Redefining Leadership: The Power of Quiet Influence
In a world that openly celebrates the rise of women to leadership roles, a harsh reality lurks beneath the surface. Often, women are granted power only to be criticised for the way that they lead. The worst part? It's not because they're ineffective, but because we are not familiar (read: comfortable) with their tactics.
If there was one lesson I wish all leaders knew it is this: leadership is not a one-size-fits-all concept. It's a dynamic, multifaceted skill that requires adaptability, emotional intelligence, and an understanding of the diverse ways people lead.
Recently, I've been reflecting on how women in leadership often leverage quiet influence and stakeholder engagement behind the scenes to drive outcomes. This approach (rooted in strategy, negotiation, and relationship-building) is a subtle, but powerful, form of leadership. Yet, it's often undervalued because it doesn't fit the traditional mould of what leadership "looks like."
Leadership is often equated with authority, decisiveness, and visible control. Think of the stereotypical image of a leader: someone who commands a room, makes swift decisions, and takes charge in a highly visible way. While these traits are undoubtedly valuable, they represent only one dimension of leadership.
Women have historically been socialised to navigate systemic biases and barriers, and have therefore honed a different set of leadership skills. Think of leaders such as Jacinta Ardern, Angela Merkel and Cheryl Sandberg. They all demonstrated quiet influence, stakeholder management, and long-term vision. These skills are not inherently "feminine," they are simply the result of navigating a world where direct authority hasn't always been accessible. Women have learned to lead through collaboration, empathy, and strategic influence, often achieving outcomes without fanfare or visible displays of power.
The challenge is that this form of leadership is frequently overlooked. Why? Because it happens behind the scenes. It's not always loud or dramatic, but it requires immense skill, emotional intelligence, and resilience. The ability to build consensus, negotiate complex dynamics and align stakeholders toward a shared goal is just as critical as making a bold decision in a boardroom.
Unfortunately, the corporate world has long prioritised leadership styles that align with traditional notions of authority. But as we move toward a more inclusive and dynamic future, it's time to broaden our understanding of what effective leadership looks like.
I've spent my career working with Executives to drive change through large transformations and one of the most profound lessons I've learned is this: leadership development programs must evolve to equip all leaders, regardless of gender, with skills in stakeholder management, strategic influence, and emotional intelligence.
We need to stop thinking of these as "soft skills" and instead see them for what they are: essential tools for navigating the complexities of modern business. By valuing and cultivating these competencies, organisations can unlock the full potential of their leaders and drive better outcomes.
Moreover, we need to recognise and reward the leadership strengths that women often bring to the table. Influence, negotiation and relationship-building are not just "nice-to-have" qualities—they are strategic advantages that can transform organisations. When we undervalue these skills, we miss out on opportunities to create more inclusive, innovative and resilient workplaces.
Rather than positioning one leadership style as superior to another, I believe the true strength of leadership lies in adaptability. The best leaders, whether male or female, are those who can blend direct decision-making with strategic influence, depending on the situation.
Imagine a leader who can confidently make a tough call in a crisis but also has the emotional intelligence to build consensus and align stakeholders behind a long-term vision? This is the kind of leadership that drives sustainable success. It's not about choosing between authority and influence; it's about integrating both to create a more holistic approach.
As we continue to navigate the complexities of the modern workplace, it's time to challenge outdated notions of leadership. Let's celebrate the diverse ways people lead and create environments where all leadership styles are valued. Let's invest in development programs that equip leaders with the full range of skills they need to succeed. And, let's recognise that true leadership is not about visibility, it's about impact.
By fostering inclusive cultures and empowering leaders to embrace their unique strengths, we can create a future where everyone has the opportunity to lead, and where leadership is defined not by how it looks, but by what it achieves.
-----------------------------------------------------------------------------------------
Lauren Ryder is the Founder and CEO of Leading Edge Global and is dedicated to driving growth through digital transformation and professional development programs. A passionate advocate for women in STEM and gender-diverse leadership, Lauren specialises in the intersection of human potential and technological innovation.
