The future of IT services is being built by leaders who foster growth, drive impact, and challenge the status quo. These women aren’t waiting for change—they’re leading it.
That was the focus of Zennify and Tercera’s International Women’s Day panel, where women from across the Tercera portfolio shared their experiences in high-growth services firms. The conversation wasn’t about barriers. It was about influence, adaptability, and the choices that shape careers in an industry that remains male-dominated at the top.
Authentic Leadership: The Key to Influence
For many professionals, especially women, there’s pressure to fit a certain mold. But the strongest leaders aren’t the ones who conform. They’re the ones who embrace their strengths, set boundaries, and create space for others to do the same.
Margaret Irons, CMO at BeyondID, shared how defining those boundaries early shaped her leadership style. “When I joined, I told my CEO, ‘I go dark every day from 6 to 9 PM for dinner, bath, and bedtime.’ It was a clear understanding from the start, and he was incredibly supportive of that.” Setting that expectation didn’t just help her be a better leader. It signaled to her team that results, not long hours, define success.
At Valiantys, Chief People Officer Holly Mitchell pointed to one small change that’s had an outsized impact: a simple line added to internal emails. “We started including a note that says, ‘You’re receiving this email at a time that works for me, but I don’t expect a response outside your working hours.’ It’s simple, but I’ve had candidates tell me it really stood out. It signals that we’re serious about flexibility and respect for personal time.”
Culture isn’t shaped by broad declarations; it’s built through the daily experiences of employees. Leaders who create an environment where employees feel supported, rather than pressured to always be “on,” build stronger teams in the long run.
Shifting the Narrative on Technical Leadership
One of the biggest misconceptions in IT services is that leadership requires deep technical expertise. The panelists pushed back on this idea, highlighting the many other skills that define effective leaders.
Kallen Maher, VP of Delivery at Zennify, noted that some of the best leaders she’s worked with didn’t start as engineers. “A lot of people we hire for technical-adjacent roles are women… Many of them have exactly the skills that make great leaders. You don’t need to be the most technical person on the team to lead and develop it.”
Jennifer Wright, Director of Client Experience & Advisory at Orium, agreed. “We need to redefine what we mean by ‘technical.’ Some of our strongest leaders excel because of their soft skills… Team leadership, client communication, strategic thinking. Those are just as important as architecture or code.”
By broadening the definition of what it means to lead in tech, companies open doors to more diverse talent and build teams that work better together. The most effective leaders aren’t always the ones who know the most about the technology. They’re the ones who can guide a team through complexity, build trust, and make the right decisions.
The Power of Adaptability in High-Growth Firms
Success in fast-growing companies isn’t just about experience or expertise—it’s about adaptability. The panelists agreed that those who rise in their careers are the ones who take on challenges before they feel fully ready, stepping into new roles and responsibilities with a willingness to learn.
Kim Heger, Co-founder and Chief Talent Officer at Hakkoda, said, “If I’m not changing, I’m not growing. The people who thrive are the ones who take on stretch assignments, even if they’re not 100% ready…and stay open to learning through it.”
Sherri Schaffroth, Managing Partner at Black Diamond, experienced this firsthand when a leader gave her an opportunity that reshaped her career. “A VP created a role for me when I was trying to change paths. I ended up leading one of the teams I joined. It turned out to be a turning point in my career… and taught me what it means to lift others as you grow.”
But adaptability isn’t just about individual mindset—it’s also about how organizations support career growth. Kim emphasized the need for long-term career pathways rather than simply hiring more women into entry-level roles. “A great leader meets people where they are in their life. You have to create opportunities that allow women to thrive in different seasons of their career, whether they’re early in their journey, balancing family, or looking for their next big leadership step.”
Intentional Action: Building a More Inclusive IT Services Industry
Chris Barbin, CEO at Tercera, closed the discussion with a reminder that real progress isn’t about checking a box—it’s about building better companies. “Diversity of thought drives better businesses. And that’s something worth investing in.”
The panel made one thing clear: inclusion isn’t a campaign. It’s a commitment that shows up in how companies hire, promote, lead, and listen. Whether it’s rethinking what leadership looks like, creating space for new voices, or removing friction from career growth, change happens through consistent, intentional decisions.
This conversation was one moment,but the momentum is real. At Zennify, we’re proud to be part of a community that’s not waiting for the industry to catch up. We’re helping to move it forward.
