Some topics get more opinion than truth. This is one of them.

Ask ten people who leads better, women or men, and you’ll hear a mix of stories, stereotypes, and guesses. But when you strip all that away and look at the numbers, a more honest picture shows up.

This piece does just that. It won’t chase drama. It won’t tell you who’s better. It will show what real research says about how men and women lead, what skills they bring, where the patterns lie, and why those patterns matter.

Let’s get into it.

The Numbers: Where Leadership Stands

Across companies, men still make up most leadership roles. According to McKinsey’s Women in the Workplace 2024 report, women hold about 28% of C-suite roles. That number gets even smaller for women from underrepresented backgrounds.

At the entry level, the gap between men and women has shrunk. But with each step up, manager, senior manager, VP, and so on, the number of women drops.

So, fewer women reach top positions. But what happens when they do?

What the Research Shows About Leadership Skills

A multi-year study by Harvard Business Review looked at over 60,000 assessments of leaders, rated by their peers, bosses, and teams. The result?

Women scored higher in 12 out of 16 core leadership skills.

Here are some of those areas where women stood out:

• Taking initiative
• Showing integrity
• Inspiring and motivating others
• Building relationships
• Driving results

This doesn’t mean men don’t excel at these skills. It means, when rated by people who work with them, women tended to show up stronger in these areas, especially in times of stress and change.

And here’s something worth noting: women leaders often scored highest in crisis periods. When pressure rose, they stepped in, stayed calm, made clear decisions, and brought people together.

That’s leadership in action.

Style vs. Substance

Many people say men tend to lead with authority, while women lean into collaboration. That’s a generalization, of course. But it does reflect some truth found in research.

A report from Zenger/Folkman, a leadership analytics firm, found that women leaders:

• Asked for input more often
• Encouraged teamwork
• Focused on long-term results over short-term wins
• Gave more helpful feedback

Men, on the other hand, leaned more toward:

• Setting direction and structure
• Moving quickly
• Taking bold action
• Focusing on goals and competition

Both styles have value. In some settings, fast action helps. In others, thoughtful listening makes all the difference. Strong leadership means knowing which approach fits the moment, and adapting when needed.

And that’s where women often shine: flexibility.

Emotional Intelligence: A Quiet Power

Leadership has always needed logic, planning, and strategy. But now, more than ever, it also needs empathy.

People want to feel seen. They want to be heard. They want to work in spaces where they can bring their full self, not just a polished version.

Studies show women, on average, score higher in emotional intelligence, especially in self-awareness, empathy, and managing relationships. This is not soft. It’s smart. Teams with emotionally aware leaders report higher engagement, stronger performance, and less burnout.

When a leader can read the room and respond with both clarity and care, things move forward faster, and smoother.

Trust and Communication

Here’s something else that stands out: communication style.

Women leaders often focus on transparency. They share updates more often, give clearer context, and check in with people at all levels. They don’t just speak; they invite conversation.

This builds trust, not overnight, but steadily.

Men in leadership roles also communicate well, but research suggests their style often leans toward top-down direction. Again, there’s a place for that. But in fast-changing work cultures, where team trust drives momentum, inclusive communication makes a real difference.

The Confidence Gap vs. Competence

Here’s a surprising insight. In many surveys, men tend to rate their own performance higher than others rate them. Women, meanwhile, often underrate themselves, even when others score them highly.

This has a name: the confidence gap.

It doesn’t mean women lack skill. It means many feel unsure claiming credit, even when it’s earned. The outcome? Some women don’t apply for roles unless they meet every requirement. Meanwhile, men often apply even if they meet only some.

The lesson? Confidence helps, but actual ability matters more. And when others evaluate performance without bias, women’s competence speaks loudly.

So Why the Gap Still Exists

If women show strong leadership qualities, why do fewer make it to the top?

A few reasons come up again and again in data:

• Unequal access to opportunity
  Men tend to get stretch assignments, mentorship, and visibility earlier.
• Bias in evaluation
  Assertive men get labeled confident. Assertive women often get called difficult.
• Work-life tradeoffs
  Many workplaces still expect long hours and constant availability. This hits working mothers harder.
• Lack of sponsorship
  While women get mentored, men often get sponsored, meaning someone with power actively advocates for them.

None of this means progress has stalled. It just shows how deep the roots go. Growth takes time, effort, and a clear look at what keeps people stuck.

What Makes a Strong Leader, Period

When you step back, leadership is not about gender. It’s about consistency, decision-making, empathy, focus, and the ability to rally others toward a shared goal.

Some of the best teams have both women and men leading together, bringing different strengths to the table. Balanced leadership works better—because it reflects the world outside the boardroom.

Here’s what real data teaches us:

• Women lead with emotional range, relational strength, and steady grit.
• Men lead with clarity, bold moves, and fast execution.
• Both styles work better together, not in competition.

A Shift Already in Motion

The landscape has already begun to shift. More women are building companies, raising funds, mentoring others, and sitting at decision-making tables.

They’re shaping what leadership looks like, without copying old rules.

And that matters. Because younger teams now want something different. They care about purpose. They look for meaning. They follow leaders who don’t just win, they care about how they win.

That future belongs to those who lead with balance, self-awareness, and courage. And women bring all three, every day.

One Final Thought

This is not about men stepping aside. It’s about everyone stepping up, with honesty.

Strong leadership doesn’t come from a fixed mold. It grows from listening, learning, and staying open. The data shows women are bringing serious skill to the table, skill that drives real results, not just headlines.

So the question shifts from “Who leads better?” to “What kind of leadership helps more people thrive?”

That’s the one worth answering.