Salesforce India Sales COO Shares Her Blueprint for Women in Leadership

This thought leadership article was written by Sangeeta Giri Gundala, Sales Chief Operating Officer of Salesforce India. Sangeeta has been with Salesforce for two years and is based in Bangalore, India.

Imagine you're scaling a mountain, the path treacherous and unclear. You could try to go alone, but wouldn't it be easier, more inspiring, to have a team of fellow climbers at your side?

That's what support networks are for women leaders — a hand to pull you up, a smile when self-doubt creeps in, and cheers when you reach the top.

So, how do we build this network of fellow climbers? It's not magic, it's mindful action. Here’s what I’ve done to become Chief Operating Officer of Salesforce India — and what you can do, too.

Show up for yourself: Be your own support first

We all face unique challenges, from unconscious bias to the ever-present juggling act of work, family, and societal expectations. When the internal voice whispers, "Am I good enough?", you need to be assertive and remind yourself of your abilities and achievements. It’s about silencing your inner critic and embracing the determination to show up for yourself every day.

Take the initiative to nurture your “village”

A sick parent, a school event — we often have to handle all the curveballs life throws at us. But, true strength lies in recognising our limitations and seeking support. My mother exemplified this. She built a network of vendors, neighbours, and even the milkman, creating a community that watched over us when she needed help to be able to soar in her career.

In turn, she watched out for them, too — sharing home-cooked meals and teaching their children. So, all the children were taken care of, and responsibilities were shared collectively by this “village.”

Look for mentors, not just in your field, but in your life

You could be working in a five-people organisation — but that doesn’t mean you limit your search for mentors to those five people. It is essential to have a learner’s mindset and approach diverse experts for career advice.

Find someone who has walked a similar path, someone who can offer guidance, encouragement, and a reality check when needed. Remember, mentors come in all shapes and sizes — they can be older or younger, within your company, at home, or across the globe. The key is finding someone who resonates with you and believes in your potential.

Share your struggles, your doubts, and your dreams. You'll be surprised how many people are willing to offer a helping hand, a listening ear, a reassuring word, or even a practical solution.

Find support at work

The workplace is fertile ground for building a support system — you just have to know where to look. Here are a few of my tips:

• Invest in work relationships. Lunchtime chats, after-work brainstorming sessions, even a shared groan over a particularly challenging client — these connections weave a web of understanding and support.
• Look for support beyond your team. Finding allies within your team is easy, but a broader search is essential for a stronger network. Perhaps it's the marketing wiz who juggles childcare or the finance guru battling gender bias. Shared experiences bind us, creating a powerful support network that transcends job titles and departments.
• Think beyond the cubicle walls. Support networks aren't limited to office spaces. Join online communities, attend industry events, or connect with women on social media. You'll get perspectives and insights from diverse workplaces.
• Check in with others often. Short check-ins with my manager or my team members help bring joy to my days. Early morning calls, even 15 minutes long, keep us connected and ensure timely support.

Lead the change in your organisation

Amazing companies aren't built on fancy perks or magic formulas — they're built on amazing people, like you and me. If we want workplaces that are supportive, thriving, and full of inspiring women leaders, we must be the change we want to see. At the same time, we must make it a mission to push our companies forward — and here are a few ways how:

• Tailor support to employee needs. What's the "pain point" for that employee? Do they need childcare assistance? Or help stepping into a new role? Do you have resources to help managers at all levels become empathetic leaders? 
• Keep the doors open for feedback. At Salesforce, we have open conversations once a quarter where we freely talk about anything that may be troubling us and seek solutions collectively. If someone is struggling to deliver at their job, we try to understand what is holding them back. Is it a skill issue? Then we upskill. The key is to maintain a solutions mindset.
• Encourage networking events. To foster a thriving ecosystem for women leaders, companies can leverage the power of diverse networking events. Think beyond traditional customer-facing engagements and explore opportunities focused on learning, equality, mentorship, and community building. Prioritise meaningful connections and foster a culture of continuous learning for women leaders to flourish.
• Advocate for non-work-related quality time. As a leader, I actively seek out what drives my team beyond work. Help by creating a holistic environment where work doesn't consume life. We volunteer, engage in non-work activities, and encourage healthy work-life boundaries. This not only reduces stress — but also fosters genuine connections.
• Build a support ecosystem for women in leadership roles. To keep more women at the helm, more women should be visible as role models and mentors. This means sharing not just victories, but also the messy underbelly of leadership. Create those safe spaces for women, where they can voice doubt without judgment. Offer a platform where women see themselves reflected and find the confidence to not just reach, but thrive in leadership roles.

Building a support system is a continuous journey, not a destination. It requires vulnerability, open communication, and a willingness to both give and receive help — but the rewards are immeasurable.