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International Women’s Day is always a moment for reflection, but this year’s theme — “Give to Gain” — offers something particularly powerful.
At first glance, the phrase might sound transactional. But in reality, the most meaningful leadership journeys show us the opposite: generosity, mentorship, advocacy and shared knowledge create opportunities that ripple far beyond the moment they are given.
Across industries — from outdoor sports to global retail leadership — the leaders shaping the future understand that progress rarely happens in isolation. It happens when people open doors, share insight and lift others along the way.
As part of our International Women’s Day series, we spoke to three inspiring leaders about what “Give to Gain” means to them, how mentorship shaped their own careers, and what organisations can do to genuinely support women in leadership.
The power of reciprocity in mentorship
Liz from Rossignol believes the idea of “Give to Gain” reflects the dynamic exchange that sits at the heart of great mentorship.
“The ‘Give to Gain’ theme truly strikes a chord, as it redefines generosity in the professional sphere and highlights the dynamic nature of giving.
Rather than seeing generosity as a one-sided act, my experience has shown that it’s a multi-layered exchange where both parties flourish. This perspective has been especially reinforced throughout my involvement in both formal and informal mentorship programmes.”
Liz’s mentoring journey began through Camber — formerly the Outdoor Industry Women’s Coalition — a pioneering organisation focused on developing women leaders in the outdoor sector.
“In partnership with my then-employer, The North Face, Camber launched a year-long mentorship initiative pairing director-level women with mid-level managers. The structure allowed mentors and mentees to build meaningful relationships over time.
What stands out most is the reciprocity in these partnerships. While I shared insights from years of experience, I gained fresh perspectives from different generations and new ways of thinking.”
Since relocating to Italy, Liz has continued mentoring women across Europe.
“Each interaction allows me to share my own journey while absorbing new cultural perspectives. These exchanges have profoundly shaped my growth both personally and professionally. When generosity flows both ways, it becomes a powerful force for progress and understanding.”
The people who shape our journeys
Looking back on her career, Liz reflects on the individuals who quietly influenced her development.
“Mentorship simply wasn’t common practice when I began my career. I largely pioneered my own path by watching, learning from others and trying to minimise mistakes.”
However, certain individuals made lasting impressions.
“One close friend helped lift my spirits during stressful periods at Nike with a simple piece of advice that shifted my perspective when things felt overwhelming. I’ve passed that wisdom on to my own team ever since.”
Another leader taught me something deceptively simple: listen carefully before sharing your own thoughts. In a fast-moving business environment, that discipline becomes the foundation of strong relationships and effective communication.”
Liz also remembers the guidance of Ann Krcik, founder of OIWC/Camber.
“Ann taught me that embracing one’s strength as a woman is not only acceptable but empowering. Her influence continues to remind me how important mentorship, sponsorship and advocacy are in helping women advance into leadership roles.”
Mentorship, sponsorship and advocacy: why all three matter
For Kelly Pierce from Baylo, supporting women’s progression requires more than mentorship alone.
“Mentorship helps build skills and confidence, particularly early in a career. Sponsorship creates access to real opportunities, and advocacy ensures women’s contributions are visible in rooms where decisions are made.”
In her experience, one of these elements is often missing.
“Sponsorship is most often lacking. More so than men, talented women often need someone willing to actively champion their work and recommend them for leadership opportunities.
I’m fortunate to work in an organisation that understands this. When companies actively support sponsorship, it changes the entire working environment.”
Kelly also believes organisations need to rethink what leadership looks like.
“While I strongly believe in meritocracy, companies can better support women by recognising a broader range of leadership styles.
Historically, advancement has often favoured dominant personalities or ego-driven leadership. Yet many women excel through a more servant-style approach — one centred on expertise, sound judgement, collaboration and relationship-building.
When organisations prioritise performance and impact over personality style, they create space for the best leaders to emerge.”
Leadership through generosity
For Amanda Rajkumar, generosity sits at the centre of leadership.
“Generosity is a daily practice for me because so many people were generous with me throughout my career and life.
Paying it forward means removing some of the gates that many talented people never even get to see.”
The leadership model she strives for is rooted in openness.
“The kind of leader I want to be shares insights openly, brings people into rooms they might not otherwise access, and makes opportunity less dependent on luck.
When knowledge and networks are shared generously, leadership becomes less about hierarchy and familiarity — and more about enabling others to progress.”
Give to Gain: small actions that create real change
Looking ahead to 2026, Amanda believes progress towards gender equality often begins with small but intentional actions.
“This year I want to give more access and advocacy. That means opening my network, recommending women for opportunities and ensuring talented women are visible in the rooms where decisions are made.
Progress often happens through small but deliberate actions — an introduction, a recommendation, or backing someone’s voice when it matters.
A tiny spark can light a great fire.”
Leadership is a collective effort
What these conversations reinforce is something simple but powerful: leadership is rarely a solo journey.
It is shaped by the mentors who guide us, the colleagues who challenge us, and the leaders who open doors we may not even realise exist.
The theme “Give to Gain” reminds us that progress happens when knowledge, opportunity and advocacy move freely between people.
And perhaps the most meaningful leadership legacy any of us can leave is ensuring that the path forward becomes easier for those who follow.
Questions for reflection
- Who in your career gave something — advice, opportunity or visibility — that helped shape your journey?
- And how might you choose to “give” something this year to help others move forward?