The Unique Challenges to Female Leadership and How to Overcome Them

We often hear about the barriers and challenges women face as they carve their way and rise to top positions. Gatekeeping, pay inequities, prejudice, and gender-based harassment are still firm fixtures in the glass ceiling. And even when women break through, their journey doesn’t necessarily get easier.Female leaders often encounter higher performance expectations, are judged more harshly on their appearance and communication styles, and are frequently excluded from informal networks where influence is built. Yet the same resilience that drives women to leadership roles can also equip them to overcome these obstacles.Here are some of the most common female leadership challenges, along with strategies for addressing and navigating them:
Misogyny
Over the past decade, women have made important gains at every level of the corporate pipeline—and especially in senior leadership. Yet despite advances in gender equity, increased representation in executive roles, and growing public awareness of bias, misogyny remains a deeply rooted barrier for women in top positions.As Iman Cassells Alleyne, CEO and founder of Kind Academy Microschools, notes: “There’s still an underlying issue of sexism in corporate environments, even if it isn’t always overt. Many male-dominated leadership teams may struggle to accept or fully support women in top executive roles.”Misogyny often shows up in subtle yet damaging ways—like inappropriate remarks or unfair, irrelevant critiques. Take former German Chancellor Angela Merkel, for instance. In her early days as a leader, she was frequently judged not for her policies, but for her hairstyle, accent, and wardrobe. This kind of misplaced focus chips away at a woman’s authority, stalls her career progression, and shifts the conversation away from what truly matters—her leadership.
Internalised Gender Bias
No woman is an island—gender stereotypes passed down through generations and reinforced by societal norms continue to influence women, even when they are consciously aware of them. As a result, female leaders often feel a persistent need to prove themselves within a system shaped by patriarchal expectations.As an example, when former U.S. Vice President Kamala Harris faced public criticism for not having biological children, she chose to speak openly about her role as a stepmother—an explanation that a male politician in her position would likely never be expected to offer.Women in leadership often feel like they're walking a tightrope. If they speak too forcefully, they risk being called aggressive; if they’re too gentle, they may be seen as weak. This ongoing pressure makes it difficult for women to fully develop and express their authentic leadership style.
The Maternal Wall
Pregnancy lasts only 40 weeks, yet it takes women out of the workplace for much longer, and the potential career setbacks can extend well past maternity leave.In 2023, Lisa Conn, CEO of the tech startup Gatheround, shared a photo of herself breastfeeding her 12-week-old baby during a remote team meeting. Her intention was to highlight the realities of working motherhood, but the image quickly went viral, sparking widespread debate about corporate attitudes toward motherhood and the visibility of parenting responsibilities in professional settings.In a world of gender parity, a picture of a CEO nursing her infant at a meeting shouldn't raise more eyebrows than one of a suited man dropping a child at the school gate on his way to the office.This moment captured not only the pressures many working mothers face but also the broader cultural expectations still placed on women. And while conversations around work-life balance and parental responsibilities are becoming more prevalent, women today are still expected to be more dedicated to the domestic sphere than their male counterparts, regardless of their demanding job roles. This enduring imbalance doesn’t just affect individual careers—it shapes the culture of leadership itself, reinforcing outdated norms unless workplaces actively push for change.
Pattern Matching
Julia Boorstin, author of When Women Lead, points out that because there are still relatively few female CEOs, women in top roles often don’t match the familiar image of leadership that many investors and board members are used to. As a result, they’re viewed as riskier choices—not because of their qualifications, but because they don’t “fit the mold”. This perception reinforces a self-fulfilling cycle: fewer women get the opportunity to lead, so the stereotype persists.Leadership experts also highlight a deeper, systemic issue: the disconnect between traditional notions of femininity and the traits society tends to associate with strong leadership—traits still commonly seen as masculine. This mismatch can make it harder for women to be recognised and accepted as leaders, no matter how capable they are.Luckily, there are strategies for overcoming obstacles to female leadership. These are:
Advocate for Female Leadership
When women uplift each other—and when allies step up to do the same—it doesn’t just advance individual careers. It transforms workplace culture and drives collective success. Time and again, studies show that companies with diverse leadership teams are more innovative, profitable, and resilient. But normalising female leadership won’t happen by accident, it needs action from everyone.Whether you’re in the C-suite, a team lead, or just getting started in your career, you can play a role. Support women through mentorship, speak up when you see bias, and push for inclusive hiring and promotion practices. Amplify women’s voices in meetings, advocate for equitable pay, and call attention to leadership potential that might otherwise go unnoticed.
Build Strong Networks
Connection is power, and for women in leadership, that power multiplies through community. From grassroots circles to global mentoring platforms, strong networks help women navigate challenges, share opportunities, and amplify one another’s voices.There’s no shortage of ways to plug in. Professional associations, women’s leadership councils, industry-specific alliances, and peer mentorship programmes all offer space to learn and grow. Online forums, LinkedIn groups, leadership retreats, and regional meetups create room for collaboration, insight-sharing, and support.When women connect with others who truly understand the unique demands of leadership, they do much more than just expand their networks—they build collective strength.
Call Out Inequality
Author Roxane Gay encourages women to be "difficult" in the best way—point out microaggressions, insist on respectful discourse, ensure they are credited and rewarded for their achievements, and be vocal about discriminatory corporate culture. By pushing back in this way, they model courage and integrity and set the standard for what is acceptable in the workplace.
Redefine Parental Roles
As long as male CEOs are not asked in interviews how they balance the demands of their career with childrearing, the work is not done. Workplace culture must evolve to support caregiving across genders. Offering equal parental leave, on-site childcare, and flexible schedules for all parents does more than just help women—it is an integral part of sustainable work culture in the 21st century.
Role Models and Role Modeling
Today’s female leaders are treading in the footsteps of great women who paved the way—often against considerable odds. Whether it's Ruth Bader Ginsburg, who reshaped gender equality law from the U.S. Supreme Court bench, Malala Yousafzai, who has become a global symbol of courage and advocacy for girls' education, or Jacinda Ardern, who demonstrated empathetic and decisive leadership as Prime Minister of New Zealand—these women have expanded the scope of what leadership can look like.It’s essential that their stories are not only told but made visible across generations and sectors, so current and aspiring leaders can see the range of possibilities open to them. Role models offer more than inspiration—they offer blueprints, challenge stereotypes, and help normalise women in positions of power.That includes recognising your own influence: if you are a female leader, you may already be a role model to someone. Embracing that responsibility can help shape more inclusive, equitable leadership environments for the future.
Developing a Personal Leadership Style
Empathy, gratitude, and strong interpersonal awareness are often celebrated as strengths of female leadership—and many women naturally lead this way. However, women shouldn't feel confined to these traits or pressured to lead in a way that fits a certain gendered mold. The goal isn’t to lead "like a woman" or "like a man," but to lead in a way that is authentic and aligned with one’s own strengths and values. True leadership comes from embracing the full range of your capabilities and showing up as your best, most genuine self.When women lead in ways that are true to who they are, they not only succeed on their own terms—they also expand the definition of leadership and inspire future women leaders to do the same.
This Moment Matters
There has never been a better time for female leadership. From 1995 to 2025, the number of women CEOs in Fortune 500 companies has climbed from zero to over 10%. Progress is happening, but overcoming female leadership obstacles will require continued effort, cultural change, and solidarity. The more women lead—the more women will lead.
FAQ
At CoachHub, we believe in the power of aligning individual growth with organisational objectives. Our dedicated coaches work closely with coachees to ensure that their growth plans are directly linked to your company's overarching goals. This includes addressing specific leadership development needs within different departments or teams, and recognising that each area may have unique challenges and requirements.
To achieve this alignment, we collaborate closely with our clients and their senior leaders, taking the time to understand their organisation's specific challenges, objectives, and organisational culture well. By gaining deep insights into your company's dynamics, we can tailor coaching plans that address the specific needs of different teams and individuals.
Our approach is highly customised and adaptable. We recognise that each coachee has unique requirements, and we leverage our expertise to develop coaching plans that are relevant and effective for all participants, regardless of their role or level within the organisation. Whether it's helping to develop leaders, retain talent, improve leadership skills of middle management, or support C-suite executives, our coaching programs are designed to cater to diverse needs and ensure maximum impact.
By aligning growth plans with your company's objectives, we create a cohesive approach that enhances overall organisational success. Our coaches help coachees identify areas for improvement, set meaningful goals, and develop actionable strategies to bridge the gap between their current competencies and the desired leadership abilities. This alignment not only facilitates personal and professional growth but also contributes to the long-term success of your organisation.
With CoachHub, you can be confident that our coaching programs are tailored to address the specific leadership development efforts within your organisation. By collaborating closely with our clients, we ensure that our coaching plans are relevant, effective, and aligned with your company's objectives, driving growth and excellence across all departments and levels.
At CoachHub, we understand the importance of scalability when it comes to your leadership development program. That's why our programs are thoughtfully designed to accommodate a large number of participants simultaneously, ensuring that organisations of all sizes can benefit from our services. Whether you have a small team or a global workforce, our coaching platform is equipped to handle the scale.
With our advanced digital coaching platform, we bring high-quality coaching directly to employees all over the world. The beauty of our online sessions is that participants can access them from anywhere, at any time. This flexibility empowers employees to engage in coaching without geographical constraints or time zone limitations. Whether they're working from home, travelling for business, or stationed in a different country, our platform ensures that they can easily connect with their coach and participate in sessions at their convenience.
The digital nature of our coaching platform also means that participants can enjoy a consistent and seamless coaching experience, regardless of their location. Through video calls, instant messaging, and other interactive tools, our platform fosters a sense of connection and engagement between the coaches and participants. This virtual environment not only saves time and resources but also allows for regular and ongoing coaching support without the need for in-person meetings.
By leveraging the power of technology, our scalable coaching programs break down barriers and provide accessible coaching solutions to organisations and individuals around the globe. Whether it's a small team or a multinational corporation, our platform ensures that every participant can benefit from high-quality coaching, anytime and anywhere.
Absolutely! CoachHub's leadership development program is designed to seamlessly integrate with your existing talent development and performance management initiatives. We understand that every company has its own unique needs and goals, and that's why our coaching sessions are completely tailored to meet those requirements. Whether you're looking to strengthen leadership skills, foster personal growth, or achieve organisational success, our program aligns perfectly with your company's specific objectives.
By customising our coaching sessions, we ensure that each individual receives the guidance and support they need to thrive. We take the time to understand their strengths, challenges, and aspirations, and then craft a coaching experience that caters to their personal growth journey. This way, we can provide targeted development opportunities that directly contribute to their success within your organisation.
When you integrate our program with your leadership development efforts and performance management initiatives, you create a powerful synergy. Our tailored approach complements and reinforces your existing efforts, allowing you to build a comprehensive framework for maximising the potential of your workforce. Together, we can create an environment where employees are motivated, empowered, and equipped with the skills they need to excel.
So, rest assured that with CoachHub's leadership development program, you can easily integrate coaching into your existing initiatives and achieve remarkable results that align with your company's requirements.