{"id":185385,"date":"2026-03-31T10:51:14","date_gmt":"2026-03-31T08:51:14","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/factorial-play\/videos\/under-2-leading-without-changing-2\/"},"modified":"2026-03-31T10:51:14","modified_gmt":"2026-03-31T08:51:14","slug":"under-2-leading-without-changing-2","status":"publish","type":"factorial_video","link":"https:\/\/factorialhr.co.uk\/blog\/factorial-play\/videos\/under-2-leading-without-changing-2\/","title":{"rendered":"Under 2: Leading Without Changing"},"featured_media":0,"template":"","meta":{"_acf_changed":false,"_video_type":"highlight","_related_series":182879,"_related_episode":185370,"_related_season":0,"_video_source":"vimeo","_youtube_video_id":"","_vimeo_video_id":"1176615349","_speaker_id":185727,"_video_description":"Victoria Manankova, VP of Operations at Factorial, emphasizes the importance of self-confidence and resilience in women's leadership. She highlights that support is crucial in hostile environments, and genuine authenticity often meets resistance, while structural change is necessary to break the glass ceiling. Effective team management and communication are vital for fostering inclusivity, with informal networks proving more beneficial than formal development programs. Manankova argues that sharing power and altering existing rules can create space for more women in leadership roles. For valuable insights on leadership, team management, and career planning, don\u2019t miss the full episode.","_video_transcription":"00:12 - Ciao, sono Victoria Manankova, VP delle Operazioni di Factorial.\n00:15 - Penso che ci\u00f2 che mi definisce \u00e8 il coraggio.Sono una persona che si d\u00e0 da fare, prendo decisioni difficili e accetto qualsiasi sfida senza evitare la scomodit\u00e0.\n00:24 - Cercher\u00f2 di rispondere a pi\u00f9 domande possibili nel minor tempo possibile.\n00:29 - La differenza tra...una donna che sopravvive e una che dirige \u00e8...?\n00:33 - La fiducia in s\u00e9 stessa.Cosa pesa di pi\u00f9 in un ambiente ostile?\n00:36 - Resilienza o supporto?Supporto.Quando una donna \u00e8 valutata diversamente da un uomo, si vede...\n00:41 - pi\u00f9 nel risultato o nello stile?Nello stile.Cosa mostra prima che un'azienda non \u00e8 pronta per una direzione femminile?\n00:47 - I processi o la cultura?La cultura.Vale la pena adattarsi alla cultura maschile per ascendere?\n00:52 - Trampolino o trappola?Trappola.La conseguenza di adattarsi troppo \u00e8...?\n00:56 - Perdere la tua identit\u00e0.Cosa frena di pi\u00f9 il progresso?\n00:59 - L'etichetta \"ambiziosa\" o \"emotiva\"?\"Emotiva\".Essere autentica ti porta al rispetto...\n01:04 - o a pi\u00f9 resistenza?Pi\u00f9 resistenza.Per affrontare l'impostore.\n01:09 - Mentoraggio o fiducia in s\u00e9?Entrambe.Strategia chiave contro la sindrome...\n01:13 - - dell'impostore \u00e8... - Ricordare i tuoi successi.\n01:15 - Empatia o fermezza?Quale apre pi\u00f9 porte in una sala dominata da uomini Fermezza.\n01:20 - Cosa \u00e8 pi\u00f9 efficace per fare spazio ad altre donne?\n01:23 - Condividere potere o cambiare regole?Cambiare le regole.\n01:27 - Quando sei l'unica donna in sala e la voce pi\u00f9 forte non \u00e8 la tua,confronti o aspetti il momento?\n01:34 - Confronti.Promuovere donne solo per i numeri \u00e8 progresso o illusione?\n01:38 - Progresso.Lo strumento pi\u00f9 potente per creare reti di supporto tra donne \u00e8...\n01:43 - Il passaparola.\u00c8 pi\u00f9 utile un programma formale di sviluppo o una rete informale di sorellanza?\n01:49 - La rete informale.L'indicatore pi\u00f9 chiaro della presenza del tetto di cristallo \u00e8...\n01:54 - La percentuale di donne in posizioni direttive.Cosa pesa di pi\u00f9 per rompere il tetto di cristallo?\n01:59 - Merito individuale o cambiamento strutturale?Cambiamento strutturale.\n02:02 - Avere un posto al tavolo significa...Poter prendere decisioni e avere...\n02:06 - Poter prendere decisioni e avere voce propria.Il potere serve pi\u00f9 a proteggersi o...\n02:09 - a trasformare?A trasformare.Pratica organizzativa...\n02:12 - che promuove davvero l'inclusione \u00e8...I processi chiari.\u00c8 peggio essere l'unica donna in sala, o essere ignorata...\n02:19 - - in sala? - Essere ignorata in sala.Che consiglio assurdo hai ricevuto come donna che non ripeteresti mai?\"Devi essere pi\u00f9 delicata\".\u00c8 pi\u00f9 difficile guadagnare rispetto o guadagnare...\n02:28 - - accettazione? - Accettazione.Perfetto.Come ti senti ora?\n02:33 - Sento i nervi. Mi sento agitata.Mi sono messa persino il cronometro.\n02:41 - Ho la mente in bianco.Per\u00f2 \u00e8 stato bello.Sei stata bravissima. Allora niente,grazie mille.\n02:47 - Grazie a voi.","_has_trailer":false,"_trailer_vimeo_id":""},"categories":[935,991],"factorial-categories":[],"class_list":["post-185385","factorial_video","type-factorial_video","status-publish","hentry","category-leadership-insights","category-leadership-insights-en-gb"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Under 2: Leading Without Changing | Factorial<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/factorialhr.co.uk\/blog\/factorial-play\/videos\/under-2-leading-without-changing-2\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Under 2: Leading Without Changing\" \/>\n<meta property=\"og:url\" content=\"https:\/\/factorialhr.co.uk\/blog\/factorial-play\/videos\/under-2-leading-without-changing-2\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/\" \/>\n<meta property=\"og:image\" content=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/11\/17131146\/factorial-open-graph.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"628\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:site\" content=\"@factorialapp\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/factorial-play\/videos\/under-2-leading-without-changing-2\/\",\"url\":\"https:\/\/factorialhr.co.uk\/blog\/factorial-play\/videos\/under-2-leading-without-changing-2\/\",\"name\":\"Under 2: Leading Without Changing | Factorial\",\"isPartOf\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#website\"},\"datePublished\":\"2026-03-31T08:51:14+00:00\",\"dateModified\":\"2026-03-31T08:51:14+00:00\",\"inLanguage\":\"en-GB\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/factorialhr.co.uk\/blog\/factorial-play\/videos\/under-2-leading-without-changing-2\/\"]}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#website\",\"url\":\"https:\/\/factorialhr.co.uk\/blog\/\",\"name\":\"Factorial\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/factorialhr.co.uk\/blog\/?s={search_term_string}\"},\"query-input\":\"required name=search_term_string\"}],\"inLanguage\":\"en-GB\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#organization\",\"name\":\"All-in-one business management software - 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