More often than not, whether it’s at home or in the professional setting, the attempt of women standing their ground and being assertive is met with an explanation from a male side with phrases such as: “Are you on your period? You’re being really hormonal…”.

It’s almost as if we are not allowed to be expressive or authoritative without an explanation that it must have something to do with our emotional states.

This perception is outdated and, in fact, emotional intelligence is a leadership asset.

These stereotypes often lead to women being viewed as less capable of making rational decisions under pressure. As Lisa Hornschemeier pointed out in a recent podcast with Panelle,

“A man doesn't face as much resistance and friction when they want to drive change in practice that they're responsible for. But women, more times than not, have to take on much more resistance to be able to break through on what they need to do.”

It’s almost as if we are not allowed to be met with respect when voicing our opinions, which not only undermines us as people but also limits our leadership opportunities. It reinforces a double standard and enhances gender inequality in the workplace, proving how women still need to overcompensate to be taken seriously.

Emotional intelligence, often disregarded, is crucial for effective leadership and decision-making - it enables us to personalise difficult situations. Exactly as Hornschemeier said,

“Through empathy, we build trust and long-term relationships.”

it allows us therefore to be more mindful and respectful of others, resulting in better outcomes for teams. It helps create a “people-first” workplace and strengthens team cohesion.

“Women excel at this because they lead with empathy and understanding, not ego.”

It leads them to rational decision-making and using emotions as a tool, rather than suppressing them. Emotional intelligence should be seen as a vital leadership skill, not a weakness. Let’s celebrate it and embrace it more in the workplace.

It’s time to challenge and dismantle the outdated stereotype of women being 'too emotional' to lead. Not only does this stereotype harm women by creating additional barriers to their success, but it also deprives organisations of a critical leadership strength: the ability to lead with emotional intelligence.

The future of leadership isn’t about cold, detached decision-making, it’s about being able to bring people together, navigate challenges with empathy, and create workplaces where individuals feel valued and understood.

In fact, research has shown that emotional intelligence is one of the most important predictors of effective leadership. A study published in Harvard Business Review found that leaders with high emotional intelligence are better at managing stress, inspiring their teams, and fostering environments of trust. In an era where workplace cultures are shifting toward inclusivity and mental well-being, emotional intelligence is no longer a 'nice-to-have' quality—it’s a must-have.

Workplaces must embrace emotional intelligence as a strength in leadership, not a weakness or liability. When we empower women to bring their full selves to their roles - including their emotional insight and empathy - we are not only fighting gender inequality but also strengthening our teams and improving organisational outcomes.

We must shift the narrative.

Women should not feel compelled to suppress their emotions or second-guess their decisions for fear of being perceived as 'too emotional.' Instead, we must shift the narrative to celebrate the unique strengths that emotional intelligence brings to leadership.

This also requires a culture change within organisations. The stereotype of women being 'too emotional' to lead is outdated, and workplaces should therefore embrace emotional intelligence as a strength in leadership, not a liability. Emotional intelligence and empathy are the future of leadership.

The comments and dismissals that women face when asserting themselves must be called out for what they are: attempts to undermine women’s authority and reinforce a biased status quo. Organisations should invest in leadership training that emphasises emotional intelligence as a core competency, encourage open conversations about bias, and work actively to dismantle the gendered expectations that hold women back.

We should empower women and nurture this skill rather than allowing remarks to be made, not only to fight gender inequality but also to strengthen our teams and better the functioning of most businesses. Let’s move forward with the understanding that emotional intelligence is not just a leadership asset - it is essential for the future of leadership.

Next time you think you’re being too emotional, remember all the strengths and amazing things that your emotions unlock.

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