Heather Rooney McBride

Leadership style 

I have learned that so long as my employees have good attitudes and are meeting or exceeding performance requirements, it’s okay if the business is not their main priority in life. It is not their job to always have the whole organization in their sights because that is the function of leadership. Everyone in an organization has his or her own niche of responsibility, and big picture thinking is not something that every employee is able to or should be required to do. I have had to learn to accept the best efforts that my team can give and to expect more than that as a leader is unrealistic.  

Influence and inspiration

Attorney/Mediator Lisa Ghan Blumenstock was an important influence on my leadership style. As a strong female professional, there is a somewhat delicate balance to maintain. Lisa is a master at balancing the strength and confidence necessary to lead a team and to represent the people she works with and for, while still maintaining empathy and kindness for everyone, all with the utmost class and excellence in her demeanor and work performance. I hope I exhibit at least a fraction of her professionalism and leadership skills.

Confronting gender bias

Unfortunately, I think women in leadership are still held to a largely unachievable double standard that requires us to be strong, confident and courageous, and also to be empaths, flexible, and highly emotionally intelligent. Embodying each of these qualities has not been traditionally required of or praised in male leaders. My law firm and my business partners celebrate what I bring to the table in leadership – which includes what are traditionally viewed as masculine leadership characteristics, as well as uniquely feminine insights. And contrary to some organizations, RMS does not require me to fit a gender box when it comes to leadership skills. I am given the space to be my assertive and bold self and, at the same time, my insights concerning personality dynamics and how we as an organization can be flexible with our employees are also valued. I hope more organizations realize the breadth of hard and soft skills that female leaders can bring, but I also hope more organizations permit female leaders to be themselves without imprinting unfair and gender-biased expectations on them.