Opinion- We need more female leaders.
Hello and thank you for reading this.
Today I’m gonna write another of what I’m calling my opinion posts. I haven’t badged it like that before; but I’m taking a risk. Why? because that's what life is about.
The role of a coach is to disturb and provoke thought. You will regret the things you didn't do, more than you will the things you did.
So this post and any other I write under the badge of OPINION opinion with the aim of doing exactly that.
Annoyed by it - lean in. Change my perception. Support my view? let me know. And, if there is some element of truth in it for you - think about what that means. If you have the influence to do something about it, use it
If you want to change it. Let’s work together, to make it so.
Stefan
Why do we need more female leaders?
As an executive coach, I’ve had the privilege of working with diverse leaders across various industries. Through this experience,
I’ve come to recognise a vital truth: the world needs more female leaders. We stand at a crossroads where the inclusion of women in leadership positions is no longer just a matter of fairness or equity; it is intrinsic to the prosperity and sustainability of our global society.
Female leaders bring unique skills and perspectives that can foster creativity, resilience, and inclusivity—essential ingredients for thriving organisations and communities.
In recent years, it has become increasingly evident that to create a flourishing environment, we must actively promote female leadership. This journey is not merely about elevating women to positions of power but rather about harnessing their multifaceted capabilities that can lead to profound societal transformation.
The Power of Diverse Perspectives
Increasing the number of female leaders is essential for several reasons that contribute to a thriving world. First and foremost, female leaders bring different experiences, ideas, and perspectives to decision-making processes. This diversity leads to more innovative solutions to complex problems. In a business landscape that often grapples with rapid changes, having leaders who think differently can be the key to navigating uncertainties effectively.
Research shows that organisations with greater gender diversity are more likely to outperform those with homogenous leadership teams. For instance, according to McKinsey & Company, companies in the top quartile for gender diversity on executive teams are 25% more likely to experience above-average profitability compared to those in the bottom quartile. This statistic isn't merely about numbers; it reflects the innovative thinking and collaborative problem-solving that diverse teams generate.
We need…
We need to acknowledge that women often excel in second-order and third-order thinking—skills that are crucial for navigating complexity. Second-order thinking involves anticipating the consequences of actions beyond the immediate effects. For example, when a female leader makes a decision that benefits her team, she also considers how it might impact the organisation long-term or the community at large. Third-order thinking goes even further; it involves contemplating the wider implications of those decisions on society and future generations. This deeper analytical approach is where female leaders can truly shine, addressing root causes of problems rather than just symptoms. As Alain de Botton notes, "The root of education is the most noble. It is about overcoming our inequalities and it requires an appreciation of the value of different perspectives, including those of women."
Equity and Representation
One of the driving forces behind the call for increased female leadership is the need for equity and representation in decision-making processes. Gender diversity in leadership positions promotes equity and ensures that women's voices and issues are represented in policies and discussions that affect society as a whole. Currently, according to the World Economic Forum’s 2021 Global Gender Gap Report, women hold only 26% of managerial positions globally. This disparity highlights the need for more equitable representation in leadership roles. When women are absent from decision-making tables, the policies that shape our society can overlook crucial issues that disproportionately affect women and other marginalised groups.
This lack of representation can perpetuate a cycle of inequality where the needs and experiences of women are sidelined. Therefore, by elevating female leaders, we’re not only promoting fairness—we’re enriching the decision-making landscape with diverse voices that can address a range of social issues. Women leaders are often more attuned to socio-economic challenges, advocating for policies that prioritise education, healthcare access, and family welfare. Their presence at decision-making tables can drive initiatives that promote social justice and community development.
Positive Role Models
Increasing female representation in leadership roles provides visible role models for young girls and women, inspiring them to pursue their ambitions and fostering greater participation in various fields.
Such role models help dismantle barriers and create a culture where gender equity can flourish. When women are elevated in leadership positions, it encourages a wider cultural shift toward inclusivity, impacting future generations and creating a snowball effect that benefits society as a whole.
Visible role models demonstrate to young girls that their aspirations are attainable—be it in business, politics, or any other realm. This inspiration can translate into more women pursuing careers traditionally dominated by men, thus enriching those fields and enhancing their contributions. By showcasing the success stories of female leaders, we can change the narrative around gender roles and empower the next generation to achieve their dreams.Authenticity and Compassion
In my experience working with leaders, I’ve seen how authenticity and compassion drive successful organisations, and these qualities are often prevalent in female leaders. Gabor Maté wisely stated, "It’s not enough to be just a leader; one must also be authentic and compassionate." This mindset is not merely a morale booster; it fosters a culture of trust and respect that is vital for team cohesion and collaboration. Women often exhibit a strong focus on emotional intelligence in their leadership styles, enabling them to connect more deeply with their teams and cultivate an environment where everyone feels valued. This connection not only enhances employee satisfaction but also elevates productivity, creating a space where individuals feel empowered to contribute their best ideas.
Moreover, female leaders tend to be more adept at handling social issues such as education, healthcare, and family welfare. Their ability to engage with these pressing topics can lead to meaningful initiatives that promote social justice and community development. When women occupy leadership roles, they often prioritise sustainable practices, understanding that they serve not just shareholders but also stakeholders, including future generations. This holistic approach ensures that the decisions made today do not compromise the well-being of tomorrow, addressing challenges like climate change more effectively.
The Ripple Effect of Inclusive Leadership
The ripple effect of increased female leadership extends further than organisational success—it catalyses societal transformation. When we uplift female voices, we empower not only those leaders but also everyone around them.
I have had the delight and honour of working with, speaking with and coaching a number of female leaders over my lifetime and I would highlight and ask you to follow the following female leaders as beacons of a positive future we need; they are:
@janethughes (Director DEFRA), @Alexbailey (Founder Bailey and French), @kerrioneil (CPO Ipsos) @staceycrump (Senior Manager DASA) , @dianaelighfoot (CEO Business Disability Forum) and @immykaur (Co - Founder and Director at CIVIC SQUARE)
As these women break through barriers, they inspire others to do the same, creating a powerful network of support and mentorship. This not only raises the profile of women in various sectors but also encourages diverse viewpoints that enrich every discussion and decision made.
Creating an inclusive environment where women are invited to lead fosters a community of collaboration rather than competition. It encourages a culture where each leader can leverage their unique strengths and experiences, ultimately contributing to shared goals and collective success. This collective power is critical for addressing global issues—be they economic crises, public health challenges, or social injustices. Diverse leadership is a key ingredient for resilience, enabling organisations to navigate uncertainties and adapt to change.
A Call to Action
In conclusion, the urgent need for more female leaders in all sectors of society cannot be overstated. Promoting female leadership is not merely a matter of fairness; it's a strategy for long-term success and sustainability. The unique skills and perspectives that women bring—coupled with their authenticity and compassion—can transform organisations and communities alike. As we strive to create a thriving world, we must actively seek out and support female leaders, ensuring that their voices are heard and contributions valued.
It's time to dismantle the barriers that continue to hinder women's progress in leadership. Let us advocate for policies and practices that promote gender diversity and inclusivity in decision-making processes. The power to create a more balanced, just, and prosperous world lies in our hands, and together, we can cultivate an environment where all leaders—regardless of gender—can thrive. As we move forward, let us commit to championing female leadership, understanding that it is essential to unlocking the potential for a brighter future for everyone. By elevating women's voices and fostering their leadership, we are sowing the seeds for an enriched, equitable society that benefits us all.
Some questions to reflect on
Here are some reflective questions for readers to consider regarding how and why they should support female leaders in attaining roles of influence:
Personal Reflection: How have the women's voices and experiences in your life influenced your perspective on leadership? Can you identify moments where a female leader made an impact on you?
Identifying Barriers: What barriers do you perceive that prevent women from rising to leadership positions in your organisation or community? How can you work to dismantle these barriers?
Support Systems: In what ways can you actively support female colleagues or peers aspiring for leadership roles? Think about mentorship, sponsorship, or simply offering your encouragement.
Resource Allocation: How can your organisation allocate resources to provide more opportunities for women to lead—such as workshops, training, or leadership programs?
Challenging Bias: Have you ever witnessed or experienced gender bias in leadership discussions? How can you take a stand against such biases in your environment?
Role Models: Who are the female leaders you admire, and what qualities do they possess? How can you promote their contributions and highlight their successes to inspire others?
Changing Culture: How can you contribute to cultivating a workplace or community culture that values diversity and inclusion? What specific actions can you take to foster this environment?
Driving Change: As a leader yourself, how can you integrate the values of equity and representation into your leadership style? What practices will you adopt to ensure that all voices are heard?
Long-Term Vision: Reflect on the long-term benefits of increasing female representation in leadership. How do you envision an inclusive leadership landscape transforming your organisation or community?
Commitment to Action: What concrete steps will you take to advocate for female leadership in the coming months? How can you hold yourself accountable for progress in this area?
These questions are well intended; and I ask them in full recognition that I work with some phenomenal male clients who share many of the above traits and are leaning into an ego driven world themselves.
I believe that having more female leaders in position of power, would mean that even these male clients of mine would be more welcomed at senior positions in this world too. Which would, in my opinion benefit all.
I'd welcome your thoughts and feelings.
Stefan
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I look forward to sharing my next OPINION blog soon.
For now; thank you
I am…
An executive coach who specialises in helping good people lead great things.
Good people care about others, our planet and beauty. Great things are changes for the betterment of society and all that lives within an around it.
It sounds big and fun - it is.
I'm also an endurance racing cyclist and a go. getter.
You can read more about me and what I do; how I work here