To mark International Women’s Day, UEMC held an open class focused on the differences between female and male leadership, analyzing the pros and cons of each, as well as the effects of their combination.
In the open class taught by José Vera and Pilar Vera, human resources experts and professors at UEMC Business School, we also learned about business leadership and the fight against stereotypes, as well as hearing about their own experiences. Let’s remember it!
Is a leader born or made?
To lead, a series of intrinsic and extrinsic qualities is needed. Regarding inherent qualities, the speakers consider leadership to be a fundamental, essential condition; it is innate and difficult to acquire later. These qualities could include: naturalness, consistency, values and principles, empathy, assertiveness, responsibility, and generosity.
Regarding extrinsic qualities, they believe these are necessary to improve intrinsic attributes and that they can be acquired, learned, and even enhanced. These could include: communication, organization, teamwork, mutual trust, personal development, fairness, and change management.
First and foremost, a leader, whether man or woman, must have the will to be one and, above all, a follower. “Leaders without our teams are simply an idea,” says Rosana Pemán, vice president of Pikolinos.
Are there differences between men and women?
Neurobiology studies the brain characteristics that distinguish males from females. A study conducted in 2021 detailed that men and women had only a 1% difference in brain structure or lateralization.
Gender differences were found only in total brain volume, which was approximately 11% larger in males. This volume difference implies that males have a higher proportion of white to gray matter and greater intrahemispheric versus interhemispheric connectivity.
The study concluded that brain differences between men and women are insignificant and rather specific to each individual, demonstrating that the human brain is not sexually distinct. Scientific studies show evidence that there are no major differences between the female and male brain; however, the behaviors of men and women do differ in many areas.
The speakers assert that the influence of children’s socialization makes all the difference. Therefore, shared responsibility at home and work-life balance in organizations are necessary to achieve true equality of opportunity between men and women.
Differences between male and female leadership
Ricardo Alfaro, a leadership expert, identifies several differences between female and male leadership. Alfaro asserts that female leadership is more collaborative and highly focused on social and interpersonal relationships. Women tend to be more inclusive and much more democratic in their approach to leadership. In contrast, male leadership is more task-oriented and centered on quick decision-making. Men focus more on setting goals and achieving results.
In the field of communication, women tend to use a more direct and transparent communication style. They are much more likely to listen to and value the opinions of others. In contrast, men tend to adopt a more indirect style focused on authority and are more likely to talk more and make decisions without consulting others.
Regarding conflicts, female leaders tend to approach them more collaboratively. They usually seek solutions that benefit all parties involved. Male leaders, on the other hand, tend to approach conflicts with confrontational stances and seek solutions that are most beneficial to their own team.
Regarding empathy, female leaders often have a greater ability to grasp the emotions of others and put themselves in their shoes. In comparison, men tend to have a greater ability to maintain objectivity and a long-term perspective.
In short, women tend to be more collaborative and relationship-oriented, while men are more task-oriented and focused on quick decision-making. According to Alfaro, these differences don’t imply that one leadership style is better than the other. Both have their strengths and weaknesses and can be effective in different situations and contexts. The important thing is to recognize and value these differences and work toward diversity and inclusion.
Do we have to fight against stereotypes?
Women often have to contend with gender stereotypes and biases in their leadership roles, while men do not face these issues. According to a study published in the journal “Psychological Science,” female leaders are more likely to be judged more harshly than men when they make mistakes.
Therefore, perhaps the solution is to look for more hybrid leadership profiles, taking advantage of the best components of both styles, and that the leadership of the future is formed by the symbiosis of both styles.
Leadership in the business world
From a business perspective, it is essential to close the gender pay gap. In 2021, the average annual salary was €28,388.69 for men and €23,175.95 for women, representing 81.6% of the male average. This pay gap narrows when considering similar jobs (same occupation, type of contract, working hours, etc.).
Therefore, it would be necessary to establish a series of improvements, such as a neutral selection process; a method for analyzing, describing, and evaluating job positions; an equality plan; collective bargaining; monitoring and control of equality initiatives; and, above all, eliminating any glass ceiling that hinders women’s professional advancement. Therefore, it should be an essential requirement for successful companies to have ‘Diversity and Inclusion Management’ policies that guarantee the proper handling of the different groups within their workforce.
If you’re interested in this sector and looking for high-level training to lead and efficiently manage companies, the Official MBA – Master in Business Administration and Management is your best option. With this program, you’ll develop a business perspective that will allow you to understand, on a global level, how any company operates and will provide you with key managerial insights to improve decision-making. What are you waiting for?
