This structure facilitates sequential processing functions of the left hemisphere and synchronizes it with the intuitive right hemisphere. In contrast, female leaders care about the overall environment of their team, making sure every employee is treated fairly. Both male and female leaders can develop qualities and skills that will make them transformational or transactional leaders. After all, it’s hard for a person to advance as a leader if people don’t notice what she’s capable of. Women usually choose a transformational approach. Companies that have more female leaders become more successful due to their transformational leadership style. Coach Joel answers: Julia, you just need to tap into your own strengths as a leader. What comes naturally, and where could you improve? Top 13 Reasons, “What Can you Contribute to the Company?” How to Answer. This is a core part of the philosophy of transformational leadership: Help employees find their identity in the work that they do, so it’s more than just a job. 10 Simple Tips, Top 30 Recruitment Mistakes: How to Overcome Them, What is an Interview: Definition, Objectives, Types & Guidelines, 20 Effective or Successful Job Search Strategies & Techniques, How Big Data Recruiting will help you Hire Better, ATS Benefits: How it Improves Time, Quality and Cost Per Hire, Wisestep Chrome Extension: The Latest in Recruitment Automation, The Best Chrome Extensions for Recruiters Are, Yoga at Workplace: Simple Yoga Stretches To Do at Your Desk, Mobile Monitoring Apps: A Risk or Opportunity for Businesses. Follow her on Twitter. When a team achieves success, female leaders give credit for it to the employees, without overemphasizing their personal contribution. The business of placing women in leadership needs to become a top priority. Women are more likely than men to see a gender gap in leadership styles (63% vs. 50%). This difference in male and female social setup is reflected in leadership styles and behavior at the workplace. However, when some project fails, they are more likely to blame themselves, thinking that they are not competent enough. Women who don’t have paid family leave are also more likely to quit their jobs, and only 12% of American employees in the private sector are able to have it. Female and male brain demonstrate different activity and have some differences in the structure. In addition, successful women often sabotage other women’s success. Women often motivate their employees by helping them find self-worth and satisfaction in their work, which serves as its own reward. Specialists who have a higher income are usually considered more competent, so they are also perceived as better candidates for top positions. The cooperative style involves more conversation and listening, which often takes more time but leads employees to feel more valued. For example, boys are encouraged to participate in team sports, while girls are supposed to playschool and house. Unlike men, women are more engaged in activities that don’t imply dividing members of the team into winners and losers. They also have better connectivity between the right and left hemispheres. First of all, the patriarchy was a reason why we’ve seen more male leaders throughout history. The thing is that women don’t feel threatened when others are able to participate in problem-solving, while men are often afraid to lose credibility. For example, even though there are the same regions in the brain, brain maps that determine how these regions connect to each other, are built differently. To become a transformational leader, one needs to know his or her team personally. Men tend to have a more “command and control style,” according to the American Psychological Association. According to statistics, European and American senior-level executives agree that women have more developed skills associated with encouraging and supporting, while men are considered better at decision-making and problem-solving. It’s also important to eliminate the existing structural barriers, such as unequal pay, that prevent women from getting a promotion. Only 30 percent of women rate themselves in the top 10 percent of leaders, in comparison to 37 percent of men. Again, it’s not that people of either gender make better leaders. Reality. Transformational leadership motivates employees by helping them find self-worth through the work they do. Moreover, No. We use cookies to ensure that we give you the best experience on our website. The reality is that differences between male and female leadership styles can broaden a company’s pool of creativity and innovation. Being in charge, they take responsibility for finding the answers, while women are more likely to ask members of their team about their opinion and listen to their suggestions before offering their own options. The first problem is that even women think that men are better leaders. Both styles are valuable in different contexts. Branding also brings a leader more respect in her current position. About the Author: Berta Melder is an experienced brand manager, a content strategist and co-founder of the Masterra. They take personal credit for it and explain success as a result of their own skill, intelligence, and talent. These leaders are usually not engaged with their teams, considering themselves dominant figures and staying apart from others. The modern society needs to evaluate female leaders regardless of the traditional gender roles, making an unbiased evaluation of their decisions. Therefore, women are better at multitasking, problem-solving, and have increased memory. To succeed as a leader, women should learn to brand themselves by sharing their achievements and skills with others. Women try to create an atmosphere where every employee can apply his or her skills, making a possible contribution. Men and women are different, and this phenomenon is called sexual dimorphism. Difference Between Male & Female Leadership Difference Between Male and Female Bosses.