Despite the growing number of women in executive roles, persistent myths about female leadership continue to influence how women are perceived—and promoted—in the workplace. According to new findings from Hogan Assessments, these assumptions have little basis in fact and remain a major barrier to gender equity in leadership.
Hogan’s research draws from more than 18,000 assessments of women in leadership across the globe. It includes self-evaluations as well as feedback from supervisors, peers, and direct reports. The conclusion is clear: gender does not determine leadership potential. Women consistently score as high as men on qualities like strategic vision, resilience, decisiveness, and innovation.
Still, unconscious bias remains a powerful force. Women are often expected to lead with more empathy or nurture, while assertiveness may be questioned or labeled as overly aggressive. These subtle biases have real consequences, affecting everything from hiring to access to stretch roles.
Hogan’s data busts three of the most common myths:
1. Women are less ambitious than men
This assumption has been thoroughly disproven. “Ambition is not limited by gender,” says Allison Howell, VP of Market Innovations at Hogan Assessments. “Women in leadership roles are driven by the same passion and determination to succeed.” Leadership success comes from adaptability—not dominance—and organizations that recognize and support diverse leadership styles stand to gain the most.
2. Women are more risk-averse and less strategic
Another outdated belief is that women hesitate in high-stakes decisions. Hogan’s findings show negligible differences between men and women in risk-taking, decision-making, and strategic thinking. “Leadership isn’t defined by gender but by the ability to think critically and drive change,” Howell adds.
3. Women are less resilient under pressure
This stereotype also falls apart under scrutiny. The research shows women and men perform similarly on stress-related measures and show equal capability for innovation and leading through change.
These findings offer a timely reminder that leadership effectiveness isn’t tied to gender. It’s defined by vision, resilience, and results. The sooner we move past these myths, the sooner we can build more inclusive and effective leadership cultures.
The data is there—what holds many women back isn’t capability but bias. It’s time to retire the myths and start recognizing leadership for what it really takes: vision, resilience, and the ability to deliver. Those qualities have never belonged to one gender over the other.
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