Empowering Women in Leadership: Strategies for Success

Terri Sherre’e
Oct 2
3 min read

In today's fast-paced world, the role of women in leadership is more crucial than ever. Diverse teams drive innovation and improve decision-making. Organizations are increasingly recognizing that empowering women in leadership positions is not just a fair choice; it's also a smart strategy for growth. This post delves into effective ways to empower women in leadership, emphasizing mentorship, skill development, and supportive environments.

The Importance of Women in Leadership

Women bring unique viewpoints and experiences that strengthen leadership teams. Empirical research has found a positive correlation between gender diversity in senior leadership and corporate performance. For example: According to McKinsey’s “Diversity Wins”, companies in the top quartile for gender diversity on executive teams have a 48 % greater likelihood of outperforming those in the lowest quartile. In “Delivering Through Diversity”, McKinsey reported that companies in the top quartile for gender diversity on executive teams were 21 % more likely to outperform their peers on profitability. On the topic of ethnic and cultural diversity, McKinsey’s findings show that top-quartile companies are 33 % more likely to outperform peers in terms of profitability. It’s important to note these are correlations, not definitive proof of causation. Other contextual factors (e.g. industry, capital, management quality) also contribute to performance.

Mentorship: A Key to Empowerment

Mentorship is widely cited as a critical support mechanism for developing women leaders. It helps build confidence, expand networks, and bridge gaps in experiential exposure.

A recent paper, “Mentorship Programs as Catalysts for Enhancing Women’s Professional and Personal Growth,” describes how structured mentorship contributes to skill building, confidence, and career progression.
Qualitative research in “Modeling the Impact of Mentoring on Women’s Work-Life Balance” draws connections between mentoring, role management, and stress mitigation, especially in contexts where women juggle multiple responsibilities.

While large-scale causal trials are rarer, the consistency of themes across studies suggests mentorship is a valuable component in empowerment strategies.

Best Practices for Mentorship Programs
Develop structured matching and goal-setting systems.
Provide training for mentors in inclusive coaching and feedback.
Incorporate accountability and review mechanisms (e.g. periodic check-ins).
Enable both one-on-one and peer mentoring models for complementary support.

Skill Development and Training

Targeted training helps women build confidence and capacity in the competencies most demanded of leaders. Some focus areas and research-based approaches include:

Communication & Influence: Role-playing, feedback, and storytelling practice help sharpen verbal and written skills.
Decision-Making & Critical Thinking: Case-based learning and scenario simulations foster analytical reasoning.
Resilience, Assertiveness & Self-Efficacy: Training in mindset, stress management, and boundary-setting are commonly recommended in leadership development literature.

While I did not locate a credible source confirming “a 30 % increase in effective problem-solving after decision-making training,” the broader leadership and adult learning literature supports that well-designed training can improve performance metrics over time.

Building Supportive Environments

Even the best individuals can struggle in unsupportive cultures. Here’s how organizations can help:

Flexibility & Work-Life Integration: Flexible schedules, remote options, and leave policies positively correlate with employee satisfaction and retention. While I didn’t find a definitive 25 % improvement figure, many surveys (e.g. from LeanIn, SHRM) consistently show higher satisfaction among workers with flexibility.
Open Communication & Feedback: Regular forums (town halls, listening sessions) can amplify voices and surface issues.
Recognition & Visibility: Highlight women’s achievements internally and externally to reinforce value and role modeling.
Leadership Accountability & Measurable Goals: Organizations that set clear KPIs for gender equity and track them see more tangible progress. Some firms with robust diversity efforts report more successful outcomes in equity goals than those without formal initiatives (though I could not confirm a uniform “30 % more effective” statistic).

The Role of Leadership

To effect real change, senior leaders must champion these efforts:

Lead by Example: Visibility of women in top roles signals commitment.
Resource Allocation: Invest in staffing, program infrastructure, and budget for development.
Embed Into Strategy: Make diversity and empowerment a strategic priority, not a side project.
Continual Learning & Adjustment: Use data and feedback to evolve programs iteratively.

A Call for Collective Action

Empowering women in leadership is more than a moral obligation, it’s a strategic imperative. Organizations can fortify their performance and culture by weaving together mentorship, training, and inclusive environments, supported by leadership that is accountable and intentional

As advocates for women in leadership, it is crucial to recognize that everyone, individuals, organizations, and society—has a role to play. Collectively, we can build a future where women are empowered to lead, innovate, and inspire the next generation of leaders.

If your organization is ready to take the next step, our Leadership Development Program provides

the mentorship, training, and strategic support needed to equip women with the skills and confidence to thrive in leadership roles.

Book a consultation today to strengthen your leadership pipeline and create a culture where women leaders can excel.

Leadership Development

Book Now