Womens Leadership Strengths Gets Results

As of February 2025, women occupy 44.7% of board positions in FTSE 100 companies, marking a record high. However, when examining executive leadership roles within these companies, women hold approximately 32% of positions, indicating ongoing underrepresentation in top executive roles. Globally, women's participation in senior management roles stands at 25.1%. In the political arena, women constitute 35.5% of elected members in local deliberative bodies across 141 countries, with only three countries achieving 50%. A McKinsey & Company analysis revealed that firms in the top quartile for gender diversity on executive teams were 25% more likely to achieve above-average profitability than those in the bottom quartile. A Harvard University study found that business teams with an equal gender mix outperformed male-dominated teams in both sales and profits. Specifically, teams with lower percentages of women had reduced sales and profits, while those with a balanced gender mix saw increased profitability.

Now every woman is different, but we know that women hold qualities, based on nature and nurture, which does mean we lead differently.  That isn't to say men don't have these qualities, nor women can't demonstrate the masculine leadership qualities. Yet these qualities do show up in women in abundance.

In my experience as a leadership coach, I see women consistently demonstrating good judgment. They don’t rush into decisions or react impulsively—they pause, assess, and think strategically.

While traditional leadership has often celebrated quick, bold moves, female leaders tend to take a more measured approach—one that looks beyond short-term wins and considers long-term impact. They gather information, weigh perspectives, and make decisions with clarity and foresight.

This isn’t indecision. It’s discernment. And in an unpredictable world, we need leaders who think proactively—not reactively.

There’s a lingering stereotype of the "badass, ruthless" female leader, the woman who plays the game like a Gordon Gekko in heels. But in reality, women don’t lead for ego and self-promotion.

Most female leaders I work with are humble, self-effacing, and mission-driven. They don’t make it all about them. Their focus is on collaboration, partnerships, and purpose.

Perhaps this stems from societal conditioning—the old “good girl” script that teaches women not to boast, but as leaders, this humility becomes a superpower. It creates cultures of shared success, where teams feel valued and motivated because leadership isn’t about one person’s power. It’s about collective achievement.

Women in leadership don’t just climb the ladder, they create the ladder and help others rise up it.

Perhaps it’s the influence of oestrogen on the brain, making women more attuned to relationships and group dynamics. Or perhaps it’s centuries of navigating power structures from the margins, forcing them to think creatively about influence, connection, and inclusion.

Whatever the reason, the result is clear:
Women bring people with them. They create spaces where everyone has a voice, where leadership is shared, not hoarded, and where success is collective, not individual.

The best leaders don’t just build profits—they build people. And women excel at this.

Historically, women have been pitted against each other, conditioned to compete rather than collaborate. But when they step into leadership, many reject that model altogether.

Instead of power plays, they build trust.
Instead of division, they create community.
Instead of fear-driven environments, they nurture cultures where people feel safe, valued, and invested.

A great leader knows that leadership isn’t just about transactions—it’s about relationships. They understands that when people feel connected, respected, and trusted, they do their best work.

Leadership isn’t about control—it’s about cultivating an environment where people thrive.

Of course, financial success matters. But for many women, the primary driver isn’t money. It’s solving problems.

Women in leadership think beyond profit margins and focus on purpose-driven, sustainable solutions. They look for long-term adaptability, ethical responsibility, and impact.

And the irony?
When companies focus on solutions first, the money often follows.

Female-led or balanced organisations are proving that you don’t have to chase profits at the expense of purpose. You can build something meaningful and profitable at the same time.