Let’s face it: We still operate in a world with a gender bias. Women, especially in management positions, may be held to a higher standard, scrutinized more closely, or even undermined. Don’t let this discourage you. Here’s a closer look at some key challenges women executives face and strategies to overcome them.
Women Executives are Dealing with Double Standards
Women CEOs often find themselves held to higher standards than their male counterparts, needing to consistently outperform to be considered equally competent. Persistent stereotypes about women being less decisive or too emotional can undermine their authority and decision-making. Their decisions are more likely to be questioned, requiring more effort to justify and validate their choices. Women leaders are often criticized for their leadership style, with assertive behavior being labeled negatively and a collaborative approach being seen as weak.
What can you do?
Invest in leadership development programs designed for women executives to develop a robust and authentic leadership style that matches your strengths.
Work-Life Balance
Women more often juggle demanding professional responsibilities with societal expectations around family and personal life, leading to increased stress and potential burnout. There may be less tolerance for flexible working arrangements at the highest levels of leadership, making it difficult for women executives to balance their roles effectively.
What can you do?
Flexibility isn’t a weakness; it’s a strength! Create a work environment that allows for flexible schedules and remote work options and supports a healthy work-life balance for everyone. You’ll find a happier, more productive team.
Access to Capital
Despite the increasing number of women entrepreneurs, there’s still a significant disparity in funding. According to PitchBook data, women-led startups accounted for 2% or less of venture capital (VC) funding invested in Europe and the United States in 2023. A study by Boston Consulting Group found that women business owners receive significantly less funding than their male counterparts – on average, women-led startups received nearly $1.2 million less than men-led startups.
Investors may harbor unconscious stereotypes that influence their decisions. A study published in the Harvard Business Review found that investors tend to ask different types of questions to male and female entrepreneurs. Men were more likely to be asked about their potential for gains (promotion-focused), while women were more often quizzed about their potential for losses (prevention-focused).
What can you do?
Armed with the knowledge that promotion has advantages over prevention, informed entrepreneurs can recognize question orientation and frame their responses to benefit their startups. If women entrepreneurs change how they respond to prevention questions, e.g., with a promotion-focused answer, they may be able to raise more funds.
Remember that businesses founded by women ultimately deliver higher revenue—more than twice as much per dollar invested—than those established by men, making women-owned companies a better investment for financial backers.
Battling Imposter Syndrome
Ever feel that nagging doubt, like you somehow lucked into your position and you aren’t the “real deal”? It’s called imposter syndrome and visits even the most successful CEOs. Women CEOs often experience scrutiny and bias that can erode self-confidence, impact decision-making, and leadership effectiveness, and strengthen the imposter syndrome.
What can you do?
Here’s the secret: we all have moments of self-doubt. In the Positive Intelligence book, Shirzad Chamine refers to one of his leadership workshops where he asked 100 CEOs and company presidents to anonymously write something significant about themselves that they’ve never told anyone because they were afraid to lose their respect. They shared feelings of incompetence and guilt for letting down the people who trusted them as leaders and feared that they got everything due to luck. The key is to acknowledge it and then push past it. Focus on your accomplishments, the skills you bring, and the value you deliver.
Navigating Communication Style Criticism
Women executives may receive feedback that disproportionately focuses on their communication style or personality rather than their performance and results. Direct and assertive communication can be interpreted as abrasive or unfriendly, while a more inclusive and participatory communication style might be viewed as lacking authority.
Women leaders are also scrutinized for their emotional expressions. Showing emotion can be perceived negatively or as lacking control or professionalism. While empathy is generally considered a strength, women leaders sometimes face criticism for being “too emotional” if they lead with a high degree of empathy. On the other hand, maintaining a decisive and less empathetic can lead to being seen as cold or unapproachable. This double standard puts women in a difficult position where their emotional expression is constantly judged.
What can you do?
- Set clear expectations: Clearly communicate your leadership style and expectations to your team and stakeholders. This proactive approach can help manage perceptions and set the tone for how you wish to be perceived.
- Reframe the Feedback – When receiving feedback, try to understand the intent behind the words. Is it meant to be constructive criticism or rooted in bias? If the feedback lacks specifics, ask for data-driven examples.
- Develop Your Communication Style – Practice assertive communication that is clear, concise, and respectful. Use “I” statements to own your message and avoid accusatory language. Adapt your style to the audience. Be more direct with those who thrive on it, and use a more collaborative approach with those who prefer it.
- Find Your Voice: Practice your communication style in safe spaces, like with a trusted mentor or public speaking group, to help you refine your voice and delivery.
- Emotional intelligence is a strength -Lead with empathy, but establish clear boundaries. Acknowledging your emotions is okay, but don’t let them dictate your decisions. When you receive feedback about being “too emotional,” reframe it as “passionate” or “highly engaged.”
- Build Your Confidence – Silence the Inner Critic. Don’t let feedback about your communication style chip away at your confidence. Focus on your accomplishments and the positive impact you have on the company.
- Build Your “She-Squad” – A network of female colleagues and mentors who understand these challenges is invaluable. They can offer support, advice, and a safe space to vent. Build your “she-squad” – a group of trusted female colleagues, mentors, or even friends outside the company. These are the women you can bounce ideas off or vent to when things get tough and celebrate victories with. Don’t underestimate the power of having a network of women who get it.
- Mentorship and peer support – Connect with other women leaders who have faced similar challenges. Share experiences and strategies for navigating these complex expectations. Consider working with an executive coach specializing in helping women leaders navigate the corporate landscape.
Establishing Credibility and Authority
Women often need to work harder to establish credibility and authority. Their expertise and decisions are more likely to be questioned, requiring more evidence and justification than men’s. This constant need to prove themselves can be exhausting and undermine their confidence.
What can you do?
- Implement clear, objective performance metrics in your organization.
- Practice self-advocacy and learn to promote your achievements effectively.
Navigating women executive challenges require resilience, strategic actions, and support. So, keep your heads held high, support each other, and let’s continue to break barriers and pave the way for the next generation of women leaders.