In this week’s lesson, we investigated gender differences in leadership. As part of that discussion, I wanted to focus on one of the many strengths associated with the ever-growing field of women leaders.
According to the text, gender plays an integral role in modernizing and developing effective leadership styles specifically when transitioning from a “traditional masculine, autocratic style to the more feminine or androgynous styles of democratic and transformational leadership styles” (Northouse, 2021, p. 407).
One contemporary style of leadership that is being recognized for its effectiveness is authentic leadership. This style represents a newer area of leadership research that focuses on authenticity (Northouse, 2021). Though authentic leadership is complex and difficult to define it emphasizes transparency, honesty, and morals (Northouse, 2021). Leaders under this theory build genuine relationships with their employees through trust, they respond to their employees’ needs and values, and they foster positive work environments (Northouse, 2021).
So how does authentic leadership connect to women leaders?
Obviously, not everyone is defined by their gender by studies are showing that women do in fact excel in many of the factors that are associated with effective authentic leadership (Arruda, 2024).
One crucial factor of authentic leadership is from a intrapersonal perspective which focuses on the leader themselves including their self-knowledge, self-regulation, and self-concept (Northouse, 2021). Being self-aware is the foundation for authentic leadership and important in understanding your followers (Arruda, 2024). Interestingly enough, women are 86% more likely to display consistent and effective emotional self-awareness then men (Arruda, 2024).
Another important behavior associated with authentic leadership is balanced processing. This refers to how well a leader can analyze information objectively with the inclusion of others’ viewpoints and without bias (Northouse, 2021). Women have a natural inclination towards inclusivity and are more likely then men to ensure that all voices are acknowledged (Arruda, 2024).
Lastly, one of the most associated behaviors related to authentic leadership is authenticity or as the text words it, relational transparency (Northouse, 2021). This factor refers to being open and honest by sharing core feelings, motives, and inclinations with others in an appropriate manner, despite whether they are positive or negative (Northouse, 2021). Women excel better then men in open and honest communication which is extremely beneficial for this style of leadership (Arruda, 2024). They also generally lead in ways that are more inclusive, transparent, and feedback welcoming (Arruda, 2024). Not only does this open communication strengthen teams but it builds better leaders and motivates employees (Arruda, 2024).
It is clear that authentic leadership is a method in which women leaders can excel. I find it exciting that the ever growing efforts for women leaders are developing contemporary leadership styles like this one. I recommend looking into authentic leadership and its connection to women leaders as it is an incredibly interesting topic that has recently been gaining lots of recognition.
Just recently, in March of this year, the Center for Inclusion and Social Change (CISC) hosted the seventh annual Women’s Leadership Symposium (WLS) at the University of Colorado Boulder (Women’s Leadership Symposium promotes authentic leadership, 2024). There, over 200 people gathered to discuss women’s leadership with the theme, “Propagating pathways and embracing authentic leadership” (Women’s Leadership Symposium promotes authentic leadership, 2024). They participated in breakout rooms, exercises, discussions, and more on integrating authentic leadership (Women’s Leadership Symposium promotes authentic leadership, 2024).
It is interesting and rewarding to see newer leadership strategies like authentic leadership being used and developed everyday. Using our course material, we can begin to recognize the benefits and understand the components that are associated with effective authentic leadership models as they are being applicated throughout the real world.
References
Arruda, W. (2024, March 12). Why women hold the key to authentic leadership. Forbes. https://www.forbes.com/sites/williamarruda/2024/03/10/why-women-hold-the-key-to-authentic-leadership/?sh=5f56ad00562b
Northouse, P. G. (2021). Leadership: Theory and Practice (9th ed.). SAGE Publications, Inc. (US). https://mbsdirect.vitalsource.com/books/9781071834473
Women’s Leadership Symposium promotes authentic leadership. University of Colorado Boulder. (2024, March 11). https://www.colorado.edu/studentaffairs/2024/03/11/womens-leadership-symposium-promotes-authentic-leadership
Hi Colton,
I really enjoyed your perspective. Identifying gender differences in leadership styles is another way to enhance our overall understanding of the impact of leadership. You discussed many ways that women have a high likelihood of displaying traits of authentic leadership, such as self-awareness and balanced processing. However, I think there is also a very high potential for women to have a high likelihood of displaying inclusive leadership traits as well.
Inclusive leadership involves creating a space where all members of an organization feel heard, valued, and included (Northouse, 2021). There are quite a few traits that overlap between authentic leadership and inclusive leadership. One of them is self-awareness (Northouse, 2021). One of the most crucial aspects of inclusive leadership is the willingness to learn and grow. These leaders must be consistently aware of their actions and their intentions behind them. In order to grow, they must be consciously making an effort to understand how their actions are impacting the team. This requires a level of self-reflection that is heavily influenced by self-awareness.
It is also important to note that women in leadership roles continue to struggle to earn respect in the workplace. After generations of men dominating leadership roles. there are still many stigmas in place that hold women back. This is obviously not ideal, however it may help women be more inclusive leaders. From personal experience, I know how it feels to not get respect as a leader. However, it has made me much more cognizant of my own actions as a leader and how they impact others.
References:
Northouse, P. G. (2021). Leadership: Theory and Practice (9th ed.). SAGE Publications, Inc. (US). https://bookshelf.vitalsource.com/books/9781071834473
I think you bring up a really interesting point about how authentic leadership may be geared more towards women and the type of leadership styles that they tend to hold. What is particularly interesting to me is that while, as Northouse (2021) describes, authentic leadership as individuals who have a “genuine desire to serve others, they know themselves, and they feel free to lead from their core values” (p. 222), there can often be a negative connotation associated with the ideas of leadership and women. While authentic leadership in some sense be viewed as a selfless form of leadership, I believe that sometimes when it comes to viewing women in these positions, they are viewed as “soft” or “spineless”.
You mentioned specifically how women excel at some of these traits that men may not, and I think this brings up an important concept behind why women serve more often in certain leadership roles than others. I think of teachers, nurses, and other roles revolving around being more inclusive and welcoming feedback, as you also touched upon. As authentic leadership tends to be a newer approach, I wonder if some of this stems from the fact that these characteristics of leadership were not always seen as valuable. I think of the path-goal theory for example, which Northouse (2021) says “discusses how leaders motivate followers to accomplish designated goals” (p. 132). Which approaches like these, there is much more of a focus on what is getting accomplished by the followers versus the motivations and actions of the leader. As a woman, I think that I often value the concepts that are more closely aligned with authentic leadership in comparison to those of theories such as the path-goal theory.
Overall, I think you brought up an important concept surrounding women’s leadership potential and how it is viewed by others. There is certainly a long way to go for women to get the respect surrounding leadership that they deserve, but continuing to explore approaches such as authentic leadership are great first steps.
References
Northouse, P. G. (2021). Leadership: Theory and Practice (9th ed.). SAGE Publications, Inc. (US). https://bookshelf.vitalsource.com/books/9781071834473