After last week’s heavy truths about the unseen labour women carry in male-dominated spaces, I promised we’d turn towards something hopeful: how to navigate it all with grace, strategy, and self-respect.

So let’s talk solutions — practical, human-centred ones. Because change doesn’t come from grand gestures. It comes from small shifts done consistently.

🔹 Reclaim Your Narrative

Stop waiting for permission to be seen. Start crafting your story — clearly, confidently.

“I’m Priya, R&D Leader at PNDC, leading whole-energy systems innovation with a focus on hydrogen integration and decarbonisation.”
No apology. No “just” or “maybe”. Say it like you mean it. Then say it again — in meetings, emails, even casual chats.

And yes — include your title everywhere. Even if it feels awkward at first. You’re not being flashy; you’re setting boundaries.

🔹 Build Reputation Through Connection (Not Just Performance)

You don’t need to work in isolation. Seek out communities — through hobbies, school events, friends-of-friends. These informal networks often lead to real opportunities.
(As someone who missed this window early on… I’ve learned: connections aren’t just professional. They’re personal too. And that matters.)

🔹 Reframe Authority — Own It

That instinct to downplay? Let it go.
It’s okay to say “This project was led by my team — and I’m proud of what we achieved.”
It’s also okay to say, “I’ve worked in clean energy policy for 12 years because I believe deeply in the transition.”

Yes, confidence can be warm. Yes, warmth can be confident. You don’t have to choose between them. Try saying both:

“I’m so excited to collaborate with you — I’ve been working on similar challenges for over a decade.”
See how that works?

🔹 Share Credit & Celebrate Others

Don’t hoard praise. When someone does great work, notice it. Say thank you. Acknowledge it publicly.
And when others do the same for you? Accept it with grace — not guilt.
Because here’s a secret: appreciation is reciprocal. The more you give, the more you receive.

Plus — pat yourself on the back too. Weekly reflection helps: What went well? What could I improve? This isn’t ego — it’s self-awareness.

🔹 Navigate Bias With Calm Clarity

If someone says something off-putting (a joke, assumption, remark), take a breath. It’s valid that you felt it.

You don’t owe anyone an education — but if you want to respond, use gentle probing.

“That comment made me pause — what specifically did you mean?”
“Can you help me understand why you said that?”
“That’s not okay with me. I’d appreciate it if we could avoid that kind of language.”

In extreme cases? Write it down. Document it. Protect your peace. You’re not responsible for fixing bias — only for protecting your boundaries.

🔹 Break the ‘Masculinity Contest’ Culture

Notice the room: Who’s dominating conversations? Who’s avoiding eye contact? Who stays silent during jokes?
Actively listen. Invite quieter voices in. Challenge assumptions when they arise. A diverse team doesn’t just happen — it’s nurtured.

And finally… don’t wait for permission to lead.
Even in rooms where women are present, decision-making can still feel like a boys’ club. That’s why mentorship and sponsorship matter — and why sharing stories about marginalisation isn’t a weakness. It’s essential.

✨ The Takeaway

We aren’t broken for needing more support. We’re brilliant for recognising where systems fall short, and then choosing to step forward anyway.

So let’s stop pretending “just doing our jobs” is enough. Let’s start redefining success on our own terms:
With clarity. With courage. With kindness to ourselves.

Because thriving isn’t about shrinking to fit in.
It’s about building spaces where you don’t have to.

I’m so grateful this book exists — not because it gave me answers, but because it gave me permission to speak up, ask questions, and keep going.

As we wind down toward the holidays, I want to take a quiet moment to say thank you — not just for reading, but for being here.

Whether you’re sipping tea by the tree, wrapped up in a blanket with an audiobook, or chasing toddlers through snow-covered streets (yes, even in the UK!), I hope this time brings you peace, laughter, and moments that feel like home.

Thank you for sharing this journey with me — I’m so glad we’re doing it together.

Wishing you all the best over Christmas and into the New Year. May 2025 bring you courage, clarity, and kindness — both for yourself and others.

Until then, stay kind, keep growing, and never forget:

💬 “You belong here — without changing.”

If any of this resonated with you, please share your thoughts. What small shift will you make next week?

Until then,
Warmly,
Priya ✨

There’s a particular kind of exhaustion that comes from knowing you’re working twice as hard just to be seen as on par.

It doesn’t come from long hours or tight deadlines — though those are part of it. No, this fatigue is quieter, deeper. It’s the slow burn of constantly proving yourself, of navigating assumptions about your role before you’ve even spoken, of adjusting your voice so it sounds confident but not “too much”, professional but not cold.

I’ve been thinking deeply about all this since finishing Thriving in a Male-Dominated Workplace (HBR Women at Work Series) — and honestly? It hit harder than I expected.

Because here’s the truth many of us know in our bones but rarely name out loud:

In some rooms, simply being present isn’t enough. You have to perform credibility—every single time.

Let me share a few moments that left me both unsettled and strangely relieved.

We’ve all felt it:

• Being mistaken for an admin, an assistant, or someone in support rather than leadership — despite having the title, experience, and impact. (This is called “role incredulity” — and yes, it happens more often than we admit.)
• That moment when your idea is ignored… until a man says it seconds later — and suddenly, it’s genius.
• The subtle expectation that if you’re assertive, you’re “aggressive”; if you’re warm, you’re “soft”. And there’s no middle ground where you can just be you.
• The invisible task of managing how others perceive you — while also trying to get work done.

And then comes the real kicker:
You start believing the narrative they write for you — not because it’s true, but because it feels safer to accept it than to fight every time.

I was struck by this line from the book: “Women are judged on warmth before confidence; men, the other way around.”
That one sentence explained so much about why I’ve spent years rehearsing my tone, softening my delivery, apologising too soon… all in service of being “likeable enough” to be heard.

There’s also the quiet cost of missed networks.
(I’ll confess: I wish I’d read this advice 10 years ago. I built my career through technical excellence — which served me well — but never prioritised widening my circle beyond professional peers. Now? I’m learning the hard way that reputation isn’t just what you do — it’s who knows you, trusts you, and speaks up when you’re not in the room.)

Then there’s the myth we’ve been taught: “My work should speak for itself.”
But here’s the truth no one tells us: If your work doesn’t align with the wider mission, if you don’t frame it clearly, if you don’t own your story — it will get lost in the noise.

And let’s talk about feedback.
How many times have we received vague or uninformed comments (“It’s a bit bold,” “Too ambitious”) without context? The book suggests taking a timeout: pause, reflect, ask clarifying questions — because not every critique is useful, and some are rooted in bias, not substance.

These aren’t small things. They’re cumulative. They wear down confidence. They make us question our place — even when we’ve earned it.

So yes… this part was heavy.
Because sometimes, being honest means admitting how much extra emotional labour women carry just to be seen as equal.

But here’s the thing:
Recognition is the first step towards change. And knowing these patterns exist? That’s power.

📌 Coming next week: Part 2 – Finding My Voice – And Keeping It.
We’ll explore how to build influence on your terms — from crafting an authentic elevator pitch to sharing credit (and praise!) generously, to reclaiming authority without apology.
Plus: simple tools for navigating biased remarks, building real networks, and creating space where everyone can thrive — not just survive.

I’m so glad I read this book — not because it gave me answers, but because it named what I’d been feeling all along.

And if you’ve ever felt like you’re doing more than your fair share of “just existing” at work… please know: you’re not alone.

Stay tuned for Part 2 — and feel free to reply with one word that describes how you feel after reading this. I promise, no judgment. Just solidarity. 💬

Warmly,
Priya ✨

“We don’t see people as they are — we see them as our instincts tell us they should be.”
(A paraphrase of a central idea in Malcolm Gladwell’s Blink)

I’m late by a day… but I’m here — and that counts. One small step forward still counts. Especially when it’s toward showing up thoughtfully and with purpose.

This week’s post is based on a book I’m reading — Blink by Malcolm Gladwell — just after a few chapters, my mind feels awake and shaken!

At its heart, Blink explores how we make snap judgments — often within seconds — based on subtle cues: appearance, tone, body language, presence. These “thin slices” shape our perceptions long before facts have a chance to speak.

One chapter stands out: the Warren Harding Error — where Gladwell reveals how Americans misjudged one of their most famously ineffective presidents simply because he looked like a leader: tall, handsome, confident.

And the data? It’s chillingly consistent: among Fortune 500 CEOs, men average just under six feet — significantly taller than the U.S. male average of five feet nine. That gap isn’t random. It’s bias dressed as instinct.

So I wondered: Does this hold in the UK?

I searched for public data on CEO height — only to realise: height is personal information. Not tracked or disclosed at scale. No official records exist.

But what did surprise me was this:
Even today — nearly two decades after Blink was published — people are still sharing those same statistics on LinkedIn and social media… as if they’re from recent original research. Some posts frame it as a “new insight,” complete with charts and hashtags — yet cite no source.
Not Gladwell. Not even a hint of context.

📌 Let’s be clear: sharing insights is powerful. But presenting old ideas as new — without credit — undermines trust. And worse, it lets myths circulate unchallenged.

Now imagine the real cost:

• A short man walks into a room already judged before he speaks.
• A woman who is shorter and underrepresented in leadership faces double bias — not just gender, but perception shaped by outdated stereotypes.
• The “confidence spiral” begins early: tall individuals get more eye contact, better opportunities, quicker promotions — which then reinforces their confidence. It becomes self-fulfilling.
• Meanwhile, others must work twice as hard to prove themselves — overcoming assumptions rooted not in reality, but in the blink of an eye.

We’ve all been told: “Walk tall.”

But why?

Is it really about posture? Or is it about signalling — subtly reminding ourselves (and everyone else) that we belong at the table?

That question haunts me now.

Because in my world — energy systems, innovation, decarbonization — we need diverse minds, not dominant silhouettes. We need engineers who think differently, scientists unafraid to challenge norms, leaders driven by empathy and vision — not just presence.

So let’s reframe this:

Let’s stop mistaking appearance for ability.

And when we share ideas online — whether on LinkedIn or in blogs — let’s give credit where it’s due. Because knowledge grows strongest not through repetition, but through honesty.

🔍 But here’s what Blink teaches us — and why it matters even more:

Gladwell isn’t saying: “Never trust your gut.”
Nor is he saying: “Always trust first impressions.”

He’s making a much subtler, far more valuable point:

✅ Trust your intuition — but only in areas where you have deep expertise.
❌ Question your instincts — especially when you’re outside your domain.

Think of it like this:
A firefighter senses danger seconds before flames become visible — because years of training have wired their brain to recognise patterns others miss. That “gut feeling”? It’s an experience in disguise.

But the same fire chief might walk into an executive meeting about renewable policy and instantly assume someone “looks unqualified” based on age or accent. And that snap judgment? Likely wrong. Untrained. Biased.

That’s the duality Gladwell reveals: fast thinking can be brilliant — or dangerously flawed, depending on context.

So as professionals — especially those shaping complex systems like energy transition, transport innovation, or climate policy — we must ask:

• Am I relying on pattern recognition from real experience?
• Or am I projecting assumptions rooted in stereotypes?

In my work at PNDC, I’m constantly balancing data-driven modelling with creative leaps — guided by both rigour and intuition. But I know that instinct only works when grounded in learning, experimentation, and humility.

💬 Final Thought:

The truth isn’t always found in data alone — sometimes, it’s hidden in how we interpret it.

Malcolm Gladwell once wrote something close to what I paraphrased earlier:

“In the blink of an eye, we form judgments — often without realizing it.”

And he reminds us:

“Our instincts aren’t always wrong — but they’re not always right either.”

So next time you meet someone new — pause.
Not to size them up…
but to ask:
Am I judging this person because I truly understand their domain? Or because I’ve fallen for a shortcut — a bias dressed as insight?

Stay curious. Stay kind. And keep showing up — even if it’s just one day late.

P.S. I might write more about other powerful insights from Blink later — especially how expertise shapes perception, why diversity strengthens rapid decisions, and how to train your “blink” to be smarter than your biases.

Until then —
With warmth,
Priya

Hi there, energy systems enthusiasts and craft lovers and gardeners alike!

As someone who splits her time between accelerating clean energy tech and scribbling patterns on greeting cards or gardening, I’m always curious about how diverse thinking shows up in different worlds. While recently listening to Matthew Syed’s “Rebel Ideas: The Power of Diverse Thinking” on audiobook, I found myself drawing parallels to my work at PNDC, where decarbonising energy systems requires more than just technical expertise—it demands radically inclusive collaboration. Here are my takeaways and how they resonate with both my professional and creative life.

1. Real-Life Examples = Real-World Impact

Syed’s story about people hesitating to speak up even in life-threatening situations struck me hard. At first glance, it seems absurd—“Why wouldn’t anyone demand help?”—but the book unpacks how cultural norms and structural hierarchies can silence voices. In my work leading hydrogen projects, I’ve witnessed this. For instance, during a brainstorming session on grid integration challenges, a junior researcher tentatively suggested an idea that ultimately prevented a flawed design. The courage to voice concerns, even respectfully, turned a potential setback into progress. Syed reminds me that growth thrives in environments where dissent is welcome. But let’s also remember that not everything requires a dissent or is a war. We must learn to pick our battles, focusing energy on ideas that truly reshape our direction.

2. HiPPOs and the Art of Letting Go of “Seniority”

One line that made me smile: “HiPPOs rule the room.” For those hearing HiPPOs for the first time, it stands for ‘Highest Paid Individual’s Opinion’. Don’t we all know a person whose rank determines the room’s focus? In many organisations I’ve worked with, the loudest opinions often belong to those with the highest paychecks—yet the most innovative solutions often come from listening deeply, not speaking over others. In our R&D team meetings, I’ve started asking colleagues to pause debates and reframe conversations: “Let’s not argue who has the ‘best’ idea, or which is the best idea, but rather explore how cross-functional teams can combine insights.” This shift in dynamics not only democratizes innovation but also taps into the wisdom of the crowd, which, ironically, often validates the best ideas anyway!

3. “Bring Me a Solution” vs “Let’s Solve It Together”

“Don’t come to me with a problem, bring me a solution!” That’s a mantra many professionals learn early on. But Syed pushes back: skipping the problem stage misses the boat on diverse thinking. Early in my career, I fell into that trap, crafting “polished proposals”. Now, I advocate for collaborative problem-solving in our projects. For example, our recent heat decarbonization advisory group involved open forums where stakeholders— engineers from different disciplines, policy and social scientists—started with questions rather than answers. The resulting plans were more robust simply because we started the mental sprint together.

4. Rebels > Clones: Why “Very Different” Outperforms “Very Similar”

This chapter hit home. Syed argues that successful advisory groups aren’t just diverse in age, gender, or background—they’re diverse in expertise. Think about it: how many energy panels consist only of energy insiders? Not great! At a recent Ofgem webinar introducing their Strategic Innovation Fund Round 5 challenges around consumer-centric innovation, I was blown away by a presentation from a water company that had hosted water-themed innovation festivals for eight years. Their structured approach to ideation, MVPs, and collaboration was worlds away from traditional energy-sector methods—and yet, their cross-industry perspective revealed fresh strategies for tackling grid scalability issues. This is the magic of “rebels,” not “clones.”

5. Ideas Flourish in Open Spaces

Syed’s line about “birds of the same stock” reminded me of my own tendencies. As an electrical engineering grad, I’ve always defaulted to electrical conferences. But earlier this year, I was invited to present at a mechanical engineering symposium. The resulting conversations—about material sciences, nuclear reactor designs, even industrial cooling systems—unexpectedly inspired a modular energy storage idea for rural electrification in our portfolio. Socializing ideas across disciplines doesn’t just break silos; it reveals new pathways we couldn’t see in our own “flock.”

Side note: Socialising ideas takes effort. Like trying a new cuisine while I’m used to Indian. But the reward is worth it!

6. Averages Are Lousy Guides for Individuality

This chapter on personalised diets had a surprising edge—yes, even though a delegate from a precision health startup in the audiobook audience made it seem a bit sceptical for me! The pushback against one-size-fits-all solutions mirrors my work in energy. For example, heat decarbonisation isn’t viable with a single technology in every school or hospital. Just as we need tailored diets for diabetes management, we need localised, adaptive solutions for buildings, which have wildly different energy profiles. Syed’s point is simple: data and policy mustn’t homogenise people’s needs into averages.

Personal resonance: My switch to audiobooks was also about seeking personalised engagement. How many more books could I devour by listening to stories while kneading dough or tending the garden?

Putting Rebel Thinking to Work

For me, “Rebel Ideas” is a call to build environments where comfort zones feel like crutches and new perspectives feel like superpowers. Here’s how I apply it:

• Create “safe spaces” for late-stage challenges to technical plans.
• Invite non-energy experts to energy conversations (less obvious, more powerful).
• Start collaborations with questions, not solutions—then iterate with the crowd.
• Design solutions for individuals, not abstractions.

Final Thought:

In a world obsessed with efficiency and carbon neutrality, perhaps the most radical act we can take is to listen to outliers—whether they’re lovely rebels from other fields or quietly rebellious minds in the room. Progress isn’t a solo effort, but a collective glow. In both innovation and everyday creativity, diversity isn’t an accessory—it’s the fuel. So, what will be your next rebel idea?

Stay curious, stay rebellious, and let’s grow those brains together, one diverse conversation at a time!

First Impressions

The title “Scatterbrain” intrigued me, and I was looking forward to practical tips on identifying and managing ADHD. However, the book took a more personal and narrative-driven approach. Listening to the audiobook added a new dimension to the experience, making it feel more intimate and engaging, especially while I was manually pulling weeds and enjoying the beautiful weather.

The author shares her journey as someone with undiagnosed ADHD, describing herself as a scatterbrain, people pleaser, and adrenaline junkie. A significant portion of the book focuses on her early life and the challenges she faced, including feeling wronged as a child. This part of the narrative felt detailed and sometimes repetitive, which made me wish for more practical content.

My Reflections

I was hoping for more actionable advice on diagnosis and management. The book spent a lot of time on the author’s personal story, and by the time it reached the diagnosis and subsequent steps, it felt rushed. The conclusion was somewhat anticlimactic, with general advice to talk to a psychologist, get ADHD tests, and consider private options if affordable. These points were already familiar to me, which left me feeling a bit unsatisfied.

Despite the structure, the book was entertaining and provided general awareness about ADHD. The author’s storytelling was funny and relatable. Many of her experiences resonated with my memories and incidents. Here are a few key takeaways:

• ADHD and Accountability: The author’s statement, “ADHD is not an excuse for bad behavior,” resonated with me. It emphasizes personal responsibility even with neurodivergent conditions.
• Practical Tips: The author’s method of making a physical list and ticking off tasks was particularly useful. I often find myself writing and editing mental lists, and having a physical list helps me stay on track. It also reminded me how easily I can get distracted by emails, chats, or random thoughts, often completing low-priority tasks first.
• Neurodivergence Awareness: The book highlighted the commonness of neurodivergence and how it can manifest differently in individuals. It also touched on how social awkwardness in women is often dismissed as shyness without deeper consideration.

As I weeded and mulched, I found myself nodding along to the author’s descriptions of being easily distracted and the importance of physical lists. It feels like my whole house is neurodivergent to varying degrees. One of us constantly makes lists, another hates lists, and another lives in a dream world. I hope that by recognizing and understanding these differences, we can build a more supportive and harmonious home environment.

Measly Progress in the Garden

Despite spending hours in the garden, the progress was modest. Here’s a snapshot of the garden before and after all that work:

While it might not look like much, every little bit counts, and I’m proud of the progress. Gardening can be a slow and rewarding process, much like the journey described in the book.

Final Thoughts

While “Scatterbrain” didn’t provide the practical tips I was hoping for, it did offer a personal and relatable narrative that was both entertaining and enlightening. If you’re looking for a deeper understanding of ADHD from a personal perspective, this book is worth a listen. However, if you’re seeking more practical advice, you might want to supplement it with other resources.

Gardening and listening to the audiobook, interspersed with movie songs, made for a delightful and productive weekend. Despite the physical soreness from weeding, mulching, and planting, I found the combination of physical activity and mental engagement to be quite satisfying. It’s a reminder that sometimes, the journey is just as important as the destination.

Feel free to share your thoughts and experiences with ADHD or neurodivergence in the comments below. What books or resources have you found helpful?