So, it’s a proven fact that having women in the boardroom improves business performance.
Now, before you write me off as a radical feminist with a chip on her shoulder pad – hear me out.
Drawing upon a database of 441 companies, the McKinsey Women Matter 2010 report found that “companies with the highest share of women outperform companies with no women.”
It certainly isn’t the case that women are better leaders or better decision makers. Instead, the report highlights how a diversity of leadership styles – both male and female – is what makes a difference to companies’ performance.
A more recent study by Talent Innovations, based on 360° feedback surveys for 14,000 UK leaders and managers, found that: “Most companies will be strengthened by embracing the differences that exist between male and female leadership styles and by supporting a diverse mix of women and men in all parts of their organisations.”
So what style of leadership do women bring to the table? The survey found that one advantage is women’s ability to relate and empathise with their teams.
Authentic leadership
An example of this emerged recently from an interview with Facebook COO Sheryl Sandberg. Urging female leaders to stop pretending to be something they’re not, she pointed out that if you want to win hearts and minds, you have to involve your heart in your leadership:
“I talk a lot about bringing your whole self to work – something I believe in deeply. Motivation comes from working on things we care about. But it also comes from working with people we care about. And in order to care about someone, you have to know them. You have to know what they love and hate, what they feel, not just what they think.”
I have been saying this for years – which got me thinking about my own style of leadership. I am currently sponsoring one of my line reports to complete an MA in Business and Leadership (investing in your team’s development is another key strength attributed to women).
We often discuss what she’s learned and how we can apply that knowledge to improve our business processes. The other day she had been studying different styles of leadership and declared that I demonstrated strong “Authentic Leadership”.
So what is “authentic leadership”? The definition from Bill George, a prominent international speaker on leadership who champions the “authentic” style, states:
“Authentic leaders genuinely desire to serve others through their leadership. They are interested in empowering the people they lead to make a difference… They are guided equally by the heart and the mind – practicing heart-based guidance grounded in passion and compassion, as well as thoughtful leadership grounded in the qualities of the mind.”
It’s all about balance
It was Bill’s reference to “passion and compassion” which chimed with me the most. I care about the people that work for me holistically – not just about their performance from nine to five. I need to know about their kids, their partners, their cat, their sick parents – as these are the things that “really” matter to them.
When I show compassion to employees to support them through a tough time, they reward me tenfold in loyalty and hard work when I really need it.
On many occasions in different companies, my teams have astounded me with their commitment and ability to go above and beyond when I tell them that I am under pressure and need them to deliver on something. It’s because I am asking no more of them than I have already given in the past.
On the other hand, if you treat your employees like a commodity, they won’t care when your back is against the wall. So for me, an authentic leadership style means recognising that emotionally engaged employees are high performance employees.
Maybe it’s a maternal thing, but the authentic style just seems to come easier to women. Now, as a board director in the IT industry I am used to being the only female around the board table but I often see the benefits.
Strategies are more likely to be executed upon effectively through a consideration of the alternative angles that are explored by the balance around the table. Better decisions are made as a result.
The gender discussion should not be about whether women are “equal” to men, quite the opposite. It’s about bringing different styles of leadership that can complement each other. A balanced board room is a better board room.
Janet Garcia is director of UK and international at elearning and talent management software provider, MindLeaders.
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