We sat down with IWFA member and CEO of Mother’s Day Classic Foundation, Zara Lawless, to find out about her views on what will further women’s leadership in 2025, challenges she has overcome as well as how we can better support one another as members.
Q: What challenges have you faced being a woman leader and how did you overcome them?
Balancing work with family responsibilities—and the mental load that comes with it—has been a big challenge (and still is at times!). I’m lucky to have a supportive partner who shares the load, but I believe workplaces need to do more to help both men and women juggle these responsibilities while still driving productivity and impact.
For me, flexibility works best when paired with accountability. I try to create an output-focused environment where what matters is results, not rigid structures. Setting clear priorities and focusing on value creation over activity have helped me navigate leadership while maintaining balance.
Q: What do you think we can do to further women’s leadership in Australia today?
I believe in leading by doing. Progress happens when we all—women and men—actively create opportunities, mentor, and champion women at every career stage. It’s not just about policies; it’s about everyday actions that build a culture of inclusion and support. The more we show up for each other, the faster we’ll move towards true gender equality in leadership.
Q: What do you love about IWFA or why were you compelled to join?
I was drawn to IWF because of the diversity of its members. It’s inspiring to be part of a group that values different perspectives, fosters meaningful connections, and provides a space for women to learn from and support one another.
Q: What is one piece of advice you wish you received earlier in your career?
Networks can solve problems that individuals can’t. Build strong, genuine relationships, and don’t be afraid to ask for help. Equally important—be generous with your own expertise and experience. The connections you nurture will be invaluable throughout your career.
Q: What is one key leadership trait that will be essential in the next decade and why?
Leadership is about connection. The ability to build trust, show empathy, and positively influence others will be more important than ever. Great leaders demonstrate warmth and competence, build strong networks, and empower those around them.
At the same time, they must be both constructive and productive—balancing big ideas with execution. As the world changes faster than ever, leaders who adapt, take action, and inspire others to do the same will be the ones who thrive. As Barack Obama wisely said: “Just learn how to get stuff done.”
Q: Have you experienced imposter syndrome? How have you handled it?
Absolutely! Imposter syndrome has popped up at many points in my career (and I doubt it will ever fully go away). Over time, though, I’ve learned to reframe it. Instead of seeing it as a weakness, I use it as motivation to keep learning and improving.
I’ve also come to embrace my own leadership style. There’s no one-size-fits-all approach to leadership—everyone looks for something different in a leader. Instead of comparing myself to others, I focus on defining my own leadership philosophy and staying true to it.
Q: What are the biggest opportunities for women leaders right now?
Research has shown that companies with more women in leadership perform better in terms of profitability, productivity, and decision-making (WGEA Report).
With greater workplace flexibility, there’s now more opportunity for women—whether they’re early in their careers, stepping back in after a break, or already in leadership—to step up and show how their unique perspectives can drive better outcomes. Leading by doing is one of the most powerful ways to create change.
Q: What self-care or personal development habits have been crucial to your success?
Running is my meditation—it clears my mind and is often where I come up with my best ideas. I make time for it every day, even if it’s just a short run. The habit itself is what matters—once I wake up, I put on my running shoes and head outside.
I truly believe that it’s not the things we do occasionally that define us; it’s the things we do consistently. (Running the Mother’s Day Classic is a great place to start!)
Q: How can organisations better sustain and support women to pursue leadership roles?
One policy that could make a huge difference is “use it or lose it” paid paternity leave. When both parents take an equal role in caregiving, it normalises shared responsibilities and removes barriers that often hold women back from leadership opportunities.
We need more organisations to embrace this kind of systemic change—it’s good for gender equality, and ultimately, good for business.
Q: How can we be better allies in supporting women’s leadership? What can the member cohort do for you?
I love the idea of leaders creating their own “board of directors”—a trusted group of people they turn to for advice, perspective, and support.
As a member cohort, we should all be building our own personal boards while also sitting on the boards of others. This kind of exchange—sharing wisdom, making connections, and lifting each other up—is how we create lasting change.
Connect with Zara on LinkedIn – https://www.linkedin.com/in/zara-lawless-82b368108/
