I recently attended a panel discussion on dismantling the unrealistic expectation for women to “do it all” and juggle countless roles to balance personal ambition and professional goals.

The consensus was clear—chasing a perfect standard is impossible. 

When examining leadership through a gendered lens, we are prompted to question why and how specific systems function and reflect on the structures that impact women’s leadership and success.

MASCULINE ENERGY

Recently, “bro culture” has come under scrutiny, especially in male-dominated industries where exclusionary environments often prevail. Tech leaders like Mark Zuckerberg have sparked debate by calling on organizations to bring more “masculine energy” into their workplaces. This rhetoric is concerning, particularly when considering the impact of women leaders like Sheryl Sandberg on Meta.

“The call for masculine energy feels like an extreme reaction to what some perceive as the excesses of ‘wokeism,’ says Michele Johnson – Co-Founder of Pitfire Pizza. 

Rather than fostering balance, it risks swinging the pendulum too far in the opposite direction, potentially leading to the same imbalances companies sought to correct in the first place, she says. “Ultimately, long-term success comes from maintaining equilibrium, where diversity and performance go hand in hand, rather than being positioned as opposing forces,” she adds.

Shilpa Mahtani, Co-founder and Managing Director of bnbme Holiday Homes, says, “Encouraging a shift towards more ‘masculine energy’ in organizations is perilous because it undermines the incredible progress we’ve made in recognizing and valuing women’s contributions in the workplace. We’ve fought tirelessly to break gender biases, and comments like these risk undoing years of progress by reinforcing outdated stereotypes about leadership.”

According to Farah Sawaf, a UAE-based veteran consultant in the culinary scene, the main pain points arise from the fact that leadership is still framed as an all-or-nothing equation for women. “The expectation to adopt a more masculine approach to be taken seriously is outdated, yet it lingers,” Sawaf says. 

“Real leadership isn’t about mimicking a model that no longer serves the modern workplace. The real shift happens when we challenge these narratives, making space for influence that’s dynamic and multidimensional. Even men are redefining their leadership styles, proving that this evolution isn’t just about women—it’s about rethinking work itself,” she adds.

“As a leader, I’ve seen firsthand how a singular, ‘masculine’ approach to leadership can limit an organization’s growth,” Zeina Khoury, President and Chief Growth Officer of Zed Capital Real Estate, says. She explains that focusing too much on traits like dominance and competition “can risk losing the very qualities that make a company thrive—empathy, collaboration, and creativity.” 

WHAT WOMEN BRING TO THE TABLE

According to Mahatani, women leaders often feel pressured to adopt a more traditionally masculine leadership style—assertive, authoritative, and dominant—to gain the same respect as their male counterparts. 

However, she says, data shows that women who lead many of the world’s top-performing companies thrive not because of a “masculine” or “feminine” approach, but for strong leadership that prioritizes strategy, innovation, and people management. “The real focus should be competence, inclusivity, and diverse leadership styles.”

“True leadership is about impact and results, not conforming to outdated stereotypes,” she adds.

According to Khoury, for too long, leadership has been defined through a male-dominated lens, “pushing women to adopt traditionally masculine traits to be taken seriously”. She says, this isn’t a flaw in female leadership—it’s a flaw in a system that limits authority to such narrow terms.

According to Muriel D’sa, a presenter at Talk 100.3, the tendency for women leaders to adopt “masculine” traits often stems from societal expectations that equate assertiveness and dominance with effective leadership, traditionally associated with men. “This pressure to conform can lead women to suppress their natural leadership styles, fearing they’ll be perceived as weak or ineffective.”

She adds, “To encourage women to embrace their authentic styles, we must actively challenge these biases, promote inclusive leadership development programs that value diverse approaches, and amplify the visibility of successful female leaders who demonstrate strength and effectiveness while remaining true to themselves.” 

“We can empower women to lead authentically and effectively by fostering environments that value diverse leadership styles.” 

More than a decade ago, a study by Kathleen L. McGinn, an American economist currently the Cahners-Rabb Professor of Business Administration at Harvard Business School,  underscored that women in leadership positions offer valuable contributions beyond traditional hierarchical management. Their emphasis on collaboration, emotional intelligence, and inclusivity leads to stronger team dynamics, higher employee engagement, and improved organizational performance. Women’s leadership is a powerful asset in today’s complex and rapidly changing business environments.

Johnson reflects on the tendency for women in leadership positions to adopt more masculine traits to gain respect, explaining that this often arises from a desire to “fit in” within traditionally male-dominated environments. She acknowledges that both men and women may resist or challenge a female leader who confidently embraces her femininity. Johnson says, “As someone who took that bold decision, I personally felt that resentment, but it drove me to work harder and prove them wrong.” She emphasizes the importance of women embracing their authentic leadership style despite societal pressures.

TO LEAD LIKE A WOMAN 

In her research, Deborah Rhode, a professor at Stanford Law School,  suggests that women tend to bring a high level of emotional intelligence to their leadership style. They are often more empathetic, attuned to others’ needs, and better able to manage interpersonal dynamics within teams. This emotional awareness allows them to navigate conflict effectively, support team members through challenges, and cultivate a positive workplace culture.

Another key aspect of “leading like a woman” is the emphasis on transformational leadership, which focuses on inspiring and motivating others to achieve their full potential. Women leaders often adopt a visionary approach, encouraging innovation and long-term growth while balancing the organization’s needs with those of individual employees. Their leadership is often characterized by values-based decision-making, where ethical considerations and social responsibility are central.

Khoury says, “Women are already natural leaders, making critical decisions every day, not only in the workplace but also at home.” 

She highlights that women excel at multitasking, taking charge when needed, and showing empathy, skills that are essential in leadership. 

“The shift needs to come from organizations that value diverse leadership styles, not women conforming to outdated norms,” says Khoury calling for women to embrace their authentic leadership, encouraging them to challenge the idea “that success looks one way.”

Rhode also notes that while women bring invaluable leadership qualities, they often face backlash when they deviate from traditional, masculine leadership traits. Women who are assertive or take charge may be perceived as too aggressive or unlikable, a double standard that men in similar roles do not face. This societal bias can hinder women’s progression in leadership roles despite their effectiveness and the value they add to organizations.

“One underrated strength of women in leadership is their ability to multitask. This skill is crucial in leadership, where decision-making, problem-solving, and strategic thinking often require juggling multiple responsibilities simultaneously,” says Mahatani. 

For Khoury, one of the most powerful aspects of female leadership is the ability to lead with both strength and emotional intelligence. “As women, we often think about the bigger picture—making decisions that foster long-term relationships and sustainable growth rather than just aiming for quick results. It’s this balance of care and vision that helps create companies that are not only successful but also adaptable and built to last,” she adds.

“Women bring a unique combination of resilience, emotional intelligence, and strategic vision to the table, making an organization thrive and succeed,” Mahatani adds.

Agreeing with Mahatani, Johnson says, one strength of leading like a woman is the ability to balance empathy with strategic decision-making. 

“The experience of motherhood, bringing new life into the world, deepens this understanding, instilling an unparalleled sense of love, patience, and diplomacy that males simply cannot replicate,” Johnson says. 

“Good parenting, which often relies on strong communication and negotiation skills, further sharpens a woman’s ability to navigate complex situations with grace,” she adds. Such qualities make women not just compassionate leaders but also highly effective ones, adept at fostering collaboration and driving meaningful change.