The Professional Woman: Leadership Styles
If you missed it, catch up on Part I and Part II.
Women leaders are often encouraged to act more like men, but men are rarely encouraged to act like women. In fact, the latter carries negative connotations. But that doesn’t mean a female leader must must be a hard ass or aggressive to be taken seriously at work. There are many ways a woman can use her feminine attributes to gain an edge over her peers and subordinates.
In fact, studies have shown that some of the most powerful business women attribute their success and effectiveness to their “feminine” leadership style (think: Oprah). For some reason, the meaning of a “feminine” leadership style must have resonated with me because not only did I write it down in my notes, but I highlighted AND traced a dark square around it several times. LOL
The text defined it as:
A leader who uses the “Women’s (feminine) Leadership Style” is someone who empowers and motivates rather than issue orders; someone who may not have all the answers but who asks all the right questions.
Women approach the management process as a web of connections (participative), rather than a hierarchy of power (command and control). Instead of having one person at the top and large subordinate layers underneath (think: pyramid), a woman’s approach is more inclusive. There is no chain of command, only a free flow of information, which has the following benefits:
- Encourages creativity
- Reduces the risk that ideas will be undermined by unexpected opposition
- Increases support for decisions
- Improves communication and efficiency
There is also criticism about the feminine leadership style because it isn’t appropriate for all situations. So here are the contrasting characteristics of both styles:
|
Participative Style (typically women) |
Command & Control (typically men) |
|
Inclusive |
Territorial |
|
Approachable |
Stand off-ish |
|
Care about what others think |
Indifferent to others’ opinions |
|
Work hard |
Work smart |
|
Warm |
Cold |
|
Build consensus |
Take action |
|
Team oriented |
Goal oriented |
|
Share power |
Hoard power |
|
View business as a series of relationships |
View business as a series of transactions |
|
Take set-backs personally |
Take set-backs in stride |
There is no right or wrong, just different. I’ve highlighted the areas that I most identify with. Notice I didn’t select anything for “power” because it depends on the situation. I delegate authority, when it’s appropriate, and listen to all recommendations. But at the end of the day, the final decision is up to me because it’s my ass on the line. When the homework is thorough and I’m given all the facts, which is usually the case, I would never undermine a team member’s recommendation because I respect and value everyone’s expertise.
However, there is a rare occasion when I have to choose a different path forward and move on. Sometimes I have time to explain why and sometimes I don’t. Sometimes I’ll explain later, sometimes I won’t. If you work for me, don’t ask me fifty-leven questions or get offended, just roll with it. Hence my view of business - it’s not personal, it’s a transaction. But regardless of what leadership style you employ, five of the most desirable qualities in successful leaders are:
- Flexibility - this is the key to remaining competitive because a good leader must have the ability to adapt, balance, and use different management styles to fit the current situation. Always remember, your style is determined by your behavior. Changing your style is as simple and quick as changing your behavior.
- Courage - a good leader must be willing to take risks - risks with money, strategies, plans, operations, and people. They do things other people are afraid to do, but they make informed decisions and anticipate the outcome before taking action. If things go wrong, they also accept responsibility and make it right. The opposite of being courageous is being a coward. There is no room at the top for cowards.
- Sense of humor - people view the ability to laugh at one self as a display of confidence and confidence conveys competence. A person doesn’t have to be serious all the time to be professional, but having a sense of humor at the appropriate time can help you analyze emotional situations rationally and objectively.
- Attention to detail - many people think the higher you advance, the less detailed you need to be. That is far from the truth because detailed doesn’t mean nit-picky. It simply means being specific and aware so you can take full responsibility for outcomes. Also, details keep you accurate and accuracy keeps you honest.
- Enthusiasm - show you care about work and encourage others to do the same.
What type of leadership style do you follow? If you’re not a leader, what type of leader do you prefer to work for - or - what type of leader do you aspire to be?
The next topic, “Developing Relationships,” was separated from “Leadership Styles” because both are very important to professional women and deserved a post of their own.
The Full Series:
Part I: The Professional Woman
Part II: The Myth of Having it All and Being Assertive
Part III: Leadership Styles (participative vs. command & control)
Part IV: Developing Relationships (networking and mentoring)
Part V: Summary and Recommended Reading
[image credit: pro.corbis.com]
~*~*~*~*~*~Work to achieve, not to acquire.
And as always, BE FABULOUS!
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I once had a female manager who I could not deal with.Once I got into the job I was told by co-workers that the prior 3 or so people before me all quit because of her. I think I lasted one year and finally told HR, either move me or I leave. Fortunately I was given the day off and when I returned I had a new supervisor. She was very nit picky and did not know how to talk to me. I was well aware of who the supervisor was but she always seemed as though she wanted to remind everyone who was in charge. The funny thing is she always felt people didn’t respect her b/c she was a woman. It wasn’t that at all.
On the other hand, I had another female manager who was excellent. She made me feel more like we were a team and she didn’t seem to be threatened at me excelling in my job. She was able to motivate me and I was inspired b/c of what she had accomplished.
It’s very tricky to work for a woman. I hate to say that b/c I am a woman, but sometimes women take things too personal and do not know how to just simply keep it “work” versus being emotional and personal.
I don’t manage people but I do make every attempt to take the lead in my work. I’m the paticipatory person and I definitely take setbacks personally. In the past I even spent a few days in bed over a setback. Time has enabled me to pick up and move on faster, but its still felt personally.
I have noticed that some of the most successful litigators/business persons I’ve encountered- mostly older men- also portray much of the participatory style. My father came to court with me one day and pointed out how the attorney’s who were less combative, jolly and enthusiastic seemed to do the best in court and earned the ear of the trier.
I recently had my first jury trial, which we won. My opposing counsel was very much the command and control type- it made talking on the phone a challenge. When trial was over I spoke with a few of the jurors and they told me how many of the jurors were upset with the opposing counsel. They felt like they were being sneaky, dishonest and mean and kept objecting to things to hide information/evidence to prove my client’s case (they were correct.) The case probably could have gone either way but I was the warm and caring one, I built up trust ,my client was honest and our strategy won.
I think my style is mostly participatory, with some of the controlling characteristics thrown in. Nice analysis.