Leadership skills — the ability to guide, influence, and inspire others — can be built at any career stage, with or without a formal title. And research suggests women are particularly well-positioned to develop these skills. Decades of studies on transformational leadership consistently finds that women score higher than men on key leadership dimensions like mentoring, collaborative problem-solving, and motivating others toward a shared vision. This leadership style is strongly linked to better team performance and business outcomes.
For women, acting as a leader requires an extra layer of strategy: research consistently shows that women are held to a higher standard when demonstrating leadership, and that the same behaviors that earn men praise can earn women criticism. Understanding both the skills and the dynamics can help you get ahead.
The resources below walk you through the most effective steps to build your leadership skills and get recognized for them.
Leadership skills resources
A curation of our best resources to develop your skills, mindset, and influence to lead with impact at every stage of your career.
The skills most consistently linked to effective leadership are self-awareness, communication, emotional intelligence, decision-making, and the ability to influence others. For women, understanding and navigating the likeability penalty — the documented bias where assertive women are penalized for the same behaviors that earn men respect — is an additional skill that makes a real difference. A meta-analysis of 45 studies confirms that women are more likely than men to demonstrate transformational leadership behaviors, which are positively associated with team and organizational outcomes. Start with one area, get specific feedback on it, and build from there.
The likeability penalty (also called likeability bias) is a form of unconscious bias, defined by LeanIn.Org as the tendency to judge women not just on skills and performance but on whether they conform to traditional gender norms of warmth and agreeableness. When women lead assertively — exactly as effective leaders must — they are often rated as less likeable. Men face no equivalent trade-off: assertiveness in men is typically read as confidence and leadership potential. The research-backed solution is not to suppress assertiveness but to use what researchers call an "I-We" framing — pairing direct requests with communal language that signals care for the team and organizational outcomes.
Yes — and you should start before you have the title. Leadership is about influence, initiative, and how you show up, not your job description. Volunteer to lead projects, mentor others, and practice influencing across teams. Research shows approximately 70% of leadership development happens through on-the-job experience — which means the fastest path is putting yourself in situations that require you to lead, even before you feel ready.
There's no fixed timeline, but the speed depends on how deliberately you practice. People who seek feedback actively, take on stretch assignments, and reflect on what's working develop faster than those who rely on experience alone. Small, repeated actions compound quickly — and each one creates a track record that decision-makers notice. Research shows that women who take on stretch assignments and build sponsor relationships develop visible leadership presence significantly faster.
Start by identifying one thing you can take ownership of that's slightly outside your current scope. Volunteer to run the next team meeting, propose a solution to a problem your team has been avoiding, or offer to mentor a more junior colleague. Then ask for specific feedback on how it went — "What's one thing I could have done differently?" Small, repeated actions compound quickly, and each one creates a track record that decision-makers notice.
Management is about overseeing processes and people within a defined structure. Leadership is about inspiring action, building trust, and influencing outcomes — with or without formal authority. You can lead without managing, and manage without leading effectively. The skills in this guide apply at every level, and developing them early makes you a stronger manager when you get there.
