Turning Around a Slumping Team Morale 

Turning Around a Slumping Team Morale 

Written by Yamila Solari – 

Turning Around a Slumping Team Morale

Have you ever noticed how your team starts off full of energy—everyone is on board, ready to tackle big goals—only for that spark to fade over time? Suddenly, you realize there is a heavy cloud of negativity hanging over daily interactions. It can catch you off guard, especially when you are deeply immersed in the day-to-day work. Yet, once you recognize the signs, you know something must change.

In my experience coaching teams, these morale slumps often stem from a handful of core issues. Some factors lie outside of the team’s control—company-level decisions, mergers, or major leadership changes. Others, however, are well within a team’s power to address—unclear roles, a lack of transparency, or toxic behaviors that go unchecked. I like to think of these issues in two categories: external (things we cannot fully control) and internal (things we can change ourselves).

When External Forces Take Over (External Locus of Control)

  • Leadership Changes or Inconsistency

It is well known that a supportive, empowering leader fosters a collaborative tone. However, if the leadership style changes abruptly or leadership roles become unclear, team members may feel insecure about priorities and direction. This can quickly lead to anxiety and, eventually, a negative environment.

  • High-Pressure Environments

Sometimes, companies shorten deadlines or raise expectations without adding resources. Teams then scramble to keep up, which can lead to burnout. When people feel overworked and overwhelmed, patience runs thin and tensions rise—creating an ideal scenario for conflict.

  • Lack of Recognition and Growth Opportunities

Few things derail motivation faster than feeling invisible. If team members consistently contribute without acknowledgment—or if there is no clear path for them to develop new skills—they may become cynical or disengaged.
Large Structural Changes (Mergers, Acquisitions, Reorganizations)
Merging organizations often involves blending different cultures, processes, and leadership styles. In the midst of these changes, employees may feel threatened about job security or uncertain about the new direction, which can lead to pervasive negativity.

  • Shifting Company Strategy or Values

Suppose your company pivots to emphasize profits over people or makes a drastic change to its mission. Those who joined with a particular vision in mind might feel disconnected or even resentful if they no longer believe in the new direction.

  • Other External Stressors

Broader circumstances—such as economic downturns or new market competitors—can put an entire organization on edge. If the team senses looming layoffs or limited resources, tensions may escalate, leading to finger-pointing and blame.

Issues Your Team Can Tackle Directly (Internal Locus of Control)

Issues Your Team Can Tackle Directly (Internal Locus of Control)

  • Unclear Roles and Responsibilities

Sometimes negativity arises simply because responsibilities are not clearly defined. Tasks may overlap—or worse, fall through the cracks—and frustration builds. If certain teammates end up overloaded while others have significantly lighter workloads, resentment becomes almost inevitable.

  • Communication Breakdowns

Inconsistent or delayed updates make team members feel left out, sparking suspicion. The tone of feedback also matters: when criticism is vague or sarcastic, trust erodes. Encouraging honest, direct communication is vital for keeping relationships strong.

  • Negative Feedback Loops

A blame culture can spiral quickly if people focus on fault-finding rather than solutions. Once everyone is trying to avoid blame, creativity and healthy risk-taking tend to vanish.

  • Toxic Individual Behaviors

In some cases, one or two strong personalities overshadow the rest, or small cliques form. These patterns discourage broader participation—team members may stop sharing opinions or ideas if they fear being dismissed or excluded.

Breaking the Inertia: The Deep Check-In Session

Recognizing a cultural slump is half the battle. What comes next? One effective approach is to pause regular work and hold a Deep Check-In Session (DCS)—a specialized retrospective that allows ample time for meaningful discussion.

  • Ground the Team: Begin by having everyone take a moment to note how they are feeling, both physically and mentally.
  • Nurture Trust: Start with a simple trust exercise or team-building activity, reminding everyone that it is a safe space to share openly.
  • Identify the Core Issues: Use quick brainstorming methods (e.g., sticky notes or digital boards) to list all observed problems. Prioritize those that seem most pressing.
  • Distinguish External vs. Internal: Determine which problems the team can address directly and which require help from senior management or other departments. Simply clarifying this can provide a sense of relief and direction.

By the end of a DCS, you should have a clearer view of your team’s concerns and a sense of which issues belong to the team to solve, and which must be escalated.

Handling Internal Issues

Handling Internal Issues

When the team itself can resolve an issue, determine the best plan of attack after the DCS. You might schedule a follow-up session to brainstorm solutions and agree on next steps. Or perhaps you need more context—so you talk to individuals privately or consult an expert. In any case, keep the team in the loop so they know progress is being made.

What Matters Most? Listening and Reporting Back

It is not always possible to resolve every concern immediately. Often, simply letting the team know you have heard them and are taking steps to address their issues can restore a sense of optimism. Continue gathering feedback, be transparent about what you learn, and involve the team in deciding how to move forward.

Cultivating a healthy team morale is an ongoing process—there is no quick fix. Yet by confronting problems directly, clarifying their root causes, and showing genuine care for your team’s well-being, you will be well on your way to turning a slump around. After all, there is real value in collective understanding and consistent connection, no matter what obstacles appear along the way.

A Nearshore Perspective

Scio provides dedicated teams of Latin American (LATAM) software engineers to North American clients. In a nearshore environment like ours, transparent communication is vital to delivering the level of service our clients expect. When teams openly discuss blockers, progress, and expectations, they strengthen the collaboration between clients and software development teams—which is why Deep Check-Ins are so important. At the same time, having clear escalation paths ensures that both our managers and our clients’ leadership understand how external factors affect our teams, allowing them to take timely and effective action.

If you would like to learn more about fostering a high-performance culture or explore how Scio’s nearshore teams can support your next project, reach out to us. We look forward to collaborating with you to create thriving, impactful software solutions.

Yamila Solari

Yamila Solari

General Manager

The Value of Being «Low Maintenance» in Nearshore Software Development 

The Value of Being «Low Maintenance» in Nearshore Software Development 

Written by: Luis Aburto – 

The Value of Being "Low Maintenance" in Nearshore Software Development

A few weeks ago, members of our Customer Success team had a conversation with the VP of Engineering of one of our long-term clients. We have been working with them for over five years, helping them augment their software engineering team with developers in Mexico and Argentina.

She spoke highly of her experience working with Scio over the years, but one phrase stood out: she appreciated working with us because both our company and our nearshore engineers were «low maintenance.»

This is one of the best compliments I have ever received. It confirms that we are achieving a key goal—seamlessly integrating into our clients’ workflows so they don’t notice a difference between their in-house team members and the engineers provided by Scio. This reinforces why nearshore outsourcing companies are an attractive option for businesses looking for efficiency and reliability in software development.

For a VP of Engineering juggling multiple priorities, working with people and organizations that are «low maintenance» is a huge advantage. It means they don’t have to spend additional time and effort dealing with issues, misalignment, misunderstandings, or conflicts—all of which can be distracting and emotionally draining.

Additionally, I know this client has faced challenges in communication, alignment, and performance with some of their in-house software engineers. So, it was reassuring to hear that our engineers are perceived as «lower maintenance» than some of their internal team members.

Even after five years of working together, this client still finds us easy to work with—something that is intentional and a core element of our approach. This is part of what makes strategic digital nearshoring such an effective solution for companies aiming to build strong, scalable engineering teams.

How We Make Working with Scio Easy

How We Make Working with Scio Easy

We take deliberate steps to ensure that clients find it easy to work with Scio as a partner and that they find it easy to collaborate with the software engineers assigned to their projects.
From a Partnership Perspective

  • Flexible Contracts: We structure our contracts to be adaptable to our clients’ evolving needs, ensuring they are never locked into a rigid framework that doesn’t serve their business objectives.
  • Unobtrusive Account Management: While we maintain regular communication, we focus on providing value through useful insights and recommendations rather than overwhelming clients with unnecessary meetings or check-ins.

From a Team Integration Perspective

 

  • Structured Onboarding & Ongoing Performance Tracking: Our onboarding process ensures that engineers integrate seamlessly into clients’ workflows and company culture. We also provide ongoing performance tracking to maintain alignment and productivity.
  • Culture of Service & Growth: We instill in our team members a mindset of being proactive yet respectful contributors to the project team, ensuring a collaborative and efficient working relationship.
  • Real-Time Collaboration: By operating in the same or similar time zones as our clients, our engineers can collaborate in real time, reducing delays and improving responsiveness.
  • Cultural Compatibility: Unlike some other regions, Latin American cultures emphasize service, collectivism, and teamwork, making it easier for our engineers to adapt and integrate into our clients’ environments.
"Low Maintenance" Doesn't Happen by Accident

«Low Maintenance» Doesn’t Happen by Accident

There are inherent advantages to working with nearshore outsourcing companies, such as time zone alignment and cultural affinity. However, translating these advantages into a consistently smooth working experience requires conscious effort. A great strategic digital nearshoring partnership isn’t just about hiring engineers in the right region—it’s about fostering the right behaviors, structures, and systems that ensure seamless integration and high performance.

At Scio, we have designed our approach around the principle of being «low maintenance,» making it easy for our clients to work with us and for our engineers to integrate seamlessly into their teams. This approach involves everything from operational flexibility to a carefully cultivated team culture, ensuring that we continue to meet and exceed expectations.

It’s rewarding to hear that this effort is recognized and appreciated. As we continue to evolve, we remain committed to refining our processes and ensuring that our clients can rely on us as a truly «low maintenance» partner in strategic digital nearshoring.

Cheers to that.

Luis Aburto_ CEO_Scio

Luis Aburto

CEO

How Top Software Companies Are Revolutionizing Developer Experience in 2025 

How Top Software Companies Are Revolutionizing Developer Experience in 2025 

Written by: Rod Aburto – 

How Top Software Companies Are Revolutionizing Developer Experience in 2025

In the rapidly evolving tech landscape, leading software development companies are placing a strong emphasis on enhancing Developer Experience (DX) to attract and retain top talent, boost productivity, and foster innovation. By investing in tools, processes, and cultures that prioritize developer satisfaction, these companies set benchmarks in the industry by nurturing best practices in coding, enhancing software engineering while maintaining happy developers.

Atlassian: Pioneering Developer-Centric Approaches

Atlassian has made significant strides in improving DX by centering their processes around developers’ needs. Their recent research highlights the importance of understanding and enhancing developer satisfaction. By focusing on reducing obstacles and inefficiencies, Atlassian has seen a 25 percentage point increase in developer satisfaction over two years, rising from 49% to 74%. This improvement underscores the company’s commitment to creating an environment where developers can thrive.

GitHub: Integrating AI to Elevate Coding Efficiency

GitHub has been at the forefront of integrating AI into the development workflow. Their AI-powered coding assistant, GitHub Copilot, is designed to enhance coding efficiency by providing real-time code suggestions and automating repetitive tasks. This tool allows developers to focus more on creative problem-solving and less on routine coding chores, thereby improving overall productivity and job satisfaction.

Google: Innovating with AI-Powered Developer Tools

Google continues to innovate in the DX space with the introduction of «Jules,» an experimental AI-powered coding assistant. Jules is designed to automatically fix coding errors, handle bug fixes, and manage time-consuming tasks, enabling developers to concentrate on building new features and improving existing ones. This initiative reflects Google’s commitment to leveraging AI to streamline development processes and enhance the developer experience.

Microsoft: Quantifying and Enhancing DX

Microsoft, in collaboration with GitHub, has conducted joint studies to quantify the impact of optimizing DX. These studies aim to understand how improving developer workflows and reducing friction can lead to better productivity and job satisfaction. By focusing on data-driven approaches to enhance DX, Microsoft demonstrates its dedication to creating a supportive environment for developers.

CSHARK: Emphasizing Agile Methodologies and Developer Growth

CSHARK, a Polish-based software development company, focuses on creating a developer-friendly environment through Agile methodologies and a strong emphasis on continuous learning. Their approach includes fostering open communication, providing opportunities for professional development, and maintaining a culture that values innovation and collaboration. This commitment to DX has positioned CSHARK as a notable player in the industry.

Imaginary Cloud: Prioritizing User-Centered Design and Developer Satisfaction

Imaginary Cloud designs scalable technology with a focus on user-centered solutions, which extends to their internal processes as well. By implementing proprietary development processes that guarantee reliable solutions, they create an environment where developers can work efficiently and effectively. This focus on DX ensures that their teams are motivated and equipped to deliver high-quality products.

Conclusion

Conclusion

Leading software development companies recognize that enhancing Developer Experience is crucial for maintaining a competitive edge. By investing in AI-powered tools, fostering supportive cultures, and streamlining workflows, these organizations not only boost productivity but also ensure higher job satisfaction among their developers. As the industry continues to evolve, prioritizing DX will remain a key factor in attracting and retaining top talent. This is the challenge for all software companies alike: onshore, nearshore and offshore companies that want to be at the forefront of innovation and business creation.

Rod Aburto - Senior Partner

Rod Aburto

Senior Partner

From Maintenance to Innovation: Addressing IT and Software Development Challenges in Modern Enterprises 

From Maintenance to Innovation: Addressing IT and Software Development Challenges in Modern Enterprises 

Written by: Luis Aburto – 

From Maintenance to Innovation: Addressing IT and Software Development Challenges in Modern Enterprises

Introduction

In my conversations with CTOs, CIOs, and Software Development Leaders across various industries, certain recurring themes have emerged about the challenges these leaders face. Managing legacy systems, resource constraints, and rising expectations often leaves teams stuck in reactive maintenance instead of driving innovation. Overcoming these obstacles can pave the way for strategic initiatives that transform not only IT operations but the entire organization.

This blog delves into the most pressing challenges IT leaders face and offers practical strategies to address them. By embracing innovative solutions, organizations can position their IT teams for long-term success and growth.

1. Legacy Systems: The Hidden Roadblock to Innovation

Legacy systems, while once the backbone of operations, now represent a significant challenge. These systems often lack proper documentation, rely on outdated technology stacks, and are difficult to integrate with modern platforms. This creates bottlenecks that hinder agility, scalability, and the ability to innovate.

Solution: Migrating to modern platforms—such as cloud-based microservices architectures—can unlock operational efficiencies and enable new capabilities. Collaborating with a partner experienced in legacy system modernization ensures a smoother transition. A phased migration approach, focusing first on high-impact areas, can reduce risks and prevent operational disruptions. Additionally, adopting automated tools for data migration and validation can streamline the process further.

2. Maintenance Overhead: Shifting Focus to Strategic Initiatives

Internal IT teams often find themselves consumed by routine maintenance tasks. This leaves little bandwidth for high-value projects like AI integration, personalization, or mobile app development. Teams become reactive, addressing issues as they arise instead of proactively driving improvements. These constraints limit the team’s capacity to focus on strategic objectives that could drive significant business growth.

Solution: Outsourcing systems maintenance to a trusted partner can free up internal resources for mission-critical projects. For instance, Scio’s nearshore software engineering teams seamlessly integrate with in-house staff, ensuring continuity while enhancing capacity. Additionally, creating a project prioritization roadmap can help allocate resources effectively, ensuring that strategic initiatives get the attention they deserve.

3. Mobile App Development: Meeting Modern User Expectations

As mobile applications become central to user engagement, businesses must adopt approaches that balance functionality, cost-efficiency, and scalability. Developing robust mobile apps requires specialized expertise, particularly in navigating frameworks like React Native, Flutter, and native app development for specific platforms.

Solution: Adopting a hybrid approach—leveraging frameworks like Flutter or React Native—can significantly reduce costs without sacrificing performance. Collaborating with seasoned developers ensures that your app aligns with user needs while adhering to timelines and budgets. Incorporating iterative development cycles with regular user feedback can also enhance app usability and adoption rates.

AI Integration: From Buzzword to Business Impact

4. AI Integration: From Buzzword to Business Impact

Artificial intelligence is no longer a futuristic concept, it is a cornerstone of modern business strategy. From predictive analytics to chatbots and automated workflows, AI can dramatically enhance efficiency and customer engagement. However, its integration often presents challenge

es, particularly around selecting the right tools and ensuring seamless adoption.
Beyond its strategic impact, AI has emerged as a powerful productivity tool in software development. Platforms like GitHub Copilot can significantly accelerate coding by suggesting snippets, automating repetitive tasks, and even flagging potential errors during development. These tools enable developers to focus on higher-value activities such as architectural decisions and feature innovations.

Solution: AI integration requires a clear strategy aligned with business objectives. Begin by identifying specific use cases where AI can deliver measurable value, such as customer support chatbots, automated data analysis, or productivity tools for developers. Partnering with experienced development teams ensures smooth integration and adherence to organizational security protocols. Offering internal training to upskill employees on AI tools can also foster widespread adoption and innovation. Establishing feedback loops for developers using AI tools can further refine their effectiveness, ensuring they align with team workflows and deliver maximum benefits.

5. Data and Security: The Backbone of Digital Transformation

Data management and security remain critical concerns during modernization efforts. Organizations must ensure that their data integration processes are seamless, while also safeguarding sensitive information against breaches.

Solution: Establishing well-defined data sharing protocols early in the project lifecycle is key. Automated compliance and validation tools can streamline integration while ensuring adherence to industry regulations. Selecting a partner who prioritizes robust security measures—including encryption, multi-factor authentication, and regular audits—further minimizes risks. Additionally, investing in tools that monitor and manage data access can enhance transparency and security.

6. Shifting Strategic Focus and Building a Culture of Innovation

Today’s IT teams are being asked to pivot from traditional operational roles to driving innovation within the organization. Fostering a culture of innovation within IT teams is essential for long-term success. However, balancing operational demands with strategic priorities often strains resources that have limited bandwidth for experimenting with new technologies like AI and machine learning, becoming an obstacle that prevents organizations from staying competitive.

Solution: Encourage collaboration by involving IT teams in strategic decision-making processes. Regularly assess team capabilities and provide opportunities for upskilling in emerging technologies like AI, cloud computing, and DevOps practices. Recognizing and celebrating small milestones in innovation can inspire creativity and build momentum across the organization.

Conclusion: Taking the First Step Toward Transformation

The challenges faced by IT and software development teams are significant, but they are far from insurmountable. By modernizing legacy systems, outsourcing routine tasks, and fostering a culture of continuous improvement, organizations can unlock their teams’ full potential. These efforts not only enhance operational efficiency but also position the business for sustainable growth and competitive advantage.

Are you ready to shift from maintenance to innovation? Contact us to explore how Scio’s nearshore software engineering teams can help you achieve your strategic goals.

We would love to hear about the challenges your IT team is facing and discuss how we can help you overcome them. Contact us today to explore how our expertise can support your transition from maintenance to innovation.

Luis Aburto_ CEO_Scio

Luis Aburto

CEO

Fueling Continuous Improvement in Scrum Teams 

Fueling Continuous Improvement in Scrum Teams 

Written by: Yamila Solari – 

BLOG- Fueling Continuous Improvement in Scrum Teams
Continuous improvement is the ongoing process of analyzing performance, identifying opportunities, and making incremental changes to processes, products, and personnel. Scrum team leaders, Scrum Masters, team coaches, all are responsible for instilling a continuous improvement mindset in their teams and find better ways to maximize value, effectiveness, and growth.

Continuous improvement is an essential component of Scrum. Scrum’s three empirical pillars—transparency, inspection, and adaptation—ensure that continuous improvement is woven into the framework itself. Each Scrum event and artifact provides opportunities for the Scrum Team to continually inspect and adapt. In this article, I will cover important factors that contribute to the success of the philosophy of continuous improvement in a team, as well as some precautions necessary to keep teams motivated to improve.

Measuring Progress is Essential for Continuous Improvement

Measuring progress is crucial because it helps the team spot areas that need work, making improvement possible in every sprint. There are various ways to measure progress in Scrum, such as:

  • Checking if sprint goals were achieved
  • Using velocity (the rate at which the team completes work)
  • Tracking bug density
  • Using burndown charts

It’s important to pick the metrics that better allow you to see the progress in your project and set up a reliable system to track them. To avoid overwhelming your team, focus on just a few key metrics—somewhere between three and five. Also, stay consistent with the frequency of your measurements. Many experts recommend measuring after every sprint to keep a regular pulse on your team’s performance.

Elements that Promote Continuous Improvement in a Team

Elements that Promote Continuous Improvement in a Team

We, as humans, are wired for growth—which naturally requires change and adaptation. However, our brains also prioritize routine and efficiency, which can make continuous improvement tricky. Let’s look at some key factors that help foster a continuous improvement culture:

  • Psychological Safety

Cognitive Resource Theory says that when we’re under stress, we tend to revert to familiar routines rather than innovative thinking. Under pressure, decision-making abilities can decline, making it harder to adapt to new challenges.

This is why the first element to consider, as a team leader, is creating a psychologically safe space. Psychological safety is the belief that no one will be punished, humiliated, or ignored for speaking up with ideas, questions, or mistakes. When team members feel safe to share openly, they’re more likely to push for creative solutions and take on new experiments that drive improvement.

  • Transparent and Regular Feedback

In a high-performing team, members often share better ways of working with each other in real time. However, it’s also crucial to have dedicated events—like Retrospectives—where the whole team reflects on what went well and what could change. This practice reminds everyone to look inward for those gems of insight that can lead to significant improvements.

  • Represent Progress in a Graphic way

Using meaningful metrics or tracking tools is the third element. It helps the team visualize and understand their evolution over time. Whether it’s velocity, defect rates, or burndown charts, consistent tracking keeps everyone aware of the impact of their efforts and highlights where to improve next. Remember to display these graphics in a place of easy access for the team and refer to them during your Scrum ceremonies.

  • Frequently Sharing the Vision

A clear vision reminds the team why they’re doing what they’re doing. Reiterating the vision fosters alignment, engagement, and motivation. When everyone knows how their work contributes to the bigger picture, it’s easier to stay focused on improvement and long-term goals.

  • Empowering Teams with Autonomy

Ensuring a team has autonomy within the organization is a powerful motivator. When teams know their decisions will be heard and respected, they’re more intrinsically motivated to give their best and continually refine how they work.

  • Celebrating Success

Finally, celebrating success is a powerful way to cement progress in the team culture and keep up the momentum. Recognizing achievements—big or small—builds confidence and reinforces positive behaviors. When the team sees that progress is noticed and valued, they’re more willing to experiment and try new approaches.

The Double-Edged Sword of Continuous Improvement

Agile methodologies like Scrum and Kanban are designed to structure work so it’s efficient, transparent, and motivating for the team. Often, a team that consistently achieves its sprint goals is already high-performing and well-accustomed to improving continuously. However, when a high-performing team is making only minor improvements, metrics like velocity can become less meaningful, or even demotivating. Sometimes the numbers simply don’t show big jumps, but that doesn’t mean the team isn’t growing.

In these situations, the role of the team leader or Scrum Master becomes more relevant. As leaders, we should always be ready to pose questions to inspire our teams. Questions like what did we do better this sprint than the last?, In what specific ways are we a more high-performing team than before?, If our velocity has not changed, what has improved?, etc., help the team acknowledge they are moving forward even though the metrics may not show it. Also, reflecting on qualitative improvements—like deeper communication, willingness to take risks, and the ability to advocate for the team’s needs—plays an essential role in understanding true progress.

On the flip side, some teams lean towards complacency. They can be high performing for a while, but then they find Retrospectives no longer yield much value, start skipping them, and adopt a “there’s nothing to improve” attitude. Inevitably, any dip in velocity or other performance metrics will alert the team that something is amiss. At that point, the leader or Scrum Master can moderate a deep reflection on how the team allowed complacency to set in, and how to prevent it from happening again.

Ultimately, embracing a continuous improvement mindset requires a healthy balance. Experiment and try new ways to get better, but also recognize the diminishing returns that can appear once your team is operating at a high level.

Conclusion

Conclusion

Continuous improvement is a cornerstone of Scrum for a reason—it drives better outcomes, keeps people engaged, and helps teams adapt in a fast-changing world. As a business manager and team coach, I’ve seen firsthand how paying attention to psychological safety, feedback loops, and consistent measurements can ignite powerful changes in a team’s performance and morale. But remember, improvements can be both quantitative and qualitative. Recognize the accomplishments your team makes, even if they don’t always show up in velocity numbers. Keep finding ways to grow, and never underestimate the power of celebrating and reflecting on how far you’ve come. 

Yamila Solari

Yamila Solari

General Manager

Enriching the Space for Women in Tech: The Power of Circles 

Enriching the Space for Women in Tech: The Power of Circles 

Written by Yamila Solari – 

HOW WOMEN CIRCLES IN TECH SUPPORT DIVERSITY

Women have gathered in circles since the beginning of history, sharing stories, offering support, and cultivating growth—a practice that continues to shape the professional landscape today. In this article, I focus on professional women circles, which are created to support the advancement of women in the workplace. Specifically, I will share our own experience at Scio with our circles for women in tech, explore the impact these circles could have in the male-dominated tech industry and reflect on how men circles are also important to increase diversity.

Background

The history of women’s circles experienced a significant interruption during the 16th and 17th centuries. The rise of the witch trials in Europe led to the persecution of women who participated in these gatherings, forcing them to dissolve or go into secrecy. However, by the 19th century, women’s circles reemerged as organized clubs and societies in parts of the world, including the United States. These groups focused on education, social reform, women’s rights, and community improvement.

While the structure of these gatherings has evolved, their core purpose of connection and empowerment remains steadfast. Today, modern women’s circles address a wide range of interests, from spiritual exploration and collective healing to professional and personal growth.

Most recently, Sheryl Sandberg’s Lean In movement has reinvigorated the concept of professional circles by making them more accessible through free educational materials. Lean In circles emphasize leadership development, career advancement, and mutual support, among other topics, and have inspired countless women to create their own circles.

Our Experience at Scio

Our Experience at Scio

At Scio, we wanted to support women in tech and decided to start within our organization, so two senior colleagues and I began exploring options. We discovered LeanIn.Org, an organization that has inspired the creation of over 60,000 circles in more than 188 countries, with 85% of participants reporting positive changes in their lives due to their involvement.

We launched our first circle in June 2023 and have been meeting monthly ever since. Initially, we followed the topics provided by LeanIn.Org, but we soon began developing our own. These have included not only general leadership issues but also challenges uniquely faced by women in male-dominated industries. Topics have included Being the Only One in the Room, How to Respond to Microaggressions, Overcoming Self-Doubt, and Getting the Recognition You Deserve, among others.

In a recent retrospective session, participants shared how the women circle has benefited them:

  • Learning skills and tools to grow professionally
  • Building stronger relationships with other women in the organization
  • Increasing self-confidence by reflecting on achievements
  • Becoming more assertive
  • Feeling supported by other women
  • Gaining the courage to try new things

One participant shared how strategies discussed in the circle encouraged her to advocate for her ideas during a critical project meeting. Another mentioned that the circle’s support was invaluable during a turbulent personal time. These achievements fill us with pride and determination. We plan to continue meeting monthly, rotating moderation and topic preparation to develop leadership skills further.

Women in Tech Circles Can Support Diversity

Globally, only 47.7% of working-age women participate in the workforce. In technology-related fields, women make up less than a third of the global workforce, according to the World Bank. The picture is slightly better in advanced economies like the United States, where women held 35% of tech jobs at the end of 2023. However, their representation drops to less than one-third in leadership positions.

In LATAM, representation varies by country. For instance, women make up an average of 20% of the tech workforce in Brazil and 17% in Mexico. While progress has been made in promoting the entry of women into the industry, much work remains to be done.

At Scio, we’ve found that women’s circles effectively empower women in tech to overcome obstacles in their careers and help them remain in the industry. While quantitative data on the direct impact of women in tech circles on increasing diversity is limited, we believe these groups can also serve as a tool for attracting more women to tech. By creating and publicizing spaces that specifically support women, companies can demonstrate their commitment to fostering an inclusive environment.

Men’s Circles Are Important Too

Men’s Circles Are Important Too 

Professional men’s circles, while sometimes critiqued for perpetuating exclusivity, can play a pivotal role in advancing workplace equity. By incorporating discussions on gender dynamics and the unique challenges faced by women in tech, these groups can raise awareness and inspire male professionals to become allies. Programs like Catalyst’s Men Advocating Real Change (MARC) exemplify this approach, equipping men with the tools to advocate for gender equality within their organizations. 

Engaging men in these conversations is essential, as their involvement significantly enhances the success of equity initiatives. Research indicates that such programs are three times more effective when men actively participate. By fostering understanding and allyship, men’s circles can support individual growth and drive systemic change toward more inclusive workplaces. 

Create Your Own Circle 

Whether you’re seeking personal support or aiming to foster inclusivity in your organization, professional circles can be a transformative tool. If you cannot find a circle to join, create one yourself. Resources like Lean In Circles or WomenTech Circles offer guidance on getting started. Once you’ve mastered the basics, explore other topics that resonate with your group. The key is to take the first step—because creating a circle can lead to meaningful change, one meeting at a time. 

To learn more:

The Global Women’s Workforce

The Women Tech Talent Landscape in LATAM

Women in Tech: How Companies Can Attract, Support, and Retain Them

Transform your workplace culture

Thought Leadership: How men can advance gender equity at work

Yamila Solari

Yamila Solari

General Manager