A leadership journey forged through courage and reinvention

Meet Gudani Mukatuni, Chief Information Officer, Glacier by Sanlam

What has been the most defining moment in your career, and how did it shape your leadership journey? 

A key turning point in my career was pivoting from working for one of the big four consulting firms as a manager to leading an IT department for one of the business units at one of South Africa’s major banks. Although it was daunting to leave a promising and rewarding consulting career path, I wanted more growth and exposure in financial services, which I’d been introduced to as a consultant. In the first year of joining the bank, the move seemed like a lateral shift, but I believed that short-term sacrifice would lead to long-term gains. My success in financial services was made possible by supportive leadership and managers, whose trust inspired me to excel. Building strong relationships with leaders and working diligently helped ensure that their confidence in me was well placed. From this experience, I learned that the magic happens when you stop clinging to what was and lean into what could be. When the path no longer serves you, rerouting isn’t weakness, it’s evolution. Ever since this bold move, I have never looked back, and I enjoy being one of the leaders within the financial services industry.

Another defining moment in my career was when I was in middle management and decided to complete an MBA degree. I was fortunate that the organisation I was working for at the time paid for my MBA tuition fees. I graduated with my MBA in 2017, and the MBA qualification enabled me to be more confident in my leadership role, enhanced my business savvy, as well as my overall business acumen. 

What unique challenges have you faced as a woman in a senior position, and how have you navigated them? 

Working in male-dominated industries can present a range of structural, cultural, and interpersonal challenges. Gender bias and stereotypes portraying women as less competent or less suited for leadership positions remain prevalent, particularly in technical sectors. Additionally, leadership roles tend to be disproportionately occupied by men, which may result in fewer role models, sponsors or advocates for women. Another common challenge is imposter syndrome among women in senior positions and across all career levels, given our diverse backgrounds. However, through my upbringing, education, and always ensuring that I work hard towards achieving organisational goals, I have developed the skills and confidence to contribute effectively within professional teams. I participate equally in discussions and decision-making processes alongside male colleagues and regard all team members as peers, regardless of gender.

How do you approach mentoring or supporting the next generation of women leaders in your organisation or industry?

I am passionate about mentorship and I currently mentor three women from different backgrounds and career levels. Personally, both formal and informal mentors have been instrumental throughout my career, sometimes even becoming advocates for me. An effective mentor is someone you respect and trust to have your best interests at heart. As a mentee, it’s important to be proactive, clarify your own goals, and be prepared to put in the work. 

What advice would you give to young women who aspire to take on leadership roles in traditionally male-dominated fields such as finance? 

Stepping into leadership in male-dominated fields takes grit, strategy, and a strong sense of self. Be willing to grow deep knowledge in your field and hone your craft, as credibility is your strongest armour.

Speak up clearly, confidently in meetings and decision-making spaces, even if you’re the only woman in the room. There is no stupid question; however, it is important to read the room and tailor your communication to different personalities and power dynamics.

Seek mentors and sponsors regardless of gender. Challenge imposter syndrome and know that you do belong, do not wait to feel ‘ready’, step up and learn as you go. Don’t shy away from ambitious targets, make them known and ask for support.

If your current environment doesn’t support your growth, pivot when needed. Career paths aren’t always linear. Sideways moves can build broader skills and can ultimately lead to a fulfilling career.

How have you seen the landscape for women in the financial industry evolve? 

According to Forbes.com, women now hold about 30% of senior roles in financial services globally. Bringing this back to South Africa, in the past two years we have seen positive changes, including the appointment of Jeannette Marais as CEO of Momentum Group, and Mary Vilakazi as CEO of the Firstrand Group. These are some of the women I look up to and admire how they have broken the glass ceiling in the financial services industry. While these are important steps forward, hiring and promotion practices still favour traditional (often male) leadership traits, according to Private Banker International. Objective evaluation metrics and diverse panels are key. Women need more access to mentors who understand their unique challenges and sponsors who will advocate for them.