Leadership, for many, is a journey of self-discovery as much as it is about guiding others. For Sandra Colhando, founder of TransforMe Learning, this journey has been about unlearning as much as learning – challenging traditional leadership moulds and carving out new ones that embrace authenticity.

With over 15 years of experience coaching executives across Fortune 500 companies in APAC, the USA, and beyond, Sandra has dedicated her career to helping leaders navigate complexity, embrace change, and drive transformational outcomes.

Under her leadership, TransforMe has earned accolades as a leadership consultancy delivering measurable impact, particularly in leadership development, team transformation, and women's professional advancement.

Sandra’s story is not just one of professional success, but of deep personal realisations that reshaped her approach to leadership.

When she was pregnant with her second child, Sandra was in line for a leadership role she had worked relentlessly for. Instead of recognition, she was met with hesitation. “Now might not be the right time,” she was told.

That moment laid bare the unspoken biases women face, not due to a lack of ambition or capability, but because of societal expectations. It was then that she realised leadership wasn’t just about excelling within the system – it was about reshaping it.

Challenging the status quo in women’s leadership

Early in her career, Sandra unconsciously adopted the leadership traits she saw around her – assertiveness, decisiveness, and a commanding presence.

“Leadership was synonymous with masculinity, and without realising it, I mirrored those traits,” she said in an exclusive interview with People Matters.

It wasn’t until she began developing a women’s leadership programme at Accenture that she confronted a fundamental question. Why should leadership be different for women – shouldn’t leadership be a universal concept, independent of gender?

Over the past decade, Sandra has seen a significant shift in how organisations approach women’s leadership. “A decade ago, the focus was on representation and skill-building – teaching women to be more authoritative, negotiate better, and navigate male-dominated spaces,” she said.

Today, however, the conversation has evolved. Leadership isn’t about making women fit into a traditional mould but about redefining concepts altogether. After all, she said, “the most effective leaders are those who embrace authenticity – leveraging empathy, collaboration, and emotional intelligence while challenging systemic biases.”

Future-ready leadership: Skills that set women apart

Sandra believes the skills that will set women apart in the future aren’t always the most obvious ones.

Adaptive resilience – not just bouncing back, but bouncing forward – is key,” she said.

“The leaders who thrive are those who embrace uncertainty, let go of perfectionism, and turn challenges into opportunities.”

Another critical skill is narrative intelligence – the ability to shape perceptions and drive engagement through storytelling.

“The most impactful leaders aren’t just the ones with great ideas, but the ones who can craft a compelling story around them,” Sandra said while highlighting strategic empathy as a game-changer.

“Women often walk a tightrope between being approachable and authoritative. Those who master this balance – leading with both empathy and assertiveness – drive real business impact.”

Lastly, Sandra stressed the importance of influence without authority. “Leadership isn’t about a title – it’s about creating momentum. The best leaders don’t wait for permission; they shape the conversation,” she said.

Lessons from coaching women leaders

A profound lesson Sandra has learned from coaching women leaders is that true leadership amplifies one’s unique strengths.

“Early in their careers, many women believe they need to embody traditionally ‘masculine’ traits to gain credibility,” she said. “But the most successful women leaders I’ve worked with didn’t succeed by mirroring existing leadership styles. Instead, they leveraged their unique strengths – empathy, collaboration, adaptability – while strategically honing influence, negotiation, and executive presence.”

Beyond individual leadership, Sandra has observed that women often lead beyond their immediate teams.

Women don’t just lead teams; they lead ecosystems,” she explained.

“Their leadership extends beyond business outcomes, fostering cultures of inclusivity, long-term thinking, and sustainable impact.”

Yet, despite their capabilities, many women hesitate to take on bigger roles and often question their readiness. “The turning point in their journey comes when they realise leadership isn’t about having all the answers – it’s about asking the right questions, navigating uncertainty with confidence, and taking action despite imperfection,” she said.

Measuring the real impact of women leaders

For organisations investing in women’s leadership development, measuring impact goes beyond participation numbers. “It’s not just about tracking attendance; it’s about understanding how these initiatives contribute to both career advancement and organisational success,” Sandra said as she identified five key areas for measurement.

“First, career progression and retention – are more women moving into senior roles? Are they staying and thriving?” she said.

Leadership readiness is another crucial indicator, measured through executive assessments and 360-degree feedback. “Are women stepping into more strategic roles? Are they more vocal in key discussions?”

Beyond individual progress, Sandra stressed the need to track business performance outcomes: “Leadership programmes must connect to business KPIs – revenue growth, innovation, team productivity. Are women-led teams driving stronger results?”

Cultural shifts are equally important. “Inclusion indices and engagement surveys help assess whether organisations are fostering truly inclusive environments,” she said.

Finally, mentorship and sponsorship play a role. “True impact isn’t just about individual skill-building but also about creating long-term systemic change,” she said.

Shifting from milestones to movements

For Sandra, the legacy of women leaders extends far beyond personal achievements. “The real impact isn’t measured in individual career milestones – it’s about systemic change,” she said.

Women leaders are not just climbing the corporate ladder; they’re making sure others can climb it too.

“Success isn’t just about personal advancement; it’s about paving the way for future generations,” Sandra said. This means championing diversity in hiring, mentoring emerging leaders, and building leadership pipelines that reflect true inclusion.

Another key aspect is fostering purpose-driven organisations. “Employees today are motivated by more than financial success. They want to contribute to something meaningful,” Sandra said.

“That’s why many women leaders prioritise corporate social responsibility and diversity initiatives.”

They understand the power of purpose-driven work.”

Perhaps the most definitive aspect of women’s leadership legacy is the emphasis on emotional intelligence. “By leading with empathy, authenticity, and vulnerability, women leaders are fostering workplaces that prioritise human connection over rigid hierarchies,” Sandra said. “That’s what builds teams that are truly collaborative, resilient, and adaptable.”

At the end of the day, “the future of leadership isn’t about fitting into old models – it’s about creating new ones,” Sandra said. “That’s the kind of leadership that leaves a lasting impact.”