Why Should Women Essentially Lead?

The new corporate America is reigning high, and women leaders have a crucial part to play in it. Every day, year, and decade more and more women climb up the ladder of success. Whether it is making it to the Fortune 500 or being an entrepreneur, I have seen ladies leaving their footprints everywhere. Agreeably, the “treat of success” doesn’t come easy to them. Over the years, women in corporate have gained recognition through outright efforts, but as early as twenty years ago, only a few made it into senior management.

The workplaces of the past faded away with time, so I now see masculinity praising and applauding these women who are making their way to the top. Maybe, this change is because every single firm “now” recognizes the importance of women working in the corporate world. These women of Gen-Z carry great potential and advanced capabilities to fight every battle. According to IBM CEO Ginni Rometty, she advised women to take on leadership roles, believing that they can make great leaders.

Organizational Benefits

There has to be a reason why leaders like Ginni Rometty believe that women bring a long-lasting change within the organization. It is because they understand the value of all people, including women.

Today, I will present how icons such as Karen Fichuk, Michelle Obama, and many others bring success to their foundations and companies. This success isn’t a miracle but a reality check that companies thrive more when women lead.

Perspective

In the feminine value system, traits such as collaboration and working together are embedded. Female leaders tend to focus more on collaborative efforts than competing. They focus on bringing teamwork into the organization. Notice the fact that in every organizational committee, it is mandatory for at least one woman to be included. Is it due to any compulsion? Certainly not! Over the years, firms have understood that the perspective of women to view a situation from a whole new angle has been beneficial in coming up with decisions.

Don’t assume that workplaces earlier lacked perspective. I am focusing on something “different.” Women and men see the world differently. They both have different opinions associated with it. Their approach to problem-solving is way different and diverse. Such diversity is required in the firms and the culture as well, where every decision has a different and positive alternative.

Soft skill

Soft skills and communication have proven to be a competitive advantage for women in a workplace. In the presence of technical skills present, women leaders have showcased how soft skills can impact the entire communication in the organization. It’s a cycle. Soft skills lead to good communication that impacts the workplace and makes it better. The moment the workplace gets better, the employee retention rate of an organization increases. Employees usually perform their work in a productive manner which ultimately results in output.

A client adores dealing with a company that works in synergy. Soft skill not only impacts the bottom line but also unites a team. It fosters critical thinking and problem-solving ability in the workplace. Such a firm or a business overpowers others who don’t have such leaders following the mantra.

Emotional Quotient

Great leadership is not about traits, it is about emotional intelligence. The term holds a hefty weightage not only in psychology but in real workplaces too. Believe it or not, women carry both empathy and intelligence. Due to the emotional trait being comparatively high in women, intelligence gets enhanced. The decisions women leaders take do not limit themselves to work walls; they transcend them. “She” keeps in mind decisions where the sentiments of others aren’t hurt.

Over centuries, people have built a professional world. The moment a woman leader entered that space, she brought behavioral traits, a sense of emotion, and a culture with her. Employees who were given emotional security, realized that the workplace valued their presence which translated into their better performance.

Women – A Wholesome Leader

As I put my thoughts on paper, I can only inspire women and firms during this saga. In the room, we have a few female leaders who are the most celebrated examples of this saga. In their organization, they know how to form better teams and claim their seats at the table.

Susan Wojcicki

Talking of CEOs, this one ranks at the top. Susan Wojcicki is the current CEO of Youtube and is known for her savvy business acumen and vision for change. Susan started her journey with Google as its 16th recruit, where she made her position by having a solid tech vision. First, this woman broke the stereotypical image of women sticking only to HR and non-technical work. Second, she orchestrated a $1.65 billion acquisition (Google + Youtube). The reason for her success was her perspective and willingness to change.
Despite working in a profit-centric firm, Susan’s willingness to adopt every trend/change made Google acquire a video-sharing platform. She advises future leaders to always embrace and introduce change to the organization.

Marillyn Hewson

Marillyn Hewson, president – CEO of Lockheed, began her leadership journey in 2013 when she was elected to the company’s board of directors. Hewson is ranked among the most powerful women in the world by Forbes. The reason she’s able to set an example for leadership is due to her knack for taking risks. In a time where women are advised to not risk, Marillyn clearly discarded such beliefs. With little time to spare, she became successful in building and nurturing a team that believes in stepping out of its comfort zone.

Change!

What’s the one thing that Susan Wojcicki, Marilyn Hewson, or Ginni Rometty have in common? They dare to change what’s not right. These influential leaders are highly regarded and exemplary because they aim to bring positive change. From a change in perspective to positive growth to communication, they have suggested and implemented ideas that have benefited their organizations.

It’s high time that firms bring in and celebrate more women leaders. In research by Mckinsey, 18% of women are less likely to be promoted than their male peers. Such dramatic disparity will lead a firm nowhere, and capable leaders will march their way to somewhere else. As long as workplaces are free of color discrimination, stereotypical tasks for biologically diverse people, and equal appraisals, then only women can become leaders.