Are we putting too much pressure on women in leadership? 👀
I tend to write about challenges women face a lot (I’m aware). But they say you should write about what you know. So here I am, trying to detach myself from the subject and offer an unbiased view of a situation that’s (still) not being addressed fast or thoroughly enough.
👉 The good
Women in leadership bring unique strengths to the table—qualities that align with transformational leadership, (which is increasingly recognised as one of the most effective leadership styles). Unlike the often task-oriented and directive style associated with men, women tend to lead democratically, encouraging their teams to find their own paths. By fostering self-worth and satisfaction, they create a work environment where employees find intrinsic motivation. Yet, despite these strengths, women still face an uphill climb in the workplace, with added pressures because of their gender and challenges that are unique to them.
👉 The not-so-good
One major challenge? Visibility. While men are often skilled at branding their successes and promoting their strengths, women tend to be modest, more inclined to let their achievements speak for themselves. This can lead to their accomplishments being overlooked or underestimated. Additionally, gender biases and stereotypes remain a hurdle. Women often experience micro-aggressions and comments that question their leadership potential, with clients and colleagues alike sometimes doubting their authority.
👉 And the bad
The expectations are different, too. Women are frequently pressured to be collaborative, supportive, and nurturing, which can contrast sharply with stereotypically “male” traits like confidence or assertiveness. For women leaders, striking a balance between these expectations and their own authentic style is a challenge, especially when they’re the only woman in the room. A lot of them feel like they need to put on a face and hide behind a well-constructed mask, never showing too much emotion in fear of being considered unprofessional, while keeping a confident tone (but not too confident, because then they’ll be considered arrogant). The pressures of fitting in can also be intense, often compounded by feelings of impostor syndrome. That can make women in leadership roles feel added pressure, continuously questioning their position and capabilities.
👀 What can we do?
Despite these challenges, women continue to reshape workplaces, paving the way for a more inclusive future. To create meaningful change, organisations can take actionable steps to support women leaders: by actively recognising and promoting women’s achievements, offering mentorship opportunities that build confidence, and fostering an environment where diverse leadership styles are valued. By breaking down stereotypes and embracing women’s unique contributions, we can empower more women to step into leadership roles confidently, inspiring a new generation of leaders who know their worth and feel supported every step of the way.
A personal note
You might have noticed there were no GIFs in today’s share. That’s because I’ve recently had a mind-heart shift towards illustration (again). Today I’ve decided to share a personal illustration I’ve crafted when the idea of this post popped in my head. I hope to slowly shift the way I work and divide my time between branding and illustration. Image making is my preferred way of storytelling and connecting with an audience. After years in the branding industry I appreciate the power of storytelling and learnings that come with it. I hope to incorporate some of those into a new way of telling stories, without having to give up on either. So keep an eye out, I’d love to share more with you as I embark on this new (and familiar) journey.