What does success really mean in leadership?
For Sandra Hill, success is not only about achievements or titles. Instead, it is about building a life you are proud of. It means creating balance between work, family and personal values.
As we reflect on International Women’s Day, Sandra shares the lessons that shaped her career and explains why women in leadership play an essential role in business.
One lesson has stayed with her since childhood.
The Lesson That Guided Sandra Hill’s Journey
When Sandra Hill was just nine years old, her teacher, Miss Sayer, shared advice that would stay with her for life.
“When you know the journey, you know where to change routes to reach your destination.”
At the time, Sandra did not realise how important that lesson would become. However, throughout her career and life, it has proved true again and again.
Understanding the journey helps you recognise when to adapt, change direction and keep moving towards your goals.
For Sandra, this mindset has been essential in navigating both challenges and opportunities.
Facing Doubt Early in an Engineering Career
Many women in technical industries have faced doubts about their abilities. Sandra experienced this early in her career as an industrial engineer.
At one point, a chief engineer told her she would not be able to solve a technical problem. The team could not correctly install a pump into a machine, and they assumed Sandra would not find the solution.
Instead of accepting that judgement, Sandra trusted her instincts.
She went to the shop floor, investigated the issue herself and quickly discovered the problem.
The pump had been installed incorrectly.
After reporting her findings, Sandra waited to hear whether the solution worked. When nobody contacted her, she followed up and discovered that the ship had already sailed successfully.
This experience reinforced an important lesson.
You have to believe in your own journey.
There will always be people who doubt you. However, trusting your instincts and staying true to your beliefs can lead to far greater achievements than others expect.
Why Women in Leadership Matter
Sandra believes one stereotype still needs to disappear — the idea that women cannot succeed in engineering or technical careers.
According to her, that belief is outdated.
Women can perform the same roles as men, and they also bring valuable perspectives that strengthen organisations.
Women in leadership often contribute different viewpoints, approaches and problem-solving styles. As a result, businesses benefit from more balanced decision-making and stronger collaboration.
Sandra believes that diversity in leadership ultimately leads to better outcomes for organisations and society.
A Personal Definition of Success
For Sandra Hill, success is not measured only by professional achievements.
Instead, it is about creating a meaningful life.
One moment reminds her every day how far she has come.
“Opening my front door and knowing that I made this happen.”
More than 40 years ago, Sandra visited Didsbury in Manchester and said that one day she would own a home there.
Today, she does.
It is a simple moment, but it represents determination, resilience and belief in her journey.
The Achievement Sandra Is Most Proud Of
Despite a successful career, Sandra says her proudest achievement will always be her daughters.
Professional success matters. However, family, values and personal fulfilment are just as important.
For Sandra, true success comes from building a life where both career and family thrive.
Lessons for Future Women in Leadership
Sandra’s journey offers valuable lessons for the next generation of women in leadership:
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Believe in your abilities, even when others doubt you
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Understand your journey, but be ready to change direction
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Challenge outdated stereotypes in engineering and business
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Define success based on your values, not just achievements
Ultimately, success is not only about what you accomplish. It is about the life you build along the way.
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Counteroffers are a typical occurrence in the ever-changing world of career advancement. It’s that critical moment when you’ve decided to leave for a better opportunity, only to be presented with a tempting offer from your current employer to keep you. Many professionals face a situation filled with challenges and issues that extend beyond the immediate attraction of a better compensation or benefits.
The Temptation of Counteroffers
Consider this scenario: After carefully refining your CV, successfully navigating many interview stages, and getting a job offer that exactly aligns with your career goals, you’re ready to start on a fresh career path and say goodbye to your current role. However, just as you’re about to make the decision, your employer surprises you with a counteroffer. Suddenly, the decision to leave becomes complicated by tempting offers of a salary increase, a promotion, or even a more flexible work schedule.
A false sense of instant satisfaction
At first look, a counteroffer may appear to be a lifeline, confirming your worth within the company. It boosts your ego and provides immediate happiness from feeling respected. However, under the surface lies a deeper truth: counteroffers are frequently used as a temporary patch rather than a long-term solution.
The Hidden Challenges
Accepting a counteroffer can introduce a myriad of complications, both professionally and personally.
Trust and Loyalty: Your decision to look for other opportunities could jeopardise trust and loyalty in your existing workplace. Your company may question your dedication and wonder whether you’re just using the offer as leverage to get a better deal.
Cultural Fit: If you’ve already considered leaving due to concerns about company culture, job satisfaction, or career advancement opportunities, a counteroffer might not resolve these issues. Accepting it may simply prolong the inevitable: the desire to seek fulfilment elsewhere.
Career Progress: While a counteroffer may promise an increase in salary or an attractive title, it does not always address your long-term career goals. Will the concerns that caused your job search in the first place be effectively addressed, or are you simply putting off the inevitable?
The Harsh Reality
Statistics show a grim picture: nine out of ten candidates who accept a counter offer leave their existing employment within twelve months. Why? Because the underlying issues that drove individuals to seek new possibilities continue, regardless of the short-term relief provided by a counteroffer.
Going Forward
So, what are the alternatives? Rather of falling to the attraction of a counteroffer, it is critical to address the situation with clarity and perspective.
Reflect on Your Priorities: Determine what is most important to you in your career. Is it just about salary, or do you want more fulfilment, growth, and alignment with your values?
Communicate Openly: If you’ve decided to pursue external opportunities, be open and honest with your employer. Express gratitude for the experiences and relationships you’ve built while explaining why you want to take on new challenges.
Stay Committed to Growth: Accept change as an opportunity for growth and development. Rather than settling for short-term fixes, prioritise opportunities that match with your long-term career goals and personal fulfilment.
Counteroffers may provide temporary relief, but they rarely address the fundamental challenges that motivate people to seek new opportunities. By embracing change with courage and planning, you open up possibilities for true advancement in your career and fulfilment.
To download the details of this HR Business Partner, click here
An experienced HR business partner who expertly navigates organisational challenges to promote growth and a positive workplace culture, who is currently open to new interim opportunities
Successful Career Impact:
- Led CEO transition from daily operations to strategic growth, implementing PDP with a concise one-page strategy, resulting in a 91% participation rate and an 88% employee engagement rate, a notable increase from the 2020 rate of 72%.
- Coordinated a successful 18-month GDPR compliance project, including data mapping, awareness training, and policy building; achieved support from Information Asset Owners with a focus on collaboration and teamwork.
- Enhanced a General Manager’s PDR process through external coaching, 360 feedback, and 9-box evaluations, fostering collaborative goal-setting and improved performance across the Senior Leadership Team and entire workforce.
- Efficiently executed a project to modernise and standardise working arrangements, conducting a comprehensive evaluation of terms and conditions for 900 employees across 13 nationwide manufacturing and logistic facilities.
- Successfully managed the closure of a 150-employee site, prioritising respectful treatment of affected staff, offering numerous opportunities for meaningful alternative employment within the client’s other sites or the local area, and achieving all project objectives on schedule and in alignment with cultural specifications.
If you would like to discuss this exceptional person, in more detail, and how they can make a real impact to your business, please get in touch sandra@hillgroup.co.uk or call +44 (0)161 448 8283.
Toxic workplaces have stressful, unethical, competitive, dismissive, and noninclusive environments. Employee stress and burnout can be exacerbated by a toxic environment.
When faced with an unpleasant working environment, employees aren’t afraid to leave, and it’s usually your top performers that leave first. More than ever, business leaders must address workplace toxicity issues.
A toxic company culture will wear down an organisation by paralysing its workforce, diminishing its productivity and stifling creativity and innovation.
10 signs your workplace culture is Toxic:
- The company’s core values are not being adhered to or used as the basis for how the organisation functions.
- Employee suggestions are discarded, meaning employees are afraid to give honest feedback.
- Micromanaging. Little to no independence is given to employees in performing their jobs.
- When blaming and punishment from management is the norm.
- Excessive absence, illness and high employee turnover.
- Overworking is expected.
- Little or strained interaction between employees and management.
- Gossiping and/or social cliques.
- Favouritism and office politics.
- Aggressive or bullying behaviour.
What’s the cure for a toxic work culture?
- Leaders must show – Respect, Integrity, Authenticity, Appreciation, Empathy and Trust.
- While toxic work cultures are generally a combination of poor leadership and individuals who prolong the culture.
- Toxicity in the workplace is costly, and unhappy or disengaged employees cost companies billions of pounds every year in lost revenues, settlements and other damages.
- Once you identify the major problems by gathering information, develop a plan and follow through. It may mean training, moving or simply getting rid of bad management, who are the root cause of toxicity in the workplace.
- Show employees you care and are committed to improving their workplace environment. Your employees can be your greatest asset, but it all depends on how you treat them.