It is no longer a rarity to find women in management positions – and yet there is still room for improvement. To mark International Women’s Day, we spoke to three female managers at WEINMANN:

Nele, Head of Corporate Communications, Vanessa, Head of Marketing + Clinical Affairs, and Birgit, Head of Sales & Services. They talk about their career paths, the challenges they have overcome and their aspirations for the future.

The path to becoming a manager

Every career path to a management position is different. Nele gained her first experience with her previous employer, initially in a technical responsibility role. However, her line manager encouraged her to take the next step: “The decision to lead a team not only professionally but also in terms of personnel was a milestone for me. From the very beginning, I enjoyed developing a team and being successful together.” 

Vanessa’s path shows how diverse the development opportunities are within WEINMANN. After several years in product management, she was offered a newly created position as Head of Marketing. The new challenge meant leaving her comfort zone – a decision she has never regretted: “I was ready to develop myself further and try something new. This opportunity has allowed me to grow enormously.”

WEINMANN took a significant step towards female leadership eight months ago when Birgit became the first woman to join the Management Board. She sees her role in Sales and Service not only as a great responsibility, but also as an opportunity to develop talent in a multicultural team: “It is important to me to see employees as people, to support them and to help them develop their full potential,” explains Birgit.

How WEINMANN empowers women on their career path

The path to the top always brings challenges – but a strong corporate culture can make all the difference. Nele looks back on a phase of life that often poses a particular challenge for many women: “After my parental leave, it was incredibly valuable for me that WEINMANN gave me so much flexibility. I felt supported at all times and was able to continue in my position working fewer hours without any problems.”

Vanessa also benefited from the training opportunities that were offered to her. Above all, the continuous training in leadership and conflict management has helped her to develop as a manager: “These training courses have helped me personally as well as professionally.”

For Birgit, support is particularly evident in one aspect that is close to her heart – female empowerment. She hopes that her position as the first woman on the Management Board will serve as an inspiration to others: “I want to show that this path is possible – and that together we need to open it up further.”

What makes a good manager?

Empathy, perseverance and the ability to get the best out of a team – these are the qualities that make a good leader. Nele feels strongly that it is particularly important to support your own team and stand behind them: “A manager ensures that the team works well together and that everyone can give their best.” For Birgit, what counts most are authenticity and the willingness to constantly develop further. “A good manager never stops learning. Passion and honesty are the key,” she adds.

All three agree on one point: female managers often have a clear advantage – their pronounced emotional intelligence. “Women often have a strong sense for the feelings and perspectives of others. This empathy is a real benefit in management,” explains Vanessa. 

Where are we – and where do we want to go?

Despite much progress, there are still barriers that prevent women from taking leadership positions for granted. Deeply rooted thought patterns play a central role in this, explains Nele: “We need to have even more confidence in our own abilities. WEINMANN actively supports women on their journey, but there are still major challenges for society as a whole.”

Birgit also sees the need for action: “Men often apply confidently for jobs where they do not meet all the requirements. Women, on the other hand, often wait until they meet almost every requirement. It is precisely this reticence that we need to change!”

Another key issue is the compatibility of work and family life. This is where companies need to create much better framework conditions – and not just for women, stresses Vanessa: “It should be a matter of course that both women and men receive the support they need to balance their professional and private lives.”

Tips for young women: be bold and use networks

The advice for women aspiring to a management position is clear. Nele recommends actively seizing opportunities instead of waiting to be discovered: “Be proactive, look for role models and use every opportunity for further development.”

Vanessa also emphasizes how important self-confidence is: “Don’t doubt yourself. If you want to achieve something, keep at it and get regular feedback.”

Birgit believes it is essential not to sell yourself short: “Visibility is important – don’t hide, have the confidence to take responsibility.”

Aspirations for the future

Looking to the future, all three agree: progress must not be allowed to stagnate. Nele emphasizes how important it is that men are also committed to the advancement of women: “Without their support, it will not succeed.”

Vanessa would like to see a fairer distribution of care work and an equal leadership culture: “A balance is needed – both in family care and at management level.”

But above all, it is about creating equal opportunities: “It’s not about quotas, but about opening up opportunities for everyone. Everyone should have access to management positions,” says Birgit.