Yes, we know—it’s a bit of a cliché to start a Women’s Day post with Maya Angelou. But honestly, nobody puts it better than she does. So sometimes, cliches are good.
Every year, we celebrate women leaders, share inspiring stories, and call for change. And while all of that is important, let’s be real—one day of appreciation isn’t enough to rewrite the leadership rulebook.
For too long, qualities like empathy, collaboration, and vulnerability have been brushed off as “soft skills”—nice to have, but not essential. Women in leadership have often been told to be tougher, more assertive, more… something else. But as the world becomes more complex, it turns out that these very qualities aren’t just valuable—they’re exactly what modern leadership needs.
Across a 3 year period, Leadership Circle did a research analysing 130,000 leaders from across 196 countries to figure how male and female leaders show up differently at work, the results- female leaders are more effective than male leaders – they have developed, and exhibit, more creative competencies and they are far less reactive. Their findings of a feminine leadership advantage are consistent with findings from many studies, and it has been shown in their’s to be robust – the feminine leadership advantage exists at all management levels, all age groups, and across cultures.
The Moment Toughening Up Didn’t Work
A few years ago, I was leading a high-stakes project where one of my team members was struggling to keep up. Deadlines were slipping, and the pressure from leadership was mounting. I was advised—more than once—to “stop being so understanding” and “just lay down the law.” The logic was simple: if I didn’t push harder, I’d risk missing key deliverables. In fact it was made evident to me that this is what would really hone my own leadership skills.
My heart told me that this went against every grain of my being, but I wanted to prove that I wasn’t a ‘softy’. So here’s what I did. I called the team member into a meeting, skipped the small talk, and told them they needed to step up—immediately. I laid out consequences, set stricter expectations, and walked away thinking I had “taken charge.” Hashtag Boss Lady. Hashtag felt completely wrong.
It backfired spectacularly (I knew it would. Ugh!).
Not only did their performance get worse, but their confidence also plummeted. A few days later, after noticing their increasing disengagement, I decided to take a different approach. Instead of pushing harder, I asked a simple question: What’s going on?
Turned out, they weren’t slacking off—they were dealing with a personal crisis that had left them mentally exhausted. What they needed wasn’t a lecture; it was support. So, we reworked the workload, set up a plan, and gave them space to recover. Within weeks, they were performing at their best again—not out of fear, but because they felt heard.
That moment was a turning point for me. I realized that real leadership isn’t about toughness for the sake of it. It’s about knowing when to push and when to support. And more often than not, the latter creates better results, and didn’t I know that all along?
This experience wasn’t an exception—it was a reflection of a much bigger shift happening in leadership today. The idea that success requires authority without empathy is outdated. Leaders who prioritize human connection and emotional intelligence don’t just create better teams—they build organizations that thrive. And one of the best examples of this? Women in leadership.
Strength, But Make It Human
Think about Jacinda Ardern. As New Zealand’s Prime Minister, she led through some of the toughest crises—the Christchurch mosque attacks, a volcanic eruption, and the COVID-19 pandemic. Her leadership wasn’t just about making tough calls; it was about making them with humanity. She reassured a grieving nation with compassion, communicated with honesty, and still made firm, decisive moves when it mattered most.
That balance—between strength and empathy—is what’s redefining leadership today. And the best part? It’s not just for women. It’s for everyone, and it is as much an imperative for businesses as for the rest of the world.
Resilience: More Than Just Pushing Through
Resilience isn’t about simply enduring; it’s about adapting and evolving. And if there’s one thing women have done time and again, it’s exactly that.
From breaking into boardrooms to balancing personal and professional responsibilities, women have been proving their strength since the time of our foremothers. It’s not new for us. But here’s the thing—resilience shouldn’t be a solo journey. Organizations that truly want to support women in leadership need to step up: with mentorship, flexibility, and cultures where women don’t have to fight twice as hard to be heard.
Empathy Isn’t ‘Soft’—It’s Smart
We’ve all heard the phrase “it’s not personal, it’s business,” but the truth is, business is personal. Decisions affect people. Teams need psychological safety to innovate. And leaders who understand and connect with their teams create workplaces that thrive.
Research backs this up. Companies with inclusive leadership are 70% more likely to capture new markets and 45% more likely to increase their market share. Empathy isn’t a feel-good add-on; it’s a competitive edge.
Women leaders often bring this kind of leadership naturally—not because they have to, but because they know it works. And when businesses embrace it, everyone wins.
Rethinking Leadership for a New Era
Megan Dalla-Camina, founder of Women Rising, puts it perfectly:
“Truly conscious leaders have the capacity to call on positive feminine and masculine qualities regardless of their gender… We believe—and so do a growing number of researchers and leaders—that this will become the new norm.”
The old “command-and-control” style of leadership doesn’t fit the world we live in anymore. What we need is balance—where decisiveness and emotional intelligence go hand in hand. Where leading with empathy isn’t a weakness but a strength.
And here’s the best part: women are already leading this shift. Not because they should but because they are.
More Than Just One Day
We know the stats—women make up 48% of entry-level positions but only 26% of C-suite roles. And yet, companies with diverse leadership teams are 25% more likely to outperform financially. Investing in women leaders isn’t just the right thing to do—it’s a business advantage.
So, this Women’s Day, let’s move beyond LinkedIn posts and inspirational quotes. Let’s celebrate, yes, but also challenge outdated ideas about leadership. Let’s create workplaces where women don’t have to justify leading with empathy—where it’s recognized as the strength it truly is. And here’s a cheat sheet for our male colleagues- guess what, these characteristics are not exclusive to us, these are all practices that can be cultivated.
Because leadership isn’t about choosing between power and compassion. The best leaders know they belong together.
