Tatjana Davčev believes real leadership isn’t defined by spotlight moments — it’s about learning to expect, and work through, the many “no”s along the way.
In this edition of the Meet WOBA Members series, we spoke with a woman who’s spent over two decades in law, banking, and governance—and the lessons that stayed with her.
She remembers the words from her grandfather: “It is easy to carry things when you go downstairs; you can kick it and it goes down. But when you go upstairs, you must take it with your hands.”
For two decades, she’s been doing just that.
After passing the bar, she entered corporate law and worked on major deals, including mergers, acquisition, due diligence projects etc. She moved into the financial sector soon after, working across compliance and governance at ProCredit Bank, Silk Road Bank, and KB Prvo Penzisko Drustvo. Since October 2020, she has led legal and compliance at IuteCredit Macedonia.
When asked about the toughest parts of her job, she doesn’t talk about titles or pressure. She talks about the quiet resistance, and more importantly, about persistence.
“There were many ‘No’ moments,” she says. “I learned to accept the No and continue under those No circumstances. And I never gave up on the idea, as long as I thought it was beneficial—not just for the companies I worked for, but also for my family and friends.”
According to Harvard Business Review, teams led by adaptive leaders consistently outperform. In fact, a global analysis of leadership found that women outscored men in 17 of 19 core capabilities, including initiative, resilience, integrity, and results orientation.
But the gap remains. Globally, women hold just 28% of senior leadership roles, per the World Economic Forum’s 2025 report. In industries like law and finance, it’s even lower. And that’s despite the data: companies with more women in decision-making roles see stronger governance and, in many cases, higher profitability.
Tatjana doesn’t frame her career in terms of gender politics. “I believe in equal opportunities,” she says. “If they exist, gender equality will follow.”
This view reflects what many call the second-generation bias: the informal habits and systems that shape who gets seen as leadership material. It’s not always about intent and moral reasoning. It’s about perception, access, and how careers advance in silence or stall without anyone noticing. This kind of bias rarely announces itself: but it shapes who gets the room, the promotion, or the benefit of the doubt.
About the Meet WOBA Members Series
Meet WOBA Members is a storytelling initiative by Women on Boards Adria. Through first-person reflections, we highlight the professional journeys, values, and voices of women in leadership across the region. Stay with us as we continue building visibility and connection across the WOBA network.
