Insurance leaders face mounting pressure to deliver results while navigating complex regulatory environments, evolving customer expectations, and competitive market forces. Yet many women executives at insurance companies struggle with an additional challenge: the demands of conforming to outdated leadership expectations that undermine both personal effectiveness and organizational performance.
The Datos Insights Women’s Network held our most recent webinar on the topic of Authenticity as a Woman in Leadership. Our panel explored both the challenges and advantages that come with bringing your genuine self to the workplace. Authentic leadership isn’t just beneficial for women in insurance—it’s essential for creating thriving, trust-based organizations.
The Double Bind Dilemma: Navigating Gender-Based Expectations
Women executives in insurance face what researchers call the “double bind dilemma”—a no-win scenario where women are criticized regardless of their leadership approach. When women display traditionally masculine leadership traits like assertiveness or competitiveness, they’re often perceived negatively—labeled as too aggressive or difficult. Conversely, when they exhibit more collaborative or nurturing qualities, these feminine traits are dismissed as signs of ineffective leadership.
This contradiction forces many women to constantly calibrate their behavior, creating an exhausting cycle of self-doubt and second-guessing. One senior executive shared feedback that she was “too passionate” and “too emotional”—qualities that in men might be celebrated as dedication and conviction. The challenge lies in recognizing that these expectations are often rooted in outdated gender stereotypes rather than actual leadership effectiveness.
The solution isn’t to conform to impossible standards, but to understand that authentic leadership transcends these artificial constraints. When women embrace their natural leadership qualities—whether that’s collaborative decision-making, emotional intelligence, or passionate advocacy—they often create more engaged, loyal, and productive teams.
The Authentic Advantage: Why Women’s Natural Leadership Qualities Matter
Research consistently shows that women possess several qualities that make them exceptionally effective authentic leaders. Women demonstrate consistency in emotional self-awareness that creates predictable, trustworthy environments. This self-awareness extends to recognizing mistakes and being willing to apologize—a crucial trait that builds credibility and psychological safety.
Women excel at reading organizational dynamics and understanding the emotional undercurrents of their teams. They naturally pay attention to body language, tone of voice, and what’s not being said, creating opportunities for more meaningful connections and problem-solving. This emotional intelligence translates into building collaborative environments where team members feel heard and valued.
Perhaps most importantly, women demonstrate exceptional resilience and adaptability. As one panelist noted, women have learned to “roll with the punches” and figure things out as they go. This resilience, combined with exceptional multitasking abilities and strong communication skills, creates leaders who can navigate uncertainty while keeping their teams grounded and focused.
Women also demonstrate a natural inclination toward inclusive leadership and championing others—not just other women, but all team members. They’re focused on building better workplaces for everyone to grow and flourish, creating a legacy of developed talent that extends far beyond their immediate impact.
Building Trust Through Vulnerability: The Power of Transparent Leadership
Authentic leadership requires strategic vulnerability. One panelist shared a compelling example of leading a team through a stressful period by simply acknowledging, “I need to tell you, I’m feeling really stressed about this. How are you feeling?” This moment of transparency created psychological safety that allowed her team to exhale, share their own concerns, and ultimately problem-solve more effectively together.
This willingness to be vulnerable—to show that leaders don’t have all the answers and that they’re human too—builds trust in ways that traditional command-and-control leadership cannot. When leaders model authenticity, they give their team permission to surface risks, share innovative ideas, and commit fully to challenging initiatives.
However, authenticity requires courage. There’s always a risk that vulnerability might be weaponized or misunderstood. Both panelists shared experiences where their openness was used against them. The key is recognizing that this says more about the other person than about the authentic leader, and that the benefits of building genuine connections far outweigh the occasional negative response.
Flying High While Staying Grounded
The path to authentic leadership isn’t about fitting into someone else’s mold—it’s about finding environments where your genuine self can thrive while remaining respectful and considerate of others. As one panelist advised emerging women leaders: “Feel it out. You can be who you are. If it feels uncomfortable, then it’s probably not your authentic self.”
The message is clear: Don’t change who you are to bring value. Instead, find the right place to be yourself, round off the sharp corners when necessary, but never compromise your fundamental identity. In doing so, you’ll not only fly higher as a leader but also create the psychological safety and trust that allows everyone around you to soar as well.
For more information on the Datos Insights Women’s Network and to register for our June 18th open meeting on the topic of How to Avoid Being Your Own Worst Enemy at Work, visit our website.