“Too emotional.”
“Too soft.”
“Not assertive enough.”
These tired tropes persist in following women in leadership roles, subtly and sometimes overtly shaping the way they are perceived and evaluated. While we’ve made significant progress towards gender equity in the workplace, many of these outdated narratives still hold influence, often unconsciously, within hiring panels, executive discussions, and performance assessments.
However, here’s the truth: these qualities, often framed as weaknesses, are in fact leadership strengths. It’s time to break the mould and rethink what effective leadership truly looks like in today’s world of work.
The Strategic Advantage of Diverse Leadership
Organisations with gender-diverse leadership are not just more inclusive; they are more successful. Numerous global studies (including McKinsey & Company’s Women in the Workplace report and Credit Suisse’s Gender 3000 research) confirm that companies with more women in decision-making roles consistently:
• Perform better financially
• Show higher levels of innovation
• Report improved employee engagement and retention
• Adapt faster to change
This isn’t a coincidence. It’s the result of broader leadership thinking, emotional intelligence, and collaborative approaches that drive real value.
Redefining “Soft Skills” as Power Skills
So-called “soft skills” like empathy, resilience, and communication have often been downplayed in favour of more traditional traits like assertiveness or decisiveness. But in reality, these skills are now widely recognised as critical leadership competencies.
Here’s what women in leadership often bring:
Resilience, from navigating both systemic challenges and the complexities of balancing work and family responsibilities.
Empathy, which enhances psychological safety, team morale, and employee wellbeing.
Collaboration, enabling inclusive decision-making and reducing siloed thinking.
Agility and adaptability, particularly in crisis response and people management.
In a post-pandemic world marked by volatility, these qualities are no longer optional. They are essential.
It’s Not Just About Equity. It’s About Performance
Promoting women into leadership roles isn’t just a moral imperative it’s a business strategy. Inclusive organisations attract better talent, retain their workforce more effectively, and demonstrate stronger customer loyalty. These are the building blocks of long-term success.
Yet, despite this, women, particularly women of colour, remain underrepresented in top leadership positions. Many leave the corporate pipeline due to lack of mentorship, limited upward mobility, or the pressure to conform to outdated notions of what a leader “should” look like.
Shifting the Narrative: From Awareness to Action
Awareness is the first step. But creating meaningful change requires deliberate and sustained action. Organisations need to interrogate their internal systems and ask: Are we truly creating space for diverse leadership styles to thrive?
Here’s how forward-thinking companies are doing just that:
1. Re-evaluating Promotion Criteria
Move away from criteria that favour bravado over results. Focus on team impact, emotional intelligence, and strategic thinking, not just loud voices in the room.
2. Investing in Leadership Development
Offer tailored coaching and leadership training for women, particularly those at the mid-career level, where many tend to stall or exit the leadership track.
3. Creating Sponsorship Networks
Mentorship is helpful, but sponsorship is powerful. Actively match emerging female leaders with senior advocates who can open doors and influence decisions on their behalf.
4. Championing Representation at Every Level
Visibility matters. Showcase women leaders both internally and externally. Invite them to speak on panels, lead major projects, and serve as role models for others.
5. Building a Culture That Embraces Difference
Leadership doesn’t have to fit into one mould. Celebrate the varied styles, from quiet strength to charismatic leadership, and recognise that different situations call for different strengths.
Final Thought: Are You Ready to Break the Mould?
We can no longer afford to view leadership through a narrow, outdated lens. In a time when innovation, adaptability, and emotional intelligence are paramount, diverse leadership isn’t a nice-to-have; it’s a necessity.
When women lead, organisations flourish.
So the real question is:
Is your organisation actively dismantling the myths that hold women back? Or are you still clinging to a broken mould?
