Women leaders vs men leaders: s he leadership

The term leadership, is itself a broad spectrum of different attributes like style, situation, theme, communication, way of execution and how one plans every sphere of action resulting into the accomplishment of a common goal. Effective leaders develop a sense of purpose by pursuing goals that align with their personal values and advance the collective good. 

With increasing standards of education, social awareness and career opportunities, we have seen in today’s time many employers have turned their focus towards diversity hiring.

This further lays foundation of good career prospects for women professionals. This segment has already shown their participation and considerable role in lifting the economy of our country. In the software industry itself 30% of the workforce is female (sources). 

So , if women have entered the workforce battalion then one may be curious to know how are they in the leadership segment.

Women comprise slightly less than 15 percent of the executive leadership of the Fortune 500, a number that has become stagnant and unchanging over the last four years (sources). Few days ago I came across a very interesting fact, that there are less than 1% women leaders present in sectors like manufacturing , EPC , Heavy Engineering , Cement, Oil & Gas. Although women participation is still at a lower grade at the leadership level, it is continuously changing. Today’s women are willing to experiment and are capable to take more responsibilities. With corporate support towards work life balance, one feels that they can balance their personal life with that of their corporate roles.

Employees generally find a difference in leadership styles of male and female leaders. One prefers to deal with a situation with more empathy and an emotional angle, whereas the other one prefers to stay more practical and mechanical in handling situations.

Pervasive is stereotyping women’s capacity for leadership. Women executives are thought to be better at “taking care” while men “take charge.” Catalyst research shows that a “men-as-default leaders” mindset derails women’s advancement.

Research shows there are gender differences in competitiveness and risk-taking. This does not mean women lack ambition. Less important aspects of power for women are: competing for key assignments, increasing direct reports or working long hours. Women pursue power by producing results, forming collaborative relationships and building alliance networks. The benefits from this approach are significant, but often less visible, take longer and are less valued.

But as we are moving with time we have seen women as more decisive, factual and reasonable in handling hazy situations. “Women leaders help bring a different perspective to leadership. They generally have a more participative management style, are more collaborative in their decision making.”(sources).

‘Womenomics’ builds on the rationale that revenue-generation is power. Gender diversity can have a positive impact on financial performance.

Many people characterized women leadership by a strong vision along with a total commitment to that vision and an ability to inspire others to share it.

Unlike Men, women leaders are more approachable and helpful in developing an organizational culture that supports diversity, integrity, empathy, trust and vibrancy.They are more sensitive in handling critical matters which demand sensitivity. They are more factual,  reasonable, cautious thus bringing in a different perspective to a situation. 

Changes will continue in leadership regardless of gender and societal stereotypes. 

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