Lifestyle

Are Women More Effective Leaders Than Men?

Posted on March 5 at 10:04 AM in Point of View by Sheila Robinson

The Debate on Leadership Styles

Are the leadership styles of men and women truly different? Over the past two decades, business literature has extensively explored the differences in leadership approaches between genders. Research indicates that women tend to have a more collaborative, intuitive, nurturing, and empathetic style, while men often prefer a top-down, fact-based, linear, and task-oriented approach.

The Changing Landscape of Leadership

Until recently, there hasn’t been a sufficient sample size to test these assumptions. However, as more women move into leadership positions, the differences in style become more apparent. These differences can largely be attributed to the way we socialize girls and boys. Although some attitudes around gender roles are fading, the remnants remain strong enough to affect perceptions and behavior. Men are often expected to be strong and assertive, while women are expected to be softer and gentler.

The Double Bind for Women

In focus groups with women, a common theme emerges: women feel caught in a catch-22. If they are perceived as too assertive or direct, they risk being labeled negatively. If they are not assertive enough, they are labeled weak leaders. In our society, it is still challenging for women to be considered both “nice” and “competent.” Similarly, studies show that men who are viewed as nurturing and empathetic may also be thought of as weak leaders.

Nuances and Biases

There are additional nuances to the biases around women of color. According to a Catalyst Survey, “Advancing African American Women in the Workplace: What Managers Need to Know,” African-American women are often labeled as aggressive, angry, and defensive even before they might be considered for leadership. Asian women are frequently viewed in Western culture as passive and therefore not leadership material. Latino women are either seen as too “sexy” or as not particularly interested in advancing.

Embracing Inclusive Leadership

Given that these barriers involve complex issues deeply rooted in centuries-old norms, how can we embrace an inclusive mindset about men’s and women’s different leadership styles, appreciate and accept the differences, and find ways to leverage them? Here are five recommendations:

Understand the Differences: Recognize the differences in the perceptions of Caucasian, African-American, Asian, and Latino women and how those perceptions can impact the ability of women to break into leadership positions.
Complementary Styles: Understand that a good leader has both traditionally male and traditionally female leadership qualities. The styles are complementary, not mutually exclusive.
Challenge Biases: Be conscious of your own biases about gender roles and do the work necessary to change your thinking and behavior.
Adapt Your Style: Know your own leadership style and learn to adapt it to fit different situations. Sometimes leaders need to be direct and firm. At other times, empathy and compassion are most needed.
Be Authentic: Be yourself. Situational adaptation does not mean losing the strength of your natural style. By knowing your style, you can work at making it even better.

Mary-Frances Winters is the president and CEO of the Winters Group, Inc.