Women Shaping the Future of Leadership in Hybrid Workplaces

In an engaging interview with Global Woman Leader Magazine, Punyanuch expresses her views about how hybrid work is transforming the opportunities in leadership, inclusiveness, and communication. Based on her experience at Robert Walters, she talks about empowering women, psychological safety, and rebirth of success in shifting workplace cultures.

When hybrid work blurs hierarchy, have you seen moments where women unexpectedly stepped into leadership roles? What triggered it, and how did you ensure their influence lasted?

As a recruitment expert observing workplace dynamics in Thailand, I’ve seen hybrid work environments create unique opportunities not only for women but also for different stakeholders to step into leadership roles. The shift to remote and hybrid setups many times reduces traditional hierarchical structures, allowing individuals to shine based on their contributions rather than their titles. In this context, stakeholders who demonstrate strong communication skills, adaptability, and problem-solving abilities often emerge as natural leaders. This is something we value at Robert Walters. Regardless of gender, we believe in fostering an environment where talent, skills, and contributions are recognised, empowering everyone to reach their full potential.

A common trigger for leadership in hybrid work settings is the need for decisive action and effective communication during virtual collaboration. In situations where teams face ambiguity or require quick decision-making, individuals with a clear vision, strong confidence, and the ability to articulate ideas clearly often step forward. By fostering collaboration, bridging gaps across diverse locations, and rallying teams toward shared goals, these emerging leaders play a vital role in driving progress.

To ensure emerging leaders thrive, organisations must foster inclusive cultures that embrace diversity and empower individuals to succeed. At Robert Walters, we believe leadership is defined by collaboration and impact, not gender. We value behaviours such as communication, teamwork, and problem-solving, ensuring all employees - regardless of gender - have equal opportunities to grow, lead, and contribute.

In Thailand’s context, what subtle behaviors or norms in hybrid meetings can unintentionally silence women and how have you reshaped those spaces so female voices lead the narrative?

In Thailand, cultural norms such as respect for seniority and a preference for avoiding direct confrontation can unintentionally discourage people from speaking up, whether in hybrid or face-to-face meetings. This indirect communication style often results in individuals hesitating to share ideas or challenge opinions, particularly when senior figures dominate discussions.

At Robert Walters, we encourage organisations to create inclusive spaces where all voices are heard and valued. This begins with fostering a culture of respect and collaboration, empowering individuals to share ideas without fear of judgment. Structured practices, such as inviting each participant to contribute during meetings, ensure everyone has a chance to be heard.

Leaders play a crucial role by setting the tone for open dialogue, for example, by stating that "no idea is a bad idea" to encourage creative thinking.

Organisations can also rotate meeting facilitators and actively engage quieter team members to ensure diverse perspectives are represented.

Moreover, training in effective communication and active listening helps teams build trust and respect, making it easier for individuals to speak up. Prioritising inclusivity and psychological safety empowers employees while fostering innovation and stronger collaboration.

By taking these steps, organisations can break down barriers, amplify diverse voices, and cultivate a workplace culture where everyone feels heard, valued, and empowered to contribute their best ideas.

Have you ever witnessed a female colleague’s career accelerate because of a bold choice she made in a hybrid setup something she couldn’t have done in an office-only culture?

At Robert Walters, we are fortunate to work alongside many talented female colleagues who consistently excel in their roles, whether they are working face-to-face in the office or in a hybrid setup. For them, the mode of work - be it remote, hybrid, or office-based - does not change their commitment to delivering exceptional results. At the end of the day, the focus remains on completing tasks effectively and driving success.

While face-to-face work is often preferable, especially in recruitment where human connection is key, hybrid environments offer unique opportunities for individuals to take bold steps not as easily achievable in office-only settings. The autonomy and flexibility of hybrid setups empower professionals to tackle challenges creatively, take ownership of projects, and showcase leadership in innovative ways.

Ultimately, what stands out is not the environment itself but the determination and drive of our colleagues to perform at their highest level. Their ability to adapt and succeed across different work setups demonstrates that success is less about where you work and more about how you approach your responsibilities and opportunities.

If you could bottle one invisible skill that women leaders need to thrive in hybrid workplaces, what would it be and how do you help them discover it?

In today’s workplace, leaders - regardless of gender - demonstrate the same core skills needed to thrive in hybrid environments. Leadership is no longer defined by personal characteristics but by the ability to adapt, inspire, and drive results in dynamic settings.

Some skills that can be emphasised to help leaders thrive even more in hybrid workplaces - whether working remotely or from the physical office - include clear and effective communication, which ensures alignment and connection across physical and virtual spaces; emotional intelligence, which enables leaders to understand and support their teams; adaptability, which helps them navigate change with ease; and confidence, which empowers leaders to make bold decisions and inspire trust within their teams.

When mentoring women in hybrid roles, do you ever encourage them to intentionally break a pattern like speaking first in meetings? What’s the most transformative outcome you’ve seen?

When mentoring stakeholders - not just women - I always encourage them to reflect on their communication styles and consider how these align with their goals and team culture. It’s not about breaking patterns for the sake of change but about making thoughtful choices that enhance their impact. For example, deciding when to speak up or step back can shape discussions in meaningful ways, ensuring their contributions add value to the conversation.

In today’s working world, we’ve moved beyond the idea that people need to feel pressured to speak up or share ideas. Instead, it’s about creating environments where individuals feel confident and supported in expressing themselves.

Effective communication isn’t just about being heard - it’s about contributing in ways that drive collaboration, innovation, and progress.

By encouraging stakeholders to approach communication with purpose and focus, they can better navigate complex team dynamics and create space for diverse perspectives.

If you had to give one non-textbook piece of advice to a woman leader navigating a hybrid workplace, what would it be and why does it work?

Leverage informal moments to build meaningful connections. In a hybrid workplace, it’s easy to focus solely on tasks and overlook opportunities for relationship-building. Take the time to engage with colleagues during informal moments - whether it’s a quick chat before a meeting or reaching out for a casual check-in. These small but intentional efforts foster trust, strengthen your network, and create allies who will support you in achieving your goals.