The experiences of identified females in their efforts to participate in technology careers as workers and leaders was examined in this study. Studies indicated America did not have enough skilled talent to fill technology jobs and there were disproportionately low numbers of female workers and female leaders who participated in technology careers (Ashcraft, McLain, & Eger, 2016; Zweben & Bizot, 2016). Statistics revealed women represented 57% of the labor force, but only 20% in the technology industry (Cyberstates 2017, 2017; United States Labor Department Bureau of Labor Statistics, 2015). I utilized narrative inquiry research design with feminism and gender role incongruity theories as theoretical frameworks. I interviewed five female technology leaders in their natural setting using Seidman’s (2013) three step interview process to understand their experiences becoming and serving as technology leaders. Data analysis using memos, categorizing, document analysis, and constant comparative methods revealed four major themes: climb your ladder, know your worth, discover your career, and nurture your vision. Participants revealed discriminatory exclusions and bias against female specific issues like pregnancy and work and life demands as the primary barriers for entering and staying in the technology field. Barriers were mitigated by their intrinsic motivation augmented by encouraging role models, personal persistence, interpersonal skills, and risk aversion. Study participants exhibited an innate ability to nurture team members and organization goals using soft skills to ameliorate the rigid and fast-paced technology industry. They favored a balance that incorporated aspects of both genders to develop individuals and the organization which may encourage a diverse talent pool of American men and women who will be highly competitive in the growing field of technology. **Keywords:** Keyword 1: Qualitative; Keyword 2: Female; Keyword 3: Leader; Keyword 4: Technology; Keyword 5: America;