More Myth Busting: When Used Strategically, These Few Things Can Be Your Leadership Superpowers

When it comes to leadership, the corporate world has long painted a picture of what women leaders should look like—assertive yet not too confident, vulnerable but never weak, always willing to roll up their sleeves and pitch in. But what if everything we’ve been told is wrong? What if these ideals are not only outdated, but actively hindering women’s leadership potential?

It’s time to shatter these myths. The truth is, qualities like vulnerability, assertiveness, and strategic delegation—often labeled as weaknesses or undesirable traits in women—are actually the keys to authentic and powerful leadership. Women who embrace these qualities are not only more relatable, but they are stronger, more innovative, and better positioned to rise to the top. So, how can women break free from the pressures of conventional leadership? How can they harness the traits that make them authentically great leaders?

Continuing from my last post, here are four additional sets of thinking points that women can leverage in key areas to break through outdated traditional mindsets that are mostly myths:

Myth: “Showing Vulnerability Makes You Look Weak”

Reality: When Used Strategically, Vulnerability Can Strengthen Your Leadership

The corporate world has told women that being vulnerable will make them look weak, but that’s nonsense. Vulnerability, when used strategically, is a leadership superpower that builds trust and an effective level of relatable authenticity. Women who embrace it will form deeper connections and build stronger teams.

Rather than trying to avoid vulnerability, women should tap into this superpower and lead with the wide spectrum of executive presence attributes, which include moving from seeing vulnerability as a weakness to being assertive. Embracing assertiveness in leadership requires shattering another myth as well—the myth of the “bossy” woman, which tries to negatively label assertive women as overbearing. Assertiveness and confidence aren’t just male traits—they’re essential for all leaders.

Myth: “Widen Your Network with People Who Think Like You”

Reality: It’s Time to Stop Networking with People Who Think Just Like You and Expand Your Circle

Building strategic networks drives innovative leadership—but networking strategically isn’t about finding people who look like you or think like you. Women leaders should be expanding their networks across industries, cultures, and backgrounds rather than seeking more people who mirror the leader’s own perspectives.

True innovation and career growth come from unexpected collaborations. With this in mind, seek out new contacts who are willing to challenge you, offer counter-perspectives, and help you view issues through a different lens.

Myth: “Leaders Should Always Be Willing to Step in and Do the Dirty Work.”  

Reality: Women Shouldn’t Always Raise Their Hand to Take Extra Tasks—They Should Delegate

There’s a common corporate saying that senior leaders and top executives should be willing to wear many hats, and shouldn’t feel above doing any task needed to help their team get the job done. Yet if we look around our organizations and see who’s really taking this message to heart, we’re more likely to notice women being “busy bees.” Men, on the other hand, more often stick to their traditional role as leaders, assigning extra tasks to others so they can stay focused on higher-level strategy and decision-making.

While rolling up your sleeves and getting your hands dirty is part of leadership, it’s not what we want to be known for. If we always volunteer to “clean up the messes,” the message we’re sending is that we’re “doers” and not leaders. Leaders should build their team to share in the cleanup roles, and get comfortable with delegating.

Myth: “Simply Telling Women to ‘Help Other Women Advance’ Will Help Achieve That Goal.”

Reality: The “Women Supporting Women” Narrative Is Great—But It’s Time to Stop Just Talking About It

Last but not least, we love the idea of women supporting women, and it has become a common refrain when discussing women’s leadership. But it’s time to stop just having the conversation and start taking action.

Women leaders need to actively create opportunities for other women, challenge biases when they see them directed at women who report to them, and demand that other women are given the platform they deserve. Talk is cheap—let’s see some real change.

In the end, it’s not about being the “first” woman in the room; it’s about ensuring you’re not the last. Let’s pave the way for future generations of female leaders.

Learn more about our customized and results-focused coaching and development program for women leaders and executives, get in touch with us at info@shambaughleadership.com.

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