Despite widespread calls for greater diversity, equity, and inclusion in the workforce, women in C-suite positions are still underrepresented and subject to numerous gender- and culture-based preconceptions. These include expectations on personality traits and leadership style, where the dichotomy can be more extreme compared to the expectations of male counterparts. How can women own their own voice and leadership style while remaining true to their values? How are they overcoming external expectations in their companies and industries? What more can be done to build a deep pipeline of women leaders and create empowering institutional cultures?