Ever meet a talented female leader who seems to hang out in the background?
Maybe she defers to others quickly or minimizes her contributions.
She always seems to find a reason not to take on more leadership despite being capable.
This is called the “White Horse Syndrome.”
It happens when women, often raised on Disney movies and princess paradigms, wait to “be discovered” by a rescuer riding in on a white horse rather than taking advantage of growth opportunities as they present themselves. It was originally titled “The Cinderella Syndrome” and it’s detrimental to her, her calling, and the teams she is a part of (including her family)!
The Tendency to Wait
Female leaders are often unintentionally taught in the cultures and families they grew up in to wait for recognition and advancement, rather than advocating for themselves. Even as adults, there are social penalties for appearing too ambitious.
Here are a few factors:
- Cultural Conditioning: Women, especially in Christian circles, are often taught to be overly modest and differential, an extreme and unhealthy version of Godly humility. Humility should never come at the expense of being honest. But many women feel forced to lie or omit who they really are, rather than risking being judged.
- Fear of Backlash: Women may fear negative repercussions, such as being perceived as aggressive or overly ambitious, if they assert themselves.
- Imposter Syndrome: A lack of confidence in their abilities, or having missed opportunities to grow, can lead women to doubt their qualifications and wait for external validation.
- Lack of Role Models: The scarcity of female role models in true leadership positions can make it difficult for women to envision themselves as leaders and advocate for their advancement. This is reinforced in church environments where the only visible female leaders have gained their position because of who they are married to or are friends with.
The Impact of Waiting
The tendency to wait rather than advocate for oneself can have significant consequences for female leaders and their organizations.
- Stalled Career Progression: Without actively seeking opportunities, women may find their career advancement slower than their male counterparts.
- Underutilized Potential: Talented female leaders may not reach their full potential, resulting in missed opportunities for personal and professional growth.
- Decreased Job Satisfaction: A lack of recognition and advancement can lead to frustration and dissatisfaction in one’s work life.
- Leadership Imbalance: Organizations miss out on the diverse perspectives and skills that female leaders bring, leading to less balanced and inclusive leadership teams.
- Reduced Innovation: A lack of diverse voices in leadership can stifle innovation, problem-solving, and creativity within the organization.
How Can You Help?
Leaders and organizations can support female leaders in advocating for themselves by creating an environment that encourages and values self-advocacy:
- Promote a Culture of Self-Advocacy: Foster a culture where diverse voices are encouraged and valued. This includes actively seeking input from female leaders and recognizing their contributions. Affirm female leaders who advocate for themselves, even if it feels uncomfortable at first.
- Provide Leadership Training: Offer training programs focused on leadership skills, self-awareness, and clearly defined pathways for promotion. Intentionally recruit women into the leadership development tracks you already have established for men so that all your leaders are growing together.
- Highlight Capable Female Leaders: Using public setting and leadership opportunities, affirm and celebrate female leaders who are displaying strong leadership skills and have earned their roles through their achievements.
Female leaders often wait to be discovered rather than advocating for themselves, a tendency that can limit their potential and the benefits of diversity within organizations. By adopting proactive strategies and fostering supportive environments, both female leaders and organizations can benefit from the often overlooked leadership potential of women. Empowering female leaders to advocate for themselves is not only beneficial in fulfilling their calling, but it also enhances the overall effectiveness and innovation of your team!
For further insights to help your female leaders, check out my book, Developing Female Leaders.
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