Let’s talk about leadership. Picture, if you will, a grand orchestra. The conductor doesn’t need to play every instrument; they don’t need to shout over the violins or overpower the cellos. Their power comes not from domination but from precision, collaboration, and vision. Now ask yourself; does that sound like something only men can do? A week on from International Women’s Day, Lubna Haq busts the myths around women in leadership..
For centuries, leadership has been painted with a thick, masculine brush. Assertiveness, decisiveness, resilience, these have been championed as the traits of a great leader. Meanwhile, empathy, collaboration, and emotional intelligence were cast aside as ‘soft skills.’ But here’s the truth, backed by research: the strongest leaders, the most effective ones, blend all of these qualities.
In the UK, where diversity, equity, and inclusion (DEI) are becoming central to corporate and political discourse, we must rethink what leadership really looks like. Women, and particularly women of colour, are still battling outdated perceptions that question their authority and effectiveness. Let’s break the stereotypes, and celebrate the real, research-backed story of leadership today.
The fable of soft leadership
One of the most persistent stories is that women in leadership are “softer” than men—that they lack the steel for high-stakes decision-making. But the numbers tell a different story.
A 2023 study by McKinsey & Company and LeanIn.Org found that women in leadership outperform men in key areas like crisis management, adaptability, and innovation. Remember the COVID-19 pandemic? Countries led by women—Germany under Angela Merkel, New Zealand under Jacinda Ardern—were praised for their swift, decisive, and effective responses. They didn’t hesitate; they acted with both precision and compassion.
Think of leadership like a bridge. Some assume strength comes from rigidity, but in reality, the most enduring bridges are the ones that flex and adapt to pressure. Great leaders don’t lead with brute force—they lead with intelligence, strategy, and a deep understanding of those they serve.
In the business world, UK-based research from the Chartered Management Institute (CMI) found that companies with more women in senior positions outperform those with predominantly male leadership teams. So if we’re looking for stronger, more profitable, more successful businesses, why are we still not seeing greater gender equity in the boardroom?
Women of Colour: Fighting Double Bias
Now, let’s take this conversation a step further. If you think gender bias is tough, try adding race into the mix. Women of colour in the UK face not one, but two hurdles—gendered and racialised stereotypes that challenge their right to lead before they even step into the room.
The Fawcett Society has found that Black women in the UK are judged more harshly in leadership roles. They’re caught in a double bind: either seen as too “soft” to be effective or too “aggressive” to be palatable. It’s like running a race where, just as you’re about to reach the finish line, someone moves it ten steps further. Again. And again.
But despite these challenges, women of colour are redefining leadership across industries. High profile female politicians are carving their own paths, whether you agree with their politics or not. In business, Dame Sharon White is at the helm of the John Lewis Partnership, proving that leadership isn’t about fitting a mould, it’s about shattering it.
Redefining Leadership: A New Model
The old model of leadership, the authoritative, hierarchical, command-and-control style, is fading fast. Today, the best leaders are navigators, not dictators.
Think about sailing. A great captain doesn’t fight the wind; they adjust their sails. They don’t bark orders from the helm; they read the currents, anticipate storms, and bring their crew together to steer through challenges. That is leadership today, adaptive, inclusive, forward-thinking. And guess what? Studies show that businesses that embrace these diverse leadership styles thrive in innovation, employee satisfaction, and financial performance.
Breaking the stereotype of the “strong male leader” doesn’t mean diminishing men either, it means broadening our understanding of strength. True leadership isn’t about who can shout the loudest. It’s about who can inspire, unify, and drive change. And women, including women of colour, are doing just that across the UK and beyond
Moving Forward: The Need for Structural Change
Individual brilliance can only take us so far—structural change is the real key to unlocking equality in leadership.
Companies must do more than pay lip service to diversity. That means dismantling biases in hiring, promotions, and workplace culture. It means creating leadership development programmes that support women and underrepresented groups. It means mentorship, sponsorship, and calling out inequality when we see it.
And men, yes, men, they have a role to play here too. Being an ally doesn’t mean stepping aside; it means stepping up. It means challenging outdated mindsets, advocating for fair hiring practices, and recognising that inclusion is not a threat—it’s an advantage.
Conclusion
So, let us leave you with this. The idea that women are inherently “softer” or less effective leaders is not just outdated; it’s a disservice to the progress we should be making as shareholders, businesses, communities, and as a society.
Leadership is not about fitting into an old mould, it’s about evolving with the times. The strongest leaders are not those who lead with brute force, but those who, like a skilled conductor or a wise captain, know when to adjust the sails, when to raise the baton, and when to empower those around them.
So let’s stop debating whether women can lead. They already are. The real question is, are we ready to follow?
The future of leadership is not about choosing between strength and empathy, authority and inclusivity, it’s about recognising that the best leaders embody all these traits, regardless of gender or race. At NSCG we are experts in leadership assessment and development, helping organisations identify the best individuals by role and cultural fit.
If you would like to discuss these themes further contact Lubna Haq at lhaq@nscg.com, or visit our leadership assessment and development page.