Author: 3MinLead

Providing leadership lessons in 3 minutes or less.

Leadership in the Wild: What Nature Teaches Us About Women in Power

The world has just witnessed the overwhelming defeat of Kamala Harris in the US election. In 2016, Hillary Clinton became the first woman in the US to win the popular vote, but this still wasn’t enough to secure the White House. In her concession speech, Clinton stated, “I know we have still not shattered that highest and hardest glass ceiling, but someday someone will.”

While the number of women in leadership roles is increasing, progress remains slow. Only 11% of FTSE 100 CEOs are women, and according to the UN, gender equality in the highest positions of power will not be achieved for another 130 years at the current rate. Furthermore, just 20% of presiding officers in parliaments worldwide are women.

In 2020, Smith et al. published a fascinating study examining female leadership in the animal kingdom to uncover insights that could help level the playing field for human leadership. The authors highlighted that attitudes about female leaders often reflect societal biases rather than actual performance. Prejudicial evaluations frequently cast women as less assertive, competitive, or independent than their male counterparts.

This bias extends to how women are perceived. For example, studies have found that people tend to prefer male voices over female ones—a phenomenon that famously led Margaret Thatcher to undergo voice coaching to sound less “shrill.” Men, too, are penalised for displaying traditionally feminine traits such as care and empathy, creating a rigid framework for leadership expectations.

What was the study?

The study focused on species with clearly defined leadership systems, identifying 8 out of 76 species with strong female leadership. This rarity—just 10% of the observed species—mirrors societal challenges in human leadership structures.

The findings revealed that primates, including monkeys, apes, and lemurs, predominantly exhibit masculine leadership, reflecting human preferences for male authority figures. Physical size was also identified as a barrier to female leadership, with smaller figures often failing to command the same level of authority.

Interestingly, female leadership tended to emerge in contexts requiring collective decision-making. For example, adult females with dependents often lead in species that rely on cooperative movement. In the human realm, mothers play a similar leadership role within families, but this critical skill set is rarely recognised or valued in professional settings.

Strong female leaders were more likely to succeed when they formed coalitions with others. Women’s leadership styles often centre on collaboration and uniting people around shared goals while navigating differences. This cooperative approach can be particularly effective in times of conflict.

Physical presence also plays a significant role in perceptions of leadership. Amy Cuddy’s research on body language highlights the importance of taking up space. In the human context, women are encouraged to “make themselves bigger” to project authority. The contrast between Hillary Clinton and Donald Trump during their election debates exemplifies this: Trump’s looming presence often overshadowed Clinton, both physically and metaphorically.

Finally, the study suggested that women are, on average, less motivated to engage in winner-take-all competitions for high-status positions. Those who do often feel pressure to adopt masculine traits to succeed, which can perpetuate a culture that discourages broader female participation.

What does this tell us about workplace culture?

The study demonstrates clear differences in how men and women lead, with feminine leadership often facing systemic challenges in human societies. At the same time, women’s collaborative and inclusive styles, whilst undervalued, have the potential to unite teams and deliver exceptional outcomes.

Organisations that fail to recognise and embrace these differences risk creating workplaces where conflict and stress persist, ultimately affecting business performance. By fostering an inclusive culture and creating space for diverse leadership approaches, organisations can unlock the full potential of their workforce and achieve greater harmony and success.

From this study, we can see that:

1) There are clear differences in the leadership of men and women with challenges for a typically feminine approach within human society. At the same time, there is evidence of key strengths in women’s leadership which, whilst appearing to be a softer approach, has the power to unite and support.

2) A lack of awareness of differences and the inability to create space for feminine approaches can lead to conflict in the workplace and significant challenges (and stress) for women leaders which ultimately impacts business performance.

3) Organisations that are serious about increasing female representation within their organisations, need to be aware of differences to support colleagues and ensure harmony so that colleagues can focus all of their efforts on achieving success. 

If you’d like support in increasing gender awareness and creating an inclusive culture, contact us for tailored advice and solutions.

Image: Tumisu via Pixabay

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Power, Progress, and Patriarchy: Lessons on Culture from the US Election

When I went to bed last night, it was with a feeling of hope that I might wake up with a mixed-race woman as the leader of the free world. The idea was exciting because it sends such a powerful message to all women about leadership and culture. Alas, it was not to be. 

It reminds me of a key lesson from my course with Aberdeen University exploring organisational culture and conflict. The thing I noticed from the very first lecture was that culture is essential for inclusion. I’d say that a common mistake for organisations is to make a bold commitment to EDI, setting goals and indicators without doing the culture work required for success.

The US election result highlights the tensions in society around equality and change. What we have seen in America is a choice between masculine and feminine cultures and what we have learnt is that patriarchy is alive and well.

Watching Harris on the campaign trail, I saw an intelligent, warm, empathetic leader who could speak to all and bring unity. She came across as honest and credible, with a professionalism fitting for a world leader.

Trump on the other hand is clearly a highly controversial figure who bases his approach on the masculine values of power and status. 

Hofstede’s cultural theory suggests that in a masculine society, gender roles are distinct. The belief in this culture is that men should be assertive, tough and focused on material success. In such a society, men ’hold more positions of power, get paid more and are expected to act in a masculine manner‘.

By contrast, feminine cultures have no such divides with men and women equally concerned with quality of life. Feminine cultures tend to have loose gender roles, equal pay, female representation in most positions of power, and quality of life and relationships with people are valued over status and wealth.

Whilst individualism vs collectivism represents a separate cultural dimension, it does seem to me that this election result represents individuals concerned with self-interest which is in conflict with the more caring, nurturing feminine approach which might be more collectivist.

Culture develops from history so whatever the original model of a nation or organisation, this will inform views and beliefs. Looking more into this, the values attributed to America are justice, freedom, equality, democracy and compassion. Let’s be honest though, perception has a role to play here – some have been free and equal for longer than others!

If you listen to the powerful speech from John Legend and Common at the 2015 Oscar award ceremony, you will hear them speak passionately about the continued struggle for justice in America and around the world (listen from 2.28)

So for many today, the election result will seem like an historic day for equality and social justice in a very damaging way. For all those campaigners and activists feeling tired and drained today, it’s a night for pizza and pyjamas. Tomorrow, the work continues. Here is a gift to inspire us all and bring courage and strength: ‘Still I Rise’ by Maya Angelou (1987, Live performance)

Does this resonate with you or do you have a different perspective? Whatever your views, feel free to share in the comments below.

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From Bias to Burnout: How Menopause Impacts Women’s Work Experiences

I’ve talked a lot over the years about barriers for women in the workplace such as gender bias, care, stereotypes etc. all of which can prevent women from reaching their potential. For those who do manage to overcome these barriers, the menopause can be one that finally defeats them.

In terms of the figures, recent research from CIPD demonstrates that ⅔ of women (aged 40-60 in employment) have found that menopause symptoms have had a negative impact on them at work.

A 2023 survey found that 23% of women aged 40–60 considered quitting their job due to menopause, and 14% were actively planning to leave their job.

The reduction in oestrogen levels can have a major impact on women’s lives and this process typically begins when a woman reaches late 30’s/early 40’s. From reading menopause threads on mumsnet, I have come to the inexpert opinion that if you are over 40 and have symptoms that you think are hormone related then they probably are. 

From my own experience in recent years, symptoms are wide-ranging and can be easily mistaken for other things. Itchy upper arms, for example, I  was treating as dry skin until I saw a Twitter post by Newson Health talking about this as a symptom of menopause. As soon as I started on HRT, the itching went away completely. Other typical symptoms of peri-menopause include hot flushes, anxiety, insomnia, fatigue, headaches, and muscle and joint pains – and I have had the lot over the past 18 months. 

Given the level of knowledge women have about the menopause today, it is amazing that so many of us are still being fobbed off by health professionals and prevented from getting the treatment we desperately need.

Hard-working and well-meaning as they are, I’ve heard some ridiculous things from healthcare workers. For example, when I first spoke to a GP about anxiety and asked if it could be peri-menopause, I was told that it was more likely to be depression (it definitely wasn’t).

I’ve had a nurse tell me that I have unusual symptoms and that most women come in with hot flushes and night sweats (probably because it’s the only symptom that gets talked about regularly despite a wide range being recognised).

Another GP asked me if my mum had experienced early menopause so I had to educate her on the concept of peri-menopause which was not something that was widely known about in my mother’s day. I’m aware of other women who have been told they can’t have HRT because they are ‘too young’ – this is despite the fact they are struggling to cope with their symptoms.

Finally (though I could go on) I was told by a male GP that he doesn’t deal with HRT ‘because he’s a man’ (and yet women over 40 are more likely to present with symptoms of anxiety due to hormones and this was the mental health specialist). A long-standing women’s rights activist, I am beside myself to think that he considered it acceptable to say this in 2024.

Thankfully, I eventually realised my symptoms weren’t normal and went elsewhere to get help.

Clearly, I am not qualified to make medical recommendations and if you are struggling, you should do your own research and access appropriate support. However, it might be useful to know these top 3 things that have made a difference for me:

  1. Magnesium – I have been experiencing severe muscle pain for nearly a year to the extent that I have felt like I can’t go on feeling so uncomfortable in my own body. I’ve put it down to a range of things from carrying a bike to doing yoga. Eventually, I realised that everyday activities couldn’t be the cause of such severe discomfort. Desperate for a good night sleep, I was given magnesium supplements to try and have discovered this is a magic mineral! Not only did they tackle my insomnia but they also got rid of my joint pain overnight. I have to take it regularly but it works and the effect is immediate. It’s also a good excuse for a salt bath or foot soak! If you want to know more, read this article by Better You.
  2. Testosterone – whilst I knew that oestrogen reduces, I didn’t know that testosterone levels reduce in peri-menopause as well. After requesting a blood test, I was told that my results were ‘normal’. Having a look myself, it seemed to me that my levels were at the low end of normal. When I spoke to a private GP, she confirmed that all my hormone levels were low and prescribed testosterone as part of my treatment plan. After a week boosting my testosterone levels, I felt like a new woman, able to cope with all of life’s challenges. Read more about the benefits of testosterone in menopause.
  1. Menopause specialist – whilst reluctant to fork out the money to go private, I finally decided to bite the bullet and I am so glad I did. Finally, I was speaking to a GP who recognised my symptoms and could put me on a treatment plan that would make a difference. 

Getting older is a challenge for all of us but with hormonal and chemical imbalances, mid-life is especially challenging for women who can suddenly find themselves feeling anxious, confused and unsupported. 

Finally, I have been to several awareness sessions which have ensured I have a good understanding of the symptoms and was able to recognise them. If you are looking for something for your workplace, I recommend The Menopause Team who can provide a very informative and worthwhile session.

Has your life been affected by menopause symptoms? Do you have a story to share? Let us know in the comments below.

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‘Playing to win’ with Race Across the World

As fans prepare for the launch of ‘Celebrity Race Across the World’ series 2, it seems like the perfect time to consider what the show can teach us about a winning mind set.

Most people are not aware of this but Race Across the World was first broadcast in the 90’s and I was an avid viewer of this late-night TV show (as it was at the time).

Back then, teams were dropped at a random location somewhere in the world and they had to figure out where they were and race back to Trafalgar Square by whatever means possible. There were no pre-arranged job opportunities and no rest breaks in those days. Teams were given some money and they had their passports. After that, they had to get themselves back through their own resourcefulness. [view vintage edition]

There are many key moments that I still remember – a team trying to figure out where in the world they were whilst life was going on, at pace, around them; a team lost in the arctic and being helped by local people; and a team finding themselves in a sticky situation in Turkey. 

In those days, there were no well-being breaks and no crew to help them. Teams were given a crash course in filming documentary and packed off to fend for themselves. 

The show today doesn’t have the same edge but there is still a lot to learn from the contestants about nurturing a winning mindset.

Here are my key takeaways:

  1. Run your own race – the teams spend a lot of time thinking about their place in the race and where the other contestants might be. When they find themselves on the same train or bus, they run through a range of scenarios about the other team. It’s natural and probably helpful to consider what the game plan of your opponents might be but advice from top athletes would be to run your own race and focus on your own performance rather than being distracted by what others might be doing. For more inspiration on this, watch former Olympian, Sally Gunnell – Run your Own Race
  1. Think positive – in series 4, Alfie and Owen race to catch a ferry to the final checkpoint, only to find there are no boats until the next morning and another team right on their tail. With the adrenaline they spent to get there, only to be stopped in their tracks, they were naturally feeling defeated. At this point you hear Alfie say ‘we just need to keep a positive mental headspace’. The race wasn’t over and by staying positive, they were able to plan ahead and ensure they were on the first boat out the next day. For more on this read – The Power of Positivity in Leadership
  1. Keep your cool – after they crossed to the island where they would find the final checkpoint, they were given directions. Part of the instruction was to ‘head north’ which would usually have been straight forward but they had ditched their bags which meant they had no compass. They knew that they could use the sun but they were struggling to think because they were under so much pressure. Thankfully, they were able to clear their heads and take a moment to think so they could be confident in the direction they needed to take which won them first place. To find more calm, read How to Stay Calm Under Pressure

I’m unable to finish a blog about RATW without mentioning Harry Judd and his mum! If you don’t know what I’m referring to, catch up on BBC iPlayer – it’s worth it ❤

The BBC have just shared that radio personality, Scott Mills, is a star of the forthcoming series. In promoting the show, he said that it is by far the most challenging thing both physically and mentally that he has ever done so worth tuning in when the new series begins next week.

Have you ever challenged yourself? Do you have your own tips for resilience? Share them in the comments below. 

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Dementia in the workplace: Insight & Support

Dementia has become a central part of my life after my mum received a diagnosis last year. One of the benefits of this experience for me has been an increased awareness of the impact of dementia in the workplace and considerations as an employer.

First of all, we know that the number of people with dementia is increasing and the likelihood of having a diagnosis increases with age. Here are some useful statistics:

Plans to increase the pension age to 68 means there will be more older people in the workforce. And, if you are a charity, you might be working with an ageing group of volunteers also.

The final group to remember is the working carers who are relied upon to fill the gap in health and social care services for people with dementia.

What to remember as an employer:

Dementia is a disability – people with dementia must be treated like any other employee with a disability. That means understanding what dementia is and supporting the individual to carry on working (if that is their wish) by making reasonable adjustments. 

It’s just a new way of looking at things – when a person has dementia, their brain works differently. They are less likely to cope with complexity so clear communication and direction is essential. They are also more likely to be tired so flexibility may be required.

It does not mean the individual has lost capacity – The Mental Capacity Act states that capacity should be assumed in the absence of an assessment. It is more than possible that someone with dementia still has capacity to make their own decisions.

It is a living bereavement – family members are likely to experience grief and loss even though the person is still alive. A diagnosis represents the beginning of what’s known as ‘the long goodbye’. It is a major adjustment and family members may need time to adjust.

Balancing work and care – There are 5 million working carers in the UK. Alzheimers Society estimate that there are 700,000 unpaid carers of people living with dementia. This group has to find a way to balance work and care. Ensuring they are supported in the workplace to deal with this change can make all the difference for employee retention.

From the figures provided, it is fair to expect that dementia will become more prevalent in the workplace so it is important to be aware and consider how to identify problems and create a safe and supportive environment.

If you are affected by dementia and need support, here is where to get help:

Carers UK

Alzheimer’s Society  

Dementia UK

Cruse Bereavement Support (offering specialist support for those experiencing grief and loss as a result of dementia)

If you have a military connection, call the Royal British Legion

Have you been affected by dementia in the workplace? Is there useful learning you can share? Post in the comments below. 

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Better every time: U6s coaching & performance

For a while I wasn’t sure if I would ever become a mum. And I really didn’t anticipate that I would become a Sunday morning football mum.

So, as I am standing outside on a crisp and sunny Sunday morning cheering on the under sixes, I am observing all the benefits of playing the sport. In particular, I am noticing how the coaches getting the most out of our young players.

It is making me think about how the focus and techniques of these coaches can apply to coaching for performance in the workplace.

Here are the top tips, I have picked up from watching a group of 5 year olds in the first proper football match:

Positivity – the first thing I noticed is, it’s all really upbeat. The tone, the body language and the spoken communication. It is all very much concentrated on engaging the players and keeping them focused.

Enthusiastic – feedback from the coach tells them how well they’re doing. Im hearing lots of ‘well done’, ‘let’s keep it going’ and ‘you are getting better and better’.

Focused – the communication is focused on what is going to happen and what the coach wants them to do. The instructions are simple and clear.

Expectations – there is clarity of expectations. Stopping when needed and making sure the children have understood what is not negotiable e.g. Shaking hands with the other team at the end of the game.

Praise and recognition – there is lots of individual and team praise. Identifying individuals and telling them when they have done well. And telling the team when they doing well as a group. Lots of ‘well played’, ‘that’s really good’, ‘great tackle’ and so on.

It is a worthwhile reminder of how to lead teams in the workplace. The coaches here are all volunteers and they are doing an amazing job of bringing together lots of lively under sixes to focus on a shared goal. The kids are learning lots of important lessons for life set as how to be resilient and support your team.

So whilst it’s an early and cold start to my Sunday, I am really enjoying the learning that I’m taking from it and thinking how I can bring more of this back to achieve even greater success within my own organisation.

Are you a school mum or dad? Do you and similar learning from your children’s sports? Tell us about it in the comments below.

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What Strictly teaches us about giving A-MA-ZING feedback (dah-ling)

As we wait in anticipation for the Strictly Come Dancing 2021 final, it is the ideal time to set out what we can learn from the judges in how they offer feedback.

Giving feedback is something that many of us dread.  Perhaps we lack confidence in our expertise or maybe we anticipate that the individual will react badly.  Whatever the reason, we often shy away from giving feedback which actually has a negative impact on performance regardless of whether the observations are good or bad.

We know feedback is important for development and for me, I certainly know I want to receive it.  Good feedback gives me an important boost that keeps me motivated and driven whilst constructive feedback helps me to be the best I can be.

It is also fair to say that when we do give feedback, it doesn’t always land well and if you want to understand more about the responses people might have and how to deal with those, I recommend the work of Douglas Stone and Sheila Heen – Thanks for the Feedback: The Art & Science of Receiving Feedback Well (Even when it’s off-base, unfair, poorly delivered and, frankly, you’re not in the mood).  This can help if you offer feedback and the individual responds badly to what you are sharing with them.

However, what we have in Strictly is a masterclass in giving feedback.  If you watch carefully, you will hear the judges generally offering praise first. They recognise what went well and what has improved before honing on the next area of improvement. Generally, they make the individual feel a-ma-zing and then they offer some specific expert advice to help them progress.

On the occasions when things didn’t go well and they are unimpressed, they generally offer their feedback with care and compassion which allows the individual to feel supported whilst hearing something uncomfortable.

What can we learn from this when giving feedback in the workplace?

  1. Be positive – help the individual to see what was good and offer the feedback on what needs to be improved. Positive psychology says you need a balance of at least 3 positives to every negative so remember to share what’s going well before giving advice on improvement.

  2. Be specific – general statements don’t help the individual to understand and improve. E.g. ‘you didn’t get the role because you weren’t strategic enough’ – that is feedback that isn’t feedback. For this to be worthwhile, there needs to be detail that demonstrates what could have been different. To be effective, the sentence above needs to go on to give examples of what would have been better. Otherwise, the candidate is still in the dark and is likely to make the same mistakes next time.

  3. Be genuine – feedback is for the good of the individual so keep that in mind in the discussion. If you keep the individual at the heart and offer your feedback with sensitivity, compassion and with their best interests at heart, they should be able to open themselves up to whatever you have to say and feel glad that you are taking the care to offer it for them.

Do you have examples to share of good or bad feedback? What did you learn from this? Share your thoughts in the comments below.

3minuteleadership.org

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How a broken childcare system and Victorian bosses create a crushing vice for women

‘Important: Changes to fees and terms’.  That was the heading of an email from my son’s nursery last week and I’m sure I wasn’t the only parent to feel panic at the thought of increased childcare costs.

It wasn’t long ago that nursery fees for under 3’s hit £60 per day at our nursery which is already very expensive so a further increase is not welcome news for many parents.

Anyone reading this that knows me is probably wondering what I’m complaining about given that I’m in a senior role and therefore in a position to afford it.  I’m also now in receipt of the Welsh Government’s Childcare Offer which means my son is entitled to 30 hours free childcare a week so this price increase won’t have a major impact on me but that is far from the point.

The reason I am writing this piece is to raise awareness of the high costs of childcare and how that affects women in particular. 

Earlier this year, Mumsnet carried out a survey of 20,000 people across the UK.  One third of participants said their childcare payments were bigger than their rent or mortgage and this rises to 47% of those with a black ethnic background, 42% of those receiving Universal Credit, 40% of the under-30s, 38% of single parents, and 38% of those who work full time.

At the same time, research shows that half of working mothers do not receive the flexibility they request at work.  This study of 13,000 women found that many were dissuaded from asking for flexible working because they feared a negative reaction from their employer. 

And yet, while I had been previously working reduced hours and was proposing an increase to full-time with a flexible compressed week, my employer still didn’t want to support it.  Thankfully, I had an indisputable case but many are not so fortunate which puts them in an impossible situation and forces many women into low-paid, part-time roles.  The patriarchal society that we live in has done a great job of creating this idea that part-time work is a choice when for many, it’s the only option in a family trying to balance work and care.

When we were considering a second child, the cost of childcare for two seemed completely impossible and that’s with two full-time working parents. 

#EqualPayDay last week was a stark reminder of gender inequality in the workplace.  The causes of this include stereotyping, occupational segregation and care.  Having access to affordable childcare, allowing mums to participate fully in the labour market, would help to tackle the gender pay gap so I am pleased that the Welsh Government is currently consulting on childcare for under 3’s.

Mums are role models for the next generation and the choices they make set an example. I’m very clear that the issues that underpin the gender pay gap are systemic and can be resolved if we are serious about gender equality.

Have you been affected by the high cost of childcare? Did you have a flexible working request refused? Share your experience in the comments below.

3minuteleadership.org

[Image: Pixabay]

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How Olympic achievements can inspire us to aim high and keep going

After a long wait and a lot of uncertainty, the Olympic games have finally commenced.  For the athletes that have made it, this is their chance to fulfil a lifelong dream.  All the training and sacrifice has brought them to this point where they will be tested against the best in the world. There will be many competitors that are happy just to be there and beat their own personal best whilst there are some medal hopefuls for whom the pressure is great.

For me, the opening ceremony was moving as I thought about the dreams of all these athletes. Timing is critical and with an extra year to wait after the games were postponed in 2020 due to Covid, there must have been some who wondered if they would make it. Indeed, sadly, some have had their hopes dashed as they failed to qualify, found themselves injured or been prevented from travelling as a result of Covid.

One achievement that has shone through in the early days of these games is that of Tom Daley who many of us have been rooting for over the last 20 years.  He was 14 when he went to his first Olympics and we have watched him grow up with Team GB.

Tipped for success from the beginning, the main prize has stayed just out of reach. Securing his second bronze medal in Rio, Tom told journalists he was ‘heartbroken’ and would be at Tokyo for a fourth attempt.  The journalist very insightfully responded that it would make for a better story in the long term.

On Monday, Tom won his first gold medal alongside his diving partner, Matty Lee. Tom’s story confirms what I have always believed:

If you want something badly enough and are willing to work hard for it every day, it will be yours.     

After the games in Rio, Tom kept hold of his dream, focused on training and technique and achieved that long sought after gold medal in Tokyo.  We have seen him deal with many challenges throughout his journey and I certainly am so inspired by the resilience, grit and determination that has led him to this point.

Of course, Tom isn’t the only one celebrating at the games so far and many are hoping that their efforts will inspire others to achieve their own goals, sporting or otherwise. In an interview with the BBC yesterday, another gold medallist, Adam Peaty said:


“If there is one thing you do today, just do one thing better.”

Their achievements may be personal but their legacy is universal.  Each of these athletes have made huge sacrifices to reach the games and their families the same. They all have a unique story but it is ultimately about challenge and achievement.  We can all learn something from their efforts and the questions is… where will your journey take you?

Have you been inspired by our Olympic champions? Have you taken something valuable from watching them compete? Share your thoughts in the comments below.

3minuteleadership.org

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