Leadership in Organizations:Disprove gender stereotypes and embrace diversity.

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The nature of leadership has transformed immensely over the past few decades; one of the aspects which has gained significant focus is evaluating men and women’s leadership styles; traditional gender roles have influenced perceptions of what constitutes great leadership; this article explores how the terrain of leadership.

Breaking stereotypes

Historically, the traits that have been attributed to traditional leader-ship (such as toughness, decisiveness, authority) were seen as typically “male” characteristics while the traits that have been ascribed to female characteristics (such as empathy, nurturing, and co-operation. In fact leadership is a maze of competencies. Men and women have qualities that make them good leaders. Men may show compassion better, while some women excel at bold decision-making. By addressing these myths, companies can effectively tap into a wider pool of leadership skills as well as create cultures that support inclusion.

Adoption of different leadership styles

Leadership styles will vary greatly from person-to-person not because of their gender but because they are individuals! Leadership is not an “outfit” you put on for different situations…it’s a way of being that takes into account the environment and the people you lead. Men and women have their own distinct views on leadership because of the different life experiences they possess; these differences should not be considered limitations .For instance, transformational leaders aim at inspiring and motivating people to attain their highest level of competence. This style is intrinsically non-binary and can be adapted to any gender. Similarly, situational leadership (leading appropriately based on stage and phase and the maturity of the team) defies gender.

Advantages of gender differences in leadership

Research has demonstrated time and again that companies with gender diverse boards outperform their peers. Diversity leads to diversity of thinking which in turn leads to better judgement, innovations and problem solvers. It also challenges the “group think” mentality and creates an environment where everyone is encouraged to share their opinion. The fact that it covers both men and women reflects the customer diversity represented by almost all businesses.

Moreover, gender-diverse leadership shows the progression and equality. It interrupts the pattern of confirming to the traditional gender roles and paves the way forward for an equal society. When women see people in all genders leading organizations, they learn that they too, irrespective of gender, can aim for and have successful careers in leadership positions.

Conclusion

In the current conversation taking place about leadership in organisations; to be able to push the boundaries of an old fashioned division of genders. Leadership is not about gender; driving success is about leveraging attributes, skills and talents. Organisations who recognize this & strive for gender balance in leadership will benefit with better decisions, more innovation & an inclusive culture – as individuals embrace their own strength (regardless of gender), we can really ‘unlock ALL potential leaders’ in organisations.

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