Leadership is not a men's suit.

Leadership still often has a single face. Often unconsciously. Think of the standard images in a PowerPoint presentation about management: business-dressed middle-aged men, arms crossed, serious expressions. They symbolize decisiveness, strategy, and authority – because that is the image we have been indoctrinated with for years. It is ingrained in our systems and our subconscious.

For women who do not identify with this, it can feel like leadership is a role reserved for someone else. Not due to a lack of ambition or talent, but because recognition is absent. Not seeing oneself reflected in the people who have 'made it' makes the path upward vague or even unimaginable. This hinders growth, not only for women but for organizations as a whole.

Why role models matter

Role models provide perspective. They make visible what is possible, show other forms of leadership, and normalize variation. Women who see someone who resembles them in a leadership position are more likely to take steps themselves. And this effect begins early: girls who see female teachers, doctors, or managers are more likely to pursue those professions.

But this is not an automatic process. It requires conscious attention from organizations:

• 67% of women do not identify with the role models in their organization.
• Organizations with visible female leaders attract more female applicants.
• Leadership is still strongly associated worldwide with masculinity, distance, and dominance.

Research shows that 'you cannot become what you cannot see' is more than just a nice quote – it is a key factor in ambition development and self-confidence. The lack of representation leads to underrepresentation. Not only at the top but also on the way there.

Breaking stereotypes requires action

Breaking one-sided imagery begins with recognition. Acknowledging that there is a problem with who we make visible – and who we do not. Asking questions about who we invite to the stage, who we let speak at events, and who appears on our website and social media as 'representative.' As long as leadership is only visible in one form, we unintentionally exclude others.

That is why it is important to show other faces. Women who lead authentically in their own way. Leaders who are coaching, connecting, or intuitive. People who provide psychological safety and space for growth. Not as an exception but as the norm.

This also requires something from organizations:

• Dare to deviate from the standard image in your communication
• Actively seek out talent that remains under the radar
• Allow diverse leadership styles
• Make it a norm to make role models visible – both within and outside the organization

A broader definition of leadership

Talent is everywhere. But if we only recognize talent in the form we are already used to, we will continue to circle in the same place. Those who seriously want to work on inclusive talent development start with visibility. The visibility of people who show that it can also be different. Those who lead from connection and trust. Who inspire, even if they do not fit the old image.

Because ultimately it is simple: those who see it can become it.