Women in leadership often face backlash for being assertive, as it goes against the traditional gender stereotypes of women being nurturing and kind. Previous studies have suggested that emphasizing warmth can help mitigate this backlash. However, balancing warmth with assertiveness can be challenging and may inadvertently reinforce gender expectations. A new study by Feng et al. (2025) explores whether highlighting competence, the desire to be perceived as capable and qualified, can help reduce the “dominance penalty” that women in leadership often encounter.
The research conducted by Feng and colleagues consisted of two field studies in Chinese companies, where employees evaluated their leaders based on dominance, competence, status, and effectiveness. Additionally, two experiments were conducted in the United States. In one experiment, participants shared their experiences with their own leaders, while in the other, they read fictional performance reviews of male and female leaders varying in dominance and competence.
The findings revealed that when women were perceived as less competent, dominance negatively impacted their effectiveness as leaders. However, when women were viewed as highly competent, dominance no longer had a detrimental effect on their evaluations, aligning their reviews with those of dominant men. This shift occurred because at lower levels of competence, dominant women were seen as lower in status, resulting in diminished respect and recognition, ultimately affecting their leadership effectiveness ratings.
In practical terms, female leaders can benefit from showcasing their competence, especially when asserting authority. This can be achieved by highlighting their technical skills, performance achievements, or receiving endorsements. Managers also play a crucial role in shaping perceptions of female leaders, whether through introductions or discussions. Organizations can combat bias by establishing clear criteria for evaluating and promoting leadership roles. Implementing 360-degree feedback, where employees are evaluated by various sources such as managers, colleagues, and direct reports, can provide a comprehensive view of a leader’s competence and help mitigate the dominance penalty.
Overall, the “Competence Shield” strategy can help women in leadership navigate the challenges of balancing assertiveness and warmth. By emphasizing competence, female leaders can counteract the dominance penalty and enhance their effectiveness in leadership roles. The study by Feng et al. (2025) sheds light on effective strategies for women in leadership positions and offers valuable insights for organizations seeking to promote gender equality in leadership roles.
Reference:
Feng, Z., Ma, A., DWIVEDI, P., & LIU, F. (2025). The Competence Shield: Fostering Competence Perceptions to Mitigate the Dominance Penalty for Women in Leadership. Journal of Applied Psychology. Advance Online Publication.
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