Breaking Barriers, Not People: Rethinking Leadership for Women

With more women stepping into leadership roles, conversations about the impact of female bosses have emerged. Some argue that women in leadership do not always create conducive environments for their teams, and there are numerous accounts of difficult experiences with female supervisors. While these perceptions may not always be justified, they do raise an important question: Are female leaders fostering work environments that support both professional success and personal well-being? As a female leader myself, I have had to pause and reflect on this question.

In candid conversations with colleagues, we explored why female bosses are sometimes perceived as more challenging. This is not to say that all female leaders fit this stereotype—I have had incredible relationships with female supervisors, some of whom like Ms. Sheila Muwanga, have become lifelong mentors and friends. However, we cannot ignore the growing voices expressing concern, as these narratives risk undermining the belief that women make as great—if not better—leaders than men.

One explanation that emerged from our discussions is that some female leaders, having faced immense struggles to rise in male-dominated industries, may unknowingly replicate the tough environments they endured. Many had to work exceptionally hard, sacrificing personal and family life to break barriers. This experience may shape their leadership approach, sometimes resulting in workplaces that demand similar sacrifices from their subordinates.

However, leadership is about evolution. As workplace dynamics shift, female leaders have a unique opportunity to redefine leadership by fostering environments that prioritize not just productivity but also well-being. The modern workforce values flexibility, work-life balance, and holistic success—factors that contribute to both career progression and a fulfilling personal life.

With technological advancements, physical presence in an office should no longer be the primary measure of productivity. Instead, deliverables, innovation, and impact should define performance. Female leaders should champion workplace flexibility by embracing remote work, hybrid models, and flexible schedules. This shift not only enhances employee satisfaction but also improves efficiency and retention. In a country where some employees spend up to four hours in transit due to traffic congestion and poor road infrastructure, the benefits of flexible work arrangements extend beyond individual well-being to environmental sustainability, reducing the number of vehicles polluting the air daily.

For many working mothers, balancing professional responsibilities with parenting remains a challenge. A flexible work environment can be transformative, enabling women to thrive in both roles without feeling forced to choose. Must one truly choose between career and family? I vividly recall a time in my career when I felt most balanced—my female boss, Ms Anna Reismann, allowed me to work three days in the office and two from home. That season remains one of my most fulfilling professional experiences, reinforcing the impact of workplace flexibility on overall life satisfaction.

Beyond policy changes, female bosses have the power to create mentorship and sponsorship opportunities for their teams. Instead of perpetuating the hardships they faced, they can leverage their influence to ensure the next generation of female professionals experiences a smoother career progression. This includes advocating for fair promotions, leadership training programs, and equitable opportunities for growth.

By fostering a culture of open communication and empathy, female leaders can cultivate engaged, motivated, and loyal employees. Leadership should not be about enduring hardships but about creating pathways for sustainable success. By embracing flexibility, work-life balance, and mentorship, female bosses can redefine workplace culture and set a new standard for effective leadership.

It is time for female leaders to be the change they once longed for—to create a legacy that benefits not just their organizations but also the generations of women who will follow in their footsteps. In doing so, they will not only advance gender equality but also contribute to workplaces that value holistic success for all employees.