It’s a moment to push conversations about gender equality and leadership forward. In this context, Lean In: Women, Work, and the Will to Lead by Sheryl Sandberg, former COO of Meta (former Facebook), remains a powerful and relevant read. Although first published in 2013, the book feels more timely than ever when it comes to women’s issues in leadership. The book encourages women to embrace ambition, challenge societal norms, and advocate for leadership roles in all industries.

The “Lean In” Philosophy

Sandberg argues that women often hold back due to self-doubt, imposter syndrome, or fear of judgment. She urges them to “lean in” by taking risks, speaking up, and asserting themselves. “What would you do if you weren’t afraid?” she asks, encouraging women to recognize and push past their internal barriers.

One of the book’s key ideas is the “seat at the table” concept—women must actively claim their space in leadership rather than waiting for permission. She illustrates this with a story from her time at Facebook, recalling a meeting where a senior female executive hesitated to sit at the main conference table, choosing instead to stay in the back. For Sandberg, this moment epitomized how women are often internally conditioned to step aside rather than claim leadership roles. Her message is clear: “Leadership belongs to those who take it.”

Barriers and Biases

While Lean In emphasizes personal empowerment, it also highlights the double bind—women in leadership are often seen as either too aggressive when asserting authority or too soft when they take a collaborative approach, while men displaying the same traits are praised.

Unconscious bias continues to shape workplace dynamics, and while many organizations recognize the issue, there’s still work to be done. Sandberg shares a telling anecdote from her early days at Facebook: despite being an executive, she realized there was no women’s bathroom near the executive offices. This seemingly small moment revealed a larger reality: there were so few women at that level of leadership that their presence was almost an afterthought.

Sandberg stresses the importance of mentorship and sponsorship in career advancement, noting that men are more likely to have sponsors who actively advocate for their success. Lean In encourages workplaces to address these gaps, creating environments where women receive equal opportunities to lead and grow.

Men’s Role in Gender Equality

Sandberg highlights that gender equality isn’t just a women’s issue—men must also participate by sharing responsibilities at home and supporting women in leadership. She acknowledges the real struggles of balancing work and family and speaks candidly about the challenges of pregnancy while working and the constant tension between career ambitions and home life. “Guilt management can be as important as time management for mothers,” she notes, recognizing the pressure many women feel. For true progress, workplaces and society must evolve to support both women and men in creating a more balanced and equitable future. Sandberg challenges traditional gender roles, arguing that a more balanced division of labor at home enables women to pursue their careers more freely.

Criticism and Legacy

While influential, Lean In has faced criticism for focusing primarily on privileged, corporate women rather than addressing broader structural inequalities, its core message of empowerment and action has had a lasting impact. The book has sparked crucial discussions on gender and leadership, inspiring women to negotiate salaries, seek mentorship, and push for diversity and inclusion in the workplace. It also inspired the creation of Lean In Circles—small peer-support groups where women connect, mentor one another, and navigate workplace challenges together. The Circles act as catalysts for progress, helping to break cycles and make workplaces more inclusive and equitable.

Conclusion

More than just a book, Lean In is a movement. As we celebrate women’s achievements this month, Sandberg’s message remains as vital today as it was when the book was first published in 2013: women belong in leadership, and their voices matter.

“Everyone needs to get more comfortable with female leaders, including female leaders themselves.” This underscores the need to break the cycles of self-doubt and societal expectations, empowering women to step into leadership roles and assert their value. The challenge ahead is to teach the next generation—both w omen and men—that women’s voices are not just valid, but vital in all areas of life.

By continuing to lean in, supporting one another, and pushing for systemic change, we can create a world where women’s leadership is normalized and celebrated, and where the next generation grows up in a more equitable environment. It’s not just about advancing women—it’s about shaping a society where gender equality is a reality, and the cycles of inequality are finally broken.