In industries where male leadership has long been the norm, women often face the pressure to prove themselves by adopting traditionally male traits. This approach not only overlooks the unique strengths women bring to leadership but also reinforces outdated models of success. To create a more inclusive and effective leadership environment, we need to embrace a heart-led approach—one centred on empathy, authenticity, and collaboration.

Deloitte’s  Women at Work 2024 A Global Outlook report provides a strong case for why including more women in top leadership roles is crucial. The report shows that organisations with higher gender diversity in senior positions are 27% more likely to outperform their peers in profitability and 35% more likely to have higher employee satisfaction.

Yet, despite these benefits, women still face significant obstacles. Only 25% of women in mid-level management roles advance to senior positions, highlighting a persistent gap that needs to be addressed.

The report also highlights that organisations with diverse boards and senior leadership teams benefit from improved financial performance and higher employee satisfaction.

When women are well-represented at all levels, including the boardroom, it signals a commitment to equity and inclusion that can enhance the company’s reputation and attract top talent.

A heart-led leadership model, which emphasises leading with empathy and authenticity, can bridge this gap. This approach values genuine connections and collaboration over rigid, traditional leadership styles.

To effectively support emerging and aspiring leaders, organisations should focus on these three key strategies:

1. Create Mentorship and Sponsorship Programs

Mentorship and sponsorship are vital for nurturing leaders. While mentorship provides guidance and advice, sponsorship involves actively advocating for career advancement.

Ways to Make It Happen :

• Develop Formal Programs: Set up structured mentorship and sponsorship programs with clear goals. Pair emerging leaders with experienced executives who can offer valuable insights and advocate for their career growth.
• Assess and Adjust: Regularly evaluate these programs through feedback and make adjustments to ensure they are meeting participants’ needs effectively.
• Mutual Benefits: Encourage a culture where both mentors and mentees benefit from these relationships, fostering mutual growth and development.

2. Offer Inclusive Leadership Training

Training programs should focus on heart-led leadership principles, such as empathy and authenticity. This kind of training not only prepares women for leadership roles but also educates all leaders on the importance of inclusivity.

Ways to Make It Happen :

• Develop Training Modules: Create comprehensive training programs that cover emotional intelligence, inclusive leadership, and collaborative decision-making.
• Early Integration: Incorporate these leadership skills into early career development to build a strong foundation for future roles.
• Continuous Learning: Promote ongoing professional development to keep leaders updated on best practices for inclusive leadership.

3. Ensure Transparent Career Development Pathways

Transparency in career advancement is essential for helping women understand how to progress within the organisation. Clear criteria and accessible resources can make a significant difference.

Ways to Make It Happen :

• Define Criteria: Clearly outline the requirements and expectations for promotions, so employees know what they need to achieve.
• Provide Resources: Offer tools such as workshops, coaching, and career planning to help women navigate their career paths effectively.
• Monitor and Address Gaps: Regularly review career development practices to identify and address any gender disparities.

Embracing these changes is not just about addressing current disparities but also about creating opportunities for the next generation. As the workforce evolves, younger generations expect and demand workplaces that are inclusive and equitable.

This generational change is an opportunity to build organisations that are more adaptable and innovative. Investing in the advancement of women and creating pathways for future leaders ensures that companies are not just reacting to current trends but are actively shaping a more inclusive and forward-thinking future.

By integrating these strategies today, organisations can enhance their overall success and position themselves to thrive in a world where diverse and inclusive leadership is both a competitive advantage and an essential need. This approach ensures that leadership evolves to embrace the full spectrum of talents and viewpoints, setting a new standard for what it means to lead effectively in the modern era.

About Deborah Goldberg

Deborah is an experienced fitness business entrepreneur with over 15 years experience, providing transformative insights and professional development opportunities to female fitness leaders significantly

impacting their business growth and personal success.

As the co-founder of  Fuel Summit, she spearheads a premier global event and business network designed to activate women to embrace their fullest leadership potential , accelerate their passion, experience success, and create massive impact in the fitness, health and wellness industry. Fuel Summit embodies a progressive approach to business, valuing both intellect and emotion as essential components for success, alongside strategy and authenticity.

Additionally, Deborah supports various businesses in the industry with their marketing execution and expansion initiatives as a sought-after consultant and advisor.

Deborah holds a Bachelor of Business  from Australian Catholic University and a Certified Chair™ designation from the Advisory Board Centre.