Abstract
Leadership has always been associated with male leaders, and although the years have presented some changes with more women taking up leadership roles, the slow tide of change has not gone unnoticed. Even though evolving organisations no longer ask why women should lead but rather how to get more women into leadership. The lack of sufficient women in leadership roles disadvantages the imminent female leader since they do not have the opportunity to model after those more similar to them. This research attempted to provide some contributions in response to this gap. Through role modelling, imminent female leaders can learn from the women leaders who have already traversed into leadership roles, from these experiences, imminent female leaders can build their success track. Role modelling is a process where an influential individual is observed, and their behaviour emulated by another to attain similar success.
The focus of the study was to explore how women in leadership can be role models for imminent female leaders. The study is qualitative, and 10 women were purposively sampled. The method followed to collect data was semi-structured interviews which allowed the women leaders to speak freely on their experiences. The findings showed that women leaders can be role models and that they shared similar characteristics that resulted in their success as women leaders. These characteristics included being resilient, confident, knowledgeable and collaborative. The study also found that they had similar challenges, including not being taken seriously in the boardroom and coming second to their male counterparts. The study also showed that representation was important in allowing more women to traverse into leadership roles because it meant more women would be exposed to similar ones.
Role modelling can be critical in providing the building blocks for imminent female leaders in their rise to leadership. Women leaders should not be satisfied with being the only female leaders around the table and in the room, but they should advocate for other women. The imminent female leader must also be willing to take the risk of taking up the leadership positions and also building strong networks. Organisation should ensure that the leadership development approaches such as mentorship, sponsorship, coaching and succession
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planning support role modelling and cater for the female experience, this can make role modelling effective.
Key words: leadership, women leadership, role modelling, imminent female leader and feminist leadership.