Feminine Power

Biases drive our behaviour and underpin our organizational systems

Biases exist in our society and affect our understanding of power. These biases are often unconscious and can hold us back as leaders and play a significant role in limiting women’s access to leadership positions. Due to a lack of role models, and use of masculine versus feminine power, women looking to advance their careers struggle to envision themselves as powerful leaders.

We need Feminine Power to solve the complex problems business is dealing with today

A new view of feminine power is needed to solve complex problems in business and society. This new view of power is more connected and feminine, emphasising collaboration, nurturance, and relationship-building skills.

Many women are dissuaded from leadership because this kind of power doesn’t leverage their unique strengths of nurturance, empowerment, and connection. They are more likely to relate to feminine power, which is power expressed with and for others, rather than power over others.

Our attention follows power, it flows up the hierarchy of any organisation or institution. When women don’t see themselves reflected in leadership positions or aren’t exposed to leaders who behave in ways they can relate to, it can be difficult for them to believe they can achieve those same positions themselves. Additionally, the mixed messages sent by some female role models – such as Instagram celebrities who emphasize beauty over power – can further complicate matters by leaving ordinary women feeling like they’ll never measure up.

Feminine power is about distributing the benefits of power and creating conditions that enable it, prioritising relationships with others. Modern leadership requires a shift towards a connected and relational view of power, based on a web of social relationships. Positive femininity includes the capability future leaders need which is connection, nurturance and empathy, all differentiators in attracting customers and top talent particularly post the pandemic.

Action you can take to create an inclusive and diverse culture that fosters gender equity.

  • Create conditions that support women in the pipeline and gender equity at all levels can provide valuable role models to others.
  • Challenge biased processes and structures within organisations is essential to creating gender equality in the workplace.
  • Foster a connected, collaborative culture that rewards collective and team-based achievements can help create a pipeline of top women talent.
  • Acknowledge feminine qualities such as empathy, nurturance, connection, and collaboration as crucial for building more inclusive environments that reinforce equity.
  • Women should embrace their unique strengths and use them to create a personal brand that reflects who they truly are instead of conforming to traditional masculine leadership styles.
  •  Honing qualities such as empathy, nurturance, connection, and collaboration can be invaluable assets in creating more inclusive workplaces and fostering gender equality.

These themes are covered in my book which will be published in May 2023. For a special pre-release price go to www.risingtofemininepower.com

Cover art work provided ©Copyright Melissa La Bozzetta 2019 – All rights reserved

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