Meili W.

Leadership strategies for women are not just career advancement tools; they are acts of resistance against a system designed to hold them back. Studies show that 70% of men are more likely to rate male candidates higher than women, even with identical achievements (Brewster, 2016). Furthermore, women with the same qualifications as men are 30% less likely to be considered for interviews (Fernández-Mateo & Kaplan, 2019). These statistics expose a harsh truth: society still views men as the default holders of power, wrongly seeing hiring a woman as a risk. However, let’s be clear—women do not need to change. Society must change how it perceives and treats women. We need to reshape our workplaces and ultimately, the world around us.

Challenges of Cultural Expectations in Leadership

In many industries, women face limitations not only from policies but also from cultural expectations of leadership. This is evident in fields like healthcare and politics, where exclusionary and hierarchical practices prevail, centering leadership on male authority ​(Batliwala, 2022). Such challenges are even more apparent in male-dominated fields like policing, where long hours and macho leadership styles often alienate women, especially those balancing caregiving duties ​(Batliwala, 2022).

1. Leadership Strategies for Women: From Competition to Collaboration

The Essence of Collaborative Leadership

Collaborative leadership actively rejects traditional power hierarchies, embracing shared decision-making and collective action. It transforms leadership from “power over” to “power with,” fostering environments where everyone has a voice, a stake, and the chance to shape outcomes. By breaking away from outdated top-down control, it builds a culture where power is distributed, ensuring leadership becomes a shared responsibility rather than a privilege for the few. Instead of merely managing people, collaborative leadership empowers individuals, fostering meaningful connections that drive both individual and collective progress (Shaikh et al., 2023).

The advantages of this model are undeniable. Collaborative leadership cultivates genuine engagement, fosters trust, and welcomes diverse perspectives, leading to more innovative and inclusive solutions. Moving away from traditional authority while promoting open dialogue encourages greater ownership and accountability. This inclusive approach improves outcomes—boosting performance, strengthening teams, and building a resilient culture where everyone contributes and no one is left behind (Hafeez & Akhtar, 2022; Khalifa & Alrasheed, 2023). Collaborative leadership doesn’t just reform leadership; it redefines it, making it more inclusive, empathetic, and effective in creating lasting change.

Empowering Female Leaders Through Collaboration

This transformation becomes even more impactful when applied to empowering female leaders. Collaborative leadership challenges outdated power structures that have long excluded women. For far too long, leadership has been equated with hierarchy, dominance, and exclusion—traits that are limiting and inherently flawed. Collaborative leadership reverses this dynamic. It’s a model rooted in shared power, empathy, and inclusion—qualities women often embody but which traditional leadership ignores. By embracing “power with” rather than “power over,” it allows women to lead authentically, without conforming to rigid, authoritarian expectations. This approach enables women to lead effectively while creating environments where others rise alongside them, prioritizing collective success over individual glory (Shaikh et al., 2023).

The benefits of collaborative leadership are transformative for women. It dismantles stereotypes and biases linking leadership to force or authority, demonstrating that true power stems from inclusion and connection. In spaces where every voice is heard, female leaders can shift the narrative—leading not through dominance but by fostering genuine engagement and participation. This results in stronger teams, deeper trust, and higher performance (Hafeez & Akhtar, 2022; Khalifa & Alrasheed, 2023). Collaborative leadership isn’t just a tool for shattering the glass ceiling; it rebuilds the foundations of leadership, ensuring that leadership belongs to all, not just the few at the top.

2. Leadership Strategies for Women: Breaking Gender Stereotypes

Breaking Gender Stereotypes: Impacts and Urgent Benefits

Gender stereotypes are not passive relics. They actively limit opportunities and dictate who society deems capable. These stereotypes influence workplaces, education, and daily life, creating invisible barriers that block women’s advancement. For instance, hiring processes often rate women lower than men, even when qualifications match (Emeka, 2023). Society continues to perceive leadership as inherently masculine, perpetuating inequality.

However, breaking stereotypes sparks progress. Removing these barriers allows talent to flourish. When stereotypes disappear, workplaces gain diversity, driving better problem-solving and creativity. Women in male-dominated fields like STEM repeatedly demonstrate their innovative power. Given fair opportunities, they contribute to groundbreaking advancements in science and society (Geetha Bala, 2023). Ending stereotypes benefits not only women but society as a whole, creating an equitable and just environment where true potential can shine.

Stereotypes in the Workplace: Navigating and Transforming

Breaking these stereotypes is not only about creating opportunities but also about navigating the challenges women continue to face in the workplace. Gender stereotypes harm women’s visibility in the workplace, often preventing them from reaching leadership roles and undermining their confidence. Stereotypes label women as “too emotional” or “not authoritative.” Consequently, these stereotypes keep women from leadership, particularly in fields like STEM or school administration (Wolle, 2023). Women of color suffer even more, facing compounded biases. Racial and gender stereotypes together push them to the margins (Emeka, 2023).

Women need resilience to overcome stereotypes. They must reject internalized limitations imposed by society. Embracing authenticity instead of conforming to norms of aggression and dominance helps them navigate these challenges. Women should lead in natural ways—collaboration, empathy, and inclusion. However, the burden shouldn’t rest solely on women. Workplaces must dismantle systems perpetuating stereotypes. Organizations should implement blind recruitment and mentorship programs to provide real opportunities for women without bias (Geetha Bala, 2023). Institutions must be held accountable. Only collective action, including policymakers, organizations, and allies, will dismantle stereotypes. Together, we can build workplaces of equality and opportunity for all.

3. Leadership Strategies for Women: Authenticity

Authenticity in Leadership: What It Is and Why It Matters

Authenticity in leadership is about being unapologetically true to your values, actions, and words. It means knowing who you are and leading with honesty, not pretense. When leaders live by their principles, they inspire trust, and trust is the foundation of effective leadership. This kind of leadership requires self-awareness—knowing your strengths, recognizing your weaknesses, and embracing them all without judgment (Shiundu, 2024). Self-awareness allows leaders to align their actions with their beliefs, which fosters integrity.

Additionally, authentic leadership thrives on transparency. Transparent leaders communicate openly, creating environments where employees feel seen and valued. As a result, trust grows, and employees become more engaged and committed (Karlsson, 2024). But authenticity doesn’t just benefit the team; it also drives personal growth for leaders themselves. Leaders must continuously question their motives, seek feedback, and commit to improving. These actions reinforce authenticity and encourage ethical decision-making even in challenging times (Almutairi et al., 2024). By prioritizing integrity, authentic leaders set the standard for what leadership should be.

The benefits of authenticity go beyond individual leaders. Authentic leadership builds trust and loyalty throughout an organization. Team members feel respected and understood, which increases job satisfaction and productivity. Moreover, authenticity cultivates a positive organizational culture where everyone can thrive (Karlsson, 2024). Therefore, authenticity isn’t just a trait; it is a transformative tool for leaders who want to inspire lasting change.

The Impact of Authentic Leadership on Women in the Workplace

For women, authenticity in leadership is an act of defiance against a system that values conformity over individuality. It challenges outdated norms that expect leaders to be aggressive, authoritative, and detached. Women who lead authentically bring empathy, collaboration, and resilience to their roles—traits that traditional leadership often overlooks or undervalues (Shiundu, 2024). These qualities, however, shouldn’t be hidden or dismissed. Instead, they should be celebrated as essential elements of effective leadership.

Furthermore, authenticity allows women to connect deeply with their teams. It fosters a culture of trust, inclusivity, and support, leading to more cohesive relationships. When women lead authentically, they inspire others to do the same, promoting a work environment that values diverse perspectives (Karlsson, 2024). Moreover, staying authentic gives women the power to resist pressures to conform. It enables them to lead on their terms, embracing their values without compromise. Authentic women leaders cultivate trust-based relationships, ultimately boosting employee engagement and well-being (Almutairi et al., 2024).

Yet, being authentic in male-dominated environments remains challenging. Women face biases that question their credibility and leadership style. Despite this, authenticity serves as a powerful counter to such biases. By staying true to themselves, women leaders redefine leadership standards. They prove that leadership is not about fitting into rigid molds—it is about breaking them. Authentic leadership allows women to not only transform their own careers but also redefine the nature of leadership in their workplaces.

4. Leadership Strategies for Women: Breaking the Dual Burden

Cultural and Structural Challenges: The Invisible Weight on Women’s Shoulders

Cultural and structural barriers are the invisible weight holding women back in both the workplace and at home. For decades, women have shouldered the “second shift,” working full-time while also handling household responsibilities. This burden remains, and it often pushes women away from leadership roles or causes burnout (Blair-Loy et al., 2015). Despite changes in workforce participation, expectations at home and work have not evolved at the same pace. Employers continue to favor an “ideal worker” model, assuming availability without caregiving responsibilities. Such expectations ignore the reality that women—especially mothers—juggle multiple roles that extend far beyond their workday (Blair-Loy et al., 2015).

Furthermore, cultural norms still define caregiving as women’s work, forcing them to navigate dual expectations. Even today, men benefit significantly when their wives take on the bulk of household chores, while women are often expected to support their partner’s career at the expense of their own (Averett et al., 2020). These cultural norms and structures not only limit women’s opportunities but also hinder their professional growth. We must understand that these barriers are not natural or inevitable. Instead, they are products of outdated systems that must change to create a truly equal society (Blair-Loy et al., 2015).

Navigating and Overcoming Cultural and Structural Challenges

To overcome these challenges, both individual women and society must take bold action. First, women must reject the myth that they must do it all. They should demand equitable division of household responsibilities, actively involving their partners. Breaking free from traditional roles allows women to focus on career growth without the constant weight of the “second shift” (Averett et al., 2020). At work, women must advocate for policies that support work-life balance—such as flexible hours, parental leave, and affordable childcare. These policies are not luxuries; they are necessities that allow women to thrive professionally (Blair-Loy et al., 2015).

But individual action is not enough. Society must also step up to dismantle the barriers that limit women’s potential. Policymakers must enforce family-friendly policies and hold employers accountable for creating supportive workplaces. Employers need to discard the outdated “ideal worker” model and recognize the value of flexible work arrangements. By dismantling the systems that reinforce inequality, we can create a culture where women are not burdened by impossible expectations. The benefits are clear: when women can thrive without structural barriers, entire families and societies flourish (Blair-Loy et al., 2015). Gender equality at home and at work isn’t just about fairness—it is about creating a more humane and prosperous society for all of us.

5. Leadership Strategies for Women: Fair Promotion Practices

The Importance of Fair Promotion Practices in Leadership

Fair promotion practices are vital for creating an equitable workplace. Promotion decisions should be clear, data-driven, and free from subjective biases. Yet, many promotion processes still rely on vague criteria like “leadership potential” or “executive presence.” This lack of clarity allows unconscious bias to thrive, preventing talented women from advancing in their careers (Scott Tenhil et al., 2023). Transparency in promotion decisions helps establish trust within organizations. Employees understand what it takes to progress, which fosters motivation and reduces turnover.

When promotion practices are fair, organizations thrive. Fairness motivates all employees to strive for higher performance. Moreover, equitable promotion policies create a diverse leadership pipeline, resulting in more perspectives and better problem-solving. When women—and others—see their contributions recognized fairly, they engage more deeply in their work. This engagement leads to higher productivity and a culture of empowerment (Scott Tenhil et al., 2023). In short, fair promotion practices do not just help individuals; they benefit organizations as a whole by cultivating trust, loyalty, and diverse leadership.

Navigating and Promoting Fair Practices for Women

Women navigating unfair promotion practices often face an uphill battle. Despite having the qualifications, gender biases and unclear criteria often hold them back (Mwita & Mwakasangula, 2023). To overcome this, women must advocate for themselves relentlessly. They must ensure that their contributions are visible, that they document their achievements, and that they actively seek out mentors and allies. But individual advocacy isn’t enough. Women deserve workplaces designed to support their growth, not hinder it. Organizations must adopt objective, transparent criteria for promotion. They should implement policies that ensure every employee has equal opportunities to access development, training, and leadership roles.

Society, too, plays a role. Policymakers must enforce regulations that compel organizations to be transparent about promotions and pay structures. Leaders must understand that when they promote women fairly, everyone benefits. Diverse leadership creates innovative, forward-thinking teams that drive organizations into the future (Scott Tenhil et al., 2023). Fair promotion practices foster loyalty, reduce turnover, and create workplaces where every person can thrive. Ultimately, treating women with fairness is not just about equality—it’s about building a better, more effective society for all of us.

6. Leadership Strategies for Women: Fostering Inclusive Teams

Fostering Inclusivity in Leadership: A Foundation for Growth

Fostering inclusivity in leadership means creating environments where everyone—regardless of gender or background—has a voice and is valued. Inclusive workplaces reject old power structures that favor a few, and instead, embrace diverse perspectives. By doing this, we cultivate a culture that promotes creativity, collaboration, and growth. Diversity initiatives like leadership development programs and cross-cultural collaborations highlight the power of inclusivity in building stronger teams and organizations (Adeniyi et al., 2024).

When inclusivity becomes the norm, the entire workplace benefits. Employees feel heard, which boosts morale and drives productivity. Transparent policies, such as diversity programs and clear career paths, enable underrepresented groups to access leadership roles. These inclusive practices lead not only to individual advancement but also to organizational success. When different viewpoints are considered, problem-solving becomes more innovative, and decision-making reflects the complexity of the world we live in (Adeniyi et al., 2024).

The Impact of Fostering Inclusivity on Women and Society

Fostering inclusivity has a profound impact on women, especially those striving for leadership positions. For too long, workplaces have excluded women’s voices, limiting their potential. When women are actively included, they bring empathy, collaboration, and a diversity of thought that enriches decision-making processes. Policies supporting women’s development and promoting transparent promotion practices have shown how inclusivity can break down barriers and create equitable opportunities (Mwita & Mwakasangula, 2023).

To promote inclusivity, women must advocate for themselves and each other. This means seeking out mentorships, demanding visibility, and pushing for policies that support diverse leadership. However, the responsibility also lies with society. Policymakers must enforce regulations that ensure inclusivity is more than just a checkbox. Companies must recognize that inclusive practices are not only moral imperatives but strategic advantages. When women are included, society benefits—families thrive, organizations prosper, and communities grow stronger. Inclusivity is not about accommodating women; it is about recognizing that their contributions are essential to building a fair and prosperous world for all (Mwita & Mwakasangula, 2023).

Conclusion: A Woman must Lead Her Way

In conclusion, leadership strategies for women go beyond career growth—they are about dismantling systemic barriers that hold women back. By embracing collaborative leadership, breaking stereotypes, and fostering authenticity, women can redefine what it means to lead. Moreover, fair promotion practices and inclusive leadership models lay the groundwork for real change. When women rise, they uplift those around them, fostering a world that values compassion, collaboration, and equity. We must challenge outdated norms and build workplaces that empower every individual. Together, we can create a future where leadership knows no gender boundaries—only potential and progress.