Time for a new image of leadership

We like to say that leadership is about vision, influence, and connection. And yet… who comes to mind when you think of a “strong leader”? A man with persuasive power? A woman with empathy? Or someone who adapts fluidly to what’s needed, without being confined by a stereotype?

New research from the Capgemini Research Institute confirms what many people already sense in practice: we still carry unconscious expectations about how leaders are supposed to behave. And those expectations are often linked to gender. Not consciously, but they do influence how we evaluate, promote, and interact with leaders. And it even influences how we see ourselves as leaders.

Gender doesn’t determine your talent, yet it does shape your space

The research examined how women and men are evaluated on leadership. The findings? Women are seen as just as competent as men. In fact, when it comes to listening, coaching, and collaboration, women often score even higher. Yet these qualities are less frequently recognized or valued as leadership qualities.

This isn’t because these qualities matter less, but because of the enduring image of what “good leadership” looks like. For many people, often unconsciously, the classic leadership profile still prevails: assertive, visible, decisive, and directive.  Traits traditionally associated with masculinity.

The future demands a different kind of leadership

The world we lead in is changing radically. Think of the rise of AI, increasing digital complexity, hybrid work, social tensions, and growing awareness around inclusion. In this reality, the old model of leadership no longer works.

Today’s and tomorrow’s leaders must do more than just set direction. Leadership now requires sensitivity to context, the ability to listen to what isn’t being said, mental flexibility, shared sense-making, and the capacity to handle uncertainty. Skills such as empathy, relational awareness, curiosity, and a moral compass are no longer “nice to haves”, yet they’re essential for the leadership of today and tomorrow.

It’s high time to redefine what “strong leadership” means. Because if we keep evaluating leaders based on outdated ideas, we’ll miss out on talent and we’ll also stall progress for the future.

What does this ask of you as a leader?

The fact is that engaging consciously with gender perceptions is a leadership issue instead of ‘just’ a HR-issue. As a leader, you shape the space in which others can show up. Or not.

That starts with self-reflection and self-awareness. What images of “good leadership” do you carry with you? Which traits do you value most and are they perhaps culturally influenced? And are you willing to see leadership as something fluid? Something that can shift with the situation without losing strength?

Acting on these insights means creating space. Space for other styles, perspectives, and forms of influence. Not because it’s required, but because it enriches your team, your organization, and your leadership.

What can you do?

Here are four tips to help you broaden your view of strong leadership:

1. Check your reflexes. Who impresses you more quickly? From whom do you expect more initiative? And who keeps surprising you?
2. Give active space to other leadership styles. Spotlight people who may not have the loudest voice but clearly make an impact.
3. Talk about it. Make gender (and stereotyping) a topic of conversation, even when it’s uncomfortable. Not with blame, but with curiosity.
4. Be an example. Show that strength, vulnerability, and empathy go hand in hand. That silence can be as powerful as words.

In conclusion

Good leadership adapts to people, to context, and to what’s needed. Unfortunately, many still adapt themselves to what they think good leadership should be. It’s time to turn that thinking around.

At COURIUS, we support leaders in letting go of outdated notions of “strong leadership.” So they can lead from who they are and align with what’s truly needed in today’s world. Curious to see what that looks like? Read our case study on leadership development.