Helpthemove’s Rachael joins us to talk about women in leadership roles within the property industry after her recent promotion to Managing Director. - Vouch

Helpthemove’s Rachael joins us to talk about women in leadership roles within the property industry after her recent promotion to Managing Director.

Rachael, Managing Director, Helpthemove

The stereotypical view that it must be a man in the leadership role is changing, with more women being recognised for their hard work and contribution to organisations across the property industry.

Here at Vouch, we have been working with Helpthemove for a few years now and we were overjoyed when we heard the news of Rachael’s promotion.

Having strong female leaders as part of the Vouch family, we were keen to speak to Rachael and other women in the property industry on their thoughts and experiences as women in leadership roles.

How long have you been with Helpthemove?

“I joined the Helpthemove team in 2015, so just under 6 years. Since joining I have delivered various roles and ‘worn a variety of hats’ to support the growth of the business to contribute to where we are today.”

How do you feel about this promotion?

“I was obviously delighted to take the position formally. I have been acting in this role for a while, so it was a natural progression for the business. I have a close relationship with the team at Helpthemove and it felt very natural to us all.

I’m very hands-on in my approach to work and this won’t change following my promotion to Managing Director – I like to know the details of what is happening and how it affects the team, the company and our clients respectively.”

Do you work with many other companies that have women in leadership roles?

“Yes, increasingly I find myself dealing with women in leadership roles. There are of course still a lot of male-dominated leadership teams out there, but those I work with closely tend to be mixed-gender teams.”

What has your experience been as a woman in a leadership role?

“First and foremost there are lots of opportunities! Not because I’m a woman, but because we are currently experiencing a really positive growth trajectory for the company and whilst scaling up any business brings its own challenges it brings many more opportunities.

I am excited to scale the business effectively whilst maintaining the high standards we set for our service levels and looking after our customers. 

It is a very exciting time to be taking this post.”

What do you think about the stereotypical view that a man is normally the leader?

“Historically, it may be fair to say that there has been a tradition that men fill senior roles in businesses.

However, the landscape is continuing to change and we are seeing more and more that women are being recognised for the value and contribution they are delivering to the organisations they work within. There is undoubtedly more to be done, especially in some key industries, however, I’m confident we are moving in the right direction.

Personally, I work well with both male and female teams and individuals. I believe the individual in the leadership role should be judged and appointed on their capability to do the job, rather than their gender.”

This is a common theme with the other women we have spoken to. 

Rebecca, Managing Director of Howland Jones comments “In my opinion, the managing director simply needs to be the best person for the job. Their gender is irrelevant to me.  

Historically management positions have been dominated by men but in my own personal experience, women who wish to manage and lead today will do so, as long as they have the right skill sets, strength and self-belief.”

Lizzie, Lettings Manager, Tristram’s “I’m glad that women are considered for equal opportunities in leadership roles. Any person who shows dedication and works hard is worthy of a leadership role.”

Do you have any advice for other women seeking progression or anything else you would like to add?

“Knuckle down, work hard and prove your value.

Ultimately, recognition from an organisation in terms of promotion and progression should come off the back of the contributions being made, no matter the individual’s gender.

If you are working hard and effectively, that should be being recognised. If it isn’t, you should challenge your employer or look for alternative opportunities where you will be recognised and valued for your contributions. If career progression and promotion is what you want, know your value and don’t be afraid to self-promote this to decision-makers in your organisation.”

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