If you’ve ever had a not-too-pleasant experience while working with a female leader, this article is for you. And if you are a female leader or aiming to become one, come closer, let’s have a quick conversation.
I remember when I started a new role leading a sales team. One of the team members was a superstar account manager who happened to be female. I noticed right away that she seemed distrustful and hesitant around me. I later learned that she was recovering from PTSD from a previous female manager. Over time, she learned to trust me, and we developed a great working relationship.
Unfortunately, many women, like my colleague, have had negative experiences with female leaders. While this article does not excuse anyone’s behaviour, it aims to shed light on the challenges faced by women in leadership and offer suggestions for improving outcomes.
Three Reasons Female Leaders Put Up Walls
Insecurity
According to a McKinsey & Company report, merely 5% of professional women reach top management positions in African companies. Given the limited opportunities for women in corporate leadership, some people believe that there is little room at the top and perceive rising female talents as threats. This scarcity mindset can lead to a reluctance to assist others, fearing that supporting younger female colleagues might jeopardize their own position.
Envy
In an ever-evolving world, professionals leverage technology to expand their networks and prioritize self-development. With more emerging talents excelling in their careers, some established leaders may succumb to envy, assuming these younger professionals have an easier journey compared to their own experiences at a similar age.
Fear of Undermining Authority
Female leaders may also build emotional walls due to a fear of being perceived as weak or indecisive. In male-dominated or traditionally patriarchal work environments, there might be pressure to adopt a more authoritative or stoic demeanor, making it challenging to express vulnerability or seek assistance when needed. This fear can hinder genuine connections, collaboration, and open leadership.
5 Ways to Become a Better Leader
Self-Awareness and Leverage
Understanding your strengths, weaknesses, and leadership style is paramount as you progress in your career. Capitalise on your strengths and don’t hesitate to seek assistance when needed.
Embrace Your Unique Journey
Your career is a part of your life, not your entire life. Align it with your larger life’s purpose so that your career compliments the journey you’re on, rather than defines it. Avoid turning your career into a competition with peers or subordinates. Instead, grow and pivot at your own pace.
Cultivate Soft Skills and Continuous Growth
Soft skills are essential at every career stage. Leadership is also a vital soft skill that requires continuous learning. Embrace ongoing self-development to stay attuned to the evolving business landscape and effectively lead your team.
Develop Mental and Emotional Resilience
Leadership often involves navigating challenging situations. Developing mental and emotional resilience is key to overcoming these obstacles. Implement stress-reduction techniques, mindfulness practices, and maintain a healthy work-life integration to help you build your resilience
Advocate for Fellow Female Leaders
You cannot afford to walk through life alone. If you are in a position to lift others up, don’t hesitate to do so. Advocate for other female leaders in rooms where they do not have a strong voice and strive to foster an inclusive workplace where every individual feels heard, valued, and respected.
In conclusion
If you are a rising female talent you need to extend some grace to other female leaders who have gone ahead of you. It’s important to recognize the unspoken challenges black African female leaders face. They are often navigating spaces where their representation is less than 10% and this comes with its own pressure and expectations.
Practice emotional intelligence and show these leaders the respect they deserve, just like you would do to their male counterparts. Avoid undermining their contributions; instead, actively recognize and support their efforts. Advocate for them in their absence and provide constructive feedback to fuel their ongoing growth. Remember, in our pursuit of personal progress, it’s equally vital to uplift and support other leaders, irrespective of gender, race, or age.
Lastly, attributing unpleasant leadership styles and behaviors to female leaders is not a helpful approach. It’s important to keep in mind that leaders, irrespective of gender, should be held accountable for their actions and evaluated based on their competence rather than their gender.