Women in Leadership: Busting Myths and Leading with Confidence
Explore evidence-based insights on women in leadership, debunk common myths, and discover how emotional intelligence drives impact.
Understanding the Barriers to Women in Leadership
While preparing a talk for the Norwich Business Women’s Network, I wanted to bring evidence, not opinion, to the table. Hogan Assessments’ research on the five myths of women in leadership challenged persistent misconceptions, and learning from leaders such as David Hogarth, CIO of Virgin Australia, and Amelia Evans, CEO of Queensland Airports, highlighted one clear truth: emotional intelligence is a decisive leadership advantage.
Why, as of October 2025, are there only seven female CEOs in the FTSE 100? Despite evidence that diverse leadership teams outperform, women still hold less than one in four board seats worldwide At this rate, gender parity on boards will not arrive until 2038. For CEOs, it could take almost 90 years. For women of colour, even longer (Source: Deloitte Women in the Boardroom, 8th Edition, 2025).
These gaps do not exist because women lack ambition or ability. They exist because of outdated beliefs, hidden biases, and the pressure to appear flawless.
For nearly a decade, I have helped ambitious professionals find new career paths, step up into promotions, navigate transitions after parental leave, or rebound after redundancy. I have supported businesses in attracting, retaining, and developing top talent through the power of coaching.
Through this work, I have seen how misconceptions about women in leadership can chip away at confidence and influence how we show up. The tension between appearing strong and being vulnerable is everywhere in boardrooms, during major career transitions, and even in everyday moments.
Busting Persistent Myths About Women in Leadership
Founded in 1987, Hogan Assessments is a global leader in psychometric research. Over the past four decades, they have surveyed 25,000 leaders worldwide, building a robust, evidence-based picture of leadership. Their research shows that the differences between men and women in leadership are far smaller than the myths suggest.
It is worth noting this research has focused on two traditional gender categories, and more work is needed to fully understand leadership across a broader spectrum of gender identities.
Here are five persistent myths about women in leadership, debunked with Hogan data:
Myth 1: Women Are Not as Ambitious as Men
Hogan research shows leaders of both genders score almost identically for ambition (Women: 90.87, Men: 91.83). High ambition predicts strong performance equally for men and women. From my time in executive search and now as a coach, I often see women waiting until they meet every criterion before going for a new role, while men are more likely to step forward when they meet only part of the requirements, learning and growing as they go.
Key takeaway: Ambition is not missing, it expresses differently.
Myth 2: Women Cannot Handle High-Stress Leadership Roles
Measures of emotional stability at the exectuive level show no significant difference between men and women (Women: 109.09, Men: 109.91). Both genders also score equally low on excitability, meaning neither performs poorly under stress.
Key insight: Women’s thoughtful, inclusive approach is strategic, not hesitant.
Myth 3: Women Are Less Decisive or Risk-Tolerant
Measures of eagerness to please and reluctance to act against popular opinion show minimal differences (Women: 36.16, Men: 35.86). Scores for cautiousness, including risk-aversion and decision-making challenges, also show negligible gender differences.
Key insight: Approaching decisions thoughtfully and inclusively is a strength, not a sign of hesitation.
Myth 4: Women Are Less Strategic or Innovative
Hogan’s Inquisitive Scale, measuring curiosity and openness, shows women score slightly lower (Women: 68.19, Men: 71.1), but the difference is statistically negligible. Other measures, such as Driving Strategy and Driving Innovation, show no meaningful gender gaps.
Key insight: Collaborative and empathetic leadership styles are often misread as less strategic, yet they inspire creativity and impact.
Myth 5: Women Must Adopt Masculine Characteristics to Succeed
Hogan data shows that executives of all genders score low on forcefulness, challenging the idea that women need to be more assertive or direct to succeed. Leadership it is about self-awareness, having a clear vision, exercising sound judgement, and harnessing emotional intelligence. These are the qualities that allow leaders to inspire, influence, and create lasting impact.
Emotional Intelligence: The Leadership AdvantagE
Think of a leader you admire. Is it their technical expertise or depth of knowledge that makes them memorable, or something else entirely? More often, it is their ability to inspire, influence, and lead with impact. At the heart of this ability is Emotional Intelligence, the skill that shapes how leaders connect, decide, and create cultures where people and teams thrive.
The World Economic Forum’s Future of Jobs Report shows that nearly 40% of the skills we rely on today will be outdated five years from now. While technical skills like AI, big data, and cybersecurity are growing rapidly, human-focused skills are increasingly in demand. Many of these are areas where women naturally excel, including empathy, collaboration, and relationship-building.
Recently I had the opportunity to watch a panel interview with Amelia Evans, CEO of Queensland Airports, and David Hogarth, CIO of Virgin Australia, as part of Griffith University’s Lead with Impact alumni programme, delivered in partnership with Griffith Business School. I completed my undergraduate degree at Griffith, so it was especially meaningful to hear this conversation. They highlighted a effective leadership comes from:
Self-awareness: recognising your triggers and how they influence your decisions
Calmness and consistency: staying composed under pressure to build trust
Empathy: understanding and responding to others’ perspectives
Creating space for others: ensuring all voices are heard and contributions valued
These qualities are not optional. They shape decisions, inspire confidence, and allow teams to thrive. Leadership is not just about strategy or metrics; it is about presence, awareness, and creating environments where people feel seen, heard and supported.
Leading with Confidence
We have challenged the myths, highlighted why emotional intelligence gives leaders a real edge, and shown that leadership is not about perfection. It is about courage, awareness, and showing up fully, even when it feels messy.
The myths no longer define what it means to lead. Leadership is defined by your actions, your presence, and your choices. Tomorrow is yours to lead. How will you show up?
