In this conversation, Adelina Peltea, CMO at USERCENTRICS shares her unique journey to C-level Leadership for women in tech, emphasizing the importance of understanding one's strengths and the realities of leadership roles. She discusses the significance of communication, empowerment, and the impact of presence in leadership. Adelina also introduces her meditation method, Inner Sanctuary, and explores the responsible use of AI in decision-making. The discussion concludes with advice for personal growth and reflection on one's career path.

Takeaways

◾ Adelina's journey to CMO was unconventional and early.

◾ Understanding your strengths is crucial for career success.

◾ C-level roles require a significant presence and responsibility.

◾ Communication is key in empowering teams and making decisions.

◾ Meditation can be a powerful tool for leaders.

◾ AI should be used responsibly and with critical thinking.

◾ Follow your passion to maintain energy in your career.

◾ Reflecting on your journey is essential for growth.

◾ Empower others while maintaining responsibility for outcomes.

◾ Enjoy the journey and be open to adjustments in your path.

**Useful links**

◾ Connect with today's guest and sponsor, Adelina Peltea:

▢ UserCentrics: https://usercentrics.com/

▢ Connect with Adelina on LinkedIn: https://www.linkedin.com/in/adelinapeltea/

▢ Find out more about Adelina's work in wellness for leaders and get her book: https://www.verdawellnessclub.com/

This episode was sponsored by our guest, Adelina Peltea. Thank you Adelina for helping to bring Leading Women in Tech to this community!

The women in tech promotion gap is real—but it's not random. High-performing women in tech are still being overlooked for leadership roles, even as they deliver exceptional results. In this episode of Leading Women in Tech, we dive into the gender bias in tech leadership, the shift in workplace culture, and the strategic moves you need to close the gap—without losing yourself.

Why are women in tech not getting promoted at the same rate as their male peers? The answer isn't about competence; it's about perception, positioning, and politics. We'll explore:

• The promotion gap in the tech industry and why it persists, especially at Director-to-VP transitions.
• How executive presence for women and leadership visibility can shift how you're perceived.
• The difference between mentorship and sponsorship—and why the latter is critical for advancement.
• Navigating bro culture in tech without compromising your authenticity.
• Sustainable executive leadership: How to build influence capital without burning out.

This episode is for you if:

✔ You're a Passed-Over High-Performer delivering results but not seeing advancement.

✔ You're a Strategically Focused On Rising, and getting ready to step into executive leadership—but need a roadmap.

✔ You refuse to trade ambition for comfort or shrink in the face of pushback.

Key Takeaways:

1. Promotion is a strategic game. Hard work alone won't close the gap—you need positioning, visibility, and sponsorship.
2. Executive presence isn't about personality—it's about framing your work in business impact language.
3. Sponsorship > Mentorship. Advocates in high places are your ticket to the next level.
4. Cultural shifts don't have to derail your ambition. Learn to navigate gender bias in tech leadership with composure and strategy.

Resources Mentioned:

• Promotion Readiness Scorecard – Assess how you're perceived by leadership.
• Lit Up Leadership Academy – Join the next cohort to build your influence capital.

Ready to close the women in tech promotion gap strategically? Book a Strategy Call and let's design your roadmap to leadership.

How fractional leaders get hired isn't random — but it does follow a very different logic than most people expect.

If you've been having good conversations, receiving positive signals, and still not seeing those conversations turn into paid work, this episode will help you understand what's really happening on the hiring side.

In this episode, we step out of the leader's perspective and into the mindset of the organisation making the decision — because fractional leadership hiring doesn't follow a traditional job search or sales process.

Instead, hiring happens when recognition, trust, and timing align.

• Why fractional leadership opportunities don't follow a linear funnel
• The difference between visibility and recognisability
• The three conditions that consistently lead to fractional leadership hiring
• Why timing matters more than effort
• How trust is built before a hiring decision is ever made
• Why so many capable leaders get stuck in "almost" conversations

This episode is for senior women in tech who:

• Are fractional-ready but not yet chosen
• Are getting interest, but not conversion
• Want to stop guessing — without resorting to hustle or salesy tactics

• Understand how fractional hiring decisions are actually triggered
• Feel calmer and more in control of the process
• Make your leadership easier to recognise and hire

• Book a Strategy Session (Positioning + Hiring Clarity)
  • 👉 https://tonicollis.com/lets-chat
    
    
• Continue listening to the Fractional Series:
  
  • Episode 284 — Am I Ready to Be a Fractional Leader?
  • Episode 288 — How to Position Yourself as a Fractional Leader

• Chat to me to learn more about the Fractional Accelerator:
  • 👉 https://tonicollis.com/lets-chat