Saying that a man or woman is a better leader solely because of gender doesn’t make sense. They are simply different.
Since the 1950s, hundreds of studies have determined there are small yet noticeable differences in leadership approaches by gender. While both may be equally effective leaders in the workplace, their unique styles create decidedly different outcomes. Companies that recognize and embrace those differences are more successful, because by welcoming more gender diversity, they create more revenue, customers, market share and profits. So why are there fewer women leaders in all walks of life?
Gender nuances do change the ways men and women lead. Recognizing these differences and developing a culture where each person’s skills can be developed and appreciated is key to building a business climate where employees flourish at all levels.
Here are three distinctions in quality leadership by women:
1. Engagement. A recent Gallup Poll found employees who work for female managers are more engaged, probably because their female managers are too. Gallup found 41 percent of female managers are engaged at work, compared with 35 percent of male managers. Engaged female managers who understand the organization’s mission and culture use their communication and connecting skills to engage and involve their employees. In today’s complex, rapidly changing and global environment, fully engaged employees are more valuable than ever. Their accountability and eagerness for the company to be successful directly affects the bottom line.
2. Gentler approach. Command-and-control leadership squelches engagement and innovation with its harsh, demeaning and fear-based approach. Smart companies now prize the soft skills that benefit both men and women. Our “emotional quotient,” aka EQ, includes emotional intelligence, empathy, inclusion, big-picture thinking and flexibility, as well as the ability to build strong relationships and put others at ease. Many of these skills have traditionally been associated with women (though many men possess them too), and they are clearly paying off.
3. Collaboration, not competition. Another trait women bring to leadership is the ability to collaborate. A recent Danish study found women are more likely than men to collaborate and express a clear desire to collaborate more often. Effective collaboration moves the company forward and creates a sense of community within the organization and opportunities for employees to mentor and learn from each other and from leadership. Helping employees feel they have a stake in the organization is key to any company’s success and bottom line.
A recent Harvard Business Review article compared definitions of personal and professional “success” by gender. Researchers found more women than men said success requires individual achievement (46 percent of women vs. 24 percent of men), respect from others (25 percent vs. 7 percent), passion for work activities (21 percent vs. 5 percent), and making a difference (33 percent vs. 21 percent). Their findings show how women’s different perspectives shape company culture and outcomes. When we put our hearts into our work, the mission is a driving force of the company. Look at companies that give back. The public loves them.
Breaking out of the one-size-fits-all mold of male leadership, recognizing the strengths women possess, and encouraging typically female skills will lead your company forward in the years to come. Rewarding successful performance by women managers with decision-making power also can accelerate your company’s development.
As business leaders, we must all work together to create opportunity for both male and female leadership styles. When we support and recognize the full potential of men and women, it is a sure road to your company’s desired success.
Nancy O’Reilly, Psy.D., is a clinical psychologist and author of “Leading Women: 20 Influential Women Share Their Secrets to Leadership, Business, and Life.” Through DrNancyOreilly.com and the WC4G Foundation, she urges women to connect to create a better world.
