What does leadership look like when we bring values like empathy, relational intelligence, and vulnerability into play? Feminine leadership is not a soft approach. It is a sustainable, courageous, and human way forward.
A new form of leadership is calling
Many organizations are fumbling [or searching] for a new form of leadership. A leadership that can both create results and accommodate the human aspect. A leadership that dares to ask questions, be curious – and show vulnerability. Because we know that this is the type of leadership that creates the foundation for well-being, trust, and sustainable growth.
For too long, we have favoured a narrow version of leadership based on control, competition, and performance. This has created speed – but also friction. More and more leaders and employees are experiencing exhaustion, stress, and loss of meaning.
Therefore, it is not just desirable, but necessary to bring feminine values and qualities into play. Not as a replacement – but as a supplement. For in the balance between the masculine and the feminine, leadership emerges that is more whole – and more sustainable.
We need both-and leadership
Feminine leadership is not about women taking power now; it is about bringing feminine values into play now. Among both men and women. So, it is not about gender, but about us focusing on cultivating values such as empathy, vulnerability, curiosity, and collaboration – relational intelligence – which both men and women possess. This is what creates:
- Higher employee engagement
- Better collaboration and psychological safety
- Long-term and sustainable decisions
- Increased well-being and meaningfulness
- Better collaboration and more innovation
For years, Brené Brown has advocated for a form of leadership where courage, vulnerability, and empathy are not weaknesses, but strengths. As Brené Brown puts it:
“Vulnerability is not weakness. It’s our most accurate measure of courage.”
Relationships as the foundation
In Inner Development Goals, we work with five inner dimensions for development – and here Relationships play a central role. It’s about mastering the ability to connect with others. To create trust, psychological safety, and shared meaning.
When we work with relational leadership, we can start asking new questions. For example:
💬 Which leadership qualities will positively affect your organization?
Such questions open up the conversations that truly shift the culture – and the future – in a new direction.
Tools for future leaders: Inner Development Kit
At Inner Development by Sara Øllgaard, we have developed the Inner Development Kit – a concrete and practical toolbox for leaders, HR, and consultants. It consists of three tools that can help put future leadership on the agenda:
- Conversation cards – create reflection, dialogue, and relational depth
- Assessment tool – provides an overview of leadership strengths and development areas
- Strength cards – help put words to what they want more of
The tools come with a manual, so you can focus on future leadership yourselves. -Or invite Sara to facilitate a workshop where we work specifically with the changes your culture and leadership practice are calling for.
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