The global business landscape is in flux.
Geoeconomic fragmentation, where economies are splintering into regional blocs, is reshaping industries and rewriting the rules of competition. The World Economic Forum reports that 56% of employers expect this seismic shift will significantly impact their business strategies. For tech organisations, already grappling with supply chain disruptions and market instability, the stakes are even higher.
Amidst these challenges, explains Caroline Evans, VP of enterprise sales at FutureLearn, one truth stands out loud and clear for women in tech leadership roles: the path to resilience lies in strategic agility, and that starts with investing in leadership development.
In this article, Caroline shares why women in tech should constantly challenge the outdated stereotypes of female capability and think beyond ‘soft skills’ in order to come out on top in this changing business landscape.
Outpacing change with strategic agility
Governments are increasingly imposing trade restrictions on key technologies, which can make it harder and more expensive for technology companies to access global markets. While some governments are implementing data localisation laws, which require businesses to store and process data within specific countries.
The disruption in global supply chains will also make it more challenging for technology companies to source components and materials, potentially leading to reduced global GDP, higher inflation, and increased financial instability. All these macro shifts will impact the skills professionals in this landscape needed in order to survive and flourish.
The fragmented global economy demands leaders capable of adapting swiftly to evolving conditions. Yet, too often, leadership development programmes focus on honing ‘soft skills’, like communication or emotional intelligence. There is also an established, and reductive, view that these are the skills that women “naturally” bring to the Board. While these skills are still incredibly valuable, their overemphasis risks undermining the importance of cultivating strategic agility. Women in leadership bring a broad panoply of skills and capabilities, and working to stay current in the technical capabilities needed, will ensure this parity of ability and contribution is maintained.
More than just a buzzword; strategic agility is the ability to anticipate disruptions, pivot quickly and lead teams decisively through uncertainty. For women in tech, building leadership skills centred on strategic agility is critical—not only for navigating complex geopolitical dynamics, but also for influencing how their organisations innovate and grow.
Why we need to think beyond soft skills
Historically, women in tech have faced immense pressure to prove their value by excelling in bottom-line contributions, while also prioritising emotional intelligence to build inclusive workplace cultures. While the balance they bring to organisations is irreplaceable, it can inadvertently sideline them from strategic decision-making opportunities.
To claim their rightful place at the top of the leadership table, there now needs to be a bigger focus on expanding competencies like data-driven analysis, opportunity prioritisation, and cross-functional collaboration. These are the hard-hitting skills enabling strategic agility, ensuring leaders are equally poised to influence boardroom discussions and operational execution.
At FutureLearn, we’re finding that businesses are now increasingly looking beyond traditional soft skills and focusing more on what is being termed as ‘durable skills’ or ‘human skills’. This shift reflects a growing understanding that adaptability, strategic thinking and the ability to connect with others are essential for success in the modern, and increasingly AI-driven workplace.
What does this mean for women in tech?
It’s not enough for individual women to champion their own development; industry-wide support is essential. Here’s what needs to happen for a sustained shift:
- Organisations must prioritise leadership development as a core business investment. Advanced, AI-powered learning platforms – which deliver training opportunities across a variety of formats – will enable leaders to keep pace with changing market realities. At FutureLearn, we often advise businesses to onboard employees on shorter courses to develop soft skills, such as communication, alongside longer-term learning that hones employees’ strategic leadership skills. This mix strengthens their position in an increasingly competitive business world.
- Combining experiential learning, peer mentoring and modern tools, like e-learning platforms, ensures upskilling is engaging and accessible to a multi-generational workforce. Women leaders need targeted mentorship opportunities, so matching emerging female talent with senior tech mentors can close gaps and validate their confidence to make data-driven decisions.
- Create leadership benchmarks with inclusive KPIs. When businesses move beyond traditional metrics that limit leadership evaluation to sales or staff retention, and instead highlight innovative problem-solving or bold strategy implementation, they see a stronger uptick in strategic thinking. Establishing clear goals and ways to track progress also fosters accountability and demonstrates tangible results for both employees and the organisation.
- Organisations must identify current and future gaps in both technical and human-centric skills, creating programmes tailored to the specific needs of their teams. Whether it’s enhancing leadership potential or equipping employees for emerging technologies, alignment is critical.
Ultimately, upskilling is about more than filling roles or meeting business objectives; it’s about enabling people to unlock their potential and adapt to a rapidly evolving world. By championing this mindset, tech businesses not only survive but flourish, ensuring both sustainability and innovation in the years to come.
The rapid evolution of the modern workforce has left organisations navigating a fragmented and increasingly complex landscape. To remain competitive and foster resilience, tech businesses must prioritise workforce upskilling that focuses not just on advanced technical proficiencies but also on enhancing these critical human-centric capabilities.
