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Research around leadership styles and gender has gained traction, with Bloomberg UK suggesting that companies with more women on executive boards are ten times more profitable. In the UK, female representation in leadership positions across business, politics, and the public sector continues to increase.
According to the latest FTSE Women Leaders Review, women now hold 43% of board positions in FTSE 350 companies, but what makes women in particular excel as leaders, and how can we continue pushing for equitable leadership teams? More importantly, how can individuals early in their careers take steps toward leadership despite systemic barriers?
Emotionally Intelligent Leadership Styles
Studies conducted in the UK indicate that women frequently adopt a democratic and transformational leadership style, prioritising collaboration, mentorship, and team development. The Chartered Management Institute suggests that women tend to steer clear of authoritative approaches and are more inclined to engage in compassionate and empathetic leadership.
Research published in the British Journal of Management proves that female leaders generally excel in emotional intelligence, a trait linked to higher levels of employee engagement, job satisfaction, and workplace cohesion. This kind of leadership style is predicted to set individuals apart in an era of AI, where adaptability is increasingly desired in hiring processes and will become vital for business success.
Diverse Leadership Outperforms Competitors
The effectiveness of women’s leadership approaches has been demonstrated across various sectors. Reports by McKinsey UK have continuously found that companies with diverse leadership teams, including women in senior positions, perform better financially and have stronger organisational cultures.
Case studies of female-led businesses have shown that female leaders are more likely to place a stronger emphasis on employee wellbeing, flexible working arrangements, and ethical decision-making. These factors contribute to improved employee retention and innovation, particularly in industries where teamwork and creativity are crucial.
Closing the Gender Leadership Gap
While the rise in women’s board representation is a landmark achievement, the picture is far less balanced when it comes to executive leadership. Only a fraction of FTSE 100 companies have a female CEO, and across industries, women are still hitting a glass ceiling when it comes to the most senior decision-making roles.
This gap is not due to a lack of capability or ambition. Many talented women still struggle to break into top roles due to outdated leadership models, unconscious bias, and a lack of structured progression pathways. However, those in earlier career stages can take proactive steps to position themselves for leadership opportunities.
How to Progress into Leadership
If you’re currently in a non-senior role and looking to progress, here are some practical steps you can take:
- Seek out sponsorship, not just mentorship: Mentors provide advice, but sponsors advocate for you in key decision-making spaces. Identify leaders in your organisation who can actively support your career progression.
- Develop leadership skills early: Take on projects that allow you to lead, whether it’s managing a team initiative, mentoring junior colleagues, or presenting at meetings.
- Communicate your ambitions: Many employees assume that promotions will come naturally with hard work, but it’s essential to make your leadership aspirations known to managers and decision-makers.
- Build a strong professional network: Surround yourself with peers and mentors who inspire you. Attend industry events, join professional groups, and engage in conversations that elevate your presence.
- Be strategic about career moves: If your current organisation lacks clear progression pathways, consider roles in companies that prioritise internal mobility and leadership development.
- Challenge outdated leadership stereotypes: The perception of leadership is changing, and diverse styles are increasingly valued. Don’t feel pressured to conform to traditional leadership models—your natural leadership style can be a strength.
Barriers to Executive Leadership Are Still Systemic
While individuals can take action, systemic barriers remain. Some key challenges include:
- Limited access to sponsorship: Women are less likely to receive career-advancing sponsorship compared to men, despite mentorship being widely encouraged.
- Rigid career pathways: Traditional leadership trajectories favour uninterrupted career progression, often disadvantaging those who take career breaks or work flexibly.
- Outdated leadership stereotypes: Women must often navigate narrow expectations of leadership styles to be deemed suitable for top roles.
Driving Real Change
The business case for change is unarguable. Businesses with diverse leadership teams are more adaptable to market shifts and significantly better at attracting top talent. To further push for change, business leaders can:
- Shift from mentorship to sponsorship: Senior leaders should actively champion women with high leadership potential for promotions.
- Redefine leadership norms: Recognise and reward a broader range of leadership styles beyond the traditional ‘alpha’ model.
- Offer flexible leadership pathways: Ensure career progression structures accommodate different working patterns, rather than favouring linear career trajectories.
The research is clear: gender-equitable leadership is a proven driver of business success. As more businesses dismantle systemic barriers and embed truly inclusive leadership pathways, the opportunities for women to step into executive and C-suite roles will increase exponentially. However, for those at the start of their careers, taking small, strategic steps today can lay the foundation for a future in leadership.
