Traditionally, business constructs have been designed by men for men
For centuries, the business world has been set up along masculine lines of behaviour and values, because well into the 20th Century business and entrepreneurship has been dominated by men. This is seen to support attributes typically associated with masculinity, such as taking action, risk-taking, competitiveness, protectiveness, and being assertive.
Do men and women leaders have different strengths and management styles?
There is no hard and fast divide in the strengths either men or women bring to business. In the right set of circumstances, it is probable that men and women leaders share many more similar attributes than popular opinion would have us believe. However, in the workplace, differences can and do occur, generally because of traditional company structures and practices, and deep-rooted patterns of interaction, that position men and women differently in a company. A provocative article in Harvard Business Review1, published in March 2019, states:
“So long as we continue to associate leadership with masculine features, we can expect female leaders to be evaluated more negatively even when their performance is higher than that of their male counterparts, and even when those who evaluate them are women.”
Men are transactional – women are transformational
There has been a lot of research conducted over decades on the difference between men and women in leadership. Studies show that when more women are empowered to lead in business, everyone in the company benefits. One reason is that while men are shown to have a more transactional leadership style, women tend to have a more transformational leadership style. Women leaders help increase productivity, enhance collaboration, support employee engagement and champion fairness.
Here are 5 attributes that make women great leaders:
1. Emotional Intelligence
Emotional intelligence — based on the ability to recognise and manage emotions in yourself and others — is something that has recently gained momentum as an important leadership trait. Women in leadership tend to have well-developed emotional intelligence, accompanied by self-awareness and empathy. This supports constructive team dynamics, improved conflict resolution, and helps to build a more inclusive work environment.
2. Collaborative Approach
Collaborating in business is seen to be a competitive strategy. Research in neuroscience has found that women are more likely to employ a collaborative and participative leadership style. Studies have shown “that women are more likely to care for the collective.” This approach can foster team cohesion, empower team members, and encourage a more democratic decision-making process.
3. Resilience and Adaptability
Adaptability is a trait that enables women to stay relevant and effective in diverse and evolving work environments. Their resilience is about having the strength to endure and “bounce forward” from challenges, emerging stronger from facing adversity with courage and determination. Countless women leaders have had to navigate challenges and barriers in their careers and have cultivated resilience and adaptability. These qualities are invaluable in navigating change and overcoming obstacles.
4. Strong Communication Skills
Effective communication is crucial in leadership. Effective communication skills are essential for imparting expectations and setting boundaries, leading to high-performing teams and successful projects. Women often excel in both verbal and non-verbal communication. According to Forbes2, the top three female communication strengths are the ability to read body language and nonverbal cues, good listening skills, and effective displays of empathy. This can lead to gaining better understanding, setting clearer expectations, and more effective team coordination.
5. Inclusive of their team
Women leaders typically adopt a more democratic and participative approach, encouraging team input and shared decision-making. This can lead to a more inclusive culture within a company, where employees feel seen and heard. Plus, different viewpoints contribute to a more comprehensive understanding of challenges and opportunities, leading to more effective problem-solving and decision-making processes.
Men and women will inevitably have different backgrounds, life experience and work experience that shape their approach to business. A diverse workforce with a balance of male and female employees who challenge each other and regularly collaborate are more likely to give rise to creativity and innovation that has an impact on business growth and success. Like their male counterparts, women in business bring skills that foster a positive workplace culture. Ultimately, gender should not be seen as the determining factor when evaluating an individual’s leadership skill and abilities. Instead, companies should assess leadership potential and skill by evaluating individual strengths and personality traits.
Over to you for sharing your comments and experiences.
About the Author: Kerstin Jatho
Kerstin is the senior transformational coach and team development facilitator for 4Seeds Consulting. She is also the author of Growing Butterfly Wings, a book on applying positive psychology principles during a lengthy recovery. Her passion is to develop people-centred organisations where people thrive and achieve their potential in the workplace. You can find Kerstin on LinkedIn, Soundcloud, YouTube and Facebook.
