how to be a good leader

How to be a good leader, and that too as a woman?

The answer changes when you look at it from the perspective of women in leadership roles. A good leader isn’t someone who blindly follows old-fashioned models based on masculine traits. Instead, true female leadership qualities come to light when you lead in a way that feels genuine to you—blending strategic thinking with emotional understanding, bravery with compassion, and bold decision-making with collaborative efforts.

Women leaders are making a difference in workplaces, governments, and communities all over the world. According to McKinsey’s 2023 Women in the Workplace report, companies with women in senior leadership positions are 25% more likely to be highly profitable. However, women only occupy 28% of C-suite positions globally, highlighting both the influence and untapped potential of women in leadership roles.

This article will guide you through:

Leveraging your unique strengths as a woman leader
Overcoming systemic barriers and internal doubts
Cultivating essential leadership qualities
Learning from recent trailblazing women leaders
Adopting mindset shifts that unlock your full potential

You’re about to discover that becoming a good leader as a woman means refusing to shrink yourself to fit spaces that were never designed for your ambition.

1. Leveraging Unique Strengths as a Woman Leader

Emotional Intelligence: A Powerful Tool

Emotional intelligence is one of the most powerful tools in your leadership arsenal. Research from TalentSmart shows that 90% of top performers possess high emotional intelligence, and women consistently score higher in this area. You can use this strength by:

Actively observing your team’s emotions
Adjusting your approach based on individual needs
Creating an environment where people feel safe to express themselves

Empathy: The Foundation of Authentic Leadership

Your communication skills and natural ability to understand others create the foundation for authentic leadership. When you lead with empathy, you’re not being weak—you’re being strategic. A study by Catalyst found that empathetic leadership directly correlates with increased innovation and engagement. You build trust faster when you:

Communicate openly about challenges
Share your reasoning behind decisions
Listen to feedback without getting defensive

Multitasking: A Competitive Advantage

The ability to handle multiple tasks at once isn’t just a survival skill—it’s an advantage in women leadership. You’ve likely spent years managing complex schedules, anticipating needs, and quickly adapting when plans change. This multitasking ability directly applies to crisis management, where you can assess different factors, delegate effectively, and stay calm under pressure.

Strategic Thinking: Envisioning the Future

Strategic thinking requires you to look beyond immediate problems and imagine where your team needs to be in three, five, or ten years. Women leaders who embrace long-term vision create lasting success instead of temporary victories. You develop this by regularly stepping back from daily tasks, analyzing industry trends, and making decisions that align with your bigger mission rather than short-term comfort.

Balancing Hard Skills and Soft Skills

In addition to these strengths, it’s essential to recognize the value of both hard skills and soft skills in leadership roles. While hard skills are often specific, teachable abilities such as data analysis or project management, soft skills like emotional intelligence and empathy are equally important as they influence how we interact with others and navigate our work environment. As a woman leader, leveraging both sets of skills can significantly enhance your effectiveness and impact within your organization.

2. Overcoming Challenges Faced by Women Leaders

The path to leadership for women is still filled with systemic obstacles that require strategic navigation. Despite women making up nearly 40% of the global workforce, they hold only 28% of senior management positions worldwide—a clear indication of the promotion gap that continues to exist across industries.

Navigating Stereotypes

Stereotypes create a double bind: you’re labeled “too aggressive” when assertive or “too soft” when collaborative. Research from Harvard Business Review shows that women leaders receive 2.5 times more feedback about their communication style compared to male counterparts. You challenge these perceptions by documenting your achievements, speaking up consistently in meetings, and refusing to apologize for your leadership presence.

Conquering Imposter Syndrome

Imposter syndrome affects 75% of female executives at some point in their careers. That nagging voice telling you you’re unqualified? It’s not evidence of inadequacy—it’s your breakthrough dressed in fear. When you feel like an imposter, you’re actually operating at the edge of your capabilities, exactly where growth happens. Combat it by keeping a “wins folder” of your accomplishments and remembering that discomfort signals expansion, not incompetence.

Addressing Microaggressions

Microaggressions compound daily: interrupted in meetings, ideas attributed to male colleagues, or being asked to take notes despite your seniority. You address these by:

Calling out interruptions immediately: “I’d like to finish my point”
Reclaiming your ideas: “As I mentioned earlier…”
Setting boundaries around administrative tasks that don’t match your role
Building alliances with sponsors who amplify your contributions

Transforming Underrepresentation into Motivation

The underrepresentation of women in leadership creates isolation, but you transform it into motivation by becoming the leader you needed when you started.

3. Essential Leadership Qualities for Women to Cultivate

1. Courage

Courage stands as the foundation of transformative leadership. You need to make decisions that challenge the status quo, speak up in rooms where your voice might be the only dissenting one, and advocate for change even when it feels uncomfortable. Research from McKinsey shows that women leaders who demonstrate courage in their decision-making are 1.5 times more likely to advance to senior executive positions. This means taking calculated risks, championing innovative ideas, and standing firm in your convictions when others doubt your vision.

2. Confidence

Confidence isn’t about being the loudest voice in the room—it’s about trusting your expertise and judgment. Despite the fact that women apply for promotions only when they meet 100% of qualifications (while men apply at 60%), you can build genuine confidence by documenting your wins, seeking feedback regularly, and recognizing that your unique perspective adds value. Confidence grows through action, not perfection.

3. Commitment

Commitment separates those who dream about leadership from those who achieve it. You’ll face setbacks, resistance, and moments when walking away seems easier than pushing forward. Women CEOs spend an average of 24 years building their careers before reaching the top position. This journey requires unwavering dedication to your goals, continuous skill development, and the resilience to view obstacles as temporary roadblocks rather than permanent barriers.

4. Competence, Character, and Caring

The combination of competence, character, and caring creates a leadership style that drives results while building loyal, high-performing teams. You demonstrate competence through continuous learning and delivering measurable outcomes. Your character shines when you make ethical decisions under pressure. Caring translates into understanding your team’s needs and creating environments where people thrive.

Find Your Mentors and Build Your Circle

You need people who’ve walked the path before you. Research from Harvard Business Review shows that women with mentors are five times more likely to advance to leadership positions. This underscores the importance of mentorship and community for women in their career journey. Seek guidance from experienced leaders across all genders and industries. The best mentors challenge your thinking, open doors you didn’t know existed, and remind you that your ambition isn’t asking for too much—it’s asking for what you deserve.

Take the Risk Before You Feel Ready

The confidence gap is real: studies reveal that men apply for jobs when they meet 60% of qualifications, while women typically wait until they meet 100%. However, there are confidence-building strategies that can help bridge this gap. You don’t need permission to take that leap. Apply for the promotion. Pitch the bold idea. Lead the high-stakes project. That discomfort you feel? It’s not imposter syndrome warning you to retreat—it’s your breakthrough dressed in fear, signaling you’re exactly where growth happens.

Prioritize Self-Care as Strategic Leadership

Resilience isn’t about pushing through exhaustion—it’s about sustainable excellence. Women leaders who maintain boundaries, practice self-care, and protect their energy create lasting impact. You can’t pour from an empty cup, and burning out serves no one. Schedule recovery time with the same commitment you schedule meetings. Your well-being directly influences your leadership effectiveness and the culture you create for your team.

5. Inspirational Lessons from Recent Women Leaders Who Have Made Their Mark

Female leadership examples from the past decade reveal patterns of success that you can apply to your own journey. These women didn’t wait for perfect conditions—they created them.

1. Jacinda Ardern: Empathy and Decisiveness in Leadership

Jacinda Ardern, New Zealand’s former Prime Minister, demonstrated that empathy and decisiveness aren’t opposing forces. During the COVID-19 pandemic, she held daily briefings that balanced transparency with compassion, proving that vulnerability strengthens rather than weakens leadership. Her approach to crisis management showed the world that you can be both firm and kind.

2. Reshma Saujani: Acting on Systemic Gaps

Reshma Saujani, founder of Girls Who Code, built an organization that has reached over 500,000 girls by addressing a systemic gap in tech education. She didn’t ask permission to solve a problem she saw—she acted. Her lesson: identify where systems fail and build the solution yourself.

3. Melanie Perkins: Persisting Through Rejection

Melanie Perkins co-founded Canva after facing rejection from over 100 investors. Today, her company is valued at $40 billion. She persisted through the “no’s” by staying focused on her vision rather than external validation. You don’t need unanimous approval to start; you need unwavering belief in your mission.

4. Leena Nair: Human-Centered Leadership

Leena Nair, CEO of Chanel, rose from factory-floor trainee to leading a luxury empire. Her human-centered leadership style prioritizes employee well-being alongside business results, proving that caring for people drives profitability.

Mindset Shifts for Becoming an Effective Woman Leader

How to be a good leader? It starts with transforming how you see yourself and your right to occupy space.

You’re Not “Too Much” – The Room Is Too Small

Stop shrinking to fit spaces that were never built for your ambition. When someone tells you you’re “too assertive,” “too passionate,” or “too direct,” recognize this feedback for what it really is: a reflection of their discomfort with powerful women. The mindset change you need isn’t about toning yourself down—it’s about finding or creating environments that celebrate your full expression.

You don’t need to apologize for your intensity, your vision, or your standards. The right teams, organizations, and opportunities will expand to accommodate your leadership style rather than asking you to compress yourself into outdated molds.

Your Imposter Syndrome Is Just Your Breakthrough Dressed in Fear

That gnawing feeling that you don’t belong in the leadership room? It’s actually proof you’re exactly where you need to be. Imposter syndrome surfaces when you’re stretching beyond your comfort zone—which is precisely where growth happens.

Research from KPMG found that 75% of female executives have experienced imposter syndrome at some point in their careers. This insight comes from a comprehensive report which sheds light on the challenges faced by women in leadership roles. You’re not broken; you’re breaking through. That discomfort signals you’re challenging old patterns and claiming new territory. Instead of letting self-doubt paralyze you, reframe it as evidence of your courage to step into uncharted leadership spaces.

Permission Is a Prison You’ve Already Escaped

You left the cage the moment you started questioning who gets to lead. Now burn the key.

Creating an Inclusive and Empowering Leadership Style

Inclusivity transforms good leadership into exceptional leadership. When you create spaces where every voice matters, you unlock innovation that homogeneous teams simply cannot achieve. Research from McKinsey shows that companies with diverse executive teams are 25% more likely to experience above-average profitability. This highlights the importance of diversity in the employee lifecycle, which can significantly impact a company’s success.

Your leadership style should actively dismantle barriers, not just acknowledge they exist. This means:

Amplifying marginalized voices during meetings by directly asking for input from team members who haven’t spoken
Challenging biased language in real-time, modeling the behavior you expect from others
Creating multiple channels for feedback because not everyone feels comfortable speaking up in group settings
Recognizing different working styles and adapting your approach rather than expecting everyone to conform to one model

Sheryl Sandberg built her leadership philosophy at Meta around psychological safety, demonstrating that when people feel they belong, they contribute their best ideas. You don’t need to wait for organizational buy-in to practice inclusive leadership—you can start with your immediate sphere of influence.

The data speaks clearly: teams led by inclusive leaders are 17% more likely to report high performance and 29% more likely to behave collaboratively. You create this environment by consistently demonstrating that differences strengthen your team rather than divide it. Your commitment to inclusivity becomes the foundation for building trust, sparking creativity, and developing future leaders who will carry this approach forward. Implementing DEI training can further enhance these efforts by equipping your team with the understanding and skills needed to foster an inclusive environment.

Conclusion

The future of female leadership isn’t something you wait for—it’s something you create with every decision you make today. You’ve explored the strategies, challenged the barriers, and discovered what it truly means to answer “How to be a good leader?” as a woman in today’s world.

Your leadership journey doesn’t require perfection. It requires courage to show up authentically, wisdom to leverage your unique strengths, and determination to build spaces where others can thrive alongside you.

You’re not building a career—you’re building a legacy. Every time you speak up in that meeting, mentor another woman, or challenge an outdated system, you’re reshaping what leadership looks like for the generations following behind you.

The world needs your voice, your vision, and your version of leadership. Stop waiting for the “right time” or the “perfect credentials.” You already have what it takes. Lead boldly, lead authentically, and watch how your empowering presence transforms not just your career, but entire industries.

FAQs (Frequently Asked Questions)

What defines good leadership in the context of women?

Good leadership for women involves leveraging unique strengths such as emotional intelligence, empathy, authentic communication, multitasking, and strategic thinking to foster positive workplaces and build strong relationships with team members.

How can women leaders overcome common challenges like stereotypes and imposter syndrome?

Women can challenge limiting stereotypes that label them as ‘too much’ or ‘too soft,’ conquer imposter syndrome by recognizing their capabilities, and navigate microaggressions and promotion gaps through resilience and strategic approaches in male-dominated fields.

What essential qualities should women cultivate to become effective leaders?

Key qualities include courage to lead boldly, confidence despite societal biases, commitment and perseverance to overcome obstacles, creativity, character, caring, and competence to inspire and guide teams effectively.

Aspiring women leaders should seek mentorship from experienced leaders regardless of gender, confidently take risks despite confidence gaps, practice self-care to maintain resilience, and embrace continuous learning to advance their leadership journey.

How does inclusive leadership benefit teams under female leadership?

Inclusive leadership fosters innovation and collaboration by creating a sense of belonging for all team members, encouraging diverse perspectives, and driving collective success within organizations led by women.

What mindset shifts are important for becoming an effective woman leader?

Challenging limiting beliefs such as needing permission to lead or fears of being ‘too much,’ embracing one’s strengths boldly, and adopting a growth-oriented mindset are crucial steps toward effective female leadership.

Charu Mehrotra

Founder Womenlines

Also read: My Weekly Digital Detox as an Entrepreneur: What Actually Changed

Follow Womenlines on Social Media