Hints and Tips for Female Leaders

Traditionally, men have been viewed as the primary decision-makers and leaders, while women have been expected to follow (Vinnicombe et al., 2004). However, the number of women in leadership positions is increasing, contributing significantly to organisational effectiveness. Despite their valuable contributions, women remain underrepresented in leadership roles. Many organisations feel they are missing out on utilising all available talent but are unsure how to address the issue. This guide aims to support women aspiring to higher leadership positions.

Stereotypes about different leadership styles of men and women persist. Women often adopt a more people-centred and transformational leadership style, which is valued in modern organisations. However, the traditional image of a leader aligns more with the agentic and transactional styles commonly exhibited by men. These perceived disparities mean women face unique and subtle challenges when taking on leadership roles. It is crucial for current and aspiring female leaders to be aware of these challenges and equipped with strategies to tackle them.

1. Building Leadership Skills

Building leadership skills is crucial for career advancement. Effective communication, emotional intelligence, confidence, and assertiveness is key to successful leadership. Women must develop these skills to navigate their unique challenges in leadership roles.

Effective Communication Strategies

Effective communication involves awareness of how you come across to others, including body language and writing, and adapting your style to fit the needs of the situation and the audience. Clear and effective communication is widely accepted as the most important leadership competency. Leaders use communication to assert their influence, create a vision, align people with it, and inspire them to act on it.

Good communication is not just about speaking fluently or having a good vocabulary. It is about understanding how to convey your message effectively, ensuring it resonates with your audience. As workplaces become more diverse, communicating clearly and effectively becomes increasingly important. This skill allows leaders to bridge gaps, foster understanding, and drive collective action towards common goals.

Developing Emotional Intelligence

Emotional intelligence is the ability to recognise and manage your own emotions and the emotions of others. Developing emotional intelligence involves reflecting on the outcomes of interactions and the feelings they generate. Keeping a journal of daily interactions can help improve future interactions.

Empathy is a crucial aspect of emotional intelligence. A good leader uses their understanding of others' feelings and expectations to improve situations, meet colleagues' needs, and avoid conflicts. This method, known as "influencing," is more effective than direct instruction and can resolve conflicts without confrontation.

Self-reflection is also important for understanding the effects of moods and emotions on behaviour and performance. A leader who recognises that their mood affects their work can defer tasks to a more focused time or delegate them, maintaining morale and respect.

Building Confidence and Assertiveness

Confidence is linked to one's ability to perform effectively. Women can boost their confidence by setting realistic goals and achieving them, gradually taking on more difficult tasks. Finding a mentor can also help guide professional development and provide encouragement.

Being assertive can be challenging for women due to cultural norms discouraging pushiness. Practising interpersonal behaviours that project confidence and assertiveness, such as maintaining good eye contact, using a clear voice, and adopting an open posture, can help. Using direct language and an authoritative tone to express ideas and practising self-disclosure can also enhance assertiveness.

2. Navigating the Workplace

Navigating the workplace can be daunting for female leaders, who may feel isolated or uncomfortable. Acknowledging their right to be where they are and developing a solid belief in their corporate abilities is essential. Seeking mentors or social support from higher-status persons can provide valuable guidance in navigating a male-dominated workplace.

Overcoming Gender Bias

Gender bias is a part of every woman's work experience. Overcoming this bias is crucial for career advancement. Companies should focus on finding the best person for the job and creating a supportive work environment rather than expecting women to fit into a pre-existing male workplace culture.

Women can overcome gender bias by demonstrating their capabilities and ensuring their work speaks for itself. By consistently delivering high-quality results, women can build a reputation that transcends gender stereotypes. Additionally, seeking out allies and advocates within the organisation can help create a more inclusive environment.

Balancing Work and Personal Life

Balancing work and personal life are often challenging for female leaders. Remembering that working late or going on business trips can be positive and constructive for the family, particularly as a role model for children. Segmenting work and family time to prevent interference can help maintain a healthy balance.

Getting help from a partner or outsourcing household tasks can alleviate stress and free up time. This is especially important for single mothers who juggle work and family demands without support from a partner. Taking time for personal well-being, such as regular exercise or indulgent activities, is also vital

Networking and Mentoring Opportunities

Networking is about exchanging information, asking for help, and building good relationships. It often starts with a rapport with one individual. Brief conversations can help build relationships that may lead to mentorship. Senior mentors can offer advice and help in career progression.

Women often have reduced access to informal networks and mentorship. Formal networking and mentoring programs can help remedy this, increasing confidence and leadership ability. These programs should be seen as a means to raise profiles, get information, and develop management skills, but they should not guarantee success.

Building a strong network within and outside the organisation can provide support, guidance, and opportunities for career advancement. Women should actively seek out networking events, professional associations, and online communities to connect with other professionals. Mentorship programs can also offer valuable insights and advice from more experienced leaders

3. Advancing in Leadership Roles

Developing a leadership presence involves controlling how others perceive you, developing an authentic leadership style, and being confident in your abilities. Effective self-promotion without backlash is essential. Feedback from successful leaders can help align behaviours with desired perceptions.

Reflecting on career goals and the next logical step is important. Picture the desired role and compare it to the current position. Finding a mentor or coach can help learn from others' experiences and achieve career goals.

Setting Goals and Creating a Vision

A vision is a picture of a desired future connected to the present. It expresses an organisation's purpose and goals. Creating a focused vision requires hard work and specific skills. A leader uses vision and goals to set priorities, measure progress, and propose new ideas.

Without a vision, an organisation lacks direction. A leader with a clear vision can guide the organisation towards its goals and align members with the future they strive for.

Developing Leadership Presence

Gaining a leadership position often means being pushed out of your comfort zone. High achievers may find themselves leading others rather than doing the work themselves. Setting new achievements based on team success can maintain job satisfaction.

Building self-confidence involves being well-versed and prepared. Consider taking extra courses to increase knowledge in specific areas. Acting like a leader means adopting traits and behaviours that define strong leadership.

Negotiating and Advocating for Yourself

Women are often apprehensive about negotiating for themselves due to social implications. Research shows that women are penalised socially when negotiating for higher salaries. However, women are just as likely as men to achieve higher salaries through negotiations. Avoiding negotiations can result in starting at lower pay than men doing the same job.

Negotiation and self-advocacy involve bargaining for what is wanted or needed and promoting oneself for recognition. Leaders often negotiate for resources, policies, and job terms. Self-advocacy can involve increasing status, responsibility, or compensation.

In conclusion, female leaders face unique challenges but can navigate them by developing leadership skills, managing work-life balance, and advancing their careers through effective strategies. By doing so, they can create a positive impact in their organisations and beyond.