The past two decades have shown an upward trend of females striving for and earning leadership roles. Women now have better access to education (and are even graduating at higher levels than men), and there is more demand for people-centric leadership qualities. Especially when we explore areas such as psychological safety and workplace wellbeing after the COVID-19 pandemic.
Post pandemic employees want more say in the kind of work they do, what their workplace offers, and the kind of managers they want to lead them. And as the research says, female CEOs express greater empathy, adaptability and diversity.
Takako Hirata has an interesting take on the subject: In her book ‘The Virtual Leader’ , she says employees want recognition, a sense of community, flexibility and positive work relationships. In other words, they seek the qualities of both men and women leaders.
In fact, a recent study of 800 employees found that 38% would prefer to work for a female boss, 26% prefer and male and 35% had no preference. There’s a growing indifference of what gender leads the team. As long as employees are treated with fairness, respect and their professional and personal needs are met, they don’t care what gender leads.
As Gloria Steinem perfectly outlines:
“A gender equal society would be one where the word gender does not exist: where everyone can be themselves.”
How Does Female Leadership Improve Team Performance?
“Women belong in all places where decisions are being made. It shouldn’t be that women are the exception.” – Ruth Bader Ginsburg.
The Mckinsey Global Institute reports that advancing women’s equality in the workplace can increase global GDP to $12 trillion by 2025.
Every business can benefit from tapping into the strengths of women as leaders. So what is it about female leadership styles improve team performance?
According to McKinsey, there are 9 key types of leadership behaviours that improve organisational performance:
- Participative decision making
- Role model
- Inspiration
- Expectation and rewards
- People development
- Intellectual stimulation
- Efficient communication
- Individualistic decision making
- Control and corrective action
Women leaders are more likely to exhibit 5 of the 9:
- Role model
- Expectation and rewards
- People Development
- Participative decision making
- Inspiration
Women also often possess higher levels of ‘soft skills’ and a better understanding of emotional intelligence. In fact, a 2016 study highlighted that women outperform men in 11 out of 12 emotional competence skills.
A further study by Catalyst shows employees with empathetic leaders are typically more engaged and innovative with their work. They also show higher levels of satisfaction in their job and are less likely to leave the organisation.
And when leaders incorporate these qualities into the workplace, employees are more willing to learn, collaborate and make valuable contributions to the organisation.
Not only does an equal representation of women leaders drive better team performance, but better business performance too. The Gender Equity Insights 2020 Report highlights that a business’s profitability and performance are more likely to increase when there are women in leadership positions.
Women leaders are slowly ascending up the ranks, and we have our existing female leaders to thank for that. Yes, we are celebrating how far women have come. At the same time we are recognising the hardships, and reminding us all that we need more women in leadership to meet the goal of a gender equal future.
Source: The Growth Faculty
