How Women Leaders Can Champion Other Women

As a female leader, you've likely experienced the extra layers of challenges women face on the way to professional success: gender discrimination, societal expectations, and the constant pressure to prove yourself in a male-centric corporate world.

But there's a bright side to this. Those struggles empower you to guide and support other women as they rise through the ranks. By championing them, you can help build a pipeline of strong, capable women leaders who will reshape the workplace for future generations.

And, in doing so, you'll strengthen your own leadership skills and sense of purpose – a win-win for everyone involved.

Why Support Other Women as a Leader?

McKinsey’s 2023 Women in the Workplace report paints an uneven picture: more women than ever are in top leadership roles. But progress is slow for those in mid-level positions, with women of color still falling short.[1]

That’s no surprise. Most women who make it to the top will have faced substantial hurdles along the way, and those hurdles are even higher for those with intersecting identities. A recent study involving 60 women in senior leadership positions in the U.K. summarizes these barriers as follows:[2]

• A masculine work culture that favors men.
• Discrimination and the "glass ceiling," which limits how far women can rise.[3]
• Gendered stereotypes that affect how women are perceived.
• The challenge of balancing work and family life.

If you’ve experienced any of these, you may feel disillusioned, exhausted, and not exactly generous toward others. That's understandable. But these feelings can have a paralyzing effect on your own leadership development

Viewed in this light, championing other women is an active way to take control. Your support helps to break down the barriers that slowed you down, turning frustration into the energy you need to make a change. And there’s more!

Benefits of Women Leaders Championing Other Women

If you want to be a change leader, one of the critical skills you need is coalition building. Coalitional leadership theory asserts that success often relies on building alliances. When you invest in the success of other women, you're not just helping them – you're building a network that strengthens everyone.[4]

Benefits for Leaders and the Women They Champion

As with any other interpersonal relationship, the learning that happens when leaders and mentees connect goes two ways. So, most of the advantages listed here affect both sides of the championing equation.

• Inspiration and personal growth: both parties gain fresh perspectives and new skills by learning from each other's experiences.
• Sense of belonging: feeling supported and understood creates a sense of community, which can be especially powerful for women navigating male-dominated environments.
• Breaking down gender barriers: research shows that when women help each other in the workplace, they're more likely to challenge gender norms and advocate for change.[5]
• Increased representation of women at the top: by actively developing female talent, leaders can contribute to a more diverse and representative management landscape.[6]
• Mutual support through common challenges: facing challenges together builds strong bonds and equips women to overcome obstacles with greater resilience.

Benefits for Your Organization

Organizations are complex systems where the wellbeing and success of individuals directly influence the performance of the whole. So, there's no doubt that supporting women in the workplace can have enormous organizational impacts. Here are the top three areas to consider:

1. Innovation and problem solving: women bring unique insights and approaches to problem solving. For instance, they often excel at collaboration and building consensus, which can lead to innovative solutions that address the needs of diverse stakeholders.[7]
2. Employee engagement and retention: when women feel empowered in the workplace, they're more likely to stay and thrive. Companies with more women in leadership positions have been found to have lower turnover rates and higher employee-satisfaction scores.[8]
3. Leadership development: internal mentorship schemes for women can also act as a leadership pipeline, in that they nurture a steady stream of qualified women ready to step into leadership roles at every level, from team leads to senior management.

Practical Ways to Empower Other Women

You may be wondering what you can do to become a meaningful champion for your female colleagues. Here are some practical tips:

Mentorship and Sponsorship

Mentorship provides guidance, but sponsorship goes further by actively promoting someone's career. When you sponsor another woman, you open doors for her. You advocate for her advancement and help her seize opportunities she might otherwise not be able to access alone.

Advocacy and Amplification

Sometimes, it’s not just about speaking for yourself but ensuring other women’s voices are heard. Showcasing their ideas in meetings or supporting their initiatives can make a huge difference. Through advocacy, you can show solidarity and strengthen the collective influence of women in your company.

Confidence Building

Women often face self-doubt in male-dominated spaces.[9] One powerful way to counter this is by providing strong role models. Research shows that when women observe confident leaders, they tend to mirror that behavior, boosting their own self-assurance and performance​.[10] So, be that confident woman leader and inspire others to do the same.

Celebrating Success Together

How often do you take time to celebrate achievements as a team? Recognizing the wins, big or small, helps everyone feel valued. Publicly acknowledging another woman’s success boosts morale and shows others that their hard work will be noticed, too.

Providing Opportunities

Be a generous leader by actively offering opportunities to women with potential – don't wait for them to ask. Whether it’s projects, promotions, or management roles, giving them these chances helps them grow their expertise and visibility, which, in turn, benefits the wider organization.

Creating Safe Spaces

Establish environments where women can openly share their experiences, ideas and concerns without fear of judgment. Whether through organized meetups or casual get-togethers, these safe spaces allow for honest conversations – the first step toward meaningful change.

How to Ask for Support as an Aspiring Woman Leader

What if you’re on the other side of the relationship: an up-and-coming woman leader looking for some support. In that case, you might want to start here:

Finding a Mentor or Sponsor

There may be mentorship programs for women within your company or industry, and it’s certainly a good idea to explore these official channels. But don't be afraid to reach out directly to women you admire in your field. Who knows? A simple coffee chat could lead to a mutually supportive relationship further down the line.

Networking Tips and Strategies

Building a strong network is like building a strong team – it takes effort and intention. Here are a few quick tips to get you started:

• Attend industry events (not just virtual, but also in person).
• Join online communities (e.g., on LinkedIn or Slack) and engage in discussions.
• Offer help and support to others and follow up with them.
• Don't be afraid to ask for personal advice or guidance.

Actions You Can Take Today!

Your influence as a leader grows when you help others rise alongside you. So, why not take a moment to consider how you can champion a woman in your network today?

1. Take the initiative: reach out to women in your network and offer your support.
2. Be a sponsor, not just a mentor: actively advocate for the advancement of other women.
3. Celebrate successes: recognize and amplify the achievements of women in your workplace.
4. Create safe spaces: foster an environment where women feel comfortable sharing their experiences and ideas.
5. Lead by example: demonstrate confidence and resilience to inspire other women.

Frequently Asked Questions

What is the "Glass Ceiling?" Think of it as an invisible barrier. It's that unseen limit that prevents women from reaching the highest levels of leadership, even when they're qualified.

What are some common barriers women face in the workplace? Women often deal with gender bias, unequal pay, limited access to leadership roles, and work-life balance challenges. These obstacles can make it harder for them to progress in their careers.

Why is it important for women leaders to support other women? Supporting other women helps break down barriers, creates a more inclusive work environment, and builds a network of future female leaders. It’s a way to foster change and make leadership more diverse.

What's the difference between mentoring and sponsoring? One way mentoring differs from sponsoring is that mentors offer advice and guidance, while sponsors actively promote your career, advocate for your advancement, and connect you to key opportunities. Sponsors help you grow by pushing for your success in more direct ways.