias. We could highlight hundreds of things about this woman on a personal and professional level. He has training in business management and management, a master's degree in Industrial Psychology, several titles in labor consulting and personnel selection, and even a specialization in remuneration policy.

Currently, he works as Chief People and Culture Officer at Tappx, and is one of the biggest influencers in the field of Human Resources. In fact, in 2022 it was within the Top 10 HR Influencer prepared by GOintegro.

You can discover all this and more in your LinkedIn profile. But, if you want to know a little more about her professional development and her opinion on female leadership and the challenges she has to face, you cannot miss the interview she has given us.

Greater sociability, giving greater value to cooperation, an innovative mentality, more empathy... These are some of the characteristics that tend to stand out in female leadership. How do you think they influence the development of companies?

Personally, I think that these characteristics, although it is true that they are mostly of women, are increasingly present in men.

The evolution in care, education, and society itself, have allowed us to grow in values such as empathy or sociability, without putting gender on them.

However, as of today, my own experience confirms that having women in leadership positions in companies helps develop a climate of greater cooperation, collaboration, trust, care and search for solutions, diplomatically and effectively.

I firmly believe that men and women must be complementary and help each other to achieve the common good. Both of their abilities are different, and easy to match if there is the will for it. And if it is achieved, it is a guaranteed success.

How has your path to being a female leader been until today? – another question from the interview with Patricia Iglesias

It hasn't been easy, but I can't say that I've had the same experiences in all the companies where I've been. I have noticed a lot the type of leadership in each of them, closely linked to the culture itself and the purpose of the companies.

Unfortunately, my career has always been linked to a more traditional and "masculine" type of company (because 90% of the leaders were men), and there I have felt undervalued on many occasions for the simple fact of being a woman (yes, I have received very direct derogatory comments about it).

But, on the other hand, I could learn where i didn't want to be, and I have been able to turn my professional path around to the point of collaborating in places where I have been valued and valued as a professional, regardless of my gender.

What has been the most difficult thing about being a female leader?

I've always had the feeling have to prove more and work twice as much. The impostor syndrome is very common in women, who have a fictitious obligation to be perfect and succeed, which aggravates the feeling of "fraud"...

Obviously, by experiencing this insecurity, the rest of the people with whom we share leadership perceive it, and it can create a climate where your opinion is not taken into account, by not reinforcing it with the attitude they expect to accompany the message.

Historically, an aggressive attitude towards security has also always been assimilated in oneself, and in my case I have preferred to be close, assertive and humble. The fight between aggressiveness and assertiveness is not easy at all, I assure you... Although it is worth it!

What advice would you give to women who have the dream of creating their own company or of being company leaders? – another question from the interview with Patricia Iglesias

It doesn't matter if they are women. I believe that we must remove the start barriers in the very language that we use. If they feel like creating and leading a project, let them do it.. Luckily, each time they are going to feel less judged for the fact of being women. 

And for what it's worth, in my case, In the two projects that I have created as an entrepreneur, I have never felt "different" because of my gender.. I have received the same help and treatment as any other person, man or woman.

The big question here is: does the project have a solid foundation? Does the person who wants to undertake it have the knowledge/skills to be able to carry it out? Do you have notions of sales and business administration to be able to manage it? Do you have enough motivation to be resilient at all times? If the answer is yes to everything, go ahead!

Do you think there are still barriers for women to bet on management positions?

Unfortunately, there are still companies that do. In traditionally male companies it is very difficult to make a place for yourself and be valued as a professional, without listening to some inappropriate comments. But, as I mentioned before, each time it is something less habitual and more residual.

Based on your experience, how can companies promote female leadership within their organizations?

It is something complex and structural, which we will not be able to solve overnight. But, to begin with, we must close processes and incorporate talent in a totally equitable way, and always without losing impartiality.

There are professions that are, historically, masculine. Not because women cannot exercise them, but because traditionally they had not been trained for them. Now that this is changing, we must give a "little push" and encourage the entry of female talent into organizations.

you also have to re-educate the rest of the teams so that they are aware of the benefits of female leadership. As we have discussed in the first point, and for help and support when the time comes.

In my opinion, you have to empower women to become benchmarks for the rest of the company, and work and develop individually each of the skills that will make them shine and stand out, to feel confident and be an optimal leadership model.

What do you think is the characteristic that has defined your career? Because? – another question from the interview with Patricia Iglesias

Not being afraid of changes and experimenting. I have experienced many and varied situations in different companies. Not all of them appear on my CV, as is evident, but they have taught me what I would never live again, to put my priorities in order.

And, thanks to this, to being brave and to making decisions related to change, I have been able to get to where I want to be in the last years of my career. And here I would like to highlight that, If it weren't for my husband, many of those changes would not have been possible., because, when you want to take risks, there is another part that must sustain the family economy until everything works out (whether we want it or not, it is a reality). So if you read me THANK YOU. 😉 

How do you think you differentiate yourself as a leader? 

To answer this question I have cheated a bit… and I have asked directly the team that I lead directly (honestly, I didn't know what to put!).

Knowing the team, directing and motivating it, knowing the uniqueness of each one of them.

Consider your ideas and collaborate without “imposing”. Unite the team and align it. Think about the people before the business. 

Not seeking to lead a team from superiority or imposition, but connect, empathize and understand the team, and that this motivates them to trust me as a leader. (Thanks, Gabriel, Julia. <3)

In hirint we are committed to diversity and inclusion for this reason we want in the month of women to give voice to women leaders and so inspire to others. For this reason, we conducted an interview with Patricia Iglesias. You can learn more about Hirint here



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