“Between Two Worlds” – The Challenges and Opportunities of Female Leadership
The topic of female leaders has received increasing attention in recent years—and rightly so. The importance of gender balance, diversity, and an inclusive mindset are no longer just HR slogans but can represent a tangible competitive advantage for an organization.
Being in a leadership position as a woman is not easy. A female leader balances daily on the border of two worlds. One world expects her to be decisive, results-oriented, and a tough negotiator. The other expects her to remain kind, caring, and accommodating. The two worlds are often in contradiction—and this internal tension is precisely one of the greatest challenges of being a female leader.
Although the number of female leaders is growing in Hungary, too, the path to the position remains a struggle, and maintaining the position often comes with emotional and mental burdens. In this post, we explore challenges that most female leaders encounter—consciously or subconsciously. At the same time, we show how these can be forged into a resource and development.
The Internal Battle of Self-Confidence
Many female leaders feel: "I'm not good enough," "Will they believe I'm suited for this role?" The so-called Impostor Syndrome is much more common among women, especially when they are alone among men at a leadership table.
This lack of self-confidence does not stem from a lack of abilities—but from the fact that societal expectations often do not provide enough reinforcement for female ambitions. The solution? Conscious self-knowledge, supportive communities, mentoring networks—and rewriting the internal dialogue with ourselves.
The Vice of “Too Much” and “Not Enough”
If a female leader is decisive, she is "too tough." If she is empathetic, she is "not strong enough." If she has a family, she "cannot be focused enough." If she doesn't, she is "selfish." A female leader often feels that no matter what she does, she is always doing it "wrong" in someone's eyes.
These double standards do not only come from the outside world—the internal critical voice often repeats them as well. For the female leader, one of the greatest challenges is learning to follow her own standard—and not trying to conform at all costs.
The Glass Bubble of Invisibility
Women often become leaders while receiving less recognition, attention, and appreciative feedback than their male colleagues. This is not necessarily a question of malice—it is often the result of structural, ingrained operational modes.
The challenge here is not just to "be noticed," but to be able to be present—in your own style, with your own voice. This requires conscious visibility: building a personal brand, taking the stage, standing up, and setting an example.
Work-Life Balance: Real Equilibrium or Myth?
Female leaders often balance responsibilities both at work and at home simultaneously. Motherhood, caregiving, and family roles are not a choice for many women, but a parallel reality to leadership. The question is: is it possible to perform fully in both spaces?
The answer is not black and white. More and more people are saying that the goal is not to always be in balance—but to be able to switch between roles with flexible adaptation, conscious boundary-setting, and appropriate support.
The Loneliness of Leadership
Female leaders often feel isolated—especially when they have to hold their own in a male-dominated senior management environment. The weight of decisions, the responsibility for the team, and the constant need to set an example often place a heavy burden on their shoulders.
The answer to this is not to increase toughness, but to seek communities: female leadership networks, mentor programs, mastermind groups, and coaching. Female leaders have the right not to bear the burdens alone—and to become stronger through mutual support.
The Lack of Internal Permission
Many women doubt themselves even when they are already leaders. This is because female socialization often doesn't grant "permission" for power, decision-making, or success. "Am I allowed to lead? Does my voice have the right to be heard?"—these questions don't appear on the surface but run deep, behind the decisions.
The answer is yes. You are allowed. Moreover: it is necessary.
What Can We Do as Employees and Entrepreneurs?
- Recognize and support female leaders! Let's not only look at their successes but also the path they have traveled. Let's be their allies—both men and women alike.
- Redefine the concept of leadership! The leader should not be the loudest, but the one who has the greatest impact on others.
- Give space to new models! Female leadership is diverse: there is no single "good model," but many different ways of operating can be valid.
- Dare to lead ourselves! We don't have to be perfect to make an impact—it's enough to be authentic.
Summary: Strength Can Be Born from Challenges
Female leadership is not an easy path—but it is an unparalleled opportunity for change. The challenges listed here call not for weakness, but for courage and self-knowledge. The new generation of female leaders do not want to be perfect—but they are ready to lead authentically, create new patterns, and lift others up.
And that is true leadership strength: when difficulties do not pull you back, but lift you up. Because female leadership is not just about how many of us are at the top—but also about how we get there.
Written by: Dr. Tímea Venczel-Szakó, assistant professor