Katya Ivanova, the CSO at Acronis, says, the key to strong leadership isn’t about controlling every detail—it’s about providing clear guidance

Can you share your journey into the security world? What inspired you to pursue a career in this field?
It was more by chance than a deliberate career choice. When I was job-hunting after graduation, Acronis reached out to me and invited me to interview for a Support Engineer role. I was initially skeptical since I had no prior IT experience or knowledge in this field (my degree is in Linguistics).

However, Acronis offered an extensive IT skills training program, and I was really impressed by the company and the people I met during the interview process. That convinced me to give it a try. Looking back, it was the best decision I ever made — I fell in love with the IT industry and can’t imagine working in any other field now.

What were some of the biggest challenges you faced as a woman, and how did you overcome them?
The IT industry is still very male-dominated. In 95% of senior leadership meetings with partners and customers, I am often the only woman in the room. A typical Chief Sales Officer (CSO) of a 1,800-employee tech company is usually a 45+ year-old man.

When you’re a 35-year-old female CSO, you quickly realize that even though you hold the same title, the older male counterpart is often granted credibility and trust by default — simply because he fits the usual “norm.” Meanwhile, as a younger female CSO, you have to prove yourself first and earn that same credibility.

The key to overcoming this is knowing your field inside out, being well-prepared for meetings, and showing up as an equal participant — regardless of the underlying feeling of being under extra scrutiny. Confidence and competence go a long way in establishing your authority in the room.

How do you describe your leadership style, and how has it evolved over time?
My leadership style depends heavily on the seniority level of the person I’m working with. I firmly believe that there’s no “one-size-fits-all” approach to people management — each person comes from a different background, has unique work experience, skill sets, and personalities. A great leader can “read” their employees and understand what approach will bring out their best performance and support their growth.

One thing I’ve found universally important, regardless of who I work with, is setting clear goals and explaining the “why” behind them. It sounds simple, but in many countries, these two basic elements are often missing because workplace culture is built around the mentality of “I do this because my boss told me to.”

As a result, people end up doing the bare minimum just to get paid. However, when individuals understand how their work contributes to the team’s and the company’s overall goals — and why those goals matter — they feel inspired and naturally want to contribute more. At the end of the day, people are social beings; we all want to feel like we’re part of something bigger than ourselves.

What strategies do you use to motivate and empower your team?
The key to strong leadership isn’t about controlling every detail—it’s about providing clear guidance while giving your team the space to make decisions and solve problems on their own. When people feel trusted, they take ownership, grow in confidence, and ultimately deliver better results. At the same time, they know that support is there when they need it, which creates a culture of empowerment rather than dependence.

Big strategic initiatives don’t happen overnight. Some take months or even years to come to fruition, and that can be exhausting for a team that’s putting in the work without seeing immediate results. That’s why celebrating progress along the way is so important. When people feel like their efforts are recognised—whether it’s hitting a key milestone or overcoming a major hurdle—it keeps morale high and reminds them that they’re moving in the right direction. Small wins fuel the momentum needed to reach the big goal.

Have you had any mentors or role models who have significantly influenced your career? How did they impact your journey?
Yes, I’ve had — and still have — many mentors. I’ve been fortunate to meet incredible leaders throughout my career who have been willing to support and guide me. Mentors act as sounding boards for my ideas, providing practical advice on what works and what doesn’t. This saves time, helps me avoid common mistakes, and accelerates my learning process.

They’ve also been my biggest supporters, which is especially crucial for anyone advancing quickly in their career. When you grow fast, imposter syndrome often creeps in, making you doubt your abilities until you start seeing tangible successes. Having mentors who believe in you can make all the difference in pushing past those doubts.

What advice would you give to young women aspiring to enter the business world/technology world/security world?
One of the biggest barriers to career growth isn’t external—it’s self-doubt. Too often, women underestimate their abilities and hold back from going after opportunities. I see it firsthand. When hiring for a sales leadership role, I might receive 20 applications, and typically, 17 of them are from men and only three from women.

That means men have an 85% chance of landing the role, not because of bias, but simply because more of them put themselves forward. My advice? Apply for the jobs you aspire to, ask for the opportunities you want, and don’t let doubt be the reason you miss out. The worst outcome is that you don’t get the role—but that’s exactly what happens if you never apply in the first place.

Another common mental barrier is the idea of a ‘right’ or ‘wrong’ time for a career move. Some women hesitate because they feel too young, others because they think they’re too old. But the truth is, if you’re passionate, committed, and driven, people will recognise it and support you. Yes, experience, qualifications, and knowledge matter, but real success is fuelled by motivation. The only real glass ceiling is the one you create in your own mind.

Can you highlight some of your proudest achievements in your career so far?
I’m incredibly proud of what we’ve accomplished at Acronis. Being part of the core team that executed the company’s transformation — shifting from an on-premises backup company to a Cyber Protection SaaS company with over 21,000 MSP partners worldwide — has been an amazing journey.

Together, we completely reshaped the sales organization and successfully revamped our go-to-market (GTM) strategy. This experience not only provided me with invaluable expertise but also allowed me to grow alongside the company. Over 10 years, I advanced from an entry-level Support Engineer to Chief Sales Officer, reporting directly to the CEO and overseeing total company revenue.

How do you manage work-life balance, and what tips do you have for other women striving to achieve this balance?
Work-life balance isn’t something you magically achieve—it’s about making conscious choices every day. If something matters to you, don’t just hope you’ll find time for it—schedule it. If fitness is a priority, block it in your calendar like you would a key meeting. The same goes for family time, hobbies, or anything else that keeps you feeling your best.

Listening to your body is just as important. Waiting until you’re completely burned out to take a long holiday isn’t always the best approach. Sometimes, a well-timed three-day weekend can do more for your well-being than an overdue two-week break. Recognising when you need to step back—even briefly—can keep you performing at your best.

And of course, planning ahead is one of the simplest ways to reduce stress. When you push important tasks to the last minute, the pressure builds, and that tension doesn’t just stay at work—it follows you home. Being proactive doesn’t just make you more effective professionally; it also frees up the mental space to truly enjoy your personal life.